Pay parity opt-in scheme
Information for education and care services (including hospital-based services) about the pay parity scheme.
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Pay parity recognises the quality teaching and leadership that certificated kaiako and teachers bring to early childhood education (ECE) by providing minimum salary scales, to help teacher salaries reflect the difference they make in the lives of tamariki, young learners, and whānau.
- What is the pay parity opt-in scheme?
- Download the pay parity guide
- Pay parity explainer videos
- About the pay parity scheme
- How to opt in to the scheme
- What teachers need to know
- How to determine a certificated teacher's salary step
- Resources to help salary step calculations
- Salary scale progression and improved qualifications
- What records do services need to keep?
- Frequently asked questions
What is the pay parity opt-in scheme?
The pay parity opt-in scheme is a scheme provided by the government to support education and care services, including hospital-based, to pay their certificated teachers the minimum salary scales described in the ECE Funding Handbook.
Appendix 4 – ECE Funding Handbook
Services who opt in can access higher funding rates. The higher funding is available after the RS7 early childhood funding return is completed for each funding period (March, July and November).
Certificated teachers employed by service providers in the pay parity scheme are eligible to be paid the minimum salary scales.
Services not covered under the scheme
The scheme does not cover home-based services, kindergartens, playcentres or whānau-led kōhanga reo.
Where to go for help
If you have any questions or need help with the pay parity opt-in scheme, contact ECE.PayParity@education.govt.nz.
Pay parity explainer videos
Watch these videos to find out more about pay parity. They will help certificated teachers and employers work out which initial salary step a certificated teacher should be on.
About pay parity
Transcript: About pay parity
Higher salary scales, equivalent to kindergarten teachers’, are available to early childhood education and care services (including hospital-based) that opt-in to pay parity.
These higher salary scales can be paid to qualified, certificated teachers and also to teachers in management roles.
This video will help employers and teachers decide which initial step on the salary scale the teacher should be on.
The initial salary step should be agreed between the employer and teacher. The process for deciding it should be transparent and fair.
Firstly, choose an initial step on the salary scale by agreeing which qualification group the teacher’s qualifications relate to, either: P1, P2 and P3, P3+, P4 or P5.
All qualifications should be considered, even if not directly related to teaching or education. Overseas qualifications must be assessed by NZQA as comparable to a New Zealand equivalent qualification.
At a minimum, the teacher must hold a current New Zealand practising certificate and a recognised ECE or primary teaching qualification. It is up to the teacher to provide evidence of their qualifications and previous work experience.
Secondly, the initial step should be advanced if the teacher has ‘recognised service’ that can be credited. Recognised service is time spent working as a certificated teacher in New Zealand, within a licensed early childhood centre, kindergarten or school. There is no time limit on when this experience occurred. The teacher can be advanced 1 step for every 2,080 hours (roughly one year) of recognised service.
Lastly, the initial step should be further advanced if the teacher also has other relevant work experience, such as unqualified or overseas teaching. Other relevant experience must be within the last 10 years and is up to a maximum of 2 steps.
Certificated teachers in a management position will enter the salary scale on the K2, K3 or K4 salary step, regardless of their qualifications or teaching experience.
Their actual pay will depend on whether the service has opted into the extended or full parity salary scale.
These are minimum salary scales, and services can choose to pay their teachers above these rates.
Once the initial step is agreed, a teacher will continue to progress up the salary scale, provided their teacher registration practicing certificate remains valid.
For example, 1 additional step for every 2,080 hours (roughly one year) of additional recognised service.
If you need further help deciding, more detailed information and examples of the process are available.
Mō te ōritenga o te utu kaiako
Transcript: Mō te ōritenga o te utu kaiako
E wātea ana ngā awhe utu ā-tau nui ake, he ōrite ki ngā awhe utu ā-tau ki te kaiako kura kōhungahunga, ki ērā kaiako i ngā ratonga mātauranga me ngā ratonga tiaki kōhungahunga (tae atu ki ērā kei rō hōhipera) tērā ka kōwhiri kia whai wāhi ki te ōritenga o te utu kaiako.
Ka taea aua awhe utu ā-tau nui ake te utu ki ngā kaiako whai tohu, whai tiwhikete me ngā kaiako anō hoki e mahi ana i ngā tūranga whakahaere.
Ka āwhina tēnei ataata i ngā kaituku mahi me ngā kaiako ki te whakatau me tīmata te kaiako ki tēhea tūnga i te awhe utu ā-tau.
Me whakaae tahi te Tūnga utu ā-tau tuatahi i waenga i te kaituku mahi me te kaiako.
