Deputy Principal

Position overview

Rangitoto College is looking to appoint a Deputy Principal for the start of Term 4. The appointed leader will take responsibility for student experience within a pastoral area or year level, while also contributing to priorities of strategic significance across the school. As the leadership structure is currently being reviewed, there is some flexibility in how responsibilities will be ultimately assigned. The emphasis of this recruitment is therefore on the candidate’s leadership capability and their ability to work closely with the Senior Leadership Team to deliver better outcomes for students at Rangitoto College.

What the leadership team is expected to demonstrate

The school is seeking a senior leader who brings maturity, sound judgement, and strong professional standards, and who can contribute effectively to a high-performing leadership group.

Core competencies and personal qualities

• A strong habit of reflection, with high self-awareness, integrity, and a disciplined approach to professional work.
• A genuine commitment to Mātauranga Māori and to building an inclusive culture that reflects the school community.
• Clear, accessible communication skills and the ability to build trust with staff, students, and whānau.
• The capacity to collaborate well, strengthen teams, inspire others, and develop leadership in colleagues.
• The ability to establish and sustain positive relationships with the wider community.

Leadership capabilities

Grounded in the Teaching Council’s Leadership Capability Framework, the Deputy Principal is expected to operate strongly across the following areas.

High-trust relationships

• Builds credibility through professional expertise, respect, emotional intelligence, and self-awareness.
• Maintains constructive relationships with partners and stakeholders beyond the school, drawing on wider knowledge while also contributing to learning across the sector.

Collective leadership and professional community

• Uses deep educational knowledge to grow leadership and capability in the area of responsibility.
• Draws on individual and shared strengths to move initiatives forward.
• Creates opportunities for others to contribute and expand their knowledge and skills.
• Ensures that learning-focused knowledge is created, shared, and applied.
• Identifies and removes barriers affecting learning and wellbeing.
• Leads innovation by trialling evidence-informed initiatives and carefully evaluating current practice.

Strategic thinking and planning

• Ensures the school’s vision, goals, and expectations stay focused on continual improvement.
• Leads inclusive development by building understanding and commitment among those involved in the organisation and its wider community.
• Works with organisational leaders to review progress, identify sound priorities, and support the next stage of team development.

Evaluating practice in relation to outcomes

• Interprets data to assess learner outcomes and measure progress against strategic priorities.
• Uses evidence and personal learning to work with others on improvement actions and resource allocation.

Ongoing learning as a leader

• Maintains professional networks to stay up to date with emerging research and evidence-based practice.
• Actively seeks feedback from a range of sources to support ongoing growth.
• Protects and nurtures relationships that challenge and strengthen leadership development.
• Contributes actively to professional learning networks and reflects the spirit of ako.

Living Rangitoto College values

• Models behaviour that reflects and reinforces the school’s values.
• Leads with purpose in a way that embeds those values across daily interactions.
• Encourages new initiatives and supports staff who want to advance the values of the school.

Resource and people management

• Maintains constructive relationships with key stakeholders inside and outside the Rangitoto College community.
• Leads change in a coherent way so staff have the time and support needed to make meaningful improvements.
• Recruits staff who strengthen the school’s vision, goals, and values.
• Ensures staff feel valued and are supported to build their capability.
• Promotes professional development that drives ongoing improvement.
• Deals appropriately with staff who repeatedly struggle to meet the expectations of the school and profession.
• Seeks expert advice on resource use so the organisation gets the best return for its strategic priorities.
• Uses external networks to broaden the resources available to the school.

Application process

Interested candidates who match this profile are asked to apply by 5:00 pm on Monday 27 July. The application must include a cover letter, a current CV, and the contact details of three referees. In the cover letter, applicants should describe a current leadership area within their school and explain how it aligns with one or more of Rangitoto College’s strategic priorities.

Remuneration

The role attracts 8 MU’s and 1 SMA.