Secondary Principals' Collective Agreement

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Licensing Criteria Cover

Part Three: Remuneration

Secondary Principals' Collective Agreement
Effective: 2 September 2019 to 1 September 2022

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  • 3.0 Remuneration
    • A principal’s remuneration shall include the U Grade rate, the staffing funding component, the decile payment (where applicable), the payment for Leadership and Realising Youth Potential, the High Priority Principals’ Allowance (where applicable) and the Secondary Principals’ Career Allowance made under clause 4.4 (where applicable).

  • 3.1 Principals’ Salaries
    • 3.1.1 The following U grade rates shall apply:

      U-GradeRoll SizeRates prior to
      20 August 2019
      Rates effective 20 August 2019Rates effective 20 August 2020Rates effective 20 August 2021
      U1 1-100 $80,840 $92,403 $95,175 $98,031
      U2 1-100 $89,712 $92,403 $95,175 $98,031
      U3 101-150 $97,161 $100,076 $103,078 $106,170
      U4 151-300 $104,774 $107,917 $111,155 $114,489
      U5 301-500 $112,387 $115,759 $119,231 $122,808
      U6 501-675 $116,739 $120,241 $123,848 $127,564
      U7 676-850 $121,270 $124,908 $128,655 $132,515
      U8 851-1025 $125,803 $129,577 $133,464 $137,468
      U9 1026-1200 $128,884 $132,751 $136,733 $140,835
      U10 1201-1400 $131,964 $135,923 $140,001 $144,201
      U11 1401-1600 $136,460 $140,554 $144,770 $149,114
      U12 1601-1800 $140,957 $145,186 $149,541 $154,028
      U13 1801-2000 $145,161 $149,516 $154,001 $158,621
      U14 2001-2200 $149,366 $153,847 $158,462 $163,216
      U15 2201-2400 $153,046 $157,637 $162,367 $167,237
      U16 2401+ $156,727 $161,429 $166,272 $171,260


      3.1.2 The staffing funding component (subject to the note below) is generated by the relevant formula below:

      Total teacher staff (TTS)Rates effective 2 May 2017
      ≤ 13 ($738 * TTS) + $2,872
      > 13 ($146 * TTS) + $10,971
      Total teacher staff (TTS)Rates effective 20 August 2019
      ≤ 13 ($775 * TTS) + $3,017
      > 13 ($153 * TTS) + $11,529
      Total teacher staff (TTS)Rates effective 20 August 2020
      ≤ 13 ($798 * TTS) + $3,107
      > 13 ($158 * TTS) + $11,875
      Total teacher staff (TTS)Rates effective 20 August 2021
      ≤ 13 ($822 * TTS) + $3,201
      > 13 ($162 * TTS) + $12,231

      The staffing funding component is based on total teacher staffing that includes entitlement, attached and resource staffing, in addition to entitlement staffing transfer, teacher specific time allowances and staffing for attached units under Boards of Trustees as determined in the Ministry staffing notice. It does not include teachers who may be employed above entitlement from a Board’s operations funding.

      Note: Any principal who continues to be eligible for the grandparenting of the previous supplementary grant formula as per the conditions of the promulgated Secondary Principals IEC 1998, shall have this formula used to calculate the salary entitlement under 3.1.2. This shall be subject to any conditions relating to that grandparenting that were applied at that time.

      3.1.3 Principals in decile 1-4 schools shall also receive a payment in addition to 3.1.1 and 3.1.2, according to the following tables:

      Decile Funding – Decile 1 or 2 School

      U-GradeRates prior to
      20 August 2019
      Rate effective
      20 August 2019
      1 $3,855 $4,375
      2 $4,375 $4,375
      3 $4,746 $4,746
      4 $5,116 $5,116
      5 $5,488 $5,488
      6 and 7 $5,709 $5,709
      8 and 9 $6,155 $6,155
      10 and 11 $6,451 $6,451
      12, 13, 14, 15 and 16 $6,674 $6,674

      Decile Funding – Decile 3 or 4 School

      U-GradeRates prior to
      20 August 2019
      Rate effective
      20 August 2019
      1 $1,928 $2,187
      2 $2,187 $2,187
      3 $2,372 $2,372
      4 $2,559 $2,559
      5 $2,743 $2,743
      6 and 7 $2,855 $2,855
      8 and 9 $3,078 $3,078
      10 and 11 $3,225 $3,225
      12, 13, 14, 15 and 16 $3,336 $3,336

      3.1.4 Leadership in Realising Youth Potential

          1. Each principal of a secondary school shall be entitled to:
              1. A per annum payment, paid fortnightly as below;
      U-gradeRates prior to
      20 August 2019
      Rates effective
      20 August 2019
      Rates effective
      28 January 2020
      Rates effective
      28 January 2021
      Rates effective
      22 January 2022
      U1 $4,320 $4,320 $4,500 $7,000 $8,500
      U2, U3, U4, U5 and U6 $4,320 $4,320 $5.000 $7,500 $12,000
      U7, U8, U9 $4,320 $4,320 $5.500 $8,000 $13,500
      U10, U11, U12, U13 $4,320 $4,320 $6.000 $8,500 $15,000
      U14, U15, U16 $4,320 $4,320 $6,500 $9,000 $16,000

      ii.  A per student payment, per annum, paid fortnightly, for each Year 11-15 student as below;

      Year 11-15 studentsRate
      Per student Decile 1-4 $6.37
      Per student Decile 5-10 $4.24

      These payments are in recognition of the work that principals will do to develop and implement actions to increase the retention, engagement, and achievement of students in secondary schooling, help young people build on their qualifications when they leave school, and to progress along clear pathways into sustainable employment.

