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Appointing an In-School Learning Support Coordinator (LSC)

Appointing an In-School Learning Support Coordinator (LSC)

The new in-school LSC staffing entitlement is for schools and kura with learners in Years 1 to 8 that do not currently have access to an LSC.

From 2026 to 2028, LSCs will be rolled out to state and state-integrated schools and kura with students from Years 1 to 8.

In the Ministry’s In-School LSC Role Informationopen_in_new document, you can find out how the in-school LSC role fits into the learning support system, find resources for schools that are recruiting, and learn more about combining your LSC FTTE with other schools.

No changes to current cluster-based LSCs

The current LSC model is based on the (outgoing) kahui akō and school cluster structure, combining resource FTTE.

Schools that access LSCs as part of a cluster will continue to do that. The two models (in-school and cluster) will operate concurrently.

Schools in the current cluster model cannot opt out in favour of an in-school LSC.

Which schools are eligible for in-school LSCs?

You can download detailed information about the in-school LSC regional uplift plan 2026 - 2028open_in_new.

Schools receiving the first stage uplift can view their school’s LSC staffing entitlement in Pourato.

What do in-school LSCs do?

LSCs are experienced, registered teachers with a current full practising certificate.

LSCs:

  • Support students to get the right help earlier

  • Better support teachers to meet diverse learning needs

  • Work collaboratively across the other learning support staff

  • Make it easier for families to understand and access learning support at school. 

The In-School LSC Role Informationopen_in_new contains information on the role and how the LSC role fits into the school environment.

Recruitment of a new LSC

For the recruitment and appointment of a new in-school LSC, please follow the step-by-step process and guidance outlined in our recruitment article series (see links below).

We also recommend the use of the following resources:

Skills Matrix 

A Skills Matrixopen_in_new has been developed for schools and is helpful, alongside the role information, in:

  • Writing vacancy adverts – provides the person specifications and skills required.

  • Writing job descriptions – provides the domain, key responsibilities, skills and experience, alongside the qualifications and knowledge required for the role.

  • Monitoring and evaluating performance/competency – outlines expectations of the role and what evidence looks like.

The skills matrix and the interview questions below are intended to be used together.

The LSC Role Information also contains a section on “getting the right person” (page 13).

Interview Questions 

This document on In-School Learning Support Coordinator Interview Questionsopen_in_new uses an established interview technique described as

behavioural/situational, an effective method of posing interview questions designed to bring out the fullest response and provide as much information as possible from the interviewee.

You may wish to use these interview questions directly or adapt them to suit your school environment.

Induction and Professional Learning and Development (PLD)

As part of the budget investments into learning support systems and the in-school LSC model, induction materials and ongoing PLD will be made available to support LSCs in their role. These resources are designed to build confidence in inclusive practice, data use, and system navigation.

There will be further information around induction resources by the end of 2025, and PLD will be available to all LSCs by the end of Term 1, 2026.

We recommend reading our article on inducting new employees into your school or kura, which also introduces an induction checklistopen_in_new.

Letters of offer

Letters of offer for the employment of LSCs are available via our Advisory and Support Centre or Resource Centre article permanent employment letters of offer.

Combining LSC FTTE with other schools

If you want to combine your LSC staffing entitlement allocation with another school(s), you must complete a Staffing Transfer Agreementsopen_in_new (STA). When schools agree to a STA, school A is formally transferring their staffing entitlement to school B. The decision whether to combine sits at the board level.

Combining LSC FTTE may work for a group of schools, each with smaller FTTE to combine that resource and create an increased FTTE role to attract suitable applicants. The schools then work out and agree how that combined resource is going to work across the group of schools.

If more than 2 schools wish to combine their in-school LSC resource, every school completes the STA form. The use of a STA will not in and of itself justify the use of a fixed term employment agreement.

There are a number of practical, strategic, and relational aspects of a shared LSC role alongside important aspects around employment arrangements that each school board involved would need to discuss, consider, and agree to prior to any school commencing a recruitment process.

Boards will also have to be mindful of lining up the notice periods of the staffing transfer agreement with that of the potentially affected employee(s) and their employment agreement notice provisions.

Should a board wish to consider a staffing transfer agreement, there is a checklist for combining LSC FTTE with other schoolsopen_in_new to help them start their critical thinking and analysis of such an arrangement.

Boards can seek further information about staffing transfer arrangements by contacting MoE Resourcing at resourcing@education.govt.nz.

Can a board fund an LSC from operational grants?

Boards maybe thinking about increasing the FTTE of their allocated LSC or funding an LSC role completely out of operational funding.

They can, however, before committing to this decision, your board needs to understand and assess their position:

  • They will hold all legal and financial liability for that role.

  • Board funding does not justify the use of a fixed term agreement, the LSC role would still need to be made on a permanent basis.

  • Boards will carry the surplus staffing salary protection liability incurred in the future should they choose to disestablish this role.

Questions a principal could ask

  • Do we have a new in-school Learning Support Coordinator staffing entitlement?

  • Have we considered how to best use the new resource?

  • What does the board need to know so they can consider and decide on combining the LSC resource with another school or group of schools?

  • How will each board decide on how the resource will be shared and used – Will we do an even split of FTTE or base the shared FTTE on student needs and priorities across the group of schools?

  • What preparations might be required with our existing SENCO’s, RTLBs, teachers and teacher aides/learning support staff to integrate the role of an LSC?

  • Are our induction package and resources up to date?

  • Are we completing police vetting and safety checking before offering employment?

Templates, resources, and references

Click on the link(s) below to access the templates, resources, and references related to this topic.

These may download or open in a separate browser depending on your device.

Links from us
Ministry of Education

For a one-stop shop on all things Learning Support Coordinators, and for future updates and guidance.

Contact details for further inquiries

Clusters – contact your Service Manager or Manager Integrated Services

Staffing transfers

Property – the property team can help schools with surplus space

Pourato Resourcing

B25 LSCs