Part Three - Remuneration

3.1 Salary Scales

3.1.1 The following salary scales are payable to teachers covered by the agreement. (Key for notations is below the table)

* = Entry point for teachers who lack recognised teacher education
# = Maximum point for teachers who lack recognised teacher education

The ‘H’ notations relate to the entry points (E) and qualifications maxima (M) for teachers who have successfully completed a recognised course of teacher education (see clause 3.2.1 (a)).

Resource Teacher Notations

• RTLB = Resource Teachers Learning and Behaviour
• RT:Lit = Resource Teachers of Literacy
• RTM = Resource Teachers of Māori

3.2 Qualification Groups for Salary Scales

3.2.1

1. An employee who has completed a course of teacher education and has no service credits shall, on appointment to a base scale position, be paid at the first step of the relevant qualification group as follows:
   Group H1 Level 5 qualification
   Group H2 Level 6 qualification
   Group H3 Level 7 qualification
   Group H3+ Level 7 subject/specialist qualification and recognised teaching qualification (H3+ includes conjoint subject/specialist and teaching qualifications)
   Group H4 level 8 qualification (or 2 level 7 subject/specialist qualifications)
   Group H5 Level 9 and 10 qualifications – Masters or PhD
   Note 1: The level 7 qualifications must contain at least 72 credits at level 7 and the level 8 qualifications must contain at least 72 credits at level 8.
   Note 2: Overseas teachers’ who are assessed by NZQA as holding a comparable teacher education qualification (including a level 7 Graduate Diploma of Teaching) but no subject/specialist qualification defined by the ‘H’ notations, shall be placed in H2.
   Note 3: Teachers with primary teaching qualifications only are placed as follows:
   Group H1 NZ Teachers Certificate or recognised course of teacher training with a Diploma of Teaching;
   Group H2 Two thirds or equivalent percentage of a degree (except a three year pre-service teaching degree) or other qualification as per clause 3.3.1;
   Group H3 Three year bachelor degree of teaching or advanced diploma of teaching or other qualification as per clause .3.3.1;
   Group H3+ Bachelor degree together with a recognised teaching qualification (eg Diploma of Teaching) or a degree conjointly completed with a bachelor degree of teaching, or an honours degree of teaching, or a Diploma of Teaching together with an Advanced Diploma of Teaching together with a level 7, 120 credit relevant specialist diploma, or a bachelor degree of teaching together with a level 7, 120 credit relevant specialist diploma (refer to Appendix 3 for further clarification of this clause);
   Group H4 Trained teachers with a four-year post-graduate honours degree or two bachelor degrees, or a masters degree of teaching
   Group H5 Trained teachers with a five year masters degree or doctorate.
   The parties agree that they will work towards a unified qualifications structure during the term of this agreement.
2. Teachers who have not undergone a recognised course of teacher education commence on step A1 of the salary base scale and cannot progress past step A4.
3. Resource teachers of Maori (RTMs), Learning and Behaviour (RTLBs) and Literacy (RT:Lits) shall be placed on the base salary scale according to previous experience and qualifications;
4. Those teachers with previous teaching or other recognised service, shall be paid at the appropriate service step of the relevant qualification group.
5. Except where otherwise provided in this agreement, a teacher shall be held at the maximum point of the salary scale for their qualification group.
6. 1. Trained teachers who improve their qualification(s) shall, on the effective date of improving the qualification(s), receive at least the minimum commencing step for the new qualification(s).
   2. Those teachers who, in accordance with (e) above, have been held at the maximum point of the salary scale for their qualification group for one or more years of service for salary purposes and who subsequently improve their qualification(s) shall be entitled to progress one salary step towards the maximum step of their new qualification group from the effective date of improving their qualification(s). This date shall become their new anniversary date for salary progression purposes.
   3. The effective date for the improvement of qualification(s) to a higher group is the date of official notification.

3.2.2 Relevant Work Experience Other Than Teaching

1. Half credit shall be given for work experience directly relevant to the teacher’s curriculum and/or pastoral duties. Service will be counted from the completion of a recognised and appropriate vocational qualification. The qualification shall be at least level 5 on the National Qualifications Framework (NQF).
2. From the date the collective agreement is signed, one third credit shall be given for work experience directly relevant to the teacher’s curriculum and/or pastoral duties. Service will be counted from the completion of a recognised and appropriate NQF level 4 vocational qualification.
3. Half credit up to a maximum of 2 steps additional service credit on the salary scale, shall be given for paid work experience as a Kaiarahi i te Reo, Kaiawhina, Teacher Aide, Special Education Assistant or Assistant to Teachers of Students with Severe Disabilities, where this is directly relevant to the teachers’ responsibilities and pastoral duties. The paid work experience must have occurred within 10 years of the application for credit. Half credit shall mean that each year of experience (or part thereof) will count as six months (or part thereof) of teaching service for salary purposes.
4. One third credit shall be given where a teacher resigns or takes leave in order to care for her/his own children provided that the teacher was registered as a teacher (or held a List B classification or equivalent) at the time of resigning or taking leave from the teaching service; otherwise no credit.