        1. No student may create more than one payment in any one year. Foreign fee paying students and adult returning students are excluded from the per student payment in 3.1.4(a)(ii).

      Note: The roll for determining this payment shall be set annually and be the greater of the GMFS roll or the March 1 confirmed roll of the following year.

  • 3.2 Definition of roll
    • 3.2.1 For the purposes of determining a principal’s U grade as per 3.1.1 and 3.1.3 “roll” shall mean the greater of the GMFS roll or the 1 March roll of the following year, as determined by the relevant Staffing Order in Council, except that students who are included in the Ongoing Resourcing Scheme (at 1 July for the September school roll purposes) shall be counted on the following basis:

        • Students classified as “very high” under the Ongoing Resourcing Scheme shall be counted as six instead of one;
        • Students classified as “high” under the Ongoing Resourcing Scheme shall be counted as three instead of one.
  • 3.3 Expenses
    • 3.3.1 The principal shall be entitled to reimbursement of the actual and reasonable expenses incurred by the principal in the proper performance of the principal's duties in accordance with the reimbursement provisions applying to teachers in the school and as specified in the applicable Secondary Teachers’ Collective Agreement or as may be approved by the board. Reimbursement shall be made out of the school's operational funds.

      3.3.2 Removal expenses shall be available to the principal and funded by the Ministry as provided for in Part 10 of this agreement.

  • 3.4 Changes to U Grade and Decile Funding
    • 3.4.1 Where the salary rate of the principal as specified in clause 3.1.1 changes as a result of a drop in the U grade of the position (determined by the greater of the GMFS roll or the confirmed 1 March roll of the following year) and the principal’s salary exceeds the rate for the new U grade, the following shall apply:

        1. The amount of the principal’s U grade payment above the rate for the new U grade will be protected for a period of 24 months inclusive of the school year that the new U grade is confirmed in the 1 March roll;
        2. After the 24 month period of U grade protection, the principal shall be paid no more than the appropriate U grade for the position;
        3. U grade protection under this clause shall lapse if the principal accepts an alternative position or is appointed to a new position in another school.

      3.4.2 Where the U grade of the principal’s position increases, (as determined by the greater of the GMFS or the confirmed 1 March roll of the following year), the principal will move to the new U grade rate from the beginning of the new school year in which the 1 March roll is determined.

      3.4.3 For clarity, salary protection includes the U grade (3.1.1) and any applicable decile rating (3.1.3). It does not include the salary generated by the staffing funding component formula in 3.1.2, the Secondary Principals Career Structure allowance (4.4) and the payment for leadership in realising youth potential (3.1.4).

      3.4.4 In the event of a change in the school’s decile rating the change in the decile rate will be effective from the beginning of the following year; except that where the change to the decile would reduce the decile rating of the principal, the existing rate will be protected for a period of 24 months from the first day the change takes effect.

      3.4.5 In the event that the decile component of the principals' current remuneration structure is removed the existing rate will be protected for a period of 24 months from the first day the change takes effect.

  • 3.5 General
    • 3.5.1 The remuneration received by the principal pursuant to this agreement shall be deemed to compensate fully the principal for all time worked and duties performed under this agreement.

      3.5.2 Nothing in this agreement shall affect the principal’s entitlement to continue making contributions to the Government Superannuation Fund and to receive all benefits that the principal may be entitled to under the Government Superannuation Fund Act.

      3.5.3 Nothing in this agreement shall affect the principal’s entitlement to continue making contributions to the SSRSS and TRSS and other government approved retirement savings schemes and to receive all the benefits that the principals may be entitled to under these schemes.

      3.5.4 It is noted that the rules for the retirement schemes differ with regard to the components of remuneration which form part of the contributions to the schemes.

  • 3.6 High Priority Principals' Allowance
    • The High Priority Principals’ Allowance (HPPA) provisions below shall apply to principals employed in those secondary schools identified by the Ministry of Education as requiring additional support for recruitment and retention. The schools identified by the Ministry are those set out in separate advice and may be changed by the Ministry as needs change, no more than annually, after consultation with the NZPPTA and SPANZ Union.

