l

1982

Act

Information

Official

the
Bargaining and Pay Equity Governance Group
Terms of Reference

under

Released

TOR Bargaining and Pay Equity Governance Group Updated 21 Feb 2021.docx

1

Document Information
Project ID/Name:
Bargaining and Pay Equity Governance Group
(BPEGG)
Author:
Kristine Milciene
Title:
Bargaining and Pay Equity Governance Group
Terms of Reference
Filename:
Filenet reference
Revision History
Version
Date
Author
Description of changes
0.1
3/10/2019  Kristine Milciene
Initial Draft for discussion
0.2
8/10/2019  Kristine Milciene
Updated based on first Review – Malcom Luey
and Tanya Duncan
0.3
30/10/2019
Updated – Alice O’Connor and Fina Weight
0.4
03/11/2019  Mark Williamson
Updated
0.5
18/11/2019  Helen Al red and  Updated
Kylie Morehu
0.6
05/12/2019  Emma Murray
Updated to reflect requirements for Ministry-
employed bargaining and pay equity claims
0.7
24/11/2020  Cathy de Jongh
Updated due to changing governance
arrangements. Draft for discussion
0.8
7/12/2020  Cathy de Jongh
Updated
0.9
1/02/2021  Cathy de Jongh
Updated following the receipt of new pay equity
claims in November 2020
0.10
21/02/21
Cathy de Jongh
Incorporating changes from People Capability
Document Approval
Endorsed by
Signature
Date
Deborah Kent  under the Official Information Act 1982
Associate Deputy Secretary, Education Workforce
Kate Tibbitts
Chief People Officer, BE&S
Authorised by
Signature
Date
El en MacGregor-Reid
Deputy Secretary, ELSA
Released
Zoe Griffiths
Deputy Secretary, BE&S
TOR Bargaining and Pay Equity Governance Group Updated 21 Feb 2021.docx
3

1.0   Executive Summary
Background
The Ministry of Education (the Ministry) operates in a complex industrial relations
environment. Collective agreements set the conditions of employment for most
education sector roles, while the number, scale and complexity of pay equity claims to
be managed by the Ministry is increasing. Pay equity claims can relate to two distinct
workgroups – education sector employees and staff employed by the Ministry.
1982
Additionally, the Ministry now has a role to provide support and oversight for pay claims
in the Early Childhood Education sector via the Funded Sector Pay Equity Framework
Act
[CAB-20-MIN-0366].
Standard business processes and systems are in place to manage both collective
bargaining and pay equity claims. Pay equity claims have previously been successfully
settled for Ministry staff (Education Support workers) and in the Education Workforce
(Teacher Aides). Two claims are currently being investigated by Education Workforce
for Administration Support Staff and Kaiārahi i Te Reo. Additionally, there is the multi-
agency PSA Administration and Clerical Workers claim being coordinated by Te Kawa
Information
Mataaho which covers Ministry staff.
On 6 November 2020 the Ministry received new pay equity claims when the Equal Pay
Amendment Act 2020 came into force. While this legislation formalises the approach the
state sector was already taking, it includes time bound actions which need to be
completed when a claim is first raised and a requirement to notify all staff who are doing
Official
same or similar work once arguability for a claim is reached.
the
These Terms of Reference have been updated to reflect that additional pay equity
claims have been received by People Capability and Education Workforce, and that the
Bargaining and Pay Equity Governance Group wil  provide governance across the
programme of work as it develops, including collective bargaining and providing
under
oversight for union relationships.
This provides an opportunity for alignment, oversight and considering how we effectively
manage the Ministry’s pay equity claims, including ensuring:
•  Bargaining and pay equity decisions are represented appropriately to central
agencies in line with statutory delegations relating to the setting of conditions
for collective agreements and the Central Agency Pay Equity Governance
Released Group
•  Governance and management are fit for purpose to manage the significant
fiscal, political and reputational risk represented by collective bargaining, pay
equity, and other employment relations matters for the Ministry
TOR Bargaining and Pay Equity Governance Group Updated 21 Feb 2021.docx

