APPENDIX ONE
HNZ00087553
Interim Individual Employment Agreement (IEA)
Remuneration Policy
1.
You work at Health New Zealand I Te Whatu Ora (Health NZ) because you share our
goal of ensuring everyone gets the right healthcare when and where they need it.
2. Transforming the health sector to create a more equitable, accessible, cohesive, and
people-centred system takes al of us working together with heart and a strong sense
of purpose and commitment to service to improve the health and wel being of all New
Zealanders.
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3. As part of our team, working together for a common purpose towards achieving Pae
Ora, your contribution wil be key to our success.
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4. We are committed to creating a safe, positive, and inclusive workplace for everyone
at Health NZ. As part of our commitment to wairuatanga and rangatiratanga, we
recognise and value the skil s, knowledge and experience IEA employee play in
delivering Health NZ services.
About the Interim IEA Remuneration Policy
5. Remuneration, opportunities for career growth, and maintaining a competitive market
Information
position for salaries are key factors in attracting, developing, growing and retaining
the people we need to lead and deliver Health NZ’s services.
6. Health NZ’s objective is to create a single remuneration policy and framework for IEA
employees. It wil apply a consistent approach to fair, equitable and transparent
remuneration, and recognise and reward the contribution of different roles in
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achieving Health NZ’s goals, objectives, and deliverables.
7. It applies to all Health NZ employees (except the Chief Executive Officer) who are
the
employed on an IEA not derived from a col ective agreement.
8. This policy has been guided by the health sector principles as set out in the Pae Ora
(Healthy Futures) Act 2022 (the Pae Ora Act) and enables Health NZ to support the
Crown’s responsibilities under the Treaty of Waitangi / Te Tiriti o Waitangi (Te Tiriti).
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9. The health sector principles underpin the transformation of our health system to
create a more equitable, accessible, cohesive and people-centred system that wil
improve the health and wel being of all New Zealanders. This policy supports the
Health System Principles as set out in the Pae Ora (Healthy Futures) Act 2022.
Key Remuneration Principles
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10. Heath NZ’s remuneration policy and framework wil :
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recognise and reward our people/employees appropriately for the
contribution they make to the organisation and its deliverables and
goals,
OWNER TITLE:
Head of Industrial Workplace Relations and Remuneration
DOC ID:
11722
PUBLISHED:
03/04/2025
REVIEW DUE:
03/04/2027
VERSION:
1.0
IF THIS DOCUMENT IS PRINTED, IT IS VALID ONLY FOR THE DAY OF PRINTING
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attract and retain a diverse and capable workforce,
•
remain responsive to business requirements,
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be fair, equitable, consistent, and transparent, and
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be easy to understand and simple to administer.
11. These principles underpin this Policy and support al our decision making. This Policy
aims to:
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set salary ranges that reflect Public Sector market conditions and
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government expectations for wages and salaries in the Public Service,
•
review and align salary ranges and market alignment across Health NZ
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as part of the annual remuneration review process,
•
ensure Health NZ remains fiscal y responsible and sustainable,
•
support the recruitment, recognition, and retention of talent,
•
deliver a fair and equitable outcome for IEA employees,
•
reduce gender and ethnicity pay gaps,
•
pay a liveable wage for all employees in accordance wit
h Public Sector
Information
Pay Guidance.
12. The Interim IEA Remuneration Policy is supported by:
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The values, principles and behaviours within
Te Mauro o Rongo I The New
Zealand Health Charter which applies to al health workers in Aotearoa,
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ensuring they feel valued and supported at work
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MBIE or Employment New Zealand Minimum Wage legislation
the
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Public Sector Pay Guidance 2023
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The
Health Sector principles set out in the
Pae Ora (Healthy Futures) Act
2022
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Tools
Job Evaluation
13. Health NZ uses job evaluation to determine the relative size of one job compared to
another. Evaluations assess the job as defined in the position description at full
competence and do not take into account individual performance, salary or status.
14.
