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March offers to teachers and principals

The Ministry of Education made new offers to members covered by the Primary Principals' and Primary Teachers' Collective Agreements in March 2019. Primary teachers and principals have voted overwhelmingly to reject these offers.

 

 

Despite our negotiating team requesting a single offer to take to members, the Government took the unusual step of putting two subtly different versions of the offer for teachers on the table. Principals only received one version.

The tweak to the teacher offer was: (option 1) an extra half day of classroom release time each term, just for the term of this agreement, OR (option 2) bring in the new top step for Q3+, Q4 and Q5 teachers and salary cap removal 12 months early, at the start of next year.

For principals, the only change to their offer was an extra 10 hours of classroom release time each term for teaching principals at the very smallest schools. There was nothing offered to address the workload issues for principals at U3 and above schools. For these members, nothing had changed since the previous offer, which was overwhelmingly rejected.

The funding for the total package had not increased as any pay rises would not have been back-dated.

 

For primary teachers

The offers were the same as what the Ministry offered in November 2018, except:

Either:

An extra half day of classroom release time (CRT) per term for the duration of the agreement only (in addition to their current 10 hours CRT per term).

This compares to NZEI Te Riu Roa's claim for CRT to be replaced with professional practice time (PPT) of 20 hours per full time equivalent teacher per term.

OR

A new maximum step for Q3+, Q4 and Q5 teachers brought in on 27 February 2020 (12 months earlier than the previous offer).

For primary principals

The offers are the same as what the Ministry offered in November 2018, except:

For U1 and U2 principals, the Ministry has offered 10 hours of classroom release time per term from 2019.

Teachers' offers at a glance

We received these offers from the Ministry in March 2019.

Unusually, the Ministry put up two offers (outlined below) for members to consider.

Recruitment, retention and time to teach

Our original claim

Address recruitment and retention issues by valuing the work of teachers and ensuring that being a teachers is an attractive career option through:

  • Increasing pay by 16% increase over term of CA
  • 2 year term
  • Renewing the salary comparability clauses with secondary teachers
  • Removing the qualifications cap on the salary scale
  • Applying increases in the settlement to union members only

Make sure teachers have  time to teach, are well supported to meet the learning needs of all children and  our existing onerous workloads are addressed by:

  • Introducing staffing and resourcing for every school to have a SENCO
  • Doubling the amount of CRT available to teachers and renaming it ‘professional practice time’
  • Increase professional leadership staffing to allow more release for teachers in leadership positions
  • Reduce curriculum staffing ratio to reduce class size and allow for more teachers to share workload
  • Increasing the number of resource teacher positions nationally

The Ministry's previous offer

  • 3 year term from date of settlement
  • Increase base salary scale by 3% each year from date of settlement
  • Add an additional new salary step for Q3 teachers to new max step 9 and add an additional new salary step for Q3+,Q4, Q5 teachers to new max step 10 from November 2020
  • Lift the maximum salary step for Q1 teachers by 4 steps to the new max step 9 and Q2 teachers by 3 steps to the new max step 9 from November 2020
  • Merge the first four steps of the salary scale
  • Renew the salary comparability clause
  • Limit the payment of the additional unit to resource teachers, upon appointment (clause 3.3.4), to one unit per person
  • One-off gross payment of $500 for all NZEI Te Riu Roa members
  • Change the Tutor Teacher Allowance to a Mentor Teacher allowance and make it available in more circumstances
  • Enable teachers to take up CoL leadership roles.
  • "We understand that your members will be interested in how they will be involved in content and nature of learning support roles and as we discussed we are open to clarifying this with you" - quote from the Secretary of Education.

The Ministry's new offers

The new offers are the same as the previous offers (with effective start dates adjusted), except for either:

  • An extra half day of classroom release time per term for the duration of the agreement only (in addition to your current 10 hours per term).
    -
    OR
    -
  • The new step for Q3+, Q4 and Q5 teachers brought in on 27 February 2020 (earlier than the previous offer).

The new offers both also include a new note in which the Ministry says the offer maintains remuneration comparability.

Because of the different term lengths across the various collective agreements in the sector, primary teacher pay rates now sit up to 3.9% behind other state school teachers.