4

•  The impact of bargaining and pay equity decisions and settlements on other
Programmes in the Ministry of Education are considered in conjunction with
the wider needs of the organisation
•  Greater clarity and transparency in decision making and increased confidence
in the appropriate approval pathways

The Terms of Reference recognise the wider state sector pay equity governance
processes, including the role of the Gender Pay and Pay Equity Taskforce (the
1982
Taskforce), the Central Agency Pay Equity Governance Group, and the Ministerial
Oversight and Governance of State Sector Employment Relations (MOGSSER).  Act

2.0  Document Purpose
The Purpose of this document is to:
•  Define the governance arrangements for the Ministry’s Bargaining and Pay
Equity Governance Group
•  Define the roles and accountabilities of the Ministry’s Bargaining and Pay
Equity Governance Group, its members and its attendees
Information
•  Ensure the members and attendees of the Bargaining and Pay Equity
Governance Group understand and accept their assigned roles and
accountabilities.

Official
the
under
Released
TOR Bargaining and Pay Equity Governance Group Updated 21 Feb 2021.docx

5

3.0  Structure of Governance and Management
The Bargaining and Pay Equity Governance Group is part of a broader Bargaining and
Pay Equity governance and management framework that reflects the level of oversight
and collaboration required.
1982
Act
Information
Official

the

3.1  Governance Group Purpose
The Ministry’s Bargaining and Pay Equity Governance Group comprises the senior
leadership group who wil  be key decision makers and whose purpose is to oversee the
under
progress of bargaining, collective agreements and pay equity outcomes for the Ministry
of Education and Schooling Sector Employed Staff.
This group wil  provide a gateway for acceptance of Pay Equity claims, manage
reputational risk associated with bargaining, collective agreements and pay equity
outcomes and ensure settlement of claims are considered in conjunction with the wider
Released
needs of the organisation and the sector.

TOR Bargaining and Pay Equity Governance Group Updated 21 Feb 2021.docx

6

3.2  Governance Group Members
The Ministry’s Bargaining and Pay Equity Governance Group wil  comprise the following
people:
Name
Position
Governance Role
El en MacGregor-Reid  Deputy Secretary Early
Senior Responsible Owne
Learning and Student
(Co-Chair)
(Co-Chair)
Achievement
Zoe Griffiths
Deputy Secretary Business
Senior Responsible Owne
1982
(Co-Chair)
Enablement and Support
(Co-Chair)
Jan Breakwell
Chief Legal Advisor
Member
Act
Katrina Casey
Deputy Secretary Sector
Member
Enablement and Support
Alex Brunt
Deputy Secretary Evidence
Member
Data and Knowledge
Kim Shannon
Head of Education
Member
Infrastructure Service
Andrea Schollmann  Deputy Secretary Education
Member
System Policy

Information
The Senior Responsible Owners (SROs) wil  also act as Co-Chairs.
Deborah Kent, Associate Deputy Secretary Education Workforce and Kate Tibbitts,
Chief People Officer, Business Enablement and Support wil  be the Programme
Executive Sponsors.  They wil  represent the Ministry at the Central Agency Pay Equity
Governance Group.
Official
Members may provide delegates as they consider appropriate.
the
Central Agencies including MBIE, Te Kawa Mataaho Public Service Commission, DPMC
and Treasury may be invited by the Executive Sponsors, through the Central Agencies
Governance Group, to attend the Bargaining and Pay Equity Governance Group as
“Interested Advisors”.
under

Released
TOR Bargaining and Pay Equity Governance Group Updated 21 Feb 2021.docx

7

4.0  Governance Group Principles
The Senior Responsible Owners are the co-chairs of the Governance Group and appoint
the members of the Governance Group. The SROs may from time to time reconstitute
the Governance Group as appropriate to meet the requirements of collective bargaining
and the Ministry’s overall pay equity programme of work.

1982
Membership of this group wil  be governed by the following principles:
•  Members are collectively responsible for decisions; the SROs are
accountable. The SROs seek to obtain consensus but may determine a Act
position.
•  Members may request guidance from subject matter experts in decision-
making.

