Support Staff in Schools' Collective Agreement

Part 3 – Remuneration

3.1 Pay Rates

3.1.1 This agreement specifies minimum rates of pay.

3.2 Effective Dates of Increases and Translation to Pay Scales

3.2.1 The adjustments to the pay scales shall take place as follows:

(a) All printed hourly rates and annual salaries shall be increased by 4.0% effective from 2 January 2008

(b) All printed hourly rates and annual salaries shall be increased by 2.0% effective from 14 January 2009

3.2.2 (a) Employees paid in excess of the printed annual or hourly rate for their step immediately prior 2 January 2008 but where their annual or hourly rate of pay falls below the new printed rate, shall be paid at the new printed rate for their step effective from 2 January 2008.

(b) Employees paid in excess of the printed annual or hourly rate for their step immediately prior 14 January 2009 but where their annual or hourly rate of pay falls below the new printed rate, shall be paid at the new printed rate for their step effective from 14 January 2009.

(c) Notwithstanding the above nothing shall prevent the employer and employee agreeing that the employee will be paid a higher rate.

3.2.3 (a) An employee whose hourly rate or annual salary immediately prior to 2 January 2008 exceeds their grade maximum but falls below the new applicable maximum shall translate to that new maximum.

(b) An employee whose hourly rate or annual salary immediately prior to 14 January 2009 exceeds their grade maximum but falls below the new applicable maximum shall translate to that new maximum.

3.2.4 An employee whose hourly rate or annual salary upon settlement or during the term of the agreement exceeds their grade maximum, shall retain that rate or salary.

3.2.5 Any employee who becomes a member of either union after 21 October 2005 and whose work falls within the coverage clause of this agreement after that date shall be entitled to the increases in 3.2.1, 3.2.2 or 3.2.3, except where any such increase has already been received with effect only from the date on which they join the union and become bound by this Agreement. The employee is required to notify their employer of their union membership upon becoming a member.

3.2.6 These increases are additional to, not a replacement for, increases granted pursuant to 3.3.3.

3.3 Operation of Grades for Associate and Administrative Classes

3.3.1 Grading

Every position shall be classified as either administrative or associate and then graded by the employer according to the level of skill, qualifications, relevant experience and responsibility which are required according to the definitions set out in 3.4.1, 3.4.2, 3.4.3, 3.6.1, 3.6.2 and 3.6.3.

Any employee performing a mix of similar duties across two or more grades within one class shall be placed in the grade which reflects the substantive part of the job.

Any employee employed for two or more distinct positions shall be placed in the appropriate grade for each position.

Note: Attention is drawn to the memorandum attached to this agreement. In this memorandum is a list of job titles provided by the parties to act as a guideline for Boards of Trustees as to the appropriate grading for a variety of occupational classifications. However, the parties acknowledge that as particular job titles may relate to positions with differing job content, the grading of particular job titles may differ from school to school.

3.3.2 Placement within a grade

Employees may upon appointment be placed at any point within the appropriate upper and lower salary limits in the grade applicable to the position. Factors to be considered in deciding the actual starting rate include:

(i) previous relevant paid or unpaid work or experience;
(ii) level of skill required for the position;
(iii) level of responsibility required for the position;
(iv) the level of te reo Maori and understanding of nga tikanga Maori required for the position;
(v) the ease or difficulty in recruiting and/or retaining the specific skills and/or experience required for the position.

3.3.3 Progression within grades

(a) Progression through steps within grades shall be on an annual basis provided that the employee has met or exceeded standards of performance as assessed by the employer against written requirements of the position. Where written requirements do not exist the employee will be consulted in determining the written requirements.

(b) Where the employee is paid on the Administrative Scale grade C range of rates, the employer shall review the employee’s salary annually. This review, which is not required if the employee has reached the top of the range (i.e. the highest rate in Grade C), shall be carried out after discussion with the employee. The employer shall take into account the following factors in reviewing the salary:

(i) particular skills, qualifications, on the job experience and level of responsibility;
(ii) whether the employee has met or exceeded standards of performance as assessed by the employer against written requirements of the position;
(iii) the ease or difficulty in recruiting and/or retaining the specific skills and/or experience required for the position;
(iv) whether the current salary level is commensurate with the duties required.
(v) salary rates shall not be reduced by reason of the operation of the ranges of rates.

(c) Where an employee wishes to have their salary review reconsidered they shall refer the matter to the Board of Trustees. The employee shall have the right to representation at any stage.

