Specialist Residential Schools' Collective Agreement

4.1.1 From 30 September 2015 a new Specialist/Executive Management Group is established. The minimum salary entry point is $70,000 per annum for the term of this agreement, except for those Executive Managers who routinely undertake work described in the Administration Support Staff Work Matrix Table, whether designated as administration support staff or not.

4.1.2 Subject to clause 4.1.3 below, the employer may assign an individual to this Specialist and Executive/Management Group at the employer’s sole discretion.

4.1.3 The Specialist and Executive/Management Group is reserved for staff who:

1. are part of the Senior Management Team (SMT) of the school; or
2. have whole of school responsibility for functions such as Finance and /or Human Resources and/or Property; or
3. are employed for their specialist skills.

4.1.4 For the purposes of clause 4.1.3(i), the SMT is by definition the group within the management structure of the school which has whole of school oversight and responsibility to the Board of Trustees.

4.2.1 This agreement specifies the minimum rates of pay.

4.2.2 With effect from 11 December 2022, the following pay scale will apply to all non-teaching staff employed by specialist residential schools, except those in the Specialist Executive/Management Group and those who routinely undertake work described in the Administration Support Staff Work Matrix Table, whether designated as administration support staff or not:

4.4.1 The employer will determine job descriptions and/or other written requirements for all positions.

4.4.2 Where a job description and/or written requirements for an existing position do not exist, the current employee will be consulted in determining a job description.

4.4.3 The job description and/or written requirements for the position will be reviewed as part of the annual appraisal.

4.4.4 The job description and/or written requirements may be updated by the employer as required following consultation with the employee (at the time of annual appraisal or at any other time). Substantial changes to the job description and/or written requirements for the position may not be made until after the employer has consulted the employee and endeavoured to reach agreement.

Note (i): For the avoidance of doubt, changes to a job description and/or written requirements can be made at any time by agreement between the employer and the employee.

4.5.1 Every position shall be placed within one of the four grades A, B, C or D except for positions in the Specialist and Executive/Management Group and positions covered by Section 4A or Section 4B below.

4.5.2 The employer will determine the grade for each position after considering the job description and/or any other written requirements of the position against the position elements table in clause 4.3 and the requirements of clause 4.5.6.

4.5.3 A position element must be assessed by the employer as being either Grade A, B, C or D for each of the five position elements.

4.5.4 Descriptors of the grades for each position element are found in clause 4.3.

4.5.5 Each position element shall be assessed by the employer at the grade which most reflects the requirements of the position in terms of the position elements at clause 4.3 and the provisions of clause 4.5.6.

4.5.6 If one or more position elements are assessed by the employer at different grades, then the employer shall decide the grade of the position by assessing what grade most reflects requirements of the position.  In so doing, the employer shall take into account:

• • scale of the school operation;
  • internal relativity;
  • external relativity (market, industry);
  • recruitment;
  • retention;
  • responsibility/autonomy of the role;
  • supervision of others;
  • experience required; and
  • relevant educational or other qualifications required.

4.6.1 Employees may, upon appointment, be placed at any point within the appropriate salary scale in the grade applicable to the position.  Criteria to be considered in deciding the actual starting rate of pay include:

1. 1. previous work or relevant experience in relation to the position;
   2. level of skill and responsibility which in the opinion of the employer is required to be exercised in the position;
   3. the relevant educational or other qualifications required;
   4. the level of te reo Māori and understanding of nga tikanga Māori required for the position (where relevant);
   5. the level of knowledge of deaf culture and NZSL required for the position (where relevant); and
   6. the ease or difficulty in retaining or recruiting the specific skills and/or experience required for the position.

4.7.1 From 1 November 2021, progression through steps within the minimum and maximum rates that apply to each Grade will occur on the employee’s anniversary date each year, unless the employer considers that the employee has failed to meet standards of performance as assessed by the employer against the job description or written requirements for the position, and has informed the employee of this no later than two months prior to the progression becoming due.

4.8.1 Unless otherwise specified movement between the grades shall occur:

1. 1. by appointment or promotion; or
   2. by re-grading of the position where the requirements of the position have altered substantially. The employer shall consider the factors in clause 4.5 or 4B.2 as the criteria for movement between the grades.

4.9.1 Where the employee is paid on the Specialist and Executive/Management range of rates, the employer will review the employee’s salary annually.  This review will be carried out after discussion with the employee.

4.9.2 The employer will take into account whether the employee has met or exceeded standards of performance as assessed by the employer against the job description and/or written requirements of the position in reviewing the salary.

4.9.3 Other factors which the employer will take into account are:

1. 1. particular skills, qualifications, on the job experience and level of responsibility;
   2. the ease or difficulty in recruiting and/or retaining the  specific skills and/or experience required for the position;
   3. whether the current salary level is commensurate with the duties required;
   4. salary rates shall not be reduced by reason of the operation of the ranges of rates.

Wages, salaries and allowances will be paid to part-time employees pro rata, using the following formula:

4.11.1 Salaries shall be paid fortnightly in arrears by direct credit to a bank account on receipt of the appropriate written authority from an employee. 

4.11.2 The employer shall provide to an employee a written advice of the gross pay and deductions made each time the employee's gross pay or any deduction is altered.

4.12.1 The employer shall be entitled to make a deduction from the salary of an employee:

1. pursuant to the Wages Protection Act 1983 with the required notice being given to the employee; or
2. where required to by legislation or by court direction; or
3. at the employee's written request or consent.

4.13.1 A ‘top up’ extra payment based on average weekly earnings, will be made to employees who qualify, once a year before the Christmas/New Year close down. Rostered employees receiving a specific regular allowance incorporating penal rates and/or overtime do not qualify. The process in clauses 4.13.2 to 4.13.4 will be used to calculate the extra payment.

4.13.2 Average weekly earnings will be calculated over a 52 consecutive week calculation year (normally December to November) by dividing gross earnings (as defined in s14 of the Holidays Act 2003) by 52.

4.13.3 Where average weekly earnings are less than ordinary pay at the end of the calculation year, no payment is due.

4.13.4 Where average weekly earnings exceeds ordinary weekly pay, then a payment will be made based on the difference, multiplied by the annual leave entitlement.

4.14.1 Unless specifically varied by negotiation as part of the settlement, nothing in this Agreement shall operate to reduce the wages and conditions of employment applying to any employee at 29 September 2015.