5.0  Accountabilities
Information
5.1  Bargaining and Pay Equity Governance Group
The Governance Group is a high-level decision-making, assurance and monitoring body
whose role is to advise the SROs in delivering bargaining outcomes and investigating
and settling pay equity claims.
The Governance Group wil :
Official
•  Authorise /Endorse Bargaining and Pay Equity Programme mandates, within
statutory delegations for collective bargaining and pay equity
the
•  Participate in preparing for milestone reviews and approving progression to
the next stage of the programme or project monitoring overal  progress and
output quality
•  Make strategic decisions and recommendations
under
•  Provide executive leadership in decision-making, escalated risks and issue
resolution so that programme objectives are efficiently met
•  Report on pay equity claims to the Central Agency Pay Equity Governance
Group and other executive stakeholders as appropriate
•  Use influence and delegated authority to assist the programme to achieve
outcomes.
Released • Create an environment where employment relations matters and pay equity
claims are resourced and managed effectively
•  Provide clear direction on the work to be progressed on the Ministry’s behalf
TOR Bargaining and Pay Equity Governance Group Updated 21 Feb 2021.docx

8

• Resolve strategic and directional issues between programmes or other
operational activities which need the input and agreement of executive
stakeholders to ensure progress of the changes
• Advise and support the Senior Responsible Owners for the bargaining and
Pay Equity programmes of work
• Authorise delivery and sign off at the closure of the Programme
• Ensure that conflicting priorities are effectively managed and prioritised
• Ensure appropriate assurance activities are undertaken so that robust and
informed decisions are made
• Provide guidance on business direction and business sensitivities when
necessary
• Closely monitor progress and output quality
• Approve or reject changes to the scope of the programme
• Authorise changes to the Programme in a controlled fashion and ensure
changes are effectively communicated to executive, central agencies and key
stakeholders
• Communicate and champion the initiative (Programme) with the relevant
stakeholder groups (internal and external).
6.0  Role Definitions
6.1  Sponsor
The Secretary for Education is ultimately accountable for representing the Ministry of
Education in Bargaining and Pay Equity matters and is the ultimate decision maker.
It is noted that for Ministry-employed staff accountability lies with the Secretary for
Education, as Chief Executive, with the approval of Te Kawa Mataaho for bargaining and
pay equity matters.
The Sponsor appoints the Senior Responsible Owner(s) and delegates authority within
under the Official Information Act 1982
agreed tolerances / parameters to the Senior Responsible Owner(s).
6.2  Senior Responsible Owners
The role of the Senior Responsible Owners (SROs) is to ensure that the Bargaining and
Pay Equity Programme is focused on achieving objectives and delivering the outcomes
required.
Released
The SROs ensure that the programme of work is managed in a way that provides value
for money, manages reputational risks and is aligned with central agency expectations.
TOR Bargaining and Pay Equity Governance Group Updated 21 Feb 2021.docx
9

The SROs are responsible for formally signing out major deliverables that commit the
Ministry of Education to a course of action and decide how responsibility for Programme
Assurance wil  be met, e.g. by delegation to a suitably skil ed individual or external
provider.
6.3   Members
The members of the Bargaining and Pay Equity Governance Board provide an executive
viewpoint. They are responsible for ensuring that appropriate representatives from their
part of the organisation provide support to the Sponsor and SROs.
The members role is to represent the interests of those who wil  are impacted by
bargaining and pay equity outcomes.
6.4  Attendees
Attendees are appointed by the SROs to provide subject matter expertise to the
Governance Group and to complement the skil s and experience of the Programme
Executives. Attendees are responsible for providing advice of best practice to the
Governance Group to inform decision making. Attendees may be invited for specific
meetings. Attendees to the Governance Group have no decision-making authority and
do not form part of the quorum.
7.0  General
7.1  Review Timeframe
A review of the Governance Group may be undertaken at the direction of the Bargaining
and Pay Equity Programme SROs to determine if the Bargaining and Pay Equity
Governance Group is working effectively and has met the Sponsors’ expectations.
7.2  Frequency of Meetings
under the Official Information Act 1982
Meetings wil  be held monthly on the third Wednesday of the month, unless alternative
arrangements are required with reasonable notice to all members.
7.3  Quorum
The quorum at any meeting shall consist of a majority of the appointed members of the
Released
Governance Group. The Governance Group is not a democracy control ed by votes.
The SROs are the ultimate decision makers and are supported in the decision making by
the Members, or their delegates.
TOR Bargaining and Pay Equity Governance Group Updated 21 Feb 2021.docx
10