3.3.4 Movement between grades

Movement between grades shall occur by appointment to an established position, or by re-grading of a position where the requirements of the position have altered substantially. An employer shall consider the factors in 3.3.1 as the criteria for movement between grades. Where movement between grades occurs the employee shall be paid on a step at a rate not less than that which the employee was previously paid.

3.4 Administrative Class

An administrative position primarily involves duties in secretarial work; office, and/or financial and/or property management.

3.4.1 Grade A

(a) The position is closely supervised. It involves duties and tasks which are specified and clear and are carried out in accordance with well defined procedures.

(b) Some examples of duties required within this grade are:

• clerical duties e.g. filing/photocopying/opening and processing mail;
• reception work;
• cash handling, i.e. receipting/banking;
• word processing and data entry.

3.4.2 Grade B

(a) The position involves a range of duties for which advanced knowledge, skills and experience are required to meet the administrative needs of the school. The position may be sole charge or involve supervisory responsibilities, including allocation and monitoring of work.

(b) Some examples of the duties or level of duties required within this grade are:

• administrative assistance;
• secretarial;
• data collation and reporting;
• financial duties.

3.4.3 Grade C

(a) The position requires high levels of administrative skills. The employee will be responsible for administration and/or financial and/or property management functions of the school. The position will usually involve the supervision of staff; including appointments, development and appraisal of staff.

(b) Some examples of the duties or level of duties required within this grade are:

• responsibility for financial systems;
• supervision of other non-teaching staff;
• administrative innovation and systems’ development;
• responsibility for maintenance and property administration.

3.5 Administrative Pay Scale

Notes:
(i) An employee is paid either an hourly rate or an annual salary.
(ii) An employee is paid the appropriate hourly rate listed unless they are a full-time (either 37.5 or 40 hours per week) 52 week employee in which case they are paid the corresponding annual salary.
(ii) To calculate the hourly rate for a salaried employee employed on a 37.5 hour full-time week, divide the annual salary by 1957.
(iii) Each arrow in Grade C designates a range of rates. Refer to 3.3.3(b) for progression through a range of rates.

3.6 Associate Class

An associate position primarily involves working either directly or indirectly with teachers and students to support the teaching and learning outcomes of students.

3.6.1 Grade A

(a) The position is closely supervised. It involves duties and tasks which are specified and clear and are carried out in accordance with well defined procedures.

(b) Some examples of the duties required within this grade are:

• prepare and/or maintain resources;
• support teaching programmes and student learning;
• assist with routine needs of students.

3.6.2 Grade B

(a) The position involves a range of duties for which advanced knowledge, skills and experience are required. The position is likely to involve periods without supervision or may be sole charge.

(b) Some examples of the duties or level of duties required within this grade are:

• support and contribution to teaching programmes and curriculum delivery, including work with students either individually or in groups which assists their learning;
• contributing to and maintaining healthcare programmes for students;
• management of equipment and resources.

3.6.3 Grade C

(a) The position involves a high level of responsibility and specialist knowledge. It will include management and/or administrative and/or financial responsibilities. Where the position does not involve supervision of staff it will involve management of specialist equipment and resources which make a significant contribution to the delivery of the curriculum.

(b) Some examples of duties or levels of duties required for this grade are:

• management of systems and/or specialist equipment and resources;
• management of healthcare programmes.

3.7 Associate Pay Scale

Notes:
(i) An employee is paid either an hourly rate or an annual salary.
(ii) An employee is paid the appropriate hourly rate listed unless they are a full-time (either 37.5 or 40 hours per week) 52 week employee in which case they are paid the corresponding annual salary.
(iii) To calculate the hourly rate for a salaried employee employed on a 37.5 hour full-time week, divide the annual salary by 1957.

3.8 Recognised Qualifications

3.8.1 Employees holding qualifications agreed between the Secretary for Education, NZEI Te Riu Roa and the Service and Food Workers Union shall be paid an allowance as follows:

(a) Group One: $0.29 per hour, to a maximum of $500 per annum

(b) Group Two: $0.44 per hour, to a maximum of $750 per annum

(c) Group Three: $0.58 per hour, to a maximum of $1000 per annum.

3.8.2 Salaried employees shall receive the appropriate allowance of $500, $750 or $1000 as the case may be in fortnightly instalments, pro-rated for part-time employees.

3.8.3 Only one allowance shall be paid which shall be for the highest qualification held by the employee. Upon obtaining a higher recognised qualification the employee shall become eligible for the higher payment.

3.8.4 The list of recognised qualifications as at 21 October 2005 is annexed as Appendix A to this agreement. It specifies lists in Groups One and Two for employees in the administrative class and different lists (but with some qualifications common to both) for those in the associate class. Group Three qualifications are common to both classes.

