Pay Equity for School Administrators

Learn more about where the campaign is at and join us as we work towards getting administration staff the recognition they deserve.

Where we're at - December 2021

We've entered into negotiations with the Ministry of Education

The negotiation team are working hard to bring your claims to fruition.

We've compiled the Evidence Report to support your claim

Having identified suitable comparators, we have compiled our findings into the Evidence Report and submitted this to the Ministry.

What's happening next?

Phase 6: Moving to Settlement

Progress: In progress

What will happen: This is a crucial part of the process. In establishing pay equity, other conditions of employments cannot be reduced and schools must not be placed in financial disadvantage as a result of these pay increases.

Winning pay equity!

We're on the final stretch to winning pay equity!

Phase 1: The Ministry agrees there are grounds for a case

Progress: Completed

In September of 2018, NZEI Te Riu Roa wrote to the Ministry of Education to advise them that we believed there are grounds for a pay equity claim and the Ministry of Education agreed there are grounds to begin this work.

In June 2020 we agreed a Terms of Reference for this mahi and started the process.

Phase 2: Information Gathering

Progress: Completed

In Term 3 of 2020, 10 NZEI Te Riu Roa members who work in various administration roles began interviewing their colleagues across the country about what they do. They interviewed administrators and the people who direct their work, either the direct supervisor or principal. We used a random sample to ensure we could quickly and efficiently interview a good range of roles and cover the full range of administrators' skills, responsibilities and demands.

Phase 3: Building a picture

Progress: Completed

The Ministry of Education and NZEI Te Riu Roa analysed all of the information we received from interviews. From this we have built a wide-ranging picture of administration work and made sure we have all the information we need.

Phase 4:

Progress: Completed

To find appropriate comparators; those doing the work of equal value. Equal value means work may be similar or different, but requires a similar level of skill, hold similar levels of responsibilities, and has similar demands and working conditions as administration staff in schools.

The comparators for administrators that were agreed with the Ministry of Education are:

  • Fishery and Senior Fishery Officers, Ministry for Primary Industries
  • Civil Engineers, Local Council
  • Parking wardens, Local Council

We may also use Corrections Officers, and/or Customs Officers as comparators, as we’ve already interviewed these groups for the teacher aide process. It’s good to have wide range of roles to ensure we cover the large range of mahi that admin do everyday.

Phase 5: Assessment

Progress: Completed

We assess  the information we have gathered about admin staff and comparators using the Pay Equity Aromatawai Mahi Tool, as agreed with the Ministry of Education. This work will then be compiled to send to Government for signoff.

This is a crucial time for the negotiation team and they need your support!

A strong, large membership is one of the best ways we can support the team to get pay equity across the line. If you're not already a member, get in touch to find out about joining today!

admin-pay-equity-neg-team

Meet your negotiation team

“We’re all working so hard to make sure schools are safe for our communities. We need to know that the government is going to sign this off- so we can finally start working on a settlement before Christmas.”

Pam Watson, Auckland Secondary School


“Pay equity is our best chance to make significant progress toward fair pay for the work we do. There has been increasing pressure on administrators in schools to keep things running smoothly in spite of COVID- we need the government to sign this off before the end of the year so we can get working on a settlement.”

Maria Kelsey

“We do what we do because we love our jobs and want to make a difference for our staff, students and our communities, all that we ask in return is to be paid fairly for the work we do.”

Jenny Crump, North Canterbury Area School


“Our pay equity process has given us clear evidence that administrators in schools are underpaid and these last two years has certainly highlighted this even more with the extra work we have had to do.”

Julie-Anne Roberts


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