7.4  Minutes and Meeting Papers
The Senior Manager Employment Relations and Pay Equity, Education Workforce, as
the functional business owner, wil  circulate to the Governance Group at least three days
prior to meetings:
•  An agenda
•  The minutes from the previous meeting
1982
•  Any documentation that has been approved by one or both of the Senior
Responsible Owners (as applicable)
•  Relevant summary status reports
Act
All Governance Group meetings wil  have minutes documented and circulated no later
than three working days following the meeting.

Information
Official
the
under
Released
TOR Bargaining and Pay Equity Governance Group Updated 21 Feb 2021.docx

11

Employment Relations and Pay Equity Delegations

Schedule of Powers Delegated Under The Education And Training Act 2020

Description of power or duty
Further delegation
Education
and Training
Act 2020
section
1982
Negotiations of conditions of
Deputy Secretary, Early Learning and
586
employment
Student Achievement
The power to negotiate under the
Associate Deputy Secretary, Education
Act
Employment Relations Act 2000 every
Workforce
collective employment agreement
Senior Manager, Employment Relations
applicable to employees in the education  and Pay Equity
service (except tertiary education
institutions)
Chief/Principal/Senior Employment
Relations Advisers
Employment Relations Advisers
Public Service Commissioner’s powers
Deputy Secretary, Early Learning and
587
when collective agreements are
Student Achievement
negotiated
Associate Deputy Secretary, Education
Information
The power, during negotiations for a
Workforce
col ective agreement that is to bind any
Senior Manager, Employment Relations
employees of a board, to exercise all the
and Pay Equity
rights, duties and powers of an employer
under the Employment Relations Act in
respect of those employees, including the
power to lockout or suspend employees, Official
and the power to issue directions in
respect of remuneration.
Strikes in schools to be notified
Deputy Secretary, Early Learning and
589
the
The function of receiving notification of a  Student Achievement
strike by employees of a board.
Associate Deputy Secretary, Education
Workforce
Senior Manager, Employment Relations
and Pay Equity
under
Boards to notify Public Service
Deputy Secretary, Early Learning and
590(1)(a)
Commissioner about participation in
Student Achievement
strikes
Associate Deputy Secretary, Education
The function of receiving from boards the  Workforce
information referred to in this section
Senior Manager, Employment Relations
about participation of employees in
and Pay Equity
strikes.
The power to issue a written direction to  Deputy Secretary, Early Learning and
590(2)
Released
a board to provide information about the  Student Achievement
conduct of a strike to which a notice
Associate Deputy Secretary, Education
under section 589 relates.
Workforce

Description of power or duty
Further delegation
Education
and Training
Act 2020
section
Senior Manager, Employment Relations
and Pay Equity
The power to require a board to provide
Deputy Secretary, Early Learning and
590(4)
information by a specified date about the  Student Achievement
board’s compliance with this section or
Associate Deputy Secretary, Education
any directions given under it.
Workforce
Senior Manager, Employment Relations
and Pay Equity
The power to report to the Minister,
Deputy Secretary, Early Learning and
590(5)
where believed on reasonable grounds,
Student Achievement
that a board has failed to comply with
Associate Deputy Secretary, Education
this section, or any directions given under  Workforce
it.
Senior Manager, Employment Relations
and Pay Equity
Personal grievances and disputes
Deputy Secretary, Early Learning and
591(b)
The power, despite section 586, in
Student Achievement
relation to a dispute about the
Associate Deputy Secretary, Education
interpretation, application or operation
Workforce
of any col ective employment agreement,  Senior Manager, Employment Relations
to require an employer to act together,
and Pay Equity
or in consultation, with the
Commissioner.
Actual conditions of employment
Deputy Secretary, Early Learning and
595(1)
The power to declare that all or any part
Student Achievement
of the conditions of employment fixed
Associate Deputy Secretary, Education
under a collective agreement for persons  Workforce
employed in the education service
Senior Manager, Employment Relations
(excluding employees of institutions) are  and Pay Equity
to be the actual conditions of
employment.
The power to approve further conditions  Deputy Secretary, Early Learning and
595(2)
of employment for an individual
Student Achievement
under the Official Information Act 1982
employee employed in the education
Associate Deputy Secretary, Education
service under a collective agreement
Workforce
(excluding employees of institutions), in
addition to the actual conditions declared  Senior Manager, Employment Relations
under subsection (1), if the conditions are  and Pay Equity
mutual y agreed by the employee and
Chief/Principal/Senior Employment
their employer and are not inconsistent
Relations Advisers
with the conditions of the collective
Employment Relations Advisers
agreement.
Released

