Te Aho o Te Kura Pounamu Specialist and Support Staff Collective Agreement

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Te Aho o Te Kura Pounamu Specialist and Support Staff Collective Agreement [PDF, 415 KB]

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Licensing Criteria Cover

Part 4: Remuneration

Te Aho o Te Kura Pounamu Specialist and Support Staff Collective Agreement
Effective from 17 December 2019 to 16 December 2021

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  • 4.1 Remuneration Policy Objectives
    • The objectives of the remuneration policy are to:

        • ensure fair and equitable remuneration having regard to internal relativity, the rate for the job and Te Kura’s equal employment opportunities policy.
        • recognise and reward differences in individual ability and performance.
        • maximise career path opportunities both horizontally and vertically.
        • provide appropriate pay ranges for conditions requiring different levels of responsibility, experience, skills and knowledge.
        • reflect Te Kura’s ability to pay.
  • 4.2 Salary Levels and Rates
    • Jobs of similar responsibility, experience, skills and knowledge have been placed together in four different levels (A-D). Any new or significantly changed position will be evaluated and placed on the appropriate salary rate in the relevant salary level.

      The incremental step range which operates in all salary levels (A-D) up to specific salary rates provides for annual salary progression based on achievement of reasonable satisfactory performance.

      The range of rates range which operates in salary levels B, C and D provides for salary progression based on performance that consistently meets or exceeds the reasonable satisfactory performance level, as evidenced in the performance review.

      Each level apart from level D has minimum and maximum salary rates for the designated positions listed in that level. Level D has no maximum above step 7. The level that applies to a specific position will be recorded in the job description for that position.

      Employees shall not refuse reasonable requests to provide short term cover in a position in a different level from the employee’s own position where the employee has the required skills to do so.

      Level A

      Position Characteristics

      The position requires:

      • Knowledge and skill – basic skills and knowledge, performance of activities with specific content and objectives.
      • Problem solving – the ability to identify basic problems and take appropriate action within a range of known alternative solutions. 
      • Accountability – carrying out set duties and tasks within defined work instructions.
      Step Current Rates New step post settlement Rates effective 12 December 2019
      ($21.15/hr)
      Rates effective 11 December 2020
      (3% increase to all steps)
      1 $36,816 1 $44,098 $45,421
      2 $36,816
      3 $36,816
      4 $37,539
      5 $38,502
      6 $39,465
      7 $40,436
      8 $41,388
      9 $42,352

      Level B

      Position characteristics

      The position requires:

      • Knowledge and skill – specific skills and knowledge relevant to the role.
      • Problem solving – ability to identify and understand possible outcomes and take appropriate action to solve intermediate level problems.
      • Accountability – some degree of initiative and decision making within defined work instructions.
      Step Current Rates New step post settlement Rates effective 12 December 2019
      ($21.15/hr or 3% increase on current steps)
      Rates effective 11 December 2020
      (3% increase to all steps)
      1 $40,087 1 $44,098 $45,421
      2 $41,201
      3 $42,313
      4 $43,427 2 $44,730 $46,072
      5 $44,539 3 $45,875 $47,251
      6 $45,652 4 $47,022 $48,432
      7 $46,767 5 $48,170 $49,615
      8 $47,879 6 $49,315 $50,795
      9 $48,994 7 $50,464 $51,978
      10 $49,979 8 $51,478 $53,023
      11 $51,259 9 $52,797 $54,381
      RR   RR
      Max $56,385 Max $58,077 $59,819

      Level C

      Position characteristics

      The position requires:

      • Knowledge and skill – highly developed skills and knowledge relevant to the position, and an understanding of how complex organisations work in order to achieve work objectives.
      • Problem solving – applying knowledge and judgement to identify and resolve complex issues.
      • Accountability – providing credible information for use by the organisation to assist decision makers. The position may involve supervision.
      Step Current Rates New step post settlement Rates effective 12 December 2019
      (3% increase on current steps)
      Rates effective 11 December 2020
      (3% increase to all steps)
      1 $52,181 1 $53,746 $55,359
      2 $53,632 2 $55,241 $56,898
      3 $55,082 3 $56,734 $58,436
      4 $56,532 4 $58,228 $59,975
      5 $57,978 5 $59,717 $61,509
      6 $59,848 6 $61,643 $63,493
      7 $61,464 7 $63,308 $65,207
      RR   RR
      Max $71,170 Max $73,305 $75,504

