Board of Trustees

Focused on

IMPROVING OUTCOMES

The ANI School Board has taken office from Friday 24 May, 2024.

The school is governed by the School Board, which sets the strategic direction for the School and ensures compliance with legal and policy requirements.

Our School Board comprises a group of elected parent and community representatives, an elected staff representative and the principal. We are very fortunate that our Board Members bring a wide range of professional and life skills to their governance role. 

Auckland Normal Intermediate School Board

Jason Mackie – Presiding Member

Kia ora koutou

My name is Jason Mackie. I am delighted to join Auckland Normal Intermediate (ANI) School’s Board of Trustees and elected by the Board to serve as its Presiding Member.

I look forward to working closely and constructively with all Board members, as together, we enable and support our Principal, Jason Pocock and ANI’s leadership team to continue developing ANI as a positive and inclusive education environment for our learners, teachers and support staff.

I am a Barrister in private practice since 2022 and have been a lawyer since 2004, including previous employment as the in-house Deputy General Counsel at NZ’s largest fire and general insurer. Prior to that I was a Police Officer (Sergeant) for 10 years. I enjoy working with people from all walks of life. I believe I have a personable approach to building relationships that will help connect ANI with its community and key stakeholders.

I am of Māori descent, with iwi affiliations to Ngapuhi, Ngatiwai and Ngati Whatua. My son, Connor is in Year 7 at ANI. My daughter, Scarlett is in Year 3 at Maungawhau Primary. I enjoy actively encouraging and supporting my children’s schooling and extra-curricular activities, including being a junior football and cricket coach.

Ngā mihi

Jason Mackie

Bronwyn Hantz – Parent Representative

Kia Ora,                                                                                                                 

My name is Bronwyn Hantz, and I am honoured to be a member of the Board of Trustees. I hold a Bachelor of Law and a Bachelor of Commerce from the University of Canterbury.

I moved to Auckland almost 20 years ago to follow the opportunities that our biggest city has to offer. After initially commencing my career in the finance industry I moved to law, and I am now a Partner at Daniel Overton & Goulding, a mid-size General Practice Law firm based in Onehunga and Pukekohe.

I live locally in Mt Eden with my husband James who is Head of Physical Education at Auckland Grammar School and our 3 children. My daughter is in year 8 at ANI and I have two sons at Maungawhau Primary School who will be making their way through ANI in the upcoming years. My family love to be involved in everything from many sporting codes to various cultural activities.


I am looking forward to working hard and making a valuable and positive contribution for our school, community and most importantly our young people.


Kind regards
Bronwyn Hantz

Murray Streets – Parent Representative

I’m Murray Streets and I’m a father of two daughters, twins Imogen and India, who are currently in Year 8 at ANI. Our eldest daughter, Isla, also recently attended ANI before moving on to EGGS where she is now in Year 10.

My wife Janice and I have lived in Mount Eden for fifteen years and feel extremely fortunate to be raising our family here.

Over the years, we’ve really valued and enjoyed being actively engaged with the school communities at MENPS, ANI and EGGS.

I’m really looking forward to working with Jason and the rest of the Board team to develop our strategic plan for the school, helping the staff and students go from strength to strength.

Ateli Tovio – Parent Representative

My name is Ateli Tovio and I am humbled by the opportunity to be a parent representative on the Board. Having lived in Central Auckland most of my life, I initially attended Mt Eden Primary School before completing primary at Maungawhau School. I attended ANI during my intermediate years and completed high school at Epsom Girls Grammar School. I now have the privilege of witnessing my own children (Ruth, Year 7 and Ezekiel, Year 2) at the same schools, navigating the evolving landscape of education and society through technology, digital platforms, and new ways of learning. 

My husband, Tom, and I are actively involved in our children’s activities and we love seeing them learn something new and give things a go! We enjoy playing sports and have both had a share in coaching sports teams over the years. We appreciate the challenges our young people face physically, mentally, and emotionally, and believe it is important to create a safe and upbuilding environment that supports them as they transition through their schooling years. 

I am passionate about leveraging strategic thinking and planning to provide innovative opportunities for our tamariki/fanau at ANI. With a focus on honouring our communities, especially the Pacific communities, I aim to utilise my previous board experience and HR expertise to support the school’s vision and improve outcomes for our families and communities.