Description of power or duty
Further delegation
Education
and Training
Act 2020
section
The power to give concurrence to
Deputy Secretary, Early Learning and
595(3)
conditions of employment determined by  Student Achievement
agreement between the employer and
Associate Deputy Secretary, Education
employees employed in the education
Workforce
service who are not bound by a collective
1982
agreement (excluding employees of
Senior Manager, Employment Relations
institutions).
and Pay Equity
Chief/Principal/Senior Employment
Relations Advisers
Act
Employment Relations Advisers
The power to promulgate to employers,
Deputy Secretary, Early Learning and
595(4)
either general y or specifical y, the
Student Achievement
conditions of employment for persons
Associate Deputy Secretary Education
who are to have their conditions of
Workforce
employment determined in accordance
with subsection (3).
Senior Manager Employment Relations
and Pay Equity
Chief/Principal/Senior Employment
Relations Advisers Information
Employment Relations Advisers

Schedule of Powers Delegated Under The Under The Equal Pay Act 1972

Official
Condition specified: Delegations are to be exercised only within the delegate’s areas of
responsibility AND subject to compliance by the designated officers with the schedule of
conditions attached to the instrument of delegation dated 9 November 2020
the

Description of power or duty
Proposed further delegation
Equal Pay
Act 1972
section
under
Pay equity claims by employees in
Deputy Secretary, Early Learning and
13ZZG
education service
Student Achievement
The Commissioner’s functions and
Associate Deputy Secretary, Education
powers under s 13ZZG of the Equal
Workforce
Pay Act 1972.
Senior Manager, Employment Relations
and Pay Equity
Manager, Pay Equity
Chief Employment Relations Adviser
Released
Pay equity claims by employees in
Deputy Secretary, Early Learning and
13ZZG(2)
education service – pay equity
Student Achievement
bargaining process
Associate Deputy Secretary, Education
Workforce

Description of power or duty
Proposed further delegation
Equal Pay
Act 1972
section
The Commissioner’s functions and
Senior Manager, Employment Relations
powers under s 13ZZG(2) of the
and Pay Equity
Equal Pay Act 1972 to enter into the
Manager, Pay Equity
pay equity bargaining process
Chief/Principal/Senior Employment
Relations Adviser
Employment Relations Advisers
Additional Employment Relations delegations
The fol owing additional delegations also apply to the Education Workforce Group
Section in  Minister  Description of power or duty
Delegation
Education  or
and
Secretary
Training
power or
Act 2020
duty
614(1)
S
Power of Secretary to employ teachers
No delegation from
The power to employ persons to work in State
Secretary
schools as teachers.
615(1)
S
Employment-based trainee teaching positions
Deputy Secretary
The power, on receipt of a request from the board  Associate Deputy
of a school, to, by written notice to the board,
Secretary
establish an employment-based trainee teaching
Manager
position for the school.
616(1)
M
Agreements with trainee teachers
Secretary
The power to enter into an agreement under this
Deputy Secretary
section with any person who undertakes teacher
Group Manager
training.
Manager
616(2)
M
The duty if making an agreement to ensure that
Secretary
under the Official Information Act 1982
the agreement provides for the matters specified
Deputy Secretary
in this subsection.
Group Manager
Manager
616(3)
M
The power to require that the agreement be
Secretary
signed by a guarantor for the person, in which
Deputy Secretary
case the guarantor is jointly and severally liable
with the person under the agreement.
Group Manager
Released
Manager

link to page 16

Schematic of Education Workforce working relationships with other Ministry groups1

