Part Three Remuneration
Kindergarten Teachers, Head Teachers and Senior Teachers Collective Agreement
Effective: 16 December 2011 to 16 September 2013
3.1 Salary Scales
In the settlement of the Kindergarten Teachers, Head Teachers and Senior Teachers' Collective Agreement 2000-2002 the parties committed themselves to the implementation of pay parity for kindergarten teachers. Head teacher salaries were benchmarked to the base salary (excluding the roll-based supplementary component) of a primary U1 teaching principal. Base scale teacher salaries were benchmarked to the salaries of base scale primary teachers holding qualifications in the corresponding qualification groups and who had the same length of recognised service for salary purposes under their respective agreements.
Subject to 3.2, the following salary rates apply:
- K1 - Base-scale Teachers
Note: the provisions of clause 3.3 – Salary on Appointment apply
||Base Scale Notations
||Rates Effective 1 Dec 2010
||Rates Effective 7 June 2013|
||P3+, P4, P5 max
- K2 - Head Teachers
||Rates Effective 1 Dec 2010
||Rates Effective 7 June 2013|
3.2 Unified Pay System
3.2.1 The purpose of this clause is to maintain a Unified Pay System between kindergarten teachers and primary teachers in the state and state integrated school sector.
3.2.2 The intention of this clause is to enable changes to the rates in the base salary scale or any payments made across-the-board, together with the attached conditions, in any collective agreement applicable to primary teachers in the state and state integrated school sector to apply to kindergarten teachers employed by kindergarten associations.
3.2.3 The Secretary for Education shall, within one month of ratification of any collective agreement (or variation thereof) applicable to primary teachers in the state and integrated school sector:
- notify the NZEI Te Riu Roa National Secretary of any new or changed base scale salary rates or any payments across the board (but excluding payments made to individual teachers who meet specific criteria, such as allowances) in the primary teachers’ collective agreement.
- consult the National Secretary of NZEI Te Riu Roa regarding the applicable terms and conditions that the Secretary for Education should include in the offer referred to in (c) below, including terms and conditions reflective of the agreement of the parties that the Secretary for Education is not obliged to offer terms and conditions that would result in kindergarten teachers, during the term of this agreement, receiving a remuneration advantage over teachers covered by the other collective agreement referred to in (a) above; and
- offer by way of a variation to this collective agreement:
- any such changed salary rates that are in excess of rates in this agreement;
- where the top of the kindergarten teachers’ base scale salary increases as a result of the operation of these provisions, the salary rates of head teachers and senior teachers shall be increased by the same percentage amount (in the case of a percentage increase) or by the same dollar amount (in the case of a dollar amount increase);
- any across the board payments;
- any terms and conditions made in accordance with (b) above.
3.2.4 The National Secretary of NZEI Te Riu Roa shall, within one month of receipt of the offer described in clause 3.2.3, advise the Secretary for Education whether NZEI Te Riu Roa wishes to accept such offer. The parties agree that upon receipt of NZEI's acceptance of the offer the KTCA shall be deemed to be varied pursuant to clause 1.5 in the terms outlined in the offer as advised by the Secretary for Education.
3.2.5 The employees and kindergarten associations will be notified of any changes in the KTCA made pursuant to clause 3.2.3.
3.2.6 This clause shall apply from date of settlement to the date of expiry. Thereafter this clause will cease to apply and shall have no effect.
3.3 Salary on Appointment
- Salary on Appointment
- On appointment, a teacher shall be paid on the appropriate salary scale and step having regard to:
- the applicable qualification group classification as per clause 3.3(b) and
- any service recognised for salary purposes as per 3.3(c) and
- any previous relevant work experience as per 3.3(d).
- On reappointment, a teacher shall be paid on the appropriate salary scale and step having regard of any:
- kindergarten teaching service and salary credits that has previously recognised by a kindergarten association, and
- the qualification group classification at the time of reappointment, and
- any service during the period away from kindergarten teaching service that may be recognised for salary purposes as per 3.3(c) and (d).
- A teacher who has completed training and has no service recognised for salary purposes shall be paid a salary during the first year of service at the first step of the relevant qualification grouping.
- A base scale teacher who, on appointment holds a qualification classified as P4 or P5 (as denoted in 3.3(b) below) shall commence at step six or step seven respectively of the teachers’ base salary scale.
- Qualification Groups
- An employee placed on the salary scale shall be registered and hold a teaching qualification.