3.2.3 Additional Units – RTLBs, RT: Lits, RTMs

1. A teacher appointed to a position of Resource Teacher Learning and Behaviour will be paid on the appropriate step on the base scale and will be allocated a permanent unit as per clause 3.4.
2. A teacher appointed to a position of Resource Teacher Maori will be paid on the appropriate step on the base scale and will be allocated a permanent unit on appointment as per clause 3.4.
3. Any RT:Lit previously employed as a Resource Teacher Reading (RTR) in a permanent position will be entitled to one permanent unit.
4. Subject to (e) below, any teacher appointed to a RT:Lit position who was not previously employed as a RTR will be entitled to one permanent unit from the later of 20 October 2004 or the date on which they commence the RT:Lit training programme unless they receive a Ministry of Education exemption from undertaking the training, or the training ceases to be provided, in which case the unit will be allocated from the later of [date of settlement] or date of their appointment, as of right.
5. Where an RT:Lit appointed under (c) above is required to undertake the RT:Lit training and does not commence, or withdraws from, or does not complete the RT:Lit training the unit will be withdrawn by the employer.
   Note: The permanent units allocated in clause 3.2.3 (b), (c) and (d) are not incorporated into the salary entitlement of a school.

3.2.4 Salary Payments
Salaries shall be paid fortnightly by direct credit to the employee’s nominated bank account except that individual employees may on religious or ethical grounds apply in writing to the Secretary for Education to be paid by cheque.

3.2.5 Payment for Work on a Public Holiday
Where a teacher is required by their employer to work a Public Holiday they shall be entitled to be paid in accordance with s50 of the Holidays Act 2003.

3.3 Recognised Qualifications

3.3.1

1. A teacher’s qualification group for salary purposes is to be determined by qualification level on the New Zealand Register of Quality Assured Qualifications as per clause 3.2.1 (a). The Qualifications Chart (MoE Circular 99/11) and subsequent lists that were compiled through the qualifications verification process undertaken by the PPTA, the NZEI, and the Ministry of Education will continue to be used to inform judgments about qualifications unable to be allocated a level by reference to the Register of Quality Assured Qualifications.
2. Teachers are assessed on the highest qualification held.
3. Quality Assurance Processes
   1. The New Zealand Qualifications Authority registers New Zealand qualifications at levels on the New Zealand Register of Quality Assured Qualifications and assesses overseas qualifications against the Register.
   2. Teachers Council approves and monitors teacher education courses.
   3. Secondary teacher education providers of approved courses limit entry into their courses to those with Level 7 qualifications that support the teaching of the New Zealand secondary curriculum in years 7-13.
   4. Teacher education providers graduate only those who meet the New Zealand Teachers Council Graduating Teaching Standards: Aotearoa New Zealand.
   5. Ministry of Education verifies the level(s) of qualification(s) for pay purposes using information from the New Zealand Qualifications Authority, the New Zealand Teachers Council and teacher education providers.

3.3.2 Issues Committee

1. A committee, called the Issues Committee, made up of representatives of the New Zealand Qualifications Authority, the New Zealand Teachers Council, the Ministry of Education, the New Zealand School Trustees Association, the Post Primary Teachers’ Association, and the New Zealand Educational Institute Te Riu Roa will meet from time to time, upon request of any of the named organisations, to consider and resolve any outstanding or new issues about teachers’ qualifications in relation to salary. These may be either individual cases or more general qualification or teaching qualification issues.
2. In the first instance the New Zealand Teachers Council or the New Zealand Qualifications Authority respectively make decisions about teacher education requirements and qualifications.
3. Where a matter remains unresolved, the Committee will be convened to seek to resolve the matter.
4. Where the Committee is unable to resolve the issue, the Secretary for Education may exercise discretion to determine an appropriate placement or progression on the salary scale.

3.4 Units

3.4.1 Boards of Trustees will be entitled, in any one school year, to a number of units for the purposes of management, responsibility (which may include responsibility for curriculum), recruitment, retention and/or reward, generated by formula in the Area Schools Staffing Order. The employer, following consultation with its teaching staff, will determine the use of units. Up to 40% of the units may be allocated on a fixed term basis.

3.4.2 Units are paid at the rate of $4,000 and are additional salary regardless of the level of aggregation. They are paid at the substantive rate (i.e. not divisible) to both full time and part time teachers. The only circumstance in which the units may be proportioned is in an approved full-time job share position.