1982
Act
Information
Official
the
under
Released

1 Reflects existing groups pre-4 October 2021

9(2)(g)(ii)
9(2)(g)(ii)
under the Official Information Act 1982
Released

Education Workforce Leadership Team – Terms of Reference July 2021
PURPOSE
ROLE
MEMBERSHIP & MEETING MANAGEMENT
The Education Workforce Leadership Team (EWLT) provide a joined-up
The Education Workforce Leadership Team shal  comprise the
1982
approach across the Group to work towards achieving the Education
Workforce Value Proposition -
following members:
We promote teaching as a career of choice and work to ensure that
Associate Deputy Secretary, Education Workforce – Chair
An education workforce
the education workforce system attracts, develops, and retains
CONNECT
LEAD
system that attracts,
•  Chief Adviser
motivated and capable teachers and leaders who work cooperatively
A high performing
develops, and retains
Act • Chief Adviser, Maori Medium
to improve teaching practice.
Education
motivated and capable
•  Chief Adviser, Communications and Marketing
teachers and leaders
Who we are and what we do?
Workforce Team
who work cooperatively
•  Senior Manager, Business Services
to improve teaching
•  Senior Manager, Contracts & Implementation
GOVERN
MANAGE
We are the stewards of the education workforce system (Aotearoa
practice.
•  Senior Manager, Employment Relations & Pay Equity
New Zealand’s education workforce is made up of teachers, principals,
•  Senior Manager, Strategic Design
support, and other roles in schools, kura and early learning services)
•  Senior Manager, Teacher Supply
and contribute significantly to shape and enable Aotearoa NZ to have
Accountability of the Associate Deputy Secretary, Education
a strong, cultural y competent education workforce that is capable,