- Employees are assessed on the highest qualification held
- New Zealand qualifications that are registered on the National Qualifications Framework shall be recognised for salary purposes.
- Overseas qualifications are assessed by the New Zealand Qualifications Authority to the nearest New Zealand equivalent qualifications.
- An employee shall be classified as P1 on the relevant scale if that employee has the qualifications recognised for a trained teacher.
- An employee shall be classified as P2 on the relevant scale if, in addition to having the qualifications recognised for a trained teacher, that employee also holds a Higher Diploma of Teaching or two-thirds of a recognised degree (except a three year pre-service teaching degree).
- An employee shall be classified as P3 on the relevant scale if, in addition to having the qualifications recognised for a teacher, that employee is awarded He Tohu Matauranga Mäori, or holds an Advanced Diploma of Teaching or a recognised three year pre-service teaching degree.
- An employee shall be classified as P3+ on the relevant scale if they hold:
- a bachelor degree together with a recognised teaching qualification (e.g. Diploma of Teaching) or;
- a four year bachelor of education degree or;
- a four year honours degree of teaching or;
- a degree completed conjointly with a bachelor degree of teaching or;
- a bachelor degree of teaching together with a relevant 120 credit specialist graduate or post-graduate qualification assessed at level 7 (or higher) on the National Qualifications Framework or equivalent or;
- a Diploma of Teaching plus an Advanced Diploma of Teaching together with a relevant 120 credit specialist graduate or post-graduate qualification assessed at level 7 (or higher) on the National Qualifications Framework or;
- a Bachelor degree of teaching, together with a level 7, 120 credit graduate or post graduate diploma of teaching.
- An employee shall be classified as P4 on the relevant scale if they hold:
- a four year post graduate honours degree (excluding a four-year honours degree of teaching) or:
- two bachelor degrees or;
- a masters degree of teaching or;
- overseas equivalent qualifications recongised by the NZQA at that level.
- An employee shall be classified as P5 on the relevant scale if they hold:
- a five year Masters degree or recognised equivalent or;
- PhD or;
- overseas equivalent qualifications recognised by the NZQA at that level.
- Service Recognition
Note: No teacher covered by this agreement on 5 February 2006 shall have their service recalculated as a result of the operation of this clause.
- Service within New Zealand as a trained early childhood teacher in a teaching capacity in a licensed early childhood centre or the Early Childhood Service of Te Aho o Te Kura Pounamu (The Correspondence School) shall be recognised for salary purposes.
- Service within New Zealand as a Head or Senior Teacher in a kindergarten shall be recognised for salary purposes.
- Service as a qualified registered teacher employed in a teaching position within a New Zealand state or state integrated primary, special, area or secondary school (including Kaupapa Maori education) shall be recognised for salary purposes.
- Service of qualified registered relieving teachers employed continuously for six weeks or more shall be recognised for salary purposes.
- Previous Relevant Work Experience
- In addition to service recognised under 3.3(c), the employer shall recognise previous paid work experience that is directly relevant to the teacher’s duties and responsibilities and which has occurred within 10 years of the application for credit, subject to the provisions of this clause.
- Any previous relevant paid work experience recognised under this clause shall be credited as half-service up to a maximum of 2 steps. Half credit shall mean that each year (or part thereof) will count as six months (or part thereof) of service for salary purposes. A special case may be made by a teacher to the employer to have crediting of relevant paid work experience in excess of the maximum considered.
- Previous relevant paid work experience means professional employment using knowledge of the education service, and/or teaching skills including:
- Voluntary Service Abroad - providing service was in a teaching position while the teacher held a teaching certificate;
- Teacher education lecturers and community education tutors - providing service was in a teaching position while the teacher held a teaching certificate;
- Kaiarahi i te Reo;
- Teacher Aides / Kaiawhina;
- Public sector employment with education focus, e.g., Ministry of Education, Early Childhood Development or other Crown Education Agencies;
- Education officer in Government and non-Government organisations;
- Special Education;
- Social worker employed by DSW or Board of Trustees;
- Professional officer of NZEI/PPTA/TTANZ;
- Museum, Art Gallery, Zoo education officers;
- Untrained employees in teaching positions in licensed early childhood education centres including kindergartens and nga kōhanga reo; and
- Family day care co-ordinators in licensed home based early childhood education services.