3.4.3 At the time of allocating a fixed term unit or units the employer shall specify either the period of time for which the teacher shall be entitled to that fixed term unit or units, or the particular assignment or task to be undertaken for which that fixed term unit or units has been allocated.

3.4.4 The entitlement to that fixed term unit or units shall cease at the expiry of the specified period or on completion of the specified assignment or task.

3.4.5 Fixed term units allocated for any reason will be paid in addition to the teacher’s rate of pay, including any permanent units.

3.4.6 The employer may reallocate to the same teacher a fixed term unit or units for a further period of time or for a further particular assignment or task.

3.4.7 Teachers allocated fixed term units shall be entitled to progress to their qualification maximum on the base scale. Trained teachers holding permanent units shall be entitled to progress beyond their qualification maxima to the H3 maximum of the base scale regardless of qualifications held provided:

1. that where such teachers have gone beyond their qualifications maximum they shall revert to that qualification maximum if their units are lost through voluntary relinquishment or following competence review or if appointed to a position without units;
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2. where such teachers subsequently regain permanent unit(s) they shall also gain an immediate base scale increment (if not already at the H3 maximum) and will become eligible for any further increment(s) due from the anniversary of that date.

3.4.8 Untrained teachers holding permanent units shall be entitled to progress to their qualification maximum on the base scale.

3.4.9 Where a teacher appointed to a position to which unit(s) are allocated loses that position or has the position altered in status because of the application of the surplus staffing provisions of this agreement the salary protection arrangements of those provisions shall apply provided:

1. that where the allocation has been made on a fixed term basis the period of protection shall be for the lesser of the term of the appointment agreed or for one year while the teacher continues to hold a position at the school; and provided also;
2. that in no case shall the eventual salary reduction be to a rate less than would otherwise apply had the teacher not been appointed to a position to which unit(s) had been allocated.

3.5 Middle Management Allowances

3.5.1 An employer will be entitled, in each school year, to a number of Middle Management Allowances generated by formula in the Education (School Staffing) Order. The employer, following consultation with its teaching staff, shall determine the allocation of these allowances. Up to 40% of the allowances may be allocated on a fixed term basis in schools with four (4) or more middle management allowances and schools with fewer than four (4) middle management allowances will be able to allocate one (1) on a fixed term basis.

3.5.2 The Middle Management Allowances are restricted to:

1. teachers without units who have a designated curriculum or pastoral management responsibility;
2. teachers with 1 to 4 units who have a designated curriculum or pastoral management responsibility; and
3. teachers with 5 units who have significant designated curriculum-related management responsibilities.

3.5.3 Schools with a total of seven (7) or more Middle Management Allowances may allocate up to 20% of these allowances to teachers without units who have designated curriculum or pastoral management responsibilities. Schools with fewer than seven (7) middle management allowances will be able to allocate one (1) of these to such teachers.

3.5.4 An individual teacher with fewer than five units may be allocated no more than 2 Middle Management Allowances. An individual teacher with five units may be allocated no more than 1 Middle Management Allowance.

3.5.6 Each Middle Management Allowance shall generate an additional salary payment of $1,000 per annum.

3.5.7 Middle Management Allowances are not divisible and the attached salary shall be paid at the substantive rate to both full-time and part-time teachers.

3.5.8 Where a school is obliged to reduce the number of Middle Management Allowances allocated to teachers, including those allocated permanently, the same process as for reduction in the number of units (as outlined in clause 2.13.5 and Appendix 5) shall be followed. A teacher may have Middle Management Allowances allocated to them withdrawn if the circumstances warrant such action rather than dismissal when the assistance and guidance provided under clause 2.3 has not remedied matter(s) of competence causing concern.

3.5.9 Where a teacher appointed to a position to which middle management allowances are allocated loses that position or has the position altered in status because of the application of the surplus staffing provisions of this agreement the salary protection arrangements of those provisions shall apply provided that where the allocation has been made on a fixed-term basis the period of protection shall be for the lesser of the term agreed or for one year while the teacher continues to hold a position at the school.

3.6 Scale Increments

3.6.1 Subject to the provisions of 3.7 and 3.8 below, all full time, and permanent part-time teachers shall, as a minimum, annually advance step by step to the maximum of the appropriate scale, providing that the employer has attested that the teacher meets the requirements of the appropriate level of the professional standards included in the Schedule to this agreement. The professional standards may only be varied during the term of this agreement according to the process set out in 1.6.

