ERO will only accept applications for vacancies it has advertised.
As a review officer you will have the opportunity to contribute to improving the quality of education in New Zealand, while broadening your own experience.
ERO’s appointment process is in four stages:
Applicants are short-listed on the basis of their covering letter and curriculum vitae.
This is a behavioural interview lasting about one hour. The interview questions relate to the review officer competencies and cover your experience and skills with things like project management, data management, communication and relationship management.
Following the interview, preferred candidates will go through two further stages.
This is carried out by an external contractor and comprises three formal tests. It takes about 105 minutes and feedback is given to the applicant by the contractor.
iv. Referee check
At least two referees from the three provided are contacted, one of whom will be the last employer.
v. Police vetting
ERO will require each potential appointee to go through a police vetting process before an offer of employment is made.
Review officers spend most of their time carrying out reviews in schools and early childhood centres. About half the time allocated to a review is spent at the school or centre. The rest is spent preparing for the review and compiling the public report on the review findings. Review officers may also be involved in other ERO activities such as special projects and reference groups.
Review officers are required to travel and have overnight stays away from home. The number of nights away varies from office to office. All costs associated with this travel are paid for by ERO. To compensate for the time away review officers earn special leave at the rate of one day for each period of 10 nights away – up to 60 nights away. At that point the special leave accrues at one day for every five nights.
Training for review officers is comprehensive and ongoing. Typically it will include an induction programme in the local office to become familiar with education review procedures and the requirements of the role. New staff also attend a two-day national induction course.
New reviewers are then attached to a review team for a time as an observer. Gradually, as they develop in confidence they are given work as part of a team. Where possible new review officers work first in education sector institutions where they have the most experience (early childhood, primary or secondary).
A typical review week includes travel to and from the school or early childhood centre being reviewed. Usually, one to four days are spent carrying out the review at the centre or school (larger schools may need more than a week). This is followed by time in the office as the team works through the findings and compiles the report. This routine varies depending on the type of institution being reviewed.
All work is carried out by a team of review officers. Teams vary in size from two for early childhood and small schools to four or more for larger primary and secondary schools.
Most review officers start out reviewing in the sector where they have most experience. In time all review officers are expected to play some role in reviews across all sectors.
Review officers appointed to Te Uepū ā-Motu, ERO’s national team that reviews Ngā Kōhanga Reo and Kura Kaupapa Māori, will join other review officers fluent in Te Reo Māori in reviewing Māori immersion schools and centres.
Those who join Moana Pasefika, the Pacific unit based in Auckland, will review in Pacific early childhood centres and schools with high numbers of Pacific students, as well as other mainstream centres and schools.
ERO has a strong tradition in supporting and encouraging staff to further their education in areas relevant to their role and each year a number of staff are supported to complete a qualification in evaluation.
The first year as a review officer can be challenging so we encourage staff to keep study to a minimum in that early period.
The starting salary is $88,323. Review officers progress by incremental steps through a structured salary scale up to $93,491. A performance review is carried out at least annually.
The Education Review Office supports staff membership of the State Services Retirement Savings Scheme, Individual Retirement Plan and the Government Superannuation Fund. As required by legislation all new employee will be enrolled in KiwiSaver.
The leave provisions for permanent full time staff are:
Sick leave may be accumulated up to a maximum of 260 days.
A portion of unused sick leave from previous teaching or government service can be carried over to a maximum of 50 days.