Me pūataata, me tōkeke te tukanga whakatau i tētahi tūnga.
I te tuatahi, me kōwhiri i tētahi Tūnga tuatahi i te awhe utu ā-tau mā te whakaae e pā ana ngā tohu a te kaiako ki tēhea Rōpū Tohu, arā ko: P tahi, P rua me te P toru, P toru tāpiri, P wha, P rima rānei.
Me whai whakaaro ngā tohu katoa, ahakoa kāore e whai pānga pū ki te whakaako, te mātauranga rānei.
Me aromatawai rawa ngā tohu nō tāwāhi e te Mana Tohu Mātauranga o Aotearoa hei mea ka taea te whakataurite ki tētahi tohu ōrite nō Aotearoa.
Ko te mea iti rawa, me whai tiwhikete whakaako whaimana o Aotearoa te kaiako, me tētahi tohu mātauranga kōhungahunga, whakaako kura tuatahi whaimana rānei.
Kei te kaiako te kawenga ki te whakarato taunakitanga o ana tohu me ana wheako mahi o mua.
Tuarua ake, me whakapiki te Tūnga tuatahi mēnā kua whai 'Ratonga whaimana' te kaiako ka kitea hei waetohu.
Ko tēnei mea te ratonga whaimana ko te wā ka pau i te kaiako e mahi ana hei kaiako whai tiwhikete i Aotearoa, i roto i tētahi pokapū kōhungahunga whai raihana, tētahi kura kōhungahunga, tētahi kura rānei.
Kāore he tepe wā e pā ana ki aua wheako. Ka taea te whakapiki i te kaiako kia kotahi te tūnga mō ia rua mano waru tekau haora (tōna tau kotahi) o te ratonga whaimana.
Ko te mea whakamutunga, ka taea te whakapiki anō i te Tūnga tuatahi kia teitei ake mēnā kua whai wheako mahi atu anō e hāngai ana te kaiako, pērā i te mahi whakaako tohu-kore, te whakaako rānei i tāwāhi.
Ko ērā atu wheako hāngai me whiwhi i roto i te tekau tau kātahi tonu ka pahure ake, ā, ko ngā tūnga e rua te mōrahi ka taea pērātia.
Ka uru ngā kaiako whai tiwhikete e mahi ana i ngā tūnga whakahaere ki te awhe utu ā-tau i te Tūnga K rua, K toru, K whā rānei, ahakoa he aha ā rātou tohu, wheako whakaako rānei.
Ko ā rātou utu ā-tau anō kei te āhua o tā te ratonga kōwhiringa kia whai wāhi ki te awhe utu ā-tau whai Ōritenga Nui Ake, Ōritenga Katoa rānei.
Ko ēnei ngā awhe utu ā-tau mōkito, ā, ka āhei ngā ratonga te kōwhiri kia utua ā rātou kaiako ki ngā utu nui ake i ēnei.
Ina oti te Tūnga tuatahi te whakatau, ka koke whakarunga tonu te kaiako i te awhe utu ā-tau, i runga i te herenga kia noho whaimana tonu tana tiwhikete whakaako rēhita kaiako.'
Hei tauira, kotahi te Tūnga tāpiri mō ia rua mano war tekau haora (tōna tau kotahi) o te wheako tāpiri whaimana.
Ki te hiahia āwhina anō koe mō te whakatau, e wātea ana he kōrero āmiki atu me ētahi tauira o te hātepe.
About the pay parity scheme
Education and care services, including hospital-based, select a minimum salary scale to pay all their employed certificated teachers on.
There are 4 minimum salary scales under the scheme:
- base
- parity
- extended parity
- full parity.
By paying teachers at least the minimum amounts in the salary scale they have opted in to, services are eligible to receive the higher funding rates that apply.
Appendix 4: Minimum salary scales – ECE Funding Handbook
Minimum salary scale for certificated teachers – ECE Funding Handbook
Funding rates for the minimum salary scales
Education and care services including hospital-based can access higher funding rates for each of the minimum salary scales.
The funding rates are:
- base
- parity
- extended parity
- full parity.
Appendix 1: Pay parity funding rates – ECE Funding Handbook
Base funding rates
Minimum salary scale a service must pay: Base salary scale (step 1).
Parity funding rates
Minimum salary scale a service must pay: Parity salary scale (steps 1-6).
Extended parity funding rates
Minimum salary scale a service must pay: Extended parity salary scale (partial step 1–11 + partial management step).