- Application shall be made by the teacher as soon as practicable following appointment, but in any event within 3 months of their appointment. The teacher shall, at the time of application, provide evidence to the satisfaction of the employer of previous relevant paid work experience before any such service will be considered for recognition under this clause.
- Previous relevant paid work experience in a less than full-time position shall be credited, where recognised, as a proportion of full-time employment based on a 40 hour week. Where service recognition is claimed for previous relevant paid work experience undertaken on a part-time basis, the evidence of such service must include details of the hours worked.
- No teacher covered by this agreement on 2 July 2002 shall have their service prior to this date recalculated as a result of the operation of this clause.
- Where a teacher who has previous relevant paid work experience recognised by one association commences employment with another association, that teacher shall be entitled to retain that service credit but shall not have any further service recognised under this clause.
3.4 Appointment to a Lower Salary Scale
- A teacher who takes a position in a lower salary scale shall receive credit in that scale for service in any higher scale.
3.5 Improved Qualifications
- Teachers who improve their qualification(s) shall, on the effective date of improving the qualification(s), move to the step in the appropriate scale corresponding to their current salary rate in the lower scale. Where their current salary rate is lower than the entry step for the new (improved) qualification group, they shall be placed on the applicable entry step. The effective date of improvement of qualification(s) to a higher group in this situation is:
Teachers who have been on the top step of the salary scale for their qualification group for one or more years’ service for salary purposes and who subsequently improve their qualification(s) shall be entitled to progress one salary step in their new salary scale from the effective date of improving their qualification(s). The effective date of improving qualification(s) to the higher salary group is the date of official notification from the relevant tertiary provider of achievement of the qualification. This date shall become their new anniversary date for salary progression purposes.
Teachers shall be entitled to progress annually to the top step of the new scale on their increment date providing they meet the requirements for progression. No recalculation of service will occur because a teacher has improved their qualification(s).
- where qualifications are improved at the end of the academic year – the commencing date of the first term of the following year; or
- where qualifications are improved during an academic year – the date of official results.
3.6 Salary Progression
- For the purposes of determining annual progression from one step to the next, each teacher’s performance will be assessed annually against a set of national professional standards for kindergarten teachers. These professional standards are set out in Appendix C.
- When setting performance expectations and development objective(s) with individual teachers for the coming year, the appropriate professional standards against which the teacher is to be assessed should be confirmed between the teacher and the employer.
- For each teacher to progress annually to their next salary step they will need to demonstrate that they meet the appropriate professional standards.
3.7 Deferred Progression
- Where a teacher has not met the appropriate professional standards throughout the assessment period the employer may defer salary progression.
- Where progression has been deferred, the employer shall determine a timeframe (in consultation with the teacher) within which the teacher shall have the opportunity to demonstrate the improved performance required to meet the appropriate standards.
- If it is agreed that the teacher has demonstrated within this timeframe that they are meeting the appropriate standards they will progress to the next step from the date of this second assessment. This date will become the teacher’s new anniversary date for the purposes of pay progression.
- Where a teacher is unable to attain the standards within the specified timeframe, the teacher will be required to undergo competency procedures as set out in 6.3.
- Local review process
Note: In cases of very small associations it may be necessary to develop a reciprocal arrangement with a neighbouring association.
- Where a teacher disagrees with the employer’s decision to defer their salary increment under the provisions of 3.3(h) the teacher may, within 14 days of being notified of the deferral, seek a review of that decision by notifying the employer in writing. The teacher may be represented during the process.
- A reviewer shall be a person nominated by the association and acceptable to the teacher. 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 employer shall determine who the reviewer will be.
- The reviewer will give the teacher and the employer fair opportunity to make representations.
- The reviewer shall make recommendations to the employer within 30 days of receiving the teacher’s application for review.
- The employer shall make a final decision within 14 days of receiving the recommendation.
- Where requested, the teacher shall have access to the information about him/herself provided to the employer by the reviewer.
- Nothing in this clause prevents the teacher from taking a personal grievance in accordance with Part 7 of this Agreement.
3.8 Payment of Salaries
- Method of Payment
Salaries shall be paid fortnightly by direct credit to the employee’s nominated bank account.
- Calculation of Permanent Full-time, Permanent Part-time and Long-term Relieving Teachers’ Salary
- The fortnightly rate payable shall be equivalent to the annual salary divided by 26.071.
- The daily rate payable shall be equivalent to 1/10 of the fortnightly rate.