3.7 Progression for Base Scale teachers

Annual Assessment against Professional Standards

1. For the purposes of determining progression from one step to the next each teacher’s performance will be assessed annually against the relevant professional standards.
2. When setting performance expectations and development objectives with individual teachers for the coming year, appraisers and the individual teachers shall have regard for:
   1. the number of years taught and the appropriate level of the professional standards to be applied;
   2. the subject(s), the class level(s) and the nature of classes taught;
   3. the degree to which achievement and development are expected within each criterion;
   4. any other agreed factors.
3. For each teacher to progress to their next step they will need to demonstrate that they meet the professional standards at the appropriate level.
4. Beginning classroom teachers will have at least 2 annual assessments against the professional standards for the beginning teacher level before moving to the classroom teacher level, except where the teacher and the employer agree that assessment against the beginning standards for more than one annual assessment is not appropriate because of the teacher’s previous relevant experience. In such cases teachers may be assessed against the classroom teacher standards after one assessment against the beginning teacher standards.
5. Classroom teachers will have at least 3 annual assessments against the professional standards for classroom teachers before moving to the experienced classroom teacher level regardless of whether or not they have reached their qualifications maximum.
6. Experienced Classroom Teachers are teachers who have had at least 3 successful annual assessments against the classroom teacher professional standards and who then meet the experienced teacher professional standards. Experienced Classroom Teachers will continue to be assessed annually against the experienced teacher professional standards.

3.8 Deferred Progression

1. Principals will be able to defer progression for teachers who have not met the professional standards at the appropriate level throughout the assessment period.
2. If it is agreed that the teacher has demonstrated within the timeframe determined by the principal (in consultation with the teacher) that they are meeting the appropriate standards, they will progress to the next step from the date of the second assessment. The teacher’s anniversary date for the purposes of progression only, would move to the date on which the teacher’s performance was deemed to have met the required standards.
3. Where a teacher is unable to attain the standards within the specified time period, the teacher will be required to undergo competence procedures as set out in Part 2.

3.9 Local Review Process

1. Where a teacher disagrees with the deferral of their salary increment the teacher may, within 14 working days of being notified of the deferral, seek a review.
2. The employee may be represented during the process.
3. A reviewer shall be a person nominated by the Board of Trustees and acceptable to the employee. The reviewer may be another staff member but should not be someone connected with the original decision to defer progression. In the event that agreement cannot be reached on a reviewer within a reasonable time the Board of Trustees shall determine who the reviewer will be.
4. Te reviewer will give the employee and the principal fair opportunity to make representations.
5. The reviewer shall make recommendations to the Board of Trustees within 30 days of receiving the employee’s application for review.
6. The Board of Trustees shall make a final decision within 14 days of receiving the recommendation.
7. Where requested, the employee shall have access to the information about him/herself provided to the Board of Trustees by the reviewer.
8. Nothing in this clause prevents the employee from taking a personal grievance in accordance with Part 8 of this agreement.

Note: In cases of very small schools it may be necessary to develop a reciprocal arrangement with a neighbouring school.

3.10 Progression for Resource Teachers

1. Progression through the salary steps for resource teachers up to the second to top step for the relevant qualification maximum for that teacher shall be on an annual basis from the date of appointment, dependent on competent performance as attested by the principal.
2. Progression from the second to top step to the top step for the relevant qualification maximum for that teacher shall be on an annual basis from the date of appointment and is dependent upon proven initiative in the performance of their duties which shall be carried out in a highly competent manner as attested by the principal: Provided that where the principal is unable to make this assessment because of the itinerant nature of the teacher’s duties over this 12 month period, the teacher may progress to the top step in terms of subclause (a) above (ie, competent performance).

3.11 Acting or Relieving Principals

3.11.1 When a permanent teacher acts in the position of principal in the same school for a period of more than two school weeks, payment for the period concerned shall be an allowance representing the difference between her/his salary and the minimum rate applicable to the principal’s position but shall not be less than the rate of salary in the employee’s own permanent position.

3.11.2 When a teacher relieves in the position of principal in another school for more than two school weeks, the rate of salary payable as per clause 3.11.1 or the teacher’s own rate, whichever is the higher shall apply. Boarding allowance is payable in addition if appropriate.

3.12 Acting in a Higher Position (other than as Principal)

3.12.1 A permanent teacher who relieves in a designated position above the base scale shall be paid for the period concerned, an allowance representing the difference between her/his salary and the rate for the position the teacher is relieving in, but not more than the rate which is equivalent to three units above the teacher’s own permanent position, and subject to such conditions as the Secretary for Education may approve.

3.12.2 Payment for vacations is to be made on the basis of three-tenths of service.

3.12.3 A teacher acting in a higher position and receiving an allowance is subject to the following conditions:

1. The teacher must perform the extra duties and undertake the responsibilities of the higher position for a qualifying period of 21 working days, comprising:
   1. one continuous period;
   2. any combination of periods of five working days or more totalling 21 working days in any period of 12 months.
2. Although not counting as part of the qualifying period, school vacation and leave do not interrupt the qualifying period if the teacher goes back to the higher position immediately after the vacation or the leave.
3. A teacher who is being paid additional salary in a relieving position on the last day of a school term shall be paid the additional salary for the ensuing vacation for a period equal to three-tenths of the period of employment in the position or until the end of the vacation, whichever is the shorter period.
4. The temporary appointment is not a long-term relieving one made, after advertisement, in accordance with the usual procedure for permanent appointments.