        1. Full-time fully registered teachers employed as principal on a permanent or long-term relieving basis of two consecutive terms or more shall be entitled to receive the allowance of $3000 per annum.
        2. Principals moving to a school which has been designated as a HPPA status are entitled to either the transfer and removal provisions of this agreement or the National Relocation Grant. On completion of a minimum of three years' continuous service in one or more HPPA schools a principal shall have access to the transfer and removal provisions of this Agreement when moving from this category of school to another principal position in a state or integrated school.
        3. In the event that a school is removed from the HPPA coverage, a principal in receipt of the HPPA immediately prior to that change, shall continue to receive the allowance until the end of the school year. Principals so affected shall retain their entitlement to the transfer and removal provisions of this Agreement for a further three years.
        4. A principal in receipt of the Principal Recruitment Allowance is not entitled to receive the High Priority Principals’ Allowance at the same time.
  • 3.7 Allowance for Kāhui Ako Leadership role and the Recognition of Other Leadership Responsibilities
    • 3.7.1 Each Kāhui Ako will be entitled to recruit a Kāhui Ako Leadership role from within the Kāhui Ako, and be entitled to allocate an allowance to the principal for undertaking that role.

      3.7.2 The following are two approved arrangements for the appointment of a secondary school principal to a Kāhui Ako Leadership role within a Kāhui Ako that has a secondary school(s):

      1. One principal appointed to the Kāhui Ako Leadership role who is paid an allowance of $30,000 per annum; or
      2.  
        1. One principal appointed to the Kāhui Ako Leadership role who is paid an allowance of $25,000 per annum; and
        2. Up to two principals appointed to undertake other leadership responsibilities, defined in substance and time by the Kāhui Ako shared achievement plan, who are each entitled to receive an allowance of $2,500 per annum. A principal will be selected on the basis of his/her ability to provide the specific expertise required.

      Note that in both arrangements this is in addition to other remuneration, including career structure payments.

      3.7.3 Each appointment to the Kāhui Ako Leadership role is subject to an agreed selection process and criteria (affirmed by an external professional adviser).

      3.7.4 The allocation of other leadership responsibilities to a principal (or principals) is defined in substance and time by the Kāhui Ako shared achievement plan.

      3.7.5 The period of the appointment for the Kāhui Ako Leadership role or for principal(s) allocated other leadership responsibilities will be determined by the Kāhui Ako according to its shared achievement plan. The period of the appointment/s shall be for a fixed period of up to two (2) years, as agreed by the principal/s and the employing board/s and subject to clauses 3.7.6, 3.7.8, 3.7.10 and 3.7.11 below.

      3.7.6 The appointment of a principal to the role outlined in clause 3.7.1 may be renewed by the employing board for a maximum of one further period of up to two (2) years, subject to clauses 3.7.8, 3.7.10 and 3.7.11 below, the agreement of the principal and employing board, and any conditions set by the Secretary under clause 3.7.7 below.

      3.7.7 Where a Kāhui Ako is unable to make an appointment to the Kāhui Ako Leadership role from the existing principals from within the Kāhui Ako, the Secretary for Education may agree to alternative appointments other than those outlined in clause 3.7.2 above. This may result in alternative arrangements for the payment of the allowance(s) outlined in clause 3.7.2 above and for the provision of the time allowance outlined in clause 3.7.9 below. This approval may be subject to conditions.

      3.7.8 Where an acting appointment to the Kāhui Ako Leadership role becomes necessary, the allowance, or part thereof as appropriate, will be payable to the appointee(s) undertaking that acting role.

      3.7.9 The employing board, or boards in combination, shall receive in total a 0.4 FTTE time allowance for the fixed period of the appointment to enable the appointee(s) to fulfil the functions of the role. For clarity, this does not apply in respect of principals allocated other leadership responsibilities.

      3.7.10 The allowance for the Kāhui Ako Leadership role or for principal(s) allocated other leadership responsibilities may be suspended by the employing board(s) where the principal is undergoing competency processes as outlined in clause 6.2.2, and/or disciplinary processes as outlined in clause 6.3.

      3.7.11 The allowance for the Kāhui Ako Leadership role or for principal(s) allocated other leadership responsibilities will cease to be payable in the following circumstances:

      1. where the principal ceases to be employed as a principal at that school; or
      2. where, with the agreement of the board, in consultation with the Kāhui Ako, the principal voluntarily relinquishes the role; or
      3. where the fixed period of the allowance ends, regardless of whether the principal remains employed at that school; or
      4. where the board becomes ineligible to make the allowance available (In such circumstances the principal will be provided with three months’ notice, except where there is a lesser period due to the expiry of the fixed term.
  • 3.8 Principal Recruitment Allowance
    • 3.8.1 The Secretary for Education may grant approval to a Board of Trustees to pay its principal an allowance of $50,000 per annum for a fixed period of three years subject to 3.8.2 to 3.8.5 below.

      3.8.2 The approval is subject to any conditions determined by the Secretary.

      3.8.3 The allowance may be renewed by the Board subject to the prior approval of the Secretary, for a maximum of two further periods of up to two years each. 

      3.8.4 The allowance may be suspended by the board while the principal is undergoing competency processes, or disciplinary processes (or both) as outlined in clause 6.2.2 and/or 6.3 respectively.

      3.8.5 The allowance will cease to become payable in the following circumstances:

        1. where the principal ceases to be employed as a principal at that school; or
        2. when the fixed period of the allowance ends, regardless of whether the principal remains employed at that school.