Full parity funding rates
Minimum salary scale a service must pay: Full parity salary scale (full step 1–11 + full management steps).
Where to go for help
If you have any questions or need help with the pay parity opt-in scheme, contact ECE.PayParity@education.govt.nz.
How to opt into the scheme
Services can choose to opt-in to the scheme in their RS7 early childhood funding return (RS7 return).
To do this, services select a minimum salary scale in the RS7 return and complete the attestation to confirm they have paid all employed certificated teachers at least the amounts in the minimum salary scale for the full attestation period.
Completing the RS7 return – ECE Funding Handbook
Attestations are completed 3 times a year for the March, July and November funding rounds.
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October to January |
March |
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February to May |
July |
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June to September |
November |
Attestation on the RS7 return – ECE Funding Handbook
What teachers need to know
Certificated teachers employed by service providers in the pay parity scheme are eligible to be paid the minimum salary scales described in the ECE Funding Handbook.
Certificated teachers employed to work in a role that meets the definition of a management position under the pay parity scheme are eligible to be paid on the management salary scales described in the ECE Funding Handbook.
Appendix 4: Minimum salary scales – ECE Funding Handbook
What is a certificated teacher?
For pay parity purposes, certificated teachers must hold a current practising certificate issued by the Teaching Council of Aotearoa New Zealand.
They must also have:
- a NZ early childhood or primary teaching qualification, or
- an overseas qualification assessed by NZQA as being comparable to a NZ early childhood or primary teaching qualification, or
- an ECE or primary endorsement from the Teaching Council when obtaining your certification through the discretionary pathway.
Secondary teaching qualifications do not meet the eligibility criteria.
Certificated teachers in management roles
For pay parity purposes, certificated teachers employed to work in 1 of the 3 following roles are considered to be in a management position:
- K2: employed to be in charge of a service and not a K3 or K4 employee
- K3: employed to carry out professional support, guidance and administrative roles, and responsible for the management of K2 employees
- K4: employed to be responsible for the management of K3 employees.
For example, an education and care role that typically may be considered a K2 position is a 'centre manager'.
What are the benefits for teachers?
There are agreed minimum salaries for teachers based on qualifications, recognised service, and previous relevant work experience.
There are annual salary step progressions for every year (2,080 hours) worked.
How to determine a certificated teacher’s salary step
A certificated teacher’s salary step is determined by 3 factors:
- their applicable qualification group,
- any recognised service they may have, and
- any previous relevant work experience.
The qualification group determines the entry step on the salary scale. Steps are then added for recognised service and previous relevant work experience to determine the initial salary step a certificated teacher starts on.
The salary step determined for a certificated teacher will be within the minimum salary scale a service has attested to.
Watch the 'About pay parity' video at the start of this page for information about determining a certificated teacher’s salary step.
Qualification groups
The qualifications a teacher holds determine which qualification group they are in and is the starting point for determining a teacher’s salary step.
There are 4 qualification groups, with a set criteria for each.
For salary purposes, New Zealand qualifications that are registered on the New Zealand Qualifications Framework must be recognised.
Overseas qualifications must be assessed by the New Zealand Qualifications Authority (NZQA) as comparable to the nearest New Zealand equivalent qualifications.
Teachers are to be assessed on the highest qualification held.
P1, P2, P3
P1, P2 and P3 is for teachers who hold a current practising certificate issued by the Teaching Council of Aotearoa New Zealand but no subject or specialist qualification at level 7 or above on the NZQF or equivalent overseas teaching qualifications recognised by the NZQA.
This group includes teachers who have obtained their practising certificate via the Teaching Council’s discretionary pathway process, provided they have received an ECE or Primary endorsement from the Council.
P3+
P3+ is for teachers who hold a current practising certificate issued by the Teaching Council of Aotearoa New Zealand and:
- a subject or specialist level 7 qualification on the NZQF (that is, not an initial teacher education qualification) which can be a Diploma (excluding a National Diploma), Graduate Diploma or Degree, or
- an honours degree of teaching, or
- equivalent overseas qualifications assessed by the NZQA or an overseas qualification where NZQA has assessed that the qualification has level 7 (graduate) study in a subject or specialist area(s). That is, any area of study that is not initial teacher education.
P4
P4 is for teachers who hold a current practising certificate issued by the Teaching Council of Aotearoa New Zealand and:
- a subject or specialist level 8 qualification on the NZQF which can be an honours degree or a Post Graduate Diploma, or
- two subject or specialist level 7 qualifications on the NZQF (as listed above), or
- a masters degree of teaching, or
- equivalent overseas qualifications assessed by the NZQA.
