Board of Governors

Board of Governors

LAC House is the boarding part of Longburn Adventist College. It is ultimately accountable to the Longburn Adventist College Board of Governors, NZ Pacific Union Conference of the Seventh-day Adventist Church (headquarters located in Howick, Auckland).

The New Zealand Pacific Union Conference (“The Proprietors”) are the owners of the College and responsible for the provision and maintenance of school property. LAC House is operated by the LAC Board of Governors. This is done through the NZ SDA Schools Association. They are also responsible for negotiating with the Ministry of Education what buildings and land are deemed to be ‘integrated’. LAC House is a signatory to International Students Pastoral Care and meets the NZ Ministry of Education’s (Hostels) Regulations Act 2005.

The role of the Board is to ensure good governance, to appoint staff, to hear serious student discipline cases and to plan strategically for the future of the college. The Board relies on the Principal and his management team to manage the dormitories.

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Current BOG Members
(As of February 2024)


  • Mr Kheir Boutros

Members of Committee:

  • Pastor Eddie Tupai – President of NZPUC
  • Pastor Bob Larson – NN Conference
  • Mr Dan Carrasco – Assistant Education Director
  • Mr Rosalind Burnett – Principal & Secretary
  • Mrs Lynn Roleston – Proprietor Representative

Invitees (non-members):

  • Eliyum Yacoub – Business Manager
  • Lynette Strauss – Minutes

Boarding (BoG) Policies

The policies below should be considered in addition to the Board of Trustees current policies.

Policies are currently being reviewed

Policy 1: Special Character

  1. 0.1.1  – The Board of Governors committed to supervising the preservation and enhancement of the school’s Special Character as defined in the Deed of Integration.

    0.1.2 – The Special Character of the School is determined by the faith system made up of the Christian beliefs, values and lifestyle of the Seventh-day Adventist Church as determined from time to time by the General Conference of the Seventh-day Adventist Church through the New Zealand Seventh-day Adventist Schools’ Association Limited (“The Proprietors”)

    0.1.3 – The LAC House is to provide an extension of the family home promoting personal growth in an awareness of the values of Jesus Christ that reflects the Seventh-day Adventist Christian special character and heritage of Longburn Adventist College.

    0.1.4 – To spiritually nurture students so they ‘grow in Christ’ and become part of His family.

    0.1.5 – To appoint and source the best possible staff that fosters and models a spirit of Christian service and growing discipleship in both our students and staff.

Policy 3: Personnel

3.1 Conditions of Employment

3.1.1. All staff are employed by an individual employment agreement.

3.1.2. Longburn Adventist College Board of Governors abide by the relevant agreements and statutes that affect the staff’s employment conditions.

3.1.3. The College follows personnel policies as outlined in the and is also bound by the various collective agreements governing the employment of boarding staff including volunteer staff.

Tab: Insert policy of Staff Personnel Records and the process of employing Volunteer Deans

3.1.4. Information and procedures for Boarding staff are contained in the Boarding Staff Induction Handbook. This handbook is updated by the Boarding Director and Senior Deans each year.

3.2 Professional Development

3.2.1. All LAC boarding staff partake in professional development that enhances their leadership in the dorms and enhances the boarder’s boarding experience. 

3.2.3. The professional development programme for each term is set by the Boarding Director in consultation with the Board of Governors. 

3.3 Performance Management and Appraisal

3.3.1. The aim of performance management is to provide a positive framework for improving the quality of leadership for dorm staff and for the student’s boarding experience.

3.3.2. Longburn Adventist College values and acknowledges good staff performance in order to develop and maintain a culture of professional excellence.

3.3.3. The Board of Governors oversees a performance management system for Boarding Staff.

3.3.4. The performance management system operates on a ‘no surprises’ basis. Staff are involved in setting their own key objectives and are informed of the standards of performance expected of them.

3.3.5. The Boarding Director and Principal ensure Boarding Staff are given regular performance-based feedback.

3.3.6. Performance appraisals are used to inform individual professional development planning.

3.3.7.  The chairperson of the Board of Governors ensures the Boarding Director’s performance is evaluated against objectives and performance standards agreed annually with the Board of Governors. That evaluation is used to inform the Principal’s professional development plan.

