This appendix comprises both the componentsDelete Part 4 (Performance Review) of the settlement2010-2012 collective agreement and specific clauses/changes to the provisions of the Primary Principals' Collective Agreement.replace with a new Part 4 (Professional Leadership and Annual Performance Review) which includes:
1. Term
The term will be 24 months from the date of settlement (17 May 2016 to 16 May 2018), provided ratification is confirmed and the new collective agreement is signed no later than 3pm 29 June 2016. If not, the term will be 24 months from the date of ratification.
2. Remuneration
The parties agree that the increases to the elements outlined in (a) to (e) below, for principals who, on the date of settlement, are NZEI Te Riu Roa members employed under the terms of this Agreement will take effect from 2 May 2016 and 2 May 2017 respectively. The effective dates of these increases are subject to confirmation of ratification and the signing of the new collective agreement by 3pm 29 June 2016.
In the event that ratification is not confirmed and the new collective is not signed by 3pm 29 June 2016, the increases to the elements outlined in (a) to (e) below will take effect from the date of ratification and 12 months from the date of ratification respectively.
(a) School roll-based salary component (Ugrade)
The parties agree to increase the school roll-based salary component by 2% from 2 May 2016 with a further 2% increase from 2 May 2017. Below is the table outlining the changes to the school roll-based salary component (Ugrade) rates:
| U-Grade | Current | Rate effective 2 May 2016 | Rate effective 2 May 2017 |
|---|---|---|---|
| 1 | $78,386 | $79,954 | $81,553 |
| 2 | $84,722 | $86,416 | $88,145 |
| 3 | $91,540 | $93,371 | $95,238 |
| 4 | $98,713 | $100,687 | $102,701 |
| 5 | $105,886 | $108,004 | $110,164 |
| 6 | $109,986 | $112,186 | $114,429 |
| 7 | $114,254 | $116,539 | $118,870 |
| 8 | $118,525 | $120,896 | $123,313 |
| 9 | $121,428 | $123,857 | $126,334 |
| 10 | $124,331 | $126,818 | $129,354 |
| 11 | $128,566 | $131,137 | $133,760 |
| 12 | $132,802 | $135,458 | $138,167 |
| 13 | $136,763 | $139,498 | $142,288 |
| 14 | $140,725 | $143,540 | $146,410 |
| 15 | $144,193 | $147,077 | $150,018 |
| 16 | $147,660 | $150,613 | $153,625 |
(b) Staffing component
The parties agree to increase the staffing based salary component by 2% from 2 May 2016 with a further 2% increase from 2 May 2017. Below is the table outlining the changes to the staffing based salary component:
| Total teacher staff (TTS) | Current rates | Rates effective 2 May 2016 | Rates effective 2 May 2017 |
|---|---|---|---|
| ≤ 13 | ($709 * TTS) + $2,760 | ($723 * TTS) + $2,815 | ($738 * TTS) + $2,872 |
| > 13 | ($140 * TTS) + $10,545 | ($143 * TTS) + $10,756 | ($146 * TTS) + $10,971 |
(c) Decile payments
The parties agree to increase the decile payments by 2% from 2 May 2016 with a further 2% increase from 2 May 2017. Below is the table outlining the changes to the decile payments:
Decile Funding – Decile 1 or 2 School | |||
|---|---|---|---|
| U-Grade | Current | Rate effective 2 May 2016 | Rate effective 2 May 2017 |
| 1 | $3,633 | $3,706 | $3,780 |
| 2 | $4,123 | $4,205 | $4,290 |
| 3 | $4,472 | $4,561 | $4,653 |
| 4 | $4,821 | $4,917 | $5,016 |
| 5 | $5,171 | $5,274 | $5,380 |
| 6 and 7 | $5,380 | $5,488 | $5,597 |
| 8 and 9 | $5,800 | $5,916 | $6,034 |
| 10 and 11 | $6,079 | $6,201 | $6,325 |
| 12+ | $6,289 | $6,415 | $6,543 |
Decile Funding – Decile 3 or 4 School | |||
|---|---|---|---|
| U-Grade | Current | Rate effective 2 May 2016 | Rate effective 2 May 2017 |
| 1 | $1,817 | $1,853 | $1,890 |
| 2 | $2,061 | $2,102 | $2,144 |
| 3 | $2,235 | $2,280 | $2,325 |