But the Ministry says that the package with the additional CRT effectively delivers remuneration comparability. Looking at either the pay or release time, we disagree.

Key questions to discuss and consider

Is this enough of an improvement on the Ministry's previous offer?

Does the offer actually achieve and maintain parity with our other state sector teaching colleagues?

Other groups in the sector have been offered a $1000 one-off gross payment. Does our $500 cut it?

Career development opportunities

Our original claim

Ensure that there are attractive career development opportunities available for teachers through the continuation of the Career Framework Development Work Programme

The Ministry's previous offer

‘Update the PPCA/PTCA Career Framework Development Terms of Reference to reflect the interdependency  with the development of the Education Workforce Strategy and milestones for continued work during the term of a renewed agreement’

The Ministry's new offer

No change from previous offer

Other matters

The Ministry's previous offer

Make maternity grant accessible to the primary care giver (regardless of gender)

The Ministry's new offer

No change from previous offer

The Ministry's previous offer

Various language changes intended to improve the flow and readability of the agreement

The Ministry's new offer

No change from previous offer

Principals' offer at a glance

We received this offer from the Ministry on 7 March 2019.

Recruitment, retention and time to lead

Our original claim

Address recruitment and retention issues by valuing the work of principals and ensuring that being a principal is an attractive career option through:

  • 16% increase over term of CA effective from the expiry date (16/5/2018)
  • 2 year term.
  • Conflate U1 and U2 grades into U3.
  • Agreement to pass on terms and conditions to non-members 12 months after date of ratification.

Ensure principals have time to lead and  our existing  onerous workloads are addressed by:

  • Introducing staffing and resourcing for every school to have a SENCO.
  • Ensure every school has a minimum 2 FTTE staffing.
  • Increase professional leadership staffing to allow more release for principals and other leaders.
  • Reduce curriculum staffing ratio for years 4-8 from 1:29 down to 1:25 to reduce class size and allow for more teachers to share workload.

The Ministry's previous offer

  • 3 year term from date of settlement
  • Increase base salary scale by 4.5%+4.5%+4.4% a year from date of settlement for principals in U1 and U2 schools
  • Increase base salary scale by 3% each year from date of settlement for principals in U3 and above schools
  • Changes to how salary components are set out in the CA (that don’t affect the value of salary)
  • One off gross payment of $500 for all NZEI Te Riu Roa members
  • Additional operational funding for schools with less than 2 FTTE to employ a second person during contact time

The Ministry's new offer

The new offer is the same as the previous offer (with effective start dates adjusted) except for:

  • 10 hours of classroom release time per term for U1 and U2 principals

The new offers both also include a new note in which the Ministry says the offer maintains remuneration comparability (parity).

The Ministry says that the package with the additional CRT effectively delivers parity. We disagree.

Questions to discuss and consider

  • Do you think the increase offered is sufficient to address the recruitment and retention issues?
  • Do you think there is enough benefit in the current offer to accept a 3 year term?
  • Other groups in the sector have been offered a $1000 one-off gross payment. Does our $500 cut it?

Career development opportunities

Our original claims

Ensure that there are attractive career development opportunities available for principals through the continuation of the Career Framework Development Work Programme. This needs to include a focus on recognition and support for Māori, pasifika and special education roles.

The Ministry's previous offer

‘Update the PPCA/PTCA Career Framework Development Terms of Reference to reflect the interdependency  with the development of the Education Workforce Strategy and milestones for continued work during the term of a renewed agreement’

The Ministry's new offer

No change from the previous offer

Other matters

The Ministry's previous offer

Make maternity grant accessible to the primary care giver (regardless of gender)

The Ministry's previous offer

Various language changes intended to improve the flow and readability of the agreement (related to surplus staffing, the isolation allowance and technical wording)

The Ministry's new offer

No change from the previous offer

The Ministry's new offer

No change from the previous offer

NZEI it's time campaign, primary teachers and principals. Kua Tae Te Wa

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Every day, over 47,000 NZEI Te Riu Roa members go to work to educate our kids and keep schools and centres running. We're standing together for children and their learning, and we think you should be a part of it too.