3.8.5 The lists reflect qualifications that have been deemed relevant to either administrative or associate class work. In general terms Group One reflects qualifications registered on the NZ Qualifications Framework at level 4-5, and those agreed to be of an equivalent level. It includes teacher aide qualifications registered on the New Zealand Qualifications Framework at level 3 or other teacher aide qualifications from registered providers that are agreed to be of an equivalent level. Group Two reflects qualifications registered on the NZQF at levels 6 and those agreed to be of an equivalent level. Group Three reflects all qualifications registered on the NZQF at levels 7-8 and all those agreed to be of an equivalent level, including all New Zealand degrees, all graduate and post-graduate certificates and diplomas and the Ministry of Education verified He Tohu Matauranga.

3.8.6 The parties may from time to time agree to recognise additional qualifications during the term of this agreement. The revised list of qualifications will be held by the Secretary for Education, NZEI Te Riu Roa and the Service and Food Workers Union. The complete list at any time will be available on the Ministry of Education website (www.minedu.govt.nz) and the NZEI Te Riu Roa website (www.nzei.org.nz).

3.9 Higher Duties

(a) An employee who is required by the employer to substantially perform the duties and carry out the responsibilities of a higher graded position for five consecutive working days or more shall be granted a higher duties allowance.

(b) The amount of the higher duties allowance will be an additional 5% on the employee’s existing salary (excluding allowances) for the period when the employee performs the duties and carries out the responsibilities of the higher graded position.

(c) The allowance shall be paid from the first day of acting up, including the first five days.

(d) This allowance shall be included in the employee’s salary in order to calculate the appropriate holiday pay for that employee.

3.10 Method of Payment

Salaries shall be paid fortnightly by direct credit to the employee’s nominated bank account. However, individual employees may on religious or ethical grounds apply to the board of trustees to be paid by cheque.

3.10.2 Annualisation

(a) Where a permanently employed employee is in paid employment with an employer for less than 52 weeks of the year (inclusive of paid leave), an employee may seek the agreement of the employer to have his / her annual earnings annualised. In such circumstances, nothing shall prevent agreement being reached between an employee and his / her employer to enable that employee to have his / her annual earnings annualised. Annualisation of pay shall mean that the employee’s projected earnings for a twelve month period shall be paid in equal fortnightly instalments throughout that twelve month period. Any such agreement shall be subject to compliance with all of the provisions set out in Appendix E.

(b) Any agreement entered into under subclause (a) above shall be in writing and shall be signed by the employer and employee and will clearly detail the individual elements of that agreement as required under Appendix E.

(c) Annualisation is intended to provide a mechanism to enable employees to access regular payments throughout the year in circumstances where the employee’s employment includes periods of time when that employee does not have paid work available with the employer (as per clause 2.3.4 of the SSCA).

(d) For the purposes of this provision, “weekly earnings” in relation to:

(i) clause 6.2.12(a); or
(ii) in relation to any paid parental leave entitlement in accordance with section 71T of the Parental Leave and Employment Protection Act 1987; or
(iii) in relation to any entitlements under the Injury Prevention, Rehabilitation and Compensation Act 2001

shall mean the employee’s hourly rate multiplied by the employee’s actual (i.e. non-annualised) weekly hours.

(e) An employee who agrees with his / her employer to have their yearly earnings annualised is not considered to be a salaried employee.

3.11 Salarisation

Where an employee is in paid employment for 52 weeks per year, nothing shall prevent mutual agreement being reached in writing between that employee and his / her employer to pay a remuneration package which incorporates allowances and/or overtime. Such an agreement will be signed by the employee and the employer and will clearly specify the individual elements of the remuneration package. This provision is intended to provide a mechanism to simplify the administration and operation of this collective agreement for schools and is not to disadvantage the employee in terms of his / her entitlements under this agreement.

3.12 Work Programme

During the term of this Agreement a tripartite work group comprising of NZEI Te Riu Roa, (NZEI) Ministry of Education (MoE) and New Zealand Schools Trustees Association (NZSTA) (hereafter referred to as the parties) agree to establish a tripartite work programme to develop options for a new support staff remuneration structure that will support schools and the support staff workforce in the 21st century. The parties undertake to outline options, the potential cost implications, and proposed timeframes in a joint report to go to the Minister of Education for his consideration by 1 September 2008. The work programme report will inform bargaining for the 2009 agreement.

The terms of reference for the work programme are in Appendix F and will form part of the terms of this agreement.