3.4 Appointments

3.4.1. All permanent staff appointments are made using equitable and transparent procedures that ensure the best available person suited to the position is appointed. Because of the school’s special character, the proprietor ensures that all permanent boarding positions are advertised as tagged positions. Appointment procedures are set out in the handbook for NZ SDA Schools.

3.4.2. The Board of Governors appoints the Boarding Director. Senior Leadership Boarding Director appoints Senior Boys’ Dean and Senior Girls’ Dean.  Boarding Director’ appoints volunteer staff.

3.4.3  Appointments to permanent or long-term (i.e. more than one school term) are made by a recruitment panel whose membership includes, but is not limited to, the Principal, Boarding Director and a Longburn Adventist College representative who is not an employee of the Board of Governors.

3.5 Leave of Absence”

3.5.1. Staff leave conditions are covered by the contract outlined in the Handbook for NZ SDA Schools.

3.5.2. The Principal and Boarding Director consults with the Board of Governors regarding applications for leave in excess of two weeks.

3.6 Equal Employment Opportunities

3.6.1. Longburn Adventist College recruits, appoints, rewards and promotes the best people possible for each position.

3.6.2. All staff are treated equitably, irrespective of gender, race, religion, disability, age, sexual orientation and family responsibility. All relevant boarding policies and procedures reflect this commitment.

3.7 Sexual Harassment

3.7.1. Sexual harassment is not acceptable at Longburn Adventist College. The Principal and Boarding Director specifies procedures to ensure staff work in an environment free from offensive behaviour.

3.8 Volunteers

3.8.1. Volunteers for tasks involving students are known to Longburn Adventist College and are carefully selected to ensure they are suitable for the role.

3.8.2. In most cases, volunteer helpers will not have sole charge of students.

3.8.3. Selection and screening of volunteers who wish to be supervisors or drivers are done at an early stage by the Boarding Director.

3.8.4. Screening of volunteers will include police vetting, especially for off-campus events.  Refer to the Police Vetting Policy.

3.9 Handling and Resolving Complaints

3.9.1. All complaints are dealt with fairly and effectively, in the interests of all parties concerned.

3.9.2. In the first instance, complaints should be raised directly with the person(s) concerned, and attempts made to resolve the issue without further intervention.

3.9.3. If a resolution is not achieved, the complaint should then be taken to the Boarding Director (in the cases of complaints involving staff) or the chairperson of the Board of Governors (in the case of complaints involving the Boarding Director).

3.9.4. Boarding staff who wish to report incidences of serious wrongdoing within boarding should follow the protected disclosures statement.

3.9.5. This policy does not attempt to address complaints that are more appropriately directed to the Police or other statutory authorities.

Boarding Operational Policies

Written procedures will ensure compliance with the code of practice relating to the management of hostels. The legal ownership of the Boarding rests with the College’s Board of Governance, while the day to day management is delegated to the Principal who manages the Director of Boarding.

Delegations of Authority

The College will have defined delegations of authority which include:

  • The Principal is the schools’ designated Privacy Officer. 
  • The Principal is the schools designated Protected Disclosure Officer. 
  • The BOG Chair is responsible for the appraisal of the principal and the principal is responsible for the appraisal of all other staff, including the Boarding staff.
  • The Deputy Principal will be the designated Health and Safety Officer, including the Boarding
  • The Assistant Principal will be the designated Equal Employment Opportunities Officer. 
  • The BoG Chair and the Principal are responsible for authorising media communications. 

The Principal is responsible for deciding and managing the closure of the School in extraordinary circumstances.

Policies and operating procedures (Regulation 54)

The Principal shall not fail to ensure that the hostel is managed in accordance with written policies, and written operating procedures, documented in the Operational Policies and Hostel Procedural Manuals.

The Principal shall not fail to ensure that the boarders: 

  1. are supported in a positive learning environment; and 
  2. are given the opportunity to develop positively within reasonable boundaries; and 
  3. feel secure and valued; and 
  4. have ready access to people they can trust and confide in and are supported in raising problems and issues that are of concern to them; and 
  5. have ready access to, and a degree of choice about, health and other personal services they may require. 

The Principal will, on a request for the purpose, make a copy of the policies and procedures available for inspection and copying by a member of the hostel’s staff, a boarder, or a parent of a boarder.