P5
P5 is for teachers who hold a current practising certificate issued by the Teaching Council of Aotearoa New Zealand and:
- a subject or specialist level 9 qualification on the NZQF - masters or doctorate, or
- equivalent overseas qualifications assessed by the NZQA.
Recognised service
Recognised service counts time spent working as a certificated teacher in Aotearoa New Zealand. This experience may have occurred within a licensed early childhood centre, kindergarten or school.
- There is no time limit on when this service occurred.
- Every 2,080 hours worked equals 1 step.
- Recognised service is considered in addition to a certificated teacher’s qualifications and determines the salary step they should be on.
Previous relevant work experience
Previous relevant work experience counts time spent in a paid position applying relevant skills. It may include unqualified teaching work and overseas work experience.
- To be counted, this experience needs to be within the last 10 years.
- Every 4,160 hours worked equals 1 step, up to a maximum of 2 steps.
- Previous relevant work experience is considered in addition to a certificated teacher’s qualifications and determines the salary step they should be on.
Resources to help salary step calculations
Use these resources to help you calculate a certificated teacher’s salary step. They can give you a point in time assessment of a certificated teacher’s salary, based on the information you enter, with the final salary decision being at the discretion of the employer.
Any dispute regarding a teacher’s salary step is an employment matter between the teacher and their employer. The Ministry is unable to intervene in employment matters.
Form for assessing a certificated teacher’s initial salary step
Use this form to assess a certificated teacher’s initial salary step.
Salary scale progression and improved qualifications
Certificated teachers are entitled to salary step progressions through the minimum salary scale their employer has opted into (and attested to in their RS7 return). A certificated teacher should progress 1 salary step when they have:
- completed 2,080 hours work, and
- been assessed as meeting the Teaching Council of Aotearoa New Zealand standards for certification.
Service providers responsibilities for salary progression
Service providers are required to provide all employed certificated teachers with salary progression as a condition of their pay parity funding. Salary progression must be provided at the time a certificated teacher is eligible to receive it.
To do this, services should keep records of the hours a teacher has worked, and relevant information about their certification and qualifications.
Hours for salary progression can be accumulated from more than one employer at the same time.
Salary progression – ECE Funding Handbook
Salary progression with improved qualifications
Certificated teachers who increase their qualifications while in their current employment may be entitled to salary progression.
Apply the following steps to determine salary progression with improved qualifications:
- re-determine the teacher’s qualification group including the new qualification
- confirm the entry step for the new qualification group on the minimum salary scale, and add steps for all existing hours of recognised service and previous relevant work experience
- progress the teacher’s salary to the new step from the effective date of the new qualification.
Service providers are required to provide the salary progression with improved qualifications described in the ECE Funding Handbook.
Salary progression: improved qualifications – ECE Funding Handbook
What records do services need to keep?
A service’s pay parity attestations will be verified by a Ministry audit. The audit will confirm that each employed certificated teacher was paid at least at the required salary amount. Services must therefore maintain information to assist with verification.
This information will include:
- copies of qualifications and current practising certificates already required to be held
- information to support how the teacher’s initial and current salary step was determined, and
- records to confirm salary or wage amounts.
Specific record requirements – ECE Funding Handbook
For queries about the opt-in process or funding, contact ECE.Funding@education.govt.nz.
Where to go for help
If you have any questions or need help with the pay parity opt-in scheme, contact ECE.PayParity@education.govt.nz.
Frequently asked questions
Can a service provider opt-in to the scheme at any time?
No. Services can only opt-in at the start of a funding period when they submit their RS7 return.
ECE Funding Handbook – RS7 early childhood funding return (RS7 return)
Can a service provider choose to opt-out?
Yes, services can choose to opt-out of the pay parity scheme at any time.
To opt-out, contact ece.funding@education.govt.nz.
Important note: Recovery of funding may apply when opting out.
Can I change the minimum salary scale I selected on my RS7 return?
Yes. You can resubmit your RS7 return and select a different minimum salary scale. Any changes to your funding will be processed by the next payment date.
If your resubmission is after the RS7 closing date, contact ece.funding@education.govt.nz.
ECE Funding Handbook – RS7 early childhood funding return (RS7 return)
How can I find out which services are in the pay parity scheme, and what salary scale they have attested to?
Each funding period we publish the full list of services who have opted-in to the pay parity scheme and the minimum salary scale they have attested to paying their certificated teachers on. This is available online on Education Counts, under the section ‘attestation for certificated teachers’ salaries’.
