Specialist Residential Schools' Collective Agreement

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Section 4A: Administration Support Staff Remuneration

Specialist Residential Schools' Collective Agreement
Effective 10 August 2021 to 10 December 2022

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  • 4A.1 Application
    • 4A.1.1 This Part 4A applies to employees who routinely undertake work described in the Administration Support Staff Work Matrix Table set out in clause 4A.2.1 whether designated as an administrator or not.

      4A.1.2 The following clauses from Part 4 do NOT apply to employees to whom Part 4A applies: clause 4.1; clause 4.2; clause 4.3; clause 4.5; clause 4.6; clause 4.7; clause 4.8; clause 4.9.

  • 4A.2 Work Matrix Table
    • 4A.2.1 The parties have agreed on the following Administration Support Staff Work Matrix Table for employees who, however designated or described, routinely undertake the work described in that table. The Administration Support Staff Work Matrix Table sets out the most common skills, responsibilities and demands that apply to administration staff working within Grades 1 to 7. The Administration Support Staff Work Matrix Table will apply from 20 August 2021.

      Work Matrix Grade General Description Elements
      1 Sufficient skills and knowledge required to perform work assignments which have substantial routine elements.
      • Operate office equipment such as a photocopier or scanner.
      • Responsible for own work under general supervision.
      • Problems to be solved will be clearly identified and solutions will fall into established patterns and procedures.
      • Problems outside the norm will be referred on for guidance.
      • Communicating with others includes cooperation with colleagues, the ability to request and provide information.
      2 Skills and knowledge required to carry out general office work, involving varied routine and non-routine procedures.
      • Develops the experience to consider the most appropriate process or procedure to follow to take account of changing work circumstances.
      • Responsible for own work under limited supervision.
      • Applies interpretation and judgement to solve problems within established policies and procedures.
      • The role has frequent interactions with others inside and outside the school.
      • Active listening, patience, discretion and tact will be required and persuasion may be necessary from time to time.
      • Difficult situations are generally referred up.
      • Provides occasional mentoring or short-term supervision.
      3 Specialised skills and in-depth knowledge of more complex methods and processes to provide multi-faceted or confidential services.
      • The role has substantial independence on a day-to-day basis and will use initiative to identify and resolve problems that may be complex or unusual.
      • Receives or provides complex or sensitive information and may have to utilise a range of different approaches to ensure understanding.
      • Persuasion, influencing and negotiation may be required to diffuse difficult situations.
      • Mentors or trains colleagues.
      • Supervises junior staff.
      4 Provides advanced specialised technical services which are complex in nature within their area of expertise.
      • Analyses a wide range of problems before selecting the most appropriate solution/s and have the freedom to resolve these within established policy frameworks.
      • Involves supervision of staff which may include contractors.
      • Provides confidential executive secretarial services.
      • Provides translation from one language to another.
      • Communication skills are a critical element in determining success.
      • Achieves outcomes through logical and reasoned arguments, negotiations or building on-going empathetic relationships.
      The positions in the next three grades require specialist and/or broad knowledge of school and/or kura practices and settings.
      5

      Positions at this grade tend to fall into two categories:

      1. Subject matter experts within a particular field. Operates independently and applies established principles in area particular field. The role requires either extensive practical experience or a tertiary level qualification plus experience.
      2. The first level of “management” where planning, controlling, implementing plans and/or projects are required.
      • Staff supervision including the ability to develop, motivate and appraise performance is usually required.
      • Holds clear accountability for results.
      • Influences medium-term decisions either through direct control or expert advice.
      6

      Positions at this grade manage functions within the school.

      • Responsible for short- and long-term planning and the resulting outcomes for their function as well as a contribution to wider results.
      • Responsible for policy and business development for their function within the school’s overall business plans and objectives.
      • Strong collaboration with other areas is essential to align priorities and achieve successful results.
      7

      Positions at this grade are senior management roles with multifunctional responsibilities.

      • Integrates several business functions and resolve internal conflicts.
      • Assigns resources to optimise results rather than focusing on a single function and their outlook is typically on the medium- to long-term.

