Incremental progression – to value experience

Progress through professional development

Bonus payments

Benefits for the employer

In our new system, agreed salary levels would be subdivided into

a number of steps. General staff who perform ‘satisfactorily’ will automatically progress through the steps each year similar to our academic colleagues.

A request for a lump sum payment for the completion of special projects

over and above normal duties can be made by an employee’s manager or by an employee through their manager.

The employer will benefit from the new model in several ways. It will be easier to plan budgets with the

new system because salary costs will be more predictable. Managers will find it easier to retain staff, and they will notice an increase in productivity and cohesion amongst staff as the frustrations and divisions of the old system are left behind.

Professional development can focus on acquiring relevant skills or expertise if a staff member decides to

work towards Proficient or Expert levels.

A fairer pay system for general staff. Here’s our plan:

CALL TEU AT 3737599

EXT 85169FOR MORE INFORMATION

CHECK OUR WEBSITE:TEU AUCKLANDPAYFAIRLY.ORG.NZ

TO JOIN TEUTEU.AC.NZ/JOIN

TEU - THERE’S A PLACE FOR YOU

“To value staff and to support excellence we plan to have the best pay system for general staff in a New Zealand university -

One that is transparent, objective, and fair.”

Cerian Wagstaff

University of Auckland TEU

Co-President

In addition to the progression available through automatic

increments, staff can progress through the acquisition of skills, knowledge and expertise. If a general staff member is recognised as being ‘Proficient’ or ‘Expert’, they will qualify for pay increases. Applications for proficient and expert levels are considered on criteria set by staff and managers, and assessed by an independent panel.

TEU - THERE’S A PLACE FOR YOU

Auckland is the only university in New Zealand with a purely performance pay

system for general staff. At other universities general staff have models that incorporate annual increments and recognition of experience, loyalty and knowledge.

Staff shouldn’t have to compete with each other to get the pay rises we deserve.

The university has introduced a new performance and development system

called Evolve. Evolve is supposed to be about professional development and the setting of performance goals. However, due to the link to pay members feel that the only part that really counts now is the rating and Evolve has turned into a crude way of grading staff. It is the grade that determines whether a staff member gets a pay rise.

We believe that Evolve needs to be separated from pay, that we need

to get rid of the rating, that there needs to be fewer competencies and that equal emphasis needs to be placed on staff development, and an environment of collegiality and teamwork is fostered.

This year we are continuing with our campaign for a new transparent,

objective and fair pay model for general staff. We also want to see Evolve reformed. We need your help.

The current pay system doesn’t work

A transparent, objective and fair pay system for general

staff

There is a better way:

Together we can achieve fair pay

TERTIARY EDUCATION UNIONTe Hautū Kahurangi o Aotearoa

payfairly.org.nz

teu.ac.nz/join