      Level D

      Position characteristics

      The position requires:

      • Knowledge and skill – advanced specialist skills and technical knowledge relevant to the position. Application of skill and knowledge to influence rational arguments.
      • Problem solving – expected to use specialist skills to anticipate and resolve a multitude of problems that are complex and diverse.
      • Accountability – responsibility for results. Informing the school’s high level operational and strategic decisions. The position may involve supervision.
      Step Current Rate New step post settlement Rates effective 12 December 2019
      (3% increase on current steps)
      Rates effective 11 December 2020
      (3% increase to all steps)
      1 $64,278 1 $66,206 $68,193
      2 $66,065 2 $68,047 $70,088
      3 $67,850 3 $69,886 $71,982
      4 $69,634 4 $71,723 $73,875
      5 $71,421 5 $73,564 $75,771
      6 $72,870 6 $75,056 $77,308
      7 $74,236 7 $76,463* $78,757*
      -   RR
      Max $97,116   $100,029* $103,030*

      * Grade D rates are minimum rates above step 7.

  • 4.3 Salary on Appointment
    • Employees may be appointed to a salary anywhere within the minimum and maximum of the applicable salary level. Factors to be considered in deciding the actual starting salary rate will include:

        • Previous relevant paid or unpaid work or experience
        • Their level of relevant skills and knowledge
        • Relevant academic and professional qualifications
        • The level of expected performance.
  • 4.4 Annual Salary Review and Progression
    • 4.4.1 The salary of all permanent staff will be reviewed in January each year and will be based on the performance achieved in the performance agreement for the previous 12 month period. The performance review must be completed prior to the salary review being undertaken.

      4.4.2 The salary review process will consist of a formal discussion between the employee and their manager and the outcome of the discussion will be recorded. Any resulting increase to salary for the following year may only be formally advised in writing by the chif executive to the individual staff member. Any increase to salary shall be effective from the first day of the first pay period in January.

      4.4.3 Where the employee is paid in the incremental step range of a salary level, annual progression to the maximum increment level of the employee’s level shall be subject to satisfactory performance as defined in 4.4.4. The increase shall be to the next salary step provided this does not exceed the maximum step, except where Te Kura agrees to do so.

      4.4.4 An employee shall be deemed to have performed satisfactorily where they have met the requirements of the position to a reasonable satisfactory level and have received no formal written warning for poor performance.

      4.4.5 Where the employee is paid within the range of rates of a salary level, progression shall be for performance that consistently meets or exceeds the reasonable satisfactory level, as evidenced in the performance review. Any increase shall not exceed the maximum step, except where Te Kura agrees to do so.

      4.4.6 The salary of any fixed term employee, provided their term of employment is greater that one (1) year and the term will expire after 1 January of the year following, will be reviewed in January.

  • 4.5 Bonus Payments
    • Bonuses may be considered where an employee:

        • has made a one-off contribution that was outside of or in excess of the key achievements in the performance agreement; or
        • is at the top of their salary range and performs exceptionally well; or
        • is on incremental steps, and performs exceptionally well.

      Bonuses are usually in line with the appropriate salary increase amount. An employee cannot receive a salary increase and a bonus for the same achievement.

  • 4.6 Payment of Salaries
    • Salaries shall be paid fortnightly by direct credit to the employee's specified bank account. The employee shall be paid the appropriate annual rate, according to the hours and/or weeks actually worked.

  • 4.7 Qualifications
    • 4.7.1 An employee with a grandparented qualifications allowance upon the coming into force of this agreement shall retain that allowance.

      4.7.2 An employee who, while in the employ of Te Kura, attains a qualification which:

        • is equivalent to level 6, or higher, on the NZQA framework; and
        • has been agreed by Te Kura and the union to be relevant to the position held by the employee,

      shall either move to the next incremental step on their level or, if the employee’s salary is within a range of rates, receive an increase to annual salary of no less than $1000.