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For the purposes of this interim policy, any policy relating to job evaluation that is
currently in place in any part of Health New NZ continues to apply, subject to any
matter dealt with specifically in this policy.
OWNER TITLE:
Head of Industrial Workplace Relations and Remuneration
DOC ID:
11722
PUBLISHED:
03/04/2025
REVIEW DUE:
03/04/2027
VERSION:
1.0
IF THIS DOCUMENT IS PRINTED, IT IS VALID ONLY FOR THE DAY OF PRINTING
PAGE NO:
2 of 4
Salary Range
15. Health NZ salary ranges wil be based on the Public Sector median for each job size
band. A range of 80% to 120% of the midpoint of each band wil apply and Health NZ’s
objective is that al employees wil be remunerated within this range.
16. Effective 1 February 2025, this market positioning and salary range spread replaces
the existing approaches currently used in the districts, former shared services and Te
Aka Whai Ora for al employees on an IEA. Health NZ may review this position at any
time after the 2024 IEA remuneration review and wil notify employees of any change.
17.
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Any policy relating to movement within a salary range that is currently in place in any
part of Health NZ continues to apply, unless otherwise specified in this policy.
Remuneration Approval
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18. Remuneration offers and changes wil go through an approval process in accordance
with Health NZ’s Delegated Authority Policy and can be updated or amended from
time to time.
Annual IEA Remuneration Review
19. Health NZ reviews the salary ranges and the salaries of eligible employees (defined in
the Review Guidelines for that year) on an IEA annual y.
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20. The review does not guarantee a change in salary, but any adjustments from the
review are effective 1 July, subject to Board approval of the funding available to be
applied.
21. The Review Guidelines wil consider the annual
Public Sector Pay Guidance issued by
the Public Service Commissioner. Official
Roles and responsibilities
the
Role
Responsibilities
All employees on an IEA
Need to understand this Policy. Please speak to your leader
if you have any questions.
People managers
Discuss this Policy with individuals on IEAs in your team, and
under make sure they understand it. You need to comply with the
Policy
Remuneration team
Responsible for auditing and reviewing the Policy, and for
making sure employees and leaders comply with it. The
team does regular audits to measure the effectiveness of
this Policy
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Chief Executive Officer
Responsible to Health NZ’s Board for making sure staff and
teams comply with the Policy
OWNER TITLE:
Head of Industrial Workplace Relations and Remuneration
DOC ID:
11722
PUBLISHED:
03/04/2025
REVIEW DUE:
03/04/2027
VERSION:
1.0
IF THIS DOCUMENT IS PRINTED, IT IS VALID ONLY FOR THE DAY OF PRINTING
PAGE NO:
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Role
Responsibilities
Policy Owner
Responsible for updating this Policy within review time
frames
Non-compliance with policy
22. If IEA employees (or people to whom this policy applies) don’t comply with this Policy,
Health NZ may need to take action in accordance with the Code of Conduct.
Related Policies, legislation
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Associated policies
Associated legislation
Act
Delegated Authority Policy
MBIE or Employment New Zealand
Minimum Wage legislation
Annual IEA Review Guidelines
Public Sector Pay Guidance 2023
New Salary Range document
Health Sector principles set out in the
Pae
Ora (Healthy Futures) Act 2022
Information
Labour Market Strategy 2023
Public Service Act 2020
KiwiSaver Act 2006
Employment Relations Act 2000
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Need more information? the
23. Your leader and the Remuneration team can give you context and more information
about what’s in the Interim IEA Remuneration Policy.
24. If you have any questions or want to talk to someone about what’s included in this
Policy, do not hesitate to speak with them.
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OWNER TITLE:
Head of Industrial Workplace Relations and Remuneration
DOC ID:
11722
PUBLISHED:
03/04/2025
REVIEW DUE:
03/04/2027
VERSION:
1.0
IF THIS DOCUMENT IS PRINTED, IT IS VALID ONLY FOR THE DAY OF PRINTING
PAGE NO:
4 of 4