Leon Clement  – Parent Representative
 
I’m proud to be part of our Auckland Normal Intermediate community as a parent representative on the Board of Trustees. I grew up in Mt Eden and attended ANI as a student.
 
My children are currently attending or will attend ANI in the future.
 
I am grateful for the role that ANI plays in providing a positive learning environment for me, my family and our community.

I am an active dad, and I enjoy being part of my children’s lives across all their interests. Professionally, I am an advisor and independent director working with a range of companies in the food, technology and innovation sectors.

I enjoy cooking, cycling, music and spending time in and around the Hauraki Gulf with family and friends. I am passionate about New Zealand, sustainability, and growing people and teams together.

Key School Policies / Procedures

ANI COMPLAINTS PROCEDURE

General complaints can be sent to ani@ani.school.nz OR emailed directly to the classroom teacher.

Purpose:  To provide a process for all school personnel to deal with complaints that may arise whether in relation to students teaching and non-teaching staff, leadership or in relation to school policies and systems.

All complaints received will be treated so that:

  • Wherever possible issues, concerns or complaints can be dealt with as close to the source and as early as possible
  • Complainants feel they have been fairly heard
  • The person who is the subject of the complaint is given the opportunity to respond and take advice
  • Confidentiality is maintained
  • The principles of natural justice are complied with
  • Staff, students and parents are informed about the complaint procedures annually
  • All complaints received will be systematically dealt with in order to maintain a school culture of openness, honesty and fairness
  • All complaints shall be recorded in a complaints register to be maintained by the Principal’s PA and kept confidential to the Board
  • All complaints will be acknowledged within seven days and records kept of the investigation
  • Where complaints are formally investigated, minutes of all meetings will be taken.
  • Agreement and decisions made will be recorded in writing. These documents will be held by the Principal, Board or on the employees file as deemed appropriate
  • All other complaints relating to Board decisions and policy, Board members, the Principal, Health & Safety issues not specific to an employee, should be directed to the Presiding Member in writing.

General complaints can be sent to ani@ani.school.nz OR emailed directly to the classroom teacher.

Purpose:  To provide a process for all school personnel to deal with complaints that may arise whether in relation to students teaching and non-teaching staff, leadership or in relation to school policies and systems.

All complaints received will be treated so that:

  • Wherever possible issues, concerns or complaints can be dealt with as close to the source and as early as possible
  • Complainants feel they have been fairly heard
  • The person who is the subject of the complaint is given the opportunity to respond and take advice
  • Confidentiality is maintained
  • The principles of natural justice are complied with
  • Staff, students and parents are informed about the complaint procedures annually
  • All complaints received will be systematically dealt with in order to maintain a school culture of openness, honesty and fairness
  • All complaints shall be recorded in a complaints register to be maintained by the Principal’s PA and kept confidential to the Board
  • All complaints will be acknowledged within seven days and records kept of the investigation
  • Where complaints are formally investigated, minutes of all meetings will be taken.
  • Agreement and decisions made will be recorded in writing. These documents will be held by the Principal, Board or on the employees file as deemed appropriate
  • All other complaints relating to Board decisions and policy, Board members, the Principal, Health & Safety issues not specific to an employee, should be directed to the Presiding Member in writing.
Issues (low level issues)

In the first instance, an issue (or a concern) should be discussed confidentially with the classroom teacher or employee involved.