       

  • 4A.3 Administration Support Staff Rates
    • 4A.3.1 The following minimum pay rates will apply to all employees who routinely undertake work described in the Administration Support Staff Work Matrix Table, whether designated as an Administrator or not. The new pay rates will apply from 20 August 2021.

      4A.3.2 Employers may agree a pay rate above stated maximum rate for each Grade specified in the pay rate table.

      4A.3.3 Administration Support Staff Pay Rates:

      Grade Step Annual Rate
      1 1 $47,320
      2 1 $49,026
      2 $50,710
      3 $52,416
      4 $54,104
      3 5 $55,412
      6 $56,720
      7 $58,029
      8 $59,337
      4 9 $61,136
      10 $62,936
      11 $64,735
      12 $66,535
      13 $68,397
      5 1 $70,990
      2 $73,611
      3 $76,211
      4 $78,811
      5 $81,411
      6 $84,011
      7 $86,629
      6 1 $88,629
      2 $90,646
      3 $92,643
      4 $94,661
      7 1 $98,155
      2 $101,670
      3 $105,165
      4 $108,680
      5 $112,174
      6 $115,688

      Notes:

      i. To calculate the indicative hourly rate for a 40 hour/week, 52 week/year employee, the annual rate will be divided by 2,080.
      ii. T
      he minimum step for an employee placed in any of the Work Matrix Grades is step 1 of that Grade. 

       

  • 4A.4 Translation to New Administration Support Staff Rates
    • 4A.4.1 Administration support staff who were employed under this Agreement on or after 20 August 2021 will translate to the applicable pay equity rate based on the step or steps held from 20 August 2021, as set out in the table below:

      Grade and Step prior to 10 March 2022 Rates effective 10 August 2021 Grade and Step effective 10 March 2022 Annual rate effective 10 March 2022 Translation Grade Translation Step Translation Rate
      A1-3 $44,000 A1 $45,320 1 1 $47,320
      B4 $44,200 B2 $45,530 2 1 $49,026
      B5 $44,400 B3
      B6 $44,600 B4 $45,956 2 2 $50,710
      B7 $44,800 B5 $46,146 2 3 $52,416
      B8 $45,000 B5 $46,353 2 4 $54,104
      C9 $45,850 C7 $47,320 3 5 $55,512
      C10 $47,255 C8 $48,677 3 6 $56,720
      C11 $48,725 C9 $50,187
      C12 $50,245 C10 $52,757 3 7 $58,029
      C13 $51,815 C11 $53,377 3 8 $59,337
      D14 $53,415 D12 $55,022 4 11 $64,735
      D15 $55,023 D13 $56,678 4 12 $66,535
      D16 $56,743 D14 $58,446 5 2 $73,611
      D17 $58,514 D15 $60,724
      D18 $59,996 D16 $61,796 5 3 $76,211
      Executive Managers From $70,000 and up to and including $71,981 6 1 $88,629
      From $71,982 and up to and including $75,770 6 2 $90,646
      From $75,771 and up to and including $78,856 6 3 $92,643
      From $78,857 and up to and including $94,660 6 4 $94,661
      From $94,661 and up to and including $98,154 7 1 $98,155
      From $98,155 and up to and including $101,669 7 2 $101,670
      From $101,670 and up to and including $105,164 7 3 $105,165
      From $105,165 and up to and including $108,679 7 4 $108,680
      From $108,680 and up to and including $112,173 7 5 $112,174
      From $112,174 and up to and including $115,688 7 6 $115,688
      No pay equity correction is required for Executive Managers, who at the date prior to the pay equity rates coming into effect, are paid above $55.62 per hour or $115,688 per annum

      4A.4.2 There is no pay equity correction required for Executive Managers, who at the date prior to the pay equity rates coming into effect, are paid above $115,688 per annum.

      4A.4.3 Administration support staff whose hourly rate upon translation exceeds the applicable Work Matrix maximum hourly rate will retain that higher rate.

      4A.4.4 These increases are additional to, not a replacement for, annual progression under clause 4A.6.