| 4 | $2,411 | $2,459 | $2,508 |
| 5 | $2,585 | $2,637 | $2,689 |
| 6 and 7 | $2,690 | $2,744 | $2,799 |
| 8 and 9 | $2,900 | $2,958 | $3,017 |
| 10 and 11 | $3,039 | $3,100 | $3,162 |
| 12+ | $3,144 | $3,207 | $3,271 |
(d) Primary Principals’ Career Structure
The parties agree to increase the career structure payments by 2% from 2 May 2016 with a further 2% increase from 2 May 2017. Below is the table outlining the changes to the career structure payments:
| Career stage | Current rates | Rates effective 2 May 2016 | Rates effective 2 May 2017 |
|---|---|---|---|
| Developing Principal (stage one) | $3,500 | $3,570 | $3,641 |
| Experienced Principal (stage two) | $6,500 | $6,630 | $6,763 |
| Leading Principal (stage three) | $9,500 | $9,690 | $9,884 |
(e) Leadership in Literacy and Numeracy
The parties agree to increase the per annum base payment by $160 (from $2,000 to $2,160) from 2 May 2016 with a further increase of $160 (from $2,160 to $2,320) from 2 May 2017.
3. Approaches to Remuneration Comparability
The parties agree to replace clause 5.1 as follows:
5.1 Approaches to Remuneration Comparability
5.1.1 The parties:
(a) Acknowledge that different approaches to remuneration have been agreed in collective agreements for principals in state and state integrated schools.
(b) Have a shared interest in broad comparability in coverall remuneration for principals in state and state integrated schools.
(c) Commit to discussing what broad comparability in overall remuneration means as part of each set of negotiations to renew this collective agreement.
4. Career Framework and Remuneration review
The parties, together with the New Zealand School Trustees Association, agree to develop a career framework and review the remuneration structures, including the incentives for the recruitment and retention of principals in particular schools. The agreed Terms of Reference are attached at Appendix 1.
5. Sick leave
The changes to the sick leave clauses in Part 7 are intended to make the collective agreement easier to understand and be applied. It is not the intention of the parties to reduce the entitlement of any principal to whom the sick leave clauses in Part 7 apply.
See clauses 7.3, 7.4, 7.5 and 7.6
6. Reimbursing Allowances
The parties agree to delete the daily incidentals allowance (clause 6.1.2(iii)) and the tea allowance (clause 6.1.4); amend the expenses incurred in use of private vehicles (clause 6.1.6) to increase the motor vehicle allowance from 58c to 62c per km; and rename Miscellaneous Expenses (clause 6.17) as General Expenses and amend. The clauses will also be renumbered.
See clause 6.1.1 to 6.1.6
7. Maori Immersion Teaching Allowance
The parties agree to amend clause 6.2.6 as outlined below:
6.2.6 Maori Immersion Teaching Allowance
(a) All full time principals required to teach in te Reo Maori immersion classes at levels one, two or three as defined in Schedule 1 to this Agreement shall receive an allowance of $4,000 per annum.
(b) From the start of the 2017 school year, all full-time principals required to teach in te Reo Maori immersion classes at level one who have more than three continuous years’ service teaching in level one Maori immersion classes shall receive an additional allowance of $2,000 per annum. This is in addition to the allowance described in clause 6.2.6(a).
(c) From the start of the 2017 school year, all full-time principals required to teach in te Reo Maori immersion classes at level one who have more than six continuous years’ service teaching in level one Maori immersion classes the additional allowance described in clause 6.2.6(b) shall increase to $4,000 per annum. This is in addition to the allowance described in clause 6.2.6(a).
