Primary Principals' (NZEI) Collective Agreement
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Appendix 8: Terms of Settlement
Primary Principals' (NZEI) Collective Agreement
Effective: 3 July 2023 to 2 July 2025
This section sets out the components of the settlement of the Primary Principals’ Collective Agreement (PPCA) 2023 – 2025.This section sets out the components of the settlement of the Primary Principals’ Collective Agreement (PPCA) 2023 – 2025.
This agreement has been settled between the Secretary for Education and the NZEI Te Riu Roa. It shall be subject to ratification by NZEI Te Riu Roa members pursuant to section 51 of the Employment Relations Act 2000.
The terms outlined in this document are valid for ratification by NZEI provided ratification is confirmed and the new collective agreement is signed no later than 5pm on 7 July 2023.
1. Term of agreement
The Primary Principals’ (NZEI TRR) Collective Agreement (PPCA) 2023 – 2025 shall be effective from 3 July 2023 until 2 July 2025, provided this agreement is ratified by 7 July 2023.
2. Remuneration for principals
The parties agree that the Unified Pay System (UPS) for principals will be renewed for the term of the agreement.
The parties agree that the school roll-based salary (U-grade) component of principals’ remuneration will provide three increases of: 6% on 3 July 2023, 3% on 3 July 2024, and 1.8% on 2 December 2024 to each grade of the scale as shown below:
School roll-based salary component
20 August 2021
3 July 2023
3 July 2024
2 December 2024
The parties agree to increase the Leadership in Literacy and Numeracy base payment rate for primary principals from $2,320 to $4,000 from 22 July 2024, and from $4,000 to $8,000 from 28 January 2025.The parties agree to increase the Special Schools Principals’ Allowances to $10,000 per annum for specialist residential school principals’ specified at clause 6.2.9 (a) and $5,000 per annum for specialist school principals’ specified at clause 6.2.9 (b), from 28 January 2024.
3. Support for wellbeing
The parties agree to introduce an entitlement of $6,000 in each of 2023 and 2024 for each principal to access professional coaching and support. This is intended to support ongoing coaching, professional learning and development and other opportunities that assist with principals’ leadership capability.
This fund will be held by the School Board and be accessed by the principal for the purposes of accessing professional coaching and support in their leadership role. Guidelines, including the details of how the programme will operate, and criteria for providers, will be developed by the Ministry, in consultation with NZEI TRR, during Term 3, 2023.
The agreed wording is included in the tracked change collective agreement (see clause 4.8).
4. Cultural Leadership allowance
The parties agree to introduce Cultural Leadership allowance positions of $5,000 per annum from 28 January 2024. This allowance will be for tumuaki | principals who are leading kura and schools with at least Level 1 or Level 2 immersion programmes (te reo Māori and/or Pacific language immersion).
The agreed wording is included in the tracked change collective agreement (see clause 6.2.11).
5. Māori Immersion Teaching Allowance (MITA)
The parties agree to introduce the Māori Immersion Teaching Allowance (MITA) for immersion level 1 and 2 from the date of ratification, as detailed below:
Term 3, 2023
Term 3, 2023
Term 3, 2023
Te Reo Māori
(81% to 100%)
(51% to 80%)
(51% to 80%)
(31% to 50%)
(31% to 50%)
|After 3 years'
|+ $2,000||+ $4,000||-||+ $2,000|
|Total after 3 years'
|After 6 years'
|+ $4,000||+$6,000||-||+ $3,000|
|Total after 6 years||$8,000||$12,000||$4,000||$8,000||$4,000||
The agreed wording is included in the tracked change collective agreement (see clause 6.2.6).
6. Pacific Bilingual Immersion Teaching Allowance (PBITA)
The parties agree to introduce a Pacific Bilingual Immersion Teaching Allowance (PBITA) for immersion levels 1 and 2, effective from 28 January 2024, as detailed below:
|PBITA||From 28 January 2024||From 28 January 2024|
|Teaching time that curriculum is
taught in a Pacific language
(81% to 100%)
(51% to 80%)
|After 3 years' service||+$2,000||+$1,000|
|Total after 3 years||$6,000||$5,000|
|After 6 years' service||+4,000||+$2,000|
|Total after 6 years||$8,000||$6,000|
The agreed wording is included in the attached tracked change collective agreement (see clause 6.2.10).
The parties agree to include provisions that ensure the process of seconding principals into sector roles outside of their schools is easier, more accessible, and does not disadvantage those undertaking secondments. The agreed wording is included in the attached tracked change collective agreement.
8. Paid Sabbatical Leave
The parties agree to introduce 20 sabbatical leave positions that will be available annually from the start of the 2024 school year to primary principals who have not previously been awarded a sabbatical and have 15 years or more of service. These sabbatical leave positions would be granted for a period of 20 school weeks. The agreed wording is included in the tracked change collective agreement.
The parties agree to review the operation of the 20-week sabbatical provisions not less than 12 months following the opening of the scheme and consider if adjustments are required to ensure it is not undersubscribed.