Workforce  –  The Associate Deputy Secretary wil  seek to obtain
valued, connected and supported in delivering a world-leading,
consensus on decisions but may at times determine a position.
learner-focussed education system.
The EWLT wil  –
Attendance  –  The quorum at any meeting shal  be five members,
We work to ensure the right people with the right skil s are attracted  LEAD
which includes the Chair.
to join and stay in the education workforce. We design and deliver a
Members may attend via video or teleconference with the prior
suite of national level measures needed to address both the immediate  •  Agree the desired expectations, behaviours and standards which wil  build a strong EW team culture, and lead by example.
approval of the Chair.
and future projected gaps between the demand and supply of the  •  Lead the EW strategic direction, funding and value for money, and overview of engagement with key stakeholders for the Education Workforce  An absent member may inform the Chair of their position or opinion
education workforce. We work closely with other Ministry teams to
function.
Information
understand what can be done meaningfully at regional, local and
on any given topic; or may submit such in writing for the record. In
•  Share information that wil  enable the EW LT and the wider EW team to deliver enhanced services, engage effectively with stakeholders and
sector levels when there is a teacher supply chal enge.
this instance an absent member’s opinion may be taken into account
develop customer focussed products within Ministry frameworks
during discussion and in formulating decisions. Otherwise, members
Al  our work is underpinned by fostering quality employment relation  •  Lead a col aborative culture within the EW Group, and between the Group and other Ministry col eagues.
can nominate others to represent them subject to approval by the
practices including col ective bargaining, an equitable pay system and  •  Promote change in the education sector, by advocacy and influencing our stakeholders as wel  as being responsive to their expectations.
Chair. Unless they are formal y Acting for the member, they wil  not
delivering an innovative mix of awards, grants, and scholarships to  MANAGE
have decision rights.
continuously lift the capability of the education workforce.
•  Develop, maintain and work to an annual EW high level plan. Review progress against the Plan at least quarterly, and re-prioritise or re-baseline  Members may request guidance from subject matter experts in
OPERATING PRINCIPLES
the plan to acknowledge factors which -
decision making & subject matter experts may be invited to meetings
where appropriate. They wil  not have decision rights.
EW LT wil
o  have or are impacting its achievement
Official
o  are new and need inclusion into the plan.
The meetings wil  be attended by the Secretariat.
  Commit to working to common goals.
•  Take an overview of the budget and resourcing position across the Group; ensuring money and people are al ocated to where they are most  Frequency of Meetings –  The Education Workforce Leadership
  Work on the business, not in the business
Team shall meet weekly. The Chair may call interim meetings. Or,
  Operate in an open and transparent manner while maintaining
needed, that is, evaluate risk and opportunities throughout the year, and shift funds to meet critical need; ensuring targeted budget al ocations
confidentiality when this is required.
are not compromised.
fast track consultation can be used in between scheduled
  Take collective responsibility for all decisions and support the  •  When advising Ministers ensure they have the information needed to make informed decisions.
meetings, depending on the nature of the subject matter.
the
implementation of decisions; ensuring that stakeholders can trust  •  Resolve significant operational service delivery issues or chal enges.
Meeting papers and Minutes – The Agenda, Minutes and any papers
the integrity of decisions.
wil  be circulated electronical y two business days in advance of each
  Operate within the Ministry of Education’s accountabilities and
GOVERN
reporting lines.
•  The EW LT wil  provide a governance function for programmes and projects within the Group which are not governed elsewhere. This includes-  meeting. Late papers must be approved by the Chair. The Minutes
  Model the “new ways of working” described in the Ministry
shal  be circulated as soon as practicable following each meeting, and
Decision Document (May 2021), namely:
o  Approving the initiation documents for new programmes and projects for which the Associate Deputy Secretary is the Sponsor, or the  no longer than five business days after the meeting. The minutes shal
1.  Taking practical action to give effect to te Tiriti o Waitangi.
SRO is a member of EW LT; and agreeing major stage-gates and programme / project closure.
be in the form of a record of decisions and actions, not as an exact
2.  Giving priority to regional and local voice.
o  Ensuring governance products are in place, fit for purpose, maintained, and regularly reviewed– including for example status reports,  record of the discussions and positions taken at the meeting.
3.  Delivering greater responsiveness, accessibility and
risk and issue registers, financial reports, stake-holder engagement plans, and benefits realisation.
integrated services and support.
Material issues raised or conditions set by members wil  be recorded.
under
o  Monitoring progress against milestones.
4.  Improving feedback loops and information flows.
Ensuring Effective Meetings – Members wil  support effective and
Approved
•  Initiate IQA or other assurance mechanisms on matters of concern, approve response plans and monitor performance.
efficient administration of meetings by -

CONNECT
Deborah Kent, Associate Deputy Secretary, Education Workforce
  Being on time & providing papers to the Secretariat on time.
•  Identify matters where experience and knowledge across the group wil  add value to recommendations and decisions to be made by the
Date:
  Devoting sufficient time before the meeting to consider matters
Associate Deputy Secretary, Deputy Secretary, or Minister; and ensure these are on the agenda with sufficient time to consider prior to being
raised.
Endorsed
signed out.
  Providing constructive and informed advice on their areas of

•  Receive a weekly report on upcoming papers to the Minister and meetings with other key stakeholders (for which EW has a key interest) ensuring
expertise and experience.
El en McGregor-Reid, Deputy Secretary, ELSA
timely visibility and identifying where EW LT input wil  add value, and by when.
  Chal enging assumptions constructively.
Date:
•  Provide oversight to ensure connectivity across and between programmes /projects/other initiatives in which EW has a stake.
  Making decisions and recommendations based on relevant and
appropriate information.

