20 April 2020
LGOIMA No. 8140006421
(Please quote this in any correspondence)
James Wilder
By Email:
[FYI request #12286 email]
Dear James
Local Government Official Information And Meetings Act 1987
Resource consent staff remuneration
I refer to your request which we received on 21 February 2020, regarding Auckland
Council’s Resource Consent staff remuneration.
I also refer to my email to you on 19 March 2020, extending the timeframe for us to respond
to your request. Thank you for your patience while we have worked on this response. Our
response to your questions is as follows:
The standard salary bands in use for permanent full-time staff, including minimum,
100%, and maximum pay amounts.
Please refer to the
attached salary range of our salary bands for permanent full-time staff
with effect from 1 September 2019.
Every band has a defined salary range. Every year we get independent market remuneration
advice to make sure our salary ranges for each band are fair.
All salary ranges are split into three zones:
Upper zone: This might be the market range for a position where skil s and capability are
scarce, and it is a challenge to recruit the right person. Individuals are adding considerable
value to the organisation within their position.
Private Bag 92300, Auckland 1142 |
aucklandcouncil.govt.nz |
Ph 09 301 0101
Target zone: This is the market range for a large proportion of the positions in this band.
Individuals are competent and are able deliver on all areas of accountability.
Progression zone: Individuals might be new to the position or stil developing in order to
achieve their accountabilities.
Market premium salary ranges Market premium ranges of pay may apply for certain types of positions and for limited
periods of time where there is evidence that there is market pressure on those roles and skil
sets. We can investigate and approve market premium ranges based on information from
salary surveys and other sources.
The band or bands that each of the following permanent full-time Resource
Management Act-related roles are allocated to:
•
Planning Information Advisor - Band E
•
Planner – Band F
•
Intermediate Planner – Band G
•
Senior Planner – Band H
•
and any other non-management role that has delegated authority to make
decisions under Part 6 of the Resource Management Act, under s37 of the
Building Act, or to issue alcohol licensing planning certificates under the Sale and
Supply of Alcohol Act.
The Senior Planner role within the council has delegated authority to make decisions
under Part 6 of the Resource Management Act.
The Intermediate role can issue permitted alcohol licensing planning certificates under
the Sale and Supply of Alcohol Act.
There are no other non-management roles within the council that have delegated
authority to make decisions under s37 of the Building Act.
Delegation has been given to three external planning consultants to make decisions
under the Resource Management Act. These consultants are neither permanent full-time
staff nor linked to our Auckland Council band salary.
And the number of permanent full-time staff, if any, in any of those roles who are not
allocated to one of the standard salary bands.
There are no permanent full-time staff in any of the above roles who are not allocated to one
of the standard salary bands.
I hope you find this information useful. I also wish to apologise for the delay in getting this
response to you and draw your attention to your right to seek a review from the Office of the
Ombudsman about this extension.
If you have any further queries please contact me on 09 301 0101, quoting LGOIMA No.
8140006421.
Yours sincerely
Private Bag 92300, Auckland 1142 |
aucklandcouncil.govt.nz |
Ph 09 301 0101
Jenny Hua
Privacy & LGOIMA Business Partner
Democracy Services
Private Bag 92300, Auckland 1142 |
aucklandcouncil.govt.nz |
Ph 09 301 0101
