6 October 2025
T Miller
[FYI request #32325 email]
Dear T Miller
Official Information Request
Our Ref: OIA 2025-0090
I refer to your Official Information Act 1982 (OIA) request received on 16 September 2025:
“I would like to request
1. any guidance provided by the PSC to crown entities about the process boards
should go through to determine whether to reappoint CEOs after their 5 year terms
have expired. I am particularly interested in:
2. any guidance around the process for determining whether to reappoint the CEO;
3. any guidance as to whether the process should include an assessment as to
whether the CEO was stil suitable for the role;
4. any expectation that a transparent process is undertaken, or that reappointments
are publicly disclosed; and
5. any oversight by, or engagement with, PSC as part of the process.”
As we advised you on 22 September 2025, we transferred the second part of your request
below, to NZ On Air, Fire and Emergency NZ, the Real Estate Authority and NZ Qualifications
Authority for response.
“I note over the last year four CEOs have had their terms extended, without any public
information about the process undertaken, and in almost al cases without any public
notification of the extensions. This includes the CEOs of: Broadcasting Commission | NZ
on Air; Fire and Emergency; Real Estate Authority; and NZ Qualifications Authority.
I would further like to request a summary from the Boards of these four entities
outlining:
-
the process undertaken to determine to reappoint the CEOs;
-
the factors taken into account in making that decision, including whether ongoing
suitability was assessed;
-
whether any external advice, or feedback, was sought to support the decision. This
includes, but is not limited to, whether stakeholder feedback was sought (including
from staff); and
-
Level 10, Te Iho | 1 Lambton Quay | PO Box 329
Wellington 6140 | New Zealand
Phone +64 4 495 6600
Please note that we intend to publish this letter (with your personal details removed) and
enclosed documents on the Te Kawa Mataaho Public Service Commission’s website.
Yours sincerely
Nicky Dirks
Manager – Ministerial and Executive Services
Te Kawa Mataaho Public Service Commission
Guidance for [Boards/Councils] for appointment of a new [Chief Executive/Vice
Chancellor]
Consultation
Te Kawa Mataaho Public Service Commission (the Commission) aims to ensure that
[Boards/Councils] receive helpful advice and prompt responses to ensure timely decisions on
finalising the terms and conditions. We are available to discuss situations in person, by phone and
email.
Open and early engagement is important before substantial commitments are entered into, or both
parties have signed an agreement, as the Public Service Commissioner’s [consent/written agreement]
is required to al the terms and conditions of employment for [vice chancel ors/chief executives], prior
to finalisation. Once the Commissioner’s [consent/written agreement] is provided, and both parties
have signed the employment agreement, please provide the Commission a copy of the signed
agreement.
Remuneration range
The remuneration range for this role is [$90% to $110%] with a midpoint of [$100%] (100% of the
range). The Commission’s guidance is that a new [Chief Executive/Vice Chancellor] is appointed at
between 90% and 96% of this range which would be [$90% to $96%], but proposals for appointments
higher in the range will be considered under exceptional circumstances.
The remuneration range is intended to al ow reward and progression as a [chief executive/vice
chancellor] develops and performs in the position over time. The Commission’s remuneration ranges
are based on the independently assessed job size provided for this role. The [Board/Council] should
note that the remuneration ranges may be different to the market ranges supplied by independent
job evaluation consultants. The Commissioner considers other factors alongside market information,
including government expectations and the prudent stewardship of public resources.
Job Size
The remuneration range is specific to the job size. Our records show that the job size for this role was
last undertaken for you in [Date] by independent consultants [Korn Ferry or Strategic Pay]. If the
[Board/Council] considers there has been a fundamental change to what the organisation is required
to deliver since then, and there will be an ongoing requirement for that change, then you may want
to consider having a new job evaluation done.
If you intend to do this, please let us know in advance. Changes to [chief executive/vice chancellor]
remuneration, as a result of job resizing, will usual y only be [consented/agreed] to where the existing
job evaluation was undertaken five or more years ago, or where there are significant changes in entity
form and structure. A change in job size may mean we need to give you a different remuneration
range. We recommend using your previous provider as it provides consistency in the job sizing. You
must use one of the dedicated consultants at Strategic Pay or Korn Ferry for Crown Entity Chief
Executive Job Sizing. Their details are as fol ows:
IN CONFIDENCE
IN CONFIDENCE
KORN FERRY HAY GROUP
9(2)(a) privacy
STRATEGIC PAY
9(2)(a) privacy
The Commission strongly advises the [Board/Council] to ask the job evaluation consultant to contact
the monitoring agency for contextual and system level information to enhance the consultant’s
understanding of the expectations and requirements of the role.
Total remuneration
The remuneration ranges are based on total remuneration which includes all components and
benefits that make up the remuneration package. If the [Board/Council] chooses, it may offer other
benefits, such as additional annual leave, with their cost included as part of the total remuneration.
Please contact your advisor at the Commission to help cost these benefits.
Five-year term and other terms and conditions of employment
Al terms and conditions of employment must have the Commissioner’s [consent/written agreement].
We include a copy of our model agreement. There is no requirement to use this model, but it may be
useful as it incorporates good employer practice and contains our standard terms and conditions
which the Commissioner has consented to. If you wish to amend or include additional terms or
conditions, please contact your advisor in the first instance.
New [chief executives/vice chancel ors] are appointed for a fixed term of not more than five years but
may be reappointed. Please note upon re-appointment, you must seek the Commissioner’s
[consent/written agreement] to the terms and conditions of employment.
IN CONFIDENCE
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