3.13 Careers Adviser Allowance

3.13.1 A teacher appointed as careers adviser shall be paid an allowance at the rate of $1,500 per annum. This allowance is paid at the substantive rate for both full time and part time teachers, regardless of the number of units they hold.

3.14 Māori Immersion Teachers Allowance

3.14.1 All teachers required to use Te Reo Māori for at least six hours per week in approved Māori immersion programmes at levels 1, 2 or 3 shall receive an allowance based on the equivalent value of one unit per annum, as established by clause 3.4.2. From the start of the 2012 school year this allowance shall be pro-rated for part time teachers (based on the teacher’s total hours).

3.14.2 From the start of the 2012 school year, all teachers required to use Te Reo Māori for at least six hours per week in approved Māori immersion programmes at level 1 shall receive an additional $1,000 per annum after receipt of the allowance in clause 3.14.1 for five consecutive years. This additional $1,000 per annum shall be pro-rated for part time teachers (based on the teacher’s total hours).
The employer shall attest to the eligibility of the teachers for this allowance according to the Ministry of Education’s Māori language resourcing criteria.

3.15 Associate Teacher Allowance

3.15.1 A teacher who has been assigned by the principal to assist in the practical training of students from a college of education, or a teacher training provider approved and accredited under the provisions of the Education Act 1989, or a teacher undertaking a full-time course of specialised training, shall be paid an allowance for each hour of student contact up to a maximum of 16 hours contact with any one student in any week at a minimum rate of $3.20 per student to a maximum rate consistent with arrangements made between the provider and the Board of Trustees.

3.16 Tutor Teacher Allowance

3.16.1 A tutor teacher is a fully registered teacher who has met the professional standards in this agreement as appropriate and is designated as being responsible for providing an advice and guidance programme to a provisionally registered first or second year teacher working towards full registration. The responsibilities of a tutor teacher include assisting the provisionally registered teacher to meet the requirements for becoming fully registered.

3.16.2 The Tutor Teacher Allowance of $4000 is payable to a designated tutor teacher while they are responsible for a permanently appointed or long-term relieving first or second year provisionally registered teacher or teachers. The Tutor Teacher Allowance is payable provided that:

1. the total combined hours worked by the provisionally registered teacher(s) are at least 0.8 FTTE, and
2. the tutor teacher is not receiving at the same time an allowance payable under the provision of 3.16.3.

3.16.3 A tutor teacher allowance of $1000 is payable to a designated tutor teacher while they are responsible for a permanently appointed or long term relieving first year provisionally registered teacher where the hours worked by the provisionally registered teacher are 0.5 FTTE or greater but less than 0.8 FTTE, provided that the tutor teacher is not receiving at the same time an allowance payable under the provision of 3.16.2.

3.16.4 A tutor teacher may be responsible for tutoring more than one provisionally registered teacher concurrently, but shall only receive one payment of the allowance.

3.16.5 Only one teacher may be designated as being responsible for tutoring any provisionally registered teacher at any one time.

3.16.6 The designation of tutor teacher shall be for no more than one school year on each occasion.

3.16.7 Where the provisionally registered teacher is employed for part of a year, e.g. one term, the allowance shall be paid to the tutor teacher for that part of the year only.

3.17 Special Duties Increment Allowance

3.17.1 A teacher appointed as a Resource Teacher Learning and Behaviour (RTLB) or appointed to permanent or relieving position of at least one term in approved types of special classes or schools with special teaching problems shall be paid a special duties allowance of one additional salary step or, if the employee is on the maximum step of the base scale, additional salary of $995 per annum.

3.18 Service Increment

3.18.1 A permanently appointed teacher on the base scale, excluding those with more than three permanent management units, who has satisfied the criteria of efficiency, qualifications and service for the payment of the service increment as required by the Secretary for Education shall, upon application and from the date the Secretary for Education is satisfied that those criteria have been met, be paid additional salary at the rate $2,000 per annum.

3.18.2 Eligibility for the service increment, once approved, remains (subject to 3.18.3 below) if the teacher subsequently moves to a new position, whether permanent or not, and regardless of breaks in service.

3.18.3 This payment (and eligibility for it) ceases upon the teacher being appointed to a position with more than three permanent units in terms of clauses 3.18.1 and 3.4. The payment (and eligibility for it) resumes should the teacher cease to hold such a position.