  • If the problem is one related to a teacher and remains unresolved, the Team Leader or Deputy Principal of the team should be approached (in the case of a complaint against the Principal, the Presiding Member Should be approached).
  • If the issue/concern is not resolved to the satisfaction of the complainant, the matter should be reported to the Principal.
Concerns (Issues brought to attention of DPs or Principal)
For concerns related to normal day-to-day matters at school that are of concern but not serious enough to trigger a formal investigation and disciplinary process. The Principal or DP will:
  • Follow up with the concern and document the details of the concern. Provide the employee concerned with all information pertaining to the concern raised.
  • Undertake to resolve the matter in such a way as that complainant is satisfied that it has been dealt with and ensure a record of the concern is logged with the outcome documented.
Formal Complaints
  • Wherever possible, complaints should be received in writing stating the specific nature of the complaint and where and when the incident/matter giving rise to the complaint occurred.
  • A copy of the complaint must then be given to the person cited in the complaint. The Principal should be kept informed of all complaints.  In the case of a complaint against the Principal, the Presiding Member will be informed.
  • Many complaints will be able to be resolved by discussion between the Principal and the parent/caregiver/employee concerned without the need to take the matter any further.  In such cases, the Principal will appropriately document the concern and resolution of the concern.
  • Where appropriate, an opportunity to deal with a concern or a complaint in a Maori context may be provided.  All parties i.e. complainant, employee and Board, must all agree to this process.
  • A record of all concerns and complaints to the Principal or Presiding Member will be kept.
  • In the event that a matter becomes difficult to resolve, the Principal will inform the Presiding Member.
  • Complaints against the Principal will be referred directly to the Board.
NOTE: Disciplinary Investigation
The Principal may, as a result of information gathered in an initial inquiry phase into a formal complaint, recommend:
  • Disciplinary procedures for the Board to implement if he/she believes there is a case of misconduct or serious misconduct to be answered.
  • In conjunction with advice from an approved advisor when it is a matter relating to the professional standards, implement remedial performance processes or the provisions of the competency clauses of the relevant collective agreement. In any event the staff member will be reminded of their right to representation at any stage of the process.
  • If the Principal is unable to resolve the issue to the satisfaction of the complainant, then the complainant has the right to report the complaint to the Board of Trustees. The Board will “receive” a complaint and resolve that it be put to the employee concerned in writing.  A copy of the complaint will be attached, including any other statements or information that allows the employee to make a well-informed response.
  • Complainants and those having complaints made against them will be informed of the investigation process and any subsequent action being taken. The outcome of a formal investigation and disciplinary process or remedial process under the competency clauses of the employment agreement will be recorded in writing, and a copy placed on the employee’s personal file.
  • In each case the employment agreement requirements will be adhered to.
  • The staff member who is the subject of the complaint or performance concerns will be informed that he/she is entitled to attach a statement to the record.
  • All participants to the action of a complaint are to maintain confidentiality of information and documents
ANI CHILD PROTECTION POLICY

This policy outlines our commitment to child protection. The board is committed to the prevention of abuse and to the well-being of children and young people under our care. In line with section 15 of the Children, Young Person and Their Families Act, any person in our school/kura who believes that any child or young person has been, or is likely to be, harmed (whether physically, emotionally, or sexually) ill-treated, abused, neglected, or deprived may report the matter to a social worker or a constable. The board delegates responsibility to the principal to ensure that all child safety procedures are implemented and available to all staff, contractors, volunteers and parents. Therefore, the principal must:
  1. Develop appropriate procedures to meet child safety requirements as required and appropriate to the school.
  2. Comply with relevant legislative requirements and responsibilities giving consideration to the guidelines, further information and sample child protection templates that are available in the Children’s Action Plan guideline Safer Organisations, Safer Children: http://www.childrensactionplan.govt.nz/assets/CAP-Uploads/childrens-workforce/Safer-Organisations-safer-children.pdf
  3. Make this policy available on the school’s internet site or available on request
  4. Ensure that every contract, or funding arrangement, that the school enters into requires the adoption of child protection polices where required
  5. Ensure the interests and protection of the child are paramount in all circumstances
  6. Recognise the rights of family/whanau to participate in the decision-making about their children
  7. Ensure that all staff are able to identify the signs and symptoms of potential abuse and neglect and are able to take appropriate action in response
  8. Support all staff to work in accordance with this policy, to work with partner agencies and organisations to ensure child protection policies are understood and implemented
  9. Promote a culture where staff feel confident they can constructively challenge poor practice or raise issues of concern without fear of reprisal
  10. Consult, discuss and share relevant information in a timely way regarding any concerns about an individual child with the board or designated person
  11. Seek advice as necessary from NZSTA advisors on employment matters and other relevant agencies where child safety issue arise
  12. Make available professional development, resources and/or advice to ensure all staff can carry out their roles in terms of this policy
  13. Ensure that this policy forms part of the initial staff induction programme for each staff member
  14. Ensure that we report annually to the board of trustees on progress, implementation and compliance with any funding/contracting requirements (refer no. 4 above)