Te Aho o Te Kura Pounamu Specialist and Support Staff Collective Agreement

Download this agreement

If you want a printed copy of this agreement we suggest you download the following PDF version.

Te Aho o Te Kura Pounamu Specialist and Support Staff Collective Agreement [PDF, 763 KB]

Note that documents are available in Adobe PDF format only. Accessible versions, where available, can be supplied on request.

Email: employment.relations@education.govt.nz

Part 4B Librarian and Library Assistant Remuneration

Te Aho o Te Kura Pounamu Specialist and Support Staff Collective Agreement
Effective from 1 December 2022 to 1 December 2024

We are making improvements to our Download to Print functionality, so if you want a printed copy of this agreement please download the PDF version of the Te Aho o Te Kura Pounamu Specialist and Support Staff Collective Agreement.

  • 4B.1 Application

    • 4B.1.1 This Part 4B applies to employees to whom the Librarian and Library Assistants’ Work Matrix Table set out in clause 4B.2 applies, whether designated as a librarian or library assistant or not.

      4B.1.2 The following clauses from Part 4 do NOT apply to employees to whom Part 4B applies: clause 4.1; clause 4.2; clause 4.3 and clause 4.4.

  • 4B.2 Work Matrix Table

    • 4B.2.1 The parties have agreed on the following Librarian and Library Assistants’ Work Matrix Table. To be covered by the Librarian and Library Assistants’ Work Matrix Table, an employee will maintain and / or procure and / or provide and / or grow a physical and / or digital collection of books, archives, learning resources / programmes, devices and library management systems. A full description of the work can be found in the Work Matrix Table.

      4B.2.2 The Librarian and Library Assistants’ Work Matrix Table sets out the most common skills, responsibilities and demands that apply to librarians and library assistants working within Grades A to D.

      4B.2.3 When determining where a role fits within the Work Matrix Table, an employer will need to assess the routine and ongoing skills, demands and responsibilities of the role, and not things that are a one-off or isolated event. Not every activity in a grade must be part of the role for the role to be placed in a particular grade, but the grade must recognise the highest-level skills, demands and responsibilities that are required for competent performance of the role.

      4B.2.4 The Librarian and Library Assistants’ Work Matrix Table is set out below:

      Work Matrix Grade General Description Supervision and Management Level of Necessary Skills and Knowledge Problem Solving Interpersonal and Communications Skills
      A Holds responsibility for own work under general supervision. No formal supervision or mentoring of others is required.  
       
      Provides occasional advice or direction.      		 Assists with cataloguing, issuing and receiving books, laptops and other resources.  
       
      Undertakes or assists with routine tasks including repairs, cleaning, weeding and processing books and stocktaking. 
       
      Uses relevant library management systems effectively. 
       
      Undertakes a range of general administration tasks, including setting up signage, displays and posters.      		 Uses clear patterns and procedures to deal with clearly defined problems. Exchanges day-to-day information effectively, including questioning, providing information and maintaining collaboration with colleagues, students and/or staff. 
       
      Responds with tact, patience and calmness to enquiries or challenges. Active listening, empathy and observation of physical cues are expected. 
       
      Respects and has basic knowledge of te reo Māori and tikanga or relevant other cultures. 
       
      Creates library signage and labels in languages other than English. 
       
      Contributes to the library being viewed as a safe and welcoming space.
      B Manages own work and day-to-day priorities under limited supervision. Includes sole charge librarians and archivists. Oversees or trains colleagues or student librarians. 
       
      Assists with the supervision of students in the library during break times, study classes, meetings and activities.   
       
      Plans and provides games and creative activities in order to engage students.      		 Manages assigned collections and maintains relevant material and content. This includes administering relevant online research databases and digital learning resources and creating and maintaining catalogue records. 
       
      Works with teachers to develop activities, workshops and events within the library and to support curriculum delivery. 
       
      Purchases and orders books, resources, capital assets and services for the library/archives within a financially delegated budget.  
       
      Applies for external funding and/or grants. 
       
      Manages, customises and updates the Library Management System to meet school needs. 
       
      Designs and hosts activities, workshops and clubs within the library. 
       
      Develops and delivers literacy based presentations or sessions.  
       
      Promotes a reading culture within the school among staff and students. 
       
      Implements weeding and stock-taking procedures. 
       
      Conserves archives or taonga collections.      		 Works within existing policies and procedures and identifies when issues need to be escalated. 
       
      Organises and determines the layout of the library and its facilities in a systematic way to make resources easier to locate. 
       