3.19 Bus Controller’s Allowance

3.19.1 A teacher appointed as bus controller for a school district who undertakes, in full, the full bus controlling duties and responsibilities shall be paid $3.61 per day for the first route and $1.26 per day for each additional route. The allowance is not payable on a runback within a route or where a bus makes a second trip over substantially the same route.

3.20 Staffing Incentive Allowance

3.20.1 An additional salary of $1000 per annum shall be payable to:

1. all full-time teachers appointed to advertised positions in schools designated as having serious staffing difficulties;
2. long-term relieving teachers appointed to long-term relieving positions for not less than two complete terms in schools designated as having serious staffing difficulties;
3. notwithstanding the above, permanent or long-term relieving teachers who receive three or more permanent management units are excluded from receipt of the staffing incentive allowance.

3.20.2 A school which is approved Staffing Incentive Allowance (SIA) status retains this status for three years.

3.21 Area Schools Priority Teacher Supply Allowance

3.21.1 The Area Schools Priority Teacher Supply Allowance (ASPTSA) applies to teachers employed in those area 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 unions.

3.21.2 Full-time and part-time (0.5 FTTE and above) fully registered teachers employed on a permanent or long-term relieving basis of two consecutive terms or more and who have been attested as having met the appropriate professional standards shall be entitled to receive the allowance of $2,500 per annum, pro-rated for part-time teachers.

3.21.3 Full-time and part-time (0.5 FTTE and above) provisionally registered teachers or teachers registered subject to confirmation who are employed on a permanent or long-term relieving basis of two consecutive terms or more shall be entitled to receive the allowance at a rate of $1500 per annum, pro-rated for part-time teachers, until such time as they are registered and attested as having met the fully registered teacher professional standards.

3.21.4 Teachers in receipt of the ASPTSA are not entitled to receive the SIA at the same time.

3.21.5 Where a school loses ASPTSA status, the school may apply for SIA status where there is a serious staffing difficulty.

3.21.6 Teachers moving to a school which has been designated as ASPTSA status are entitled to either the National Relocation Grant (as set out in the Ministry Guidelines on Teacher Supply Initiatives) or to the transfer and removal provisions of this Agreement where applicable. On completion of a minimum of three years’ continuous service in one or more ASPTSA schools a teacher shall have access to the transfer and removal provisions of this Agreement when moving from this category of school to another teaching position in a state or integrated school.

3.21.7 In the event that a school is removed from the ASPTSA coverage, teachers who were in receipt of the ASPTSA prior to that change, shall continue to receive the allowance until the end of the school year. Teachers who are so affected shall retain their entitlement to the transfer and removal provisions of this Agreement for a further three years.

3.22 Compassionate Grant

3.22.1 A compassionate grant is payable to the estate of a teacher who:

1. dies while employed in the state teaching service; or
2. dies within 12 months of the date of approved medical retirement under 2.9. For clarity, this date is from the date of retirement and excludes any notice period or period for which payment is made.

Compassionate grants are calculated as a proportion of the annual rate of salary payable to the teacher at the time of death as follows:

3.22.2 The following conditions apply to the payment of the grants:

1. No grant is payable if, as a result of death, payments under the Injury Prevention, Rehabilitation and Compensation Act 2001 to an equivalent or greater extent have been made.
2. Service must be continuous except that intervals of up to one year (or the time to care for their own pre-school child(ren)) may be bridged and service aggregated, but the intervals do not count as service. If an interval exceeds one year, (or exceeds the time to care for their own pre-school child(ren)) the qualifying service commences afresh after the interval.
3. Allowance service comprises: service in state schools (including kindergartens) in New Zealand; New Zealand Government service; teacher training which commenced in 1980 or earlier; active military service; service on the staff of New Zealand universities and service as a teacher on an official government exchange scheme, and in any government sponsored scheme.
4. Service not recognised includes: private school teaching; full-time university study (unless on leave); trade or executive service; overseas teaching service (other than service as a teacher on an official government exchange scheme and as a teacher under a government sponsored scheme) and teacher training which commenced in 1981 or later.
5. For the purpose of calculating the grant, salary includes salary plus any other permanent salary allowances paid. Temporary allowances such as boarding, higher duties allowances, and remuneration for extra duties (e.g. overtime or hostel supervision payments) are excluded.
6. The grant is calculated to the nearest dollar and is payable to the dependant or the person acting on behalf of the dependants. Any salary or holiday pay due is payable to the estate.

3.23 Isolation Allowance

3.23.1 An employee whose work requires that they reside permanently at a locality designated as isolated will receive an isolation allowance as follows:

1. provided that the employee or their partner is not in receipt of any other state or private sector isolation allowance which recognises any of the factors recognised in paying this allowance, unless that other allowance is specified by an agreement to be provided in addition to an isolation allowance;
2. provided also that where an employee and their partner are both employed in the State Services at the locality, the allowance will be paid, at the employee’s choice, either: at the “Basic Rate with Partner/Dependant” to either partner or at one half of that rate to both partners.