(d) The employer shall attest to the eligibility of principals for these allowances according to the levels of te Reo Maori immersion outlined in Schedule 1 of this agreement.
(e) For clarity continuous service for the payment of the allowance in (b) and (c) above shall be interrupted but not broken by any periods of unpaid leave and/or breaks in teaching service and/or teaching service in classes other than Maori immersion level one.
8. Health, Safety and Wellbeing
The parties agree to include the following clauses to recognise the importance of ensuring good and safe working conditions:
2.8 Health, Safety and Wellbeing
(a) The parties recognise the importance of ensuring good and safe working conditions through health and safety in the workplace and that it is a mutual obligation of the employer and principal to achieve this through a participative approach.
(b) To this end attention is drawn to the Health and Safety in Employment Act 1992 and the Health and Safety at Work Act 2015. These Acts, and other legislation, relevant Codes of Practice and Guidelines are reference points for gaining a common understanding of what those obligations are, what will assist in meeting those mutual obligations and also in promoting best practice.
(c) Where a principal’s health and safety is shown to be at risk in the carrying out of her/his duties the employer shall take all reasonable steps as are necessary to remove or minimise the identified risk for the principal and if appropriate, to do so in consultation with the relevant health and safety authorities.
9. Sabbatical Leave awards
The parties agree to increase the number of sabbatical leave awards from 100 awards to 105 awards from the start of the 2017 school year.
10. Refreshment Leave
The parties acknowledge taking opportunities to refresh and/or undertake study are important to individuals’ professional growth.
During the term of this collective agreement the NZSTA will consult the NZEI Te Riu Roa to identify ways to promote the use of refreshment leave to principals and boards of trustees.
11. Career Structure Payment service
The parties agree to amend 4.4.1(g) as follows:
4.4.1(g) For the purposes of this clause, continuous service is not broken by a gap in principalship of up to three years. Service as a principal in a New Zealand State or State integrated school shall be included in the calculation of service under the service criteria. A special case may be made by a Board of Trustees to the Ministry of Education to have other principal service included in the calculation of service provided that at the time of applying the principal has completed at least a year in a New Zealand State or State integrated primary school.
12. Education Council practising certificate fees
For the term of this Agreement, as outlined in (1) above, the Secretary for Education agrees to cover the cost of any fees set by the Education Council, pursuant to section 364(1) of the Education Act 1989, for the purposes of the issuing or renewal of practising certificates for principals covered by the Primary Principals’ Collective Agreement 2016-2018. The costs of any such fees over the period will be paid directly by the Secretary for Education to the Education Council.
13. Technical changes
The parties agree to make all mutually agreed technical changes to the Agreement.
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’ Collective Agreement 2016-2018.
Signed in Wellington on 17 May 2016:
Bella Pardoe
Advocate
NZEI Te Riu Roa
Tanya Duncan
Advocate
for the Secretary for Education
Witnessed:
Jane McManamon
for NZSTA
Updated performance agreement and annual review process provisions (clauses 4.1 - 4.3)Introducing a Primary Principals’ Career Structure (clause 4.4)
The introduction of a career structure that has three stages, with service and professional criteria at each stage – the stages are:Stage one - Developing principal, to be implemented two months following the date the collective agreement is signed (8 May 2013).Stage two - Experienced principal, to be implemented nine months following the implementation of stage one (10 February 2014).Stage three - Leading principal, to be implemented nine months following the implementation of stage two (10 November 2014).
Translation payment - Principals employed at the date the collective agreement is signed (08 March 2013), who will not meet the minimum service criteria for the stage two career structure payment during the term of the collective agreement, will be entitled to a one-off translation payment equating to $1000 (gross), payable at the same time as the implementation of stage two of the career structure payment (10 February 2014).
Note: Following the signing of the collective agreement the NZSTA will consult with the NZEI in the revision of its Guidelines for Primary Boards of Trustees: Primary Principals’ Performance Review with reference to the implementation of the career structure including the Board’s affirmation process.