Released

Appendix 8: The Education Accord

Accord between the Ministry of Education, NZEI Te Riu Roa and PPTA Te Wehengarua

Purpose
The purpose of this Accord is to give effect to building a high trust environment where the teaching
profession is highly regarded, sustainable, and is fit for now and the future of learning.
Context
1982
In 2018 this statement was agreed to by the Minister of Education, PPTA and NZEI at the Education
International/OECD International Summit of Teaching Profession. This being the only global forum
between unions and government to pursue partnership in education policy.
Act
“New Zealand is about to embark on a significant phase of public engagement to identify
what we as a country are looking for from the education system, from the early years and
throughout life.
The New Zealand delegation is committed to working openly and constructively to jointly
lead this conversation in a positive way, without a predetermining outcome, for the benefit
of the social, economic and cultural wellbeing of the country. Further to this, the delegation
is committed to co-constructing with the profession the design and implementation of
change that affect the profession.” ISTP March 2018, Portugal
Information
Joint approach to solving issues.
An interest based approach allows the parties to:
•  Identify and deal with issues and reach consensus to resolve them
•  Identify the decisions the parties to the accord can jointly or separately take, and which
matters need to be recommended to the Government
Official
•  Actively support and recommend consensus decisions to the respective decision making
bodies of the parties  the

The Issues
Teacher and Principal Workload
While teachers and principals value autonomy and report high levels of self-efficacy, the roles are
under
also complex with growing intensity and high expectations.
How do we create enough time and space within the system to support teachers and principals to
deal appropriately with the growing demands on them including personalisation of learning,
leadership roles, connect to whanau/family, responding to students with complex needs, assessment,
and professional development to ensure effective educational outcomes and an improved working
environment and well-being
For Workload we have already agreed…
Released
The rol  out of changes to NCEA and, as yet uncompleted, curriculum work changes are intended to
positively impact on workload over time. There will be 8 days1 allowed for teacher only days during
the term of the collective to work on these priorities. These 8 days will not extend the school year.
1

Evidence shows that performance appraisal as an accountability instrument does not demonstrably
lift teacher quality and contributes to a low trust high workload environment. As part of the accord
implementation process the parties, NZSTA and the Teaching Council will work together to remove
performance appraisal.
The Minister has committed to bringing forward legislation to remove the relevant requirements in
legislation.
Further Work
1982
What can we do to have in place a sustainable Education workforce that meets the needs of learners
in a rapidly changing world?
We wil  consider pathways into and out of teaching, career opportunities within teaching and the
Act
wider education sector.
New models of learning, for example provided by new technologies (within and beyond the
classroom) present opportunities and chal enges to the workforce. Within this context the issues of
class sizes and related formula wil  be considered.
How do we develop and deploy a para-professional workforce employed by Boards that supports
teaching and learning?
The Ministry and the NZEI are currently involved in detailed work to resolve pay equity issues with
these staff. That work will continue. In addition, the roles paraprofessionals may hold, their career
Information
pathways and how they are funded (e.g. staffing entitlement or operations grant) wil  be considered.
Col ective agreements
Current collective agreements in education are complex and can be administratively burdensome
and inconsistent in their application.
Official
How do we resolve this?
The 2019 offer for settlement included a unified pay scale for teachers covered by the PTCA, STCA
and ASTCA.
the
The extent to which an UPS relates to Principals will be a matter for future discussion.
A joint pre-bargaining process with NZEI and PPTA wil  begin four months before the expiry of the
first collective agreement to discuss the UPS and any other matter relating to bargaining (this will be
included in terms of settlement).
under
Union Negotiated Fees
How do we ensure that non-union members do not gain undue benefits from the efforts of unions
including member only benefits, bargaining fees and other legislative mechanisms?
Change management
How do we ensure changes are well managed?
Released
Ways of more effectively managing change in education will be explored e.g. the change
management tool kit and improved implementation planning.

2

Governance group
Sponsor
The sponsor wil  be the Minister of Education.
Independent Chair
An Independent Chair wil  be appointed.
Membership and substitutes
The membership of the governance group wil  consist of for:
• the Ministry of Education - the Secretary for Education and the Deputy Secretary ELSA
• the PPTA - President and Secretary
• the NZEI - President and Secretary.
No substitutes wil  be provided for.
Resolving issues where consensus not achieved
Where consensus cannot be achieved then unless otherwise directed by the Minister then work will
be suspended and third party assistance being sought to assist the parties to reach consensus.
Reporting to Minister
The parties will provide a progress report to the Minister of Education every three months.
under the Official Information Act 1982
Released
3

Document Outline