      Works with students, whānau and teachers to ensure books and resources are returned and overdue items are recovered.      		 Provides direct support to individual students and teachers requiring assistance with locating or researching material.  
       
      Provides immediate support and response to students who are upset or distressed and escalates to other staff as required for further support.  
       
      Fosters a safe and welcoming environment in the library.  
       
      Understands that students have emotional requirements and monitors them for escalating behaviours. Persuasion, and negotiation skills are frequently required to assist de-escalation and encouragement of alternative behaviours. 
       
      Uses te reo Māori or another relevant language/s in day-to-day interactions with students, whānau and staff. 
       
      Promotes inclusivity around gender/faith/culture/disability/sexuality when engaging with students. This level works with diverse learners in terms of learning ability and cultural diversity. 
       
      Arranges for guest speakers to come to the library to share knowledge and stories. 
       
      Builds and maintains relationships with parent groups, local communities, book and resource suppliers.  
       
      Conducts research on Te Tiriti o Waitangi principles, Kaupapa Māori and local iwi, to enhance the library collection.
       C Holds full responsibility for the management of the library and library staff with direct accountability for results. Manages the recruitment, development and appraisal of other library staff. 
       
      Authorises staff expenditure for the library and its facilities.  
       
      Develops and delivers a library budget for the school board/finance committee.      		 Works with internal and external staff to identify and support future curriculum planning and changes and undertakes research to ensure currency and diversity of the library collection.  
       
      Designs and runs structured programmes to aid student learning.  
       
      Uses knowledge of Aotearoa/ New Zealand schools and kura curricula to help students at all levels with research and literacy skills. This includes research for external exams such as NCEA and Cambridge or specialist areas such as te reo Māori and in tikanga Māori. 
       
      Uses the school’s foundational knowledge of te ao Māori to inform the design and layout of the library. 
       
      Responsible for annual planning and influencing medium-term strategic plans and decisions for the library through direct control or expert advice to senior leadership.      		 Identifies and instigates system and policy changes to provide improved efficiency and effectiveness of library services. Models appropriate support for student wellbeing and is the escalation point for behaviour management in the library.  
       
      Initiates and creates library resources to support students in times of crisis. At this grade employee may play an active part in a group overseeing pastoral care at the school.  
       
      Responsible for leading the promotion of Māori literature and resources and ensuring accessibility.
      CONTEXT: These roles in grade D may be timebound (project based) or ongoing and while they will have day-to-day library management responsibilities at grade C, they require additional specialist knowledge to enable the provision of library services that meet the changing information and literacy needs of the school.
       D Positions at this grade are fully autonomous.  Work requires subject matter expertise based on extensive practical experience or a relevant tertiary level qualification plus experience. Holds relevant professional knowledge, specialist skills or relevant qualifications/significant relevant experience to provide distinct expert services.    
       
      Manages the environment/s with substantial independence, and reports to the school board. 
       
      Holds full accountability for major financial resources and responsibility for several significant physical/digital assets to provide services.  
       
      Responsible for strategic long-term planning and business development for the library, and its role and objectives within the school’s overall business plans and objectives. 
       
      Strong, innovative and collaborative approaches required to troubleshoot complex problems involving multiple variables and a range of options. Investigative research and analysis necessary.
  • 4B.3 Librarian and Library Assistant Pay Rates

    • 4B.3.1 The following pay rates apply to all employees who routinely undertake work described in the Librarian and Library Assistants’ Work Matrix Table, whether designated as a librarian or library assistant or not.

      4B.3.2 Only if an employee is on the top step in a grade may employers agree a pay rate above the printed rate for that step.

      4B.3.3 Librarian and library assistant pay rates:

      Grade

      Step

      Rates prior to 1 December 2022

      Rates effective 1 December 2022

      Rates effective 1 December 2023

      A

      1

      $51,973

      $55,973

      $57,973

      2

      $54,709

      $58,709

      $60,709

      3

      $57,588

      $61,588

      $63,588

       

       

       

       

       

      B

      1

      $58,399

      $62,399

      $64,399

      2

      $60,205

      $64,205

      $66,205

      3

      $62,067

      $66,067

      $68,067

      4

      $63,987

      $67,987

      $70,027

      5

      $65,966

      $69,966

      $72,065

      6

      $68,006

      $72,006

      $74,166

      7

      $70,046

      $74,046

      $76,267

       

       

       

       

       

      C

      1

      $75,112

      $79,112

      $81,485

      2

      $77,836

      $81,836

      $84,291

      3

      $80,659

       $84,659

      $87,199

      4

      $83,584

      $87,584

      $90,212

      5

      $86,616

      $90,616

      $93,334

       