- Calculation of Part time Employees’ Salary
- A part time employee’s salary shall be paid at one fortieth of the applicable full-time weekly salary for each hour of work as defined as by the hours of work clause 1.6(g).
- On completion of 2080 hours of work, (the same numbers of hours as are worked by a full time teacher in a year), a part time employee shall be eligible to progress to the next step of the relevant salary scale.
- Long-term Relievers
Long term relieving teachers shall be paid according to the applicable salary scale and qualification group.
- Short-term Relievers
- Short-term relieving base scale teachers shall be paid a daily rate of 1/210th (inclusive of 12% holiday pay) of the appropriate annual salary, or an hourly rate of 1/8th of the daily rate (inclusive of 12% holiday pay). The rate payable shall take into account relevant qualifications and any previously recognised service, provided that the maximum daily rate does not exceed 1/210th of step 8 of the teachers’ base scale salary (the top step of the P1 scale).
- Assistance towards payment of travelling expenses may be granted at the employer's discretion.
- Notwithstanding 3.8(d) and (e), where a reliever is employed in a particular position as a short-term reliever but the employment lasts longer than six weeks, then the reliever shall, from the point at which employment exceeds this threshold, become a long-term reliever and shall receive the terms and conditions applicable to long-term relievers. No recalculation or recovery of entitlements (including pay) shall occur because of such a change in status.
- A teacher employed in a relieving capacity for 12 months or more in a position for which the salary scale is higher than Scale K1 shall have that service recognised for salary purposes on appointment to a permanent position on the higher scale.
- A teacher who is employed in a relieving capacity in a position for which the salary scale is higher than Scale K1 shall be paid the rate which would be payable to the teacher if permanently appointed to that position, subject to the following conditions:
- the teacher must perform the extra duties and undertake the responsibilities of the higher position for a qualifying period of five consecutive working days on each occasion that the higher duties are performed;
- although not counting as part of the qualifying period, term breaks and leave do not interrupt the qualifying period if the teacher goes back to the higher position immediately after the term break or the leave.
3.9 Leave Without Pay
- Where an employee has been granted leave without pay by the employer, the employer shall either:
- deduct the leave without pay from the employee’s current pay period, or where it is not practicable to do so, the employer shall deduct the leave without pay from the employee’s next pay period; or
- deduct the leave without pay from the employee’s subsequent pay periods in such a manner as may be agreed between the parties.
- Nothing in this clause shall prevent the employer from pursuing any other remedies available in law to recover outstanding amounts owed to the employer. The employer should, however, endeavour to ensure that the employee is not caused undue hardship as a result of any such recovery.
- Leave without pay will be debited on the basis of working days of absence.
- Leave without pay in excess of five working days shall reduce the period of paid teaching service accordingly for salary purposes.
3.10 Recovery of Overpayments
- It is the responsibility of both the employer and the employee to ensure that payments are correct.
- Where an overpayment does occur, the recovery of the overpayment shall be in a manner agreed between the employer and the employee concerned or, where the overpayment arose as a result of a previous period of employment, between the former employer and the employee concerned.
- Nothing in this clause shall prevent the employer from pursuing any other remedies available in law to recover overpayments. The employer should, however, endeavour to ensure that the employee is not caused undue hardship as a result of any such recovery.
3.11 Tutor Teacher Allowance
- A tutor teacher is a teacher who has met the fully registered or experienced kindergarten teacher professional standards and is designated as being responsible for providing an advice and guidance programme to a provisionally registered teacher working towards full registration. The responsibilities of the tutor teacher include assisting the provisionally registered teacher to meet the registration requirements.
- A tutor teacher allowance of $600 per annum is payable to a designated tutor teacher while they are responsible for a provisionally registered teacher, or teachers, who are permanently employed or employed to fixed term positions of at least ten consecutive weeks provided that the total combined hours of the provisionally registered teachers are at least 0.8.
- A tutor teacher may be responsible for tutoring more than one provisionally registered teacher concurrently, but shall only receive one payment of the allowance.
- Only one teacher may be designated as being responsible for tutoring any provisionally registered teacher at any one time.
- The designation of tutor teacher shall be for no more than one calendar year on each occasion.
- Where the provisionally registered teacher is employed for part of a year, the allowance shall be paid to the tutor teacher for that part of the year only.
- Senior teachers are not entitled to the allowance.
- The tutor teacher and the provisionally registered teacher engaged in the advice and guidance programme will receive paid release time.