  • 4A.5 Placement on Appointment
    • 4A.5.1 The employer will determine job descriptions and / or other written requirements and the applicable Work Matrix Grade for all positions as part of the recruitment process.

      4A.5.2 Upon appointment to an administration position, the employee’s role must be placed in a Work Matrix Grade using the Administration Support Staff Work Matrix Table set out in clause 4A.2.1.

      4A.5.3 The Work Matrix Grade of each role will be determined by identifying one or more of the highest level skills / demands / responsibilities, as set out in the Administration Support Staff Work Matrix Table in clause 4A.2.1 required for the competent performance of the role. The skills / demands / responsibilities must be a routine and ongoing part of the role; isolated or one-off demands must not be included. The employer should do this using the joint NZSTA / NZEI Te Riu Roa / Ministry of Education guidance provided for this purpose.

      4A.5.4 An administrator employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position.

      4A.5.5 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable pay rate, the employer should also consider any particular skills and qualifications held by the administration support staff as well as any previous relevant paid or unpaid work experience.

      4A.5.5 Where an employee has previously been employed in an administration role covered by the Administration Support Staff Pay Equity Claim Settlement, and the break in employment (including between employers) has been less than 12 months then the following applies:

      Based on information about their previous employment provided by the employee, placement on appointment must take into account their previous service as follows:

      • Where the skills / demands / responsibilities of the new role is within the same Work Matrix Grade as the previous role, the starting step should be at least the step they last held.
      • The employer should also consider any particular skills and qualifications held, as well as any previous relevant paid or unpaid work experience undertaken by the employee since they were last employed.
  • 4A.6 Progression within the Work Matrix Grades
    • 4A.6.1 Subject to clause 4A.6.2 below, from 20 August 2021, for employees paid in Grades 5, 6 and 7 progression through steps within each grade will be on an annual basis, either on the employee’s anniversary date or, where no anniversary date is established, 12 calendar months from the effective date of the pay equity rates and annually thereafter until the employee reaches the maximum step of their grade. Progression does not occur beyond the top step of these grades.

      4A.6.2 Progression is subject to the employee meeting or exceeding standards of performance as assessed by the employer against the job description and/or written requirements for the position. Progression will occur unless the employer considers this requirement has not been met and has informed the employee in writing no later than two months prior to the progression becoming due.

      4A.6.3 Subject to clause 4A.6.4 below, from 20 August 2021, for employees paid in Grades 2, 3 and 4 progression through the steps of Grades 2, 3, and 4 will be on an annual basis, either on their anniversary date or, where no anniversary date is established, 12 calendar months from the effective date of the pay equity rates and annually thereafter. Progression does not occur beyond the top step of Grade 4.

      4A.6.4 Progression under clause 4A.6.3 will occur unless:

      1. the employee is not meeting, or exceeding standards of performance as outlined in 4A.6.2 above; or
      2. the work is deemed to stay in the current grade, i.e., where the employer considers the work is solely within current grade and has informed the employee in writing no later than two months prior to the progression becoming due; or
      3. the employee has progressed to the maximum step of their applicable grade.

      4A.6.5 An employee, who has the right to representation at any stage, may request their employer reconsider their salary progression.

      4A.6.6 For employees employed prior to 4 July 2022, if progression on the basis of the rules set out in clauses 4A.6.1 to 4A.6.5 above would put the employee in a worse position than they would have been in had they remained subject to the pay scale and progression rules existing prior to 20 August 2021, the employee shall be entitled to progress to the rate they would have been on under the previous system.

  • 4A.7 Pay Equity Review
    • 4A.7.1 The remuneration of employees who routinely undertake work described in the Administration Support Staff Work Matrix Table set out in clause 3B.2.1 will be reviewed periodically to ensure that pay equity is maintained. These reviews will be aligned with the collective bargaining round.

      4A.7.2 The parties agree to consider a range of available information as part of any review, including but not limited to, trends in changes to the Labour Cost Index, Consumer Price Index, and Treasury analysis of labour movements, as well as trends in changes to the remuneration of the comparator workforces used to assess the Administration Support Staff Pay Equity Claim.