       

       

       

       

      D

      1

      $92,001

      $96,001

      $98,881

      2

      $94,846

      $98,846

      $101,811

      3

      $97,780

      $101,780

      $104,833

      4

      $100,804

      $104,804

      $107,948

      Notes:

      • The annual rate is based on a 40 hour/week, 52 week/year employee. For an employee who is employed for fewer than 40 hours/week, 52 weeks/year, the annual rate should be pro-rated.
      • To calculate the indicative hourly rate for a 37.5 hour/week, 52 week/year employee, the annual rate will be divided by 1,950
      • To calculate the indicative hourly rate for a 40 hour/week, 52 week/year employee, the annual rate will be divided by 2,080.
  • 4B.4 Placement on Appointment

    • 4B.4.1 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.

      4B.4.2 Upon appointment to a librarian or library assistant position, the employee’s role must be placed in a Work Matrix Grade using the Librarian and Library Assistants’ Work Matrix Table set out in clause 4B.2.

      4B.4.3 A librarian or library assistant employed for two or more distinct positions, must be placed in the appropriate Work Matrix Grade for each position.

      4B.4.4 The pay rate can be at any step within the minimum and maximum rates of the applicable Work Matrix Grade. In determining the applicable step, the employer should also consider any particular skills and qualifications held by the librarian or library assistant as well as any previous relevant paid or unpaid work experience.

      4B.4.5 Where an employee has previously been employed in a librarian or library assistant role covered by the Librarians and Library Assistants’ 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.
  • 4B.5 Progression within the Work Matrix Grades

    • 4B.5.1 Subject to clause 4B.5.2 below, employees will progress through the steps included within a Grade 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 a Grade.4B.5.1 Subject to clause 4B.5.2 below, from 23 November 2022, employees will progress through the steps included within a Grade 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 a Grade.

      4B.5.2 Progression will occur unless the employer considers that the employee has failed to meet standards of performance as assessed by the employer against the job description and/or written requirements for the position and has informed the employee of this in writing no later than two months prior to the progression due date. 

      4B.5.3 For employees in Grade B, progression will occur as outlined in clauses 4B.5.1 and 4B.5.2 to the maximum step of the Grade. Once an employee is at the maximum step of the Grade, no further change beyond that step will occur unless:

        1. the employee has been on the top step of Grade B for at least 12 calendar months; and
        2. the employee is meeting or exceeding standards of performance as assessed by the employer against the job description and / or written requirements for the position; and
        3. the employer considers the employee’s work is not solely within Grade B because some of the routine and ongoing skills, demands and responsibilities required by the role and performed by the employee fall within Grade C.

      Where the employer considers this to have occurred, the employee will be placed on step 1 of Grade C.

      4B.5.4 For employees employed prior to 6 March 2023, if progression on the basis of the rules set out in clauses 4B.5.1 to 4B.5.3 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 23 November 2022, the employee shall be entitled to progress to the rate they would have been on under the previous system.

  • 4B.6 Pay Equity Review

    • 4B.6.1 The remuneration of employees who routinely undertake work described in the Librarian and Library Assistants’ Work Matrix Table set out in clause 4B.2 will be reviewed periodically to ensure that pay equity is maintained. These reviews will be aligned with the collective bargaining round.

      4B.6.2 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 Librarian and Library Assistants’ Pay Equity Claim.

  • 4B.7 Parental Payment

    • 4B.7.1 Where an employee to whom this Part 4B applies takes primary carer leave (as defined in section 2 of the Parental Leave and Employment Protection Act 1987) after 6 March 2023, returns to duty before or at the expiration of their parental leave and completes a further six months service, they qualify for a payment equivalent to six weeks’ pay, at the rate applying for the six weeks immediately prior to the commencement of parental leave.

      4B.7.2 Provided that, if both parents are employed in the school, or the employee's partner is employed in the Education Service or Public Service, and are both eligible for payment, then they are entitled to one and only one payment, and they may choose (after they have qualified) who will receive it.

      4B.7.3 Any adjustments to the salary scale that are backdated into the period covered will apply.

      4B.7.4 An employee who is absent on parental leave for less than 6 weeks will have their payment prorated based on the period of absence on parental leave.

      4B.7.5 Any payment is to be based on the percentage rate of employment prior to absence on parental leave. However, an employee who works less than their normal hours for a short period only, prior to their commencing parental leave, may have their case for full payment considered by the employer.