Attestation for certificated teachers’ salaries – Education Counts(external link)
Do overseas qualifications count towards salary steps?
Yes. If the overseas qualification has been recognised by NZQA as equivalent to a New Zealand qualification, it must be included when determining the certificated teacher’s qualification group, as part of a salary step calculation.
Getting overseas qualifications recognised – NZQA(external link)
Does overseas teaching experience count towards salary steps?
Yes. Overseas teaching experience may be included under previous relevant work experience when determining a certificated teacher’s initial salary step.
Any hours counted towards a salary step under previous relevant work experience are agreed between the employer and teacher.
What is a specialist or subject qualification?
Qualifications that are not part of an Initial Teacher Education (ITE) programme are considered subject or specialist qualifications. Subject or specialist qualifications can relate to any topic or field of study.
When I take paid leave do those hours count towards my recognised service?
Yes, all paid leave counts towards your hours of recognised service. This includes:
- annual leave
- sick leave
- bereavement leave
- statutory holidays
Decisions about other types of leave (e.g. unpaid leave) are at the discretion of your employer.
As a certificated teacher, do my hours spent working in home-based settings count towards my salary step?
Yes, the hours you’ve worked in home-based settings can be considered and included under previous relevant work experience, when calculating your salary step
Note: these hours are not counted under recognised service when calculating a salary step.
Are relief teachers covered under the pay parity opt-in scheme?
Yes. If the relief teacher meets the definition of a certificated teacher for pay parity purposes, they are covered under the scheme and eligible to be paid on the minimum salary scales. This is a condition of pay parity funding.
Important note: When relievers are engaged through an agency, service providers should ensure there is an agreement in place that enables the service to show teachers are, or have been, paid at the correct salary step.
Does relief teaching count towards recognised service?
Yes. Hours worked as a relief teacher should be counted for salary purposes if the certificated teacher was employed in a New Zealand licensed early childhood centre or a state or state-integrated school (including kaupapa Māori).
Hours of work and recognised service – ECE Funding Handbook chapter 3-B-2
Do hours spent working in a learning support role count towards a salary step?
Yes. These hours can be considered and included under previous relevant work experience when determining a certificated teacher’s salary step.
Note: these hours are not counted under recognised service.
Can certificated teachers be paid higher than the minimum salary scale?
Yes, the salary steps are only minimum amounts. Employers can choose to pay above these.
I am employed mainly in a non-teaching role, but I’m a certificated teacher and sometimes work in ratio, what should I be paid?
For any hours you work in ratio you should be paid on the appropriate salary step in the minimum salary scale your service has attested to. This should also be reflected in your employment agreement.
Note: all hours worked in ratio count for the purpose of salary progression.
As an owner operator holding a current practising certificate, do I have to pay myself on the minimum salary scale that our service has attested to?
Yes, owner operators who are employed to work in their service(s), and who hold a current practising certificate issued by the Teaching Council of Aotearoa New Zealand, are required to pay themselves at the appropriate rate on the minimum salary scale that they have attested to.
See the ‘All Employed’ section in chapter 3-B-2 of the ECE Funding Handbook
3-B-2 Education and care services
Important note: If you are unsure whether your work as a certificated teacher or centre manager constitutes employment under your service, you may need to seek more advice. The Employment NZ website has information and resources.
What salary step would I be on after I’ve completed the teacher refresher course and hold a new practising certificate?
Your initial salary step after becoming a certificated teacher again will be worked out in discussion with your employer. It will be based on all 3 salary step factors: your qualification group, your hours of recognised service, and hours of previous relevant work experience.
Important note: Hours worked teaching while previously holding a practising certificate are still eligible to be counted under recognised service. Hours worked teaching while not holding a current practising certificate, are not counted under recognised service, but may be counted under previous relevant work experience.
I don’t agree with the salary step my employer has put me on, what can I do?
You may need to seek independent employment advice if you have an employment dispute with your employer. We recommend contacting Employment NZ.
Important note: failure to comply with funding conditions (including regarding salary steps) may impact on a service’s eligibility for funding. However, the Ministry is unable to intervene in the resolution of employment disputes.
Information on employment matters – Employment New Zealand(external link)
Am I a certificated teacher if I’ve been issued a practising certificate by the Teaching Council, but my overseas qualification wasn’t confirmed by NZQA as an ITE?
Yes. If the Teaching Council uses their discretionary pathway process and issues you a practising certificate with an ECE or primary endorsement, they have assessed your qualifications and experience as sufficient to be a certificated teacher in New Zealand.
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