3.23.2 An isolation allowance will be paid fortnightly and during:

1. periods of annual leave, whether or not the employee remains in the isolated locality;
2. any absence from the isolated locality on sick leave or other paid leave of up to seven consecutive days.

3.23.3 Where an employee goes to another locality and is paid a field allowance and;

1. that employee has dependants who remain in the isolated locality during the absence, the employee will continue to be paid an isolation allowance; and
2. if the employee has no dependants, s/he will continue to receive an isolation allowance for up to 7 days.

3.23.4 Non-permanent part-time teachers will be paid an isolation allowance on a pro rata basis.

3.23.5 The isolation allowance rates for employees whose full-time residence is in a locality which has a population of less than 300 are:

3.24 Holiday Pay

3.24.1 Definitions
The following definitions apply to this subsection:

1. Holiday pay (HP): Holiday pay is the salary payable to teachers on cessation of duty or for periods during which schools are closed for term vacations.
2. Vacation: is the period during which schools are closed for instruction at the end of a school term. Part VII of the Education Act 1989 determines the periods during which schools will be closed for vacations.
3. Deduction from HP: Deduction from holiday pay is a proportionate reduction in a teacher’s holiday pay on account of leave without pay taken during the current school year.

3.24.2 General provisions

1. A permanent teacher is paid for all vacations which occur during the period of engagement, subject to 3.24.3.
2. Holiday pay due on resignation: A permanent teacher who resigns during a school year is paid, on ceasing duty, any balance of holiday pay due after taking into account:
   1. total teaching service for the year;
   2. holiday pay already paid in that year;
   3. any leave without pay taken during that year.
3. Holiday pay after sick leave without pay - No deduction is to be made from the holiday pay of teachers for periods of sick leave without pay or accident leave without pay for periods not exceeding three months in any one school year. Where the total number of days of sick/accident leave without pay is in excess of three months, the deduction is based on the period subsequent to the three months. The initial three months are not taken into account. In order to receive the benefits of holiday pay for periods of sick leave without pay, a teacher’s current sick leave entitlement must first have been used, ie, teachers with current entitlements to sick leave are not covered by the non-reduction in holiday pay provision outlined above if they elect to receive sick leave without pay instead of using their entitlement.

3.24.3 Holiday pay after leave without pay
If a permanent teacher has been granted leave without pay (other than sick leave in terms of subparagraph (3.24.2) in excess of five school days during any school year, the total holiday pay due is reduced in proportion to the total period of leave without pay. In special cases the Secretary for Education may approve holiday pay beyond entitlement (eg, periods of approved sports leave without pay).

3.24.4 Holiday pay on higher duties or relieving allowances - A permanent teacher receiving higher duties allowances, relieving allowance, staffing incentives allowance and/or special duties allowance at the end of the term receives holiday pay calculated on the higher salary for the period so employed or until the end of the vacation, whichever is the shorter.

3.24.5 Method of calculation - Holiday pay is based on the school year and is not payable beyond 27 January. For holiday purposes, teaching service comprises all paid service including weekends and statutory holidays, but not school vacations. Calculation of holiday pay is made to the nearest day and when a half-day is involved the calculation is made to the benefit of the teacher. In calculating holiday pay the following rules apply:

1. in schools open for fewer than 195 days in a school year, Holiday pay = 3/10 x number of days;
2. if a permanent teacher has had leave without pay for a period exceeding five days, the holiday pay to be deducted is based on the total number of days without pay;
3. when a teacher resigns, any half-day resulting from calculation of holiday pay is to the benefit of the teacher;
4. when a school closes on a Friday and the vacation commences on the Monday following, the intervening weekend is school time and not vacation time;
5. the number of days’ holiday pay is counted from the beginning of the vacation.

3.25 Basis of Calculation of Payment of Salaries

The salaries of employees shall be paid fortnightly and the gross salary for a full pay period is calculated as 14/365ths of the annual salary rate. For broken periods the calculation is the number of days due multiplied by the annual rate and divided by 365. Gross salary comprises all salary and allowances (temporary and permanent).

3.26 Payment of Salaries (Non-permanent Part-Time Teachers)

3.26.1 The salary of a non-permanent part-time teacher shall be a proportion of the rate on the base scale that the teacher would receive if employed full-time and shall exclude any additional salary and allowances. The number of hours for which payment shall be made shall be the number of class contact hours worked increased by 11 per cent.

3.26.2 Temporary change in hours
Where a part-time teacher increases the number of class contact hours worked per week (but less than full-time) for a period of up to four weeks, the additional hours shall be paid on the basis of 1/950 of the employee’s annual rate. As these hourly rates include a holiday component, no further calculation of holiday pay is required for payment for the additional hours.