The parties also agree to work together to streamline the application form for principals accessing sabbaticals, specifically the requirements around programme outline, time commitments and reporting intentions. The parties will also explore changes to the way the sabbatical report operates to reduce and simplify reporting requirements.
This work will be completed by the end of Term 3, 2023 in order to be implemented before the subsequent round of applications open.
The agreed clause wording is included in the tracked change collective agreement (see clause 7.11).
9. Sick Leave
The parties agree to improve the existing sick leave entitlements. The agreed clause wording is included in the tracked change collective agreement.
10. Additional payments
The parties agree to the following additional payments:
- $710 payable to each NZEI TRR member principal who is bound by this Agreement as at the date this agreement is ratified. This has been calculated to provide a net amount broadly equivalent to the cost of renewing of a teaching practicing certificate. This will be paid in full for eligible part time principals.
- $2,000 payable to each NZEI TRR member principal who is bound by this Agreement as at the date this agreement is ratified. This is pro-rated for eligible part-time principals.
- $1,000 payable to each NZEI TRR member principal who is bound by this Agreement as at 1 December 2023. This is pro-rated for eligible part-time principals.
- $1,500 payable to full-time principals employed as at 3 July 2023. This is pro-rated for part-time principal
The agreed wording is included in the tracked change collective agreement (see clause 1.7). Clause 1.7 will be removed in subsequent collective agreements.
11. Increase to motor vehicle allowance rate
The parties agree to increase the motor vehicle allowance provided in clause 6.1.5, from 62 cents per kilometre, to 83 cents per kilometre, from 3 July 2023.
12. Replacement of decile based payments with an Equity Index based payment
From the start of the 2024 school year Principals in a school that falls within the top 40% of the equity index when it is calculated each year shall receive a payment based on the equity index number of the school multiplied by nine. This payment will replace the decile based component of each principals remuneration. Transitional arrangements for this change are set out in the tracked change collective agreement.
13. Chatham Islands (including Pitt Island) provisions
The parties agree to meet to review the supports for Chatham Islands (including Pitt Island) principals as provided in Appendix 4 of the Primary Principals’ Collective Agreement, during the term of the collective agreement and consider how these can be modernised and made fit for purpose. The outcome of this mahi will inform the bargaining of the next collective agreement in 2025.
The parties agree to meet during the term of the agreement to review the structure of miscellaneous allowances and payments in the collective agreement to consider how these can be modernised and made fit for purpose. The outcome of this mahi and that of the mana taurite pay equity process, as appropriate, will then help inform the bargaining of the next collective agreement in 2025.
14. Ministerial Advisory Group to review school staffing settings
Separate to collective bargaining, the parties acknowledge establishment of the Ministerial Advisory Group to review staffing settings across schools and kura. While the Terms of Reference are to be determined, the parties acknowledge the need for historic differences in primary staffing settings to be considered.
15. Future of performance agreements and mandatory appraisal
The parties agree in principle that the collective agreement should be updated to acknowledge the Teaching Council of Aotearoa New Zealand’s new Professional Growth Cycle for principals, tumuaki and ECE professional (PGC).
The parties will work together in the six months following the date this agreement is ratified to review clauses relating to professional growth, performance matters, and the principal’s relationship with the board. Specifically, the parties will consider the future of performance agreements and mandatory appraisal in light of the PGC. The parties may agree to progress a variation during the term of the agreement or as a technical change in future bargaining.
16. Maramataka Calendar
The Ministry is supportive of boards who apply to the Ministry to have their school calendar changed to the Maramataka calendar. Once a new legislative framework is in place enabling schools to seek to change to the Maramataka calendar, the parties will meet to discuss a variation to the collective agreement.
17. Related matters
We note that this settlement will be implemented by the Education Payroll by 3 October 2023, providing it is ratified by 7 July 2023.
To recognise the role of NZEI TRR in reaching the terms and conditions in the collective agreement, and so as not to undermine collective bargaining, the parties agree that the terms and conditions in the collective agreement, except for the additional payments for NZEI TRR members in clause 1.7.2 of the new collective agreement, can be passed on provided that the lump sum in clause 1.7.4 is instead of, not in addition to, existing entitlements.
The Secretary will not promulgate an individual employment agreement or offer the terms and conditions in the collective agreement to anyone other than NZEI TRR members before 25 September 2023.
The parties agree that they will meet to agree the process for bargaining and then to present their respective claims for a new Primary Principals’ (NZEI TRR) Collective Agreement within two weeks of initiation of bargaining. The parties note that bargaining can be initiated by NZEI TRR 60 days before the expiry of the Agreement.
18. Technical changes
The parties agree to make any technical changes that are mutually agreed prior to the going out for ratification.
The parties on signing this document acknowledge, subject to any subsequent agreed editorial and technical changes, that this reflects the agreements reached in the settlement of the Primary Principals’ (NZEI TRR) Collective Agreement 2023-2025.
Signed in Wellington on _____________ 2023 by:
Bella Pardoe, Advocate for NZEI Te Riu Roa
Isabella Sutherland, Advocate for the Secretary for Education
Witnessed: Kate Lethbridge for NZ School Trustees Association