3.26.3 Long term change in hours - Where a part-time teacher increases the class contact hours worked per week (but less than full-time) for a continuous period exceeding four weeks, an appropriate pro rata adjustment shall be made. Holiday pay is calculated each term. Where there has been a long term change in hours during the term, holiday pay is to be paid according to the number of hours per week worked over the greater part of the year.

3.26.4 Part-time teachers who temporarily work full-time - Where a part-time teacher works full-time for a period of one week or more, payment shall be made on a full-time basis. Payment during vacations for holiday pay shall be made at the full-time salary rate for a period equal to 30% of any period or periods in which the teacher worked full-time and the balance of vacations should be paid at the normal pro rata rate.

3.26.5 Increments - The following procedures apply for the payment of increments to part-time teachers:

1. Part-time teachers shall receive increments when applicable, under the same conditions as full-time teachers.
2. Part-time teachers shall receive credit for class contact hours only. If employment is less than 20 hours per week, each complete 950 hours is equivalent to one year’s full-time teaching.

3.26.6 Credit as full-time service - For incremental purposes, periods of employment for 20 hours a week or more are credited as full-time salary service and this service is counted as for full-time teachers. Any part-time service less than 20 hours a week, performed since the last increment was paid, may be counted towards the next increment on the basis of one month’s credit for each 80 hours worked.

3.27 Relievers

3.27.1 Definitions of reliever:

1. Short-term relievers are teachers who are temporarily employed on a casual basis to relieve in a teaching position during that teacher’s absence for a period not exceeding three weeks.
2. Long term relievers are teachers employed for a continuous period beyond three weeks.

3.27.2 Payment of Salaries - Short-term relievers

1. Short term relievers employed shall be paid at the rate of 1/190 of the appropriate annual salary for each day worked (inclusive of holiday pay). Provided that the maximum daily rate payable for relievers employed for no more than 3 weeks shall not exceed 1/190 of step 10 on the base scale.
2. If employed on an hourly basis, this proportion shall be 1/950 of the applicable annual rate to a maximum of step 10 on the base scale (inclusive of holiday pay); provided no reliever so employed shall be paid for less than 2 hours per day of relief and, if there is a break in duties of one and a half hours (1.5) or more, an allowance equivalent to one (1) hours pay shall be paid.

3.27.3 Payment of salaries - Long-term relievers

1. Long term relievers employed in excess of three weeks shall be paid a salary at the appropriate salary rate specified in this agreement.
2. If due, the following allowances shall be paid in addition; boarding allowance; staffing incentives allowance.
3. Long term relievers employed for one year or less shall be entitled to the provisions of this document as specified.
4. A long term relieving teacher appointed to a relieving position for a term of at least one year shall be regarded as a permanent appointment in terms of the provisions of this agreement.

Note: For clarity, the professional responsibilities of a long term reliever shall be the same as a permanent employee.

3.27.4 Commencing date of salary
The rules for determining the commencing date of the salary of relievers who start on the first school day of the year shall be:
To be paid from 28 January:

1. Relievers employed in state schools at the end of the previous year;
2. Permanent teachers who retired at the end of the year and resume as relievers.

3.27.5 Period for which relievers are entitled to be paid
A reliever shall be entitled to be paid within the current or immediately following pay period.

3.27.6 Progression
Increments due shall occur on completion of each 190 days relieving service.

3.27.7 Relieving teachers – Short-term relieving teachers are to receive holiday pay progressively during the year after each period of employment.
Long-term relieving teachers are to be treated the same as permanent teachers for holiday pay purposes.

3.28 Specialist Teacher Allowance

3.28.1 A teacher appointed as a Specialist Teacher under 2.15.2 shall be paid an allowance of $4,000 per annum. For clarity, this is an allowance and is not a salary unit.

3.28.2 A teacher appointed as a Specialist Teacher under 2.15.3 shall be paid an allowance of $8,000 per annum. For clarity, this is an allowance and is not a salary unit.

3.28.3 A teacher appointed as a Specialist Teacher may not also hold any permanent units and no more than one fixed term unit.

3.29 RTLB Leadership Payments

Boards with lead school responsibility for RTLB employed within a cluster will be entitled in any one school year, to a number of leadership payments of $2,000 generated by formula in the relevant staffing order. The Board will allocate these leadership payments to the cluster manager or any RTLB with designated responsibility for providing leadership.

3.30 RTLB Cluster Manager Remuneration

The remuneration of a permanent full-time cluster manager appointed to a Ministry of Education approved RTLB cluster shall comprise of:

• A base salary as per clause 3.1.1
• An allowance equivalent to the Special Duties Increment Allowance paid to all RTLB (clause 3.17)
• One unit per annum (as per clause 3.4.2)
• Any leadership payments allocated under clause 3.29 above.