Oranga Tamariki manager's survey

Overview of managers collective agreement progress and proposed Oranga Tamariki terms of settlement

Following membership feedback, the bargaining team have sought to improve remuneration, kaimahi ora, work life balance, and professional development. 

We are seeking a future proof collective agreement for remuneration and conditions.

Your details
Coverage

Current coverage

  • Caregiver recruitment and support manager
  • Executive manager
  • Site managers
  • Assistant site manager
  • Youth justice manager
  • Team leader operations

Proposed coverage

  • Caregiver recruitment and support manager
  • Executive manager
  • Site managers
  • Assistant site manager
  • Youth justice manager
  • Team leader operations
  • Kaiarahi
  • Manager administration services
  • Manager residence operations
  • Quality lead
  • Residence manager
  • Team leader clinical practice
  • Team leader clinical programmes
  • Team leader family group conferences
  • Team leader logistics
  • Team leader psychologist
  • Team leader support services

Bargaining team position

The bargaining team is working to grow our coverage and membership top all frontline manager roles. New roles, and revised roles are frequently being added into this space. We are currently seeking extension of coverage to include:

  • Regional delivery manager
  • Family homes manager
  • Regional manager adoptions   

The addition of any new roles will require a return to the Public Service Commission for approval.

The alternative is to seek a coverage clause based on exclusion.  For example, "this collective agreement covers all front line managers except for regional managers, and …".

Do you support an ongoing role by role extension?
Do you support an extension clause?
Remuneration ranges
Do you agree with the proposed remuneration ranges?
Remuneration

Remuneration

The proposed remuneration pay ranges is a pay scale relativity correction stemming from the pay equity settlement achieved for social workers. This is not a pay rise.

Application:  Members will be lifted and shifted based on tenure in the role on July 1st 2021. Tenure is rounded down –for example if you have been in role for 2.95 years on July 1st, 2 years will be the recognised tenure.

Do you you agree to lift and shift, rounded DOWN?

Bargaining position:  Correcting remuneration relatively is a no brainer that OT has no choice but to address. Issues with position retention and recruitment are evidence of the cost on not making this adjustment sooner. Relativity adjustment should be a starting position not an end position. Our previous terms of settlement required a new remuneration framework framework by 1 July 2020.

Remuneration rounding for tenure should be upward ie 2.1 and upwards should be lifted and shift to level 3. This recognises the professional development and work undertaken by members during the lengthy bargaining round.

Note the clause for progression has not changed and therefore, progression after the lift and shift will be at the discretion of the ministry.  Current pay restraint policy will apply.

Do you agree with lift and shift, rounded UP?

Backpay

Backpay: there is no backpay offered. 

Bargaining position:  The delay in bargaining sits with a delayed response from OT.  It is unacceptable that our members should not be compensated for the period of bargaining.

I am fine with no back pay

Toil: OT have responded to say members can record their toil hours in MyHR – they are not prepared to put this into the collective.    The collective will remain the same with hours work being included in REM.   And no formal recognition of TOIL, meaning your manager does not have to recognise Toil worked.  Whilst some managers are good at acknowledging and ensuring work-life balance, this is not being universally applied across the motu.

Bargaining position:  Inconsistencies in how toil is accounted, and how kiamahi ora and work life balance is achieved is not in alignment with PSA or OT values.  It is not in the wellbeing interest of our membership to support such loose wording and inconsistent application.  In an environment of wage restraint, it is even more important than ever for members to reduce the number of hours they currently gift to the organisation.

Toil must be included in our collective agreement

Leave:  OT will not agree to increasing annual leave provision.

Bargaining position:  we asked for the current annual leave provisions be improved, after 1 year of continuous employment the employee is entitled to 25 days. After 3 years of continuous service the employee is entitled to 30 days.  If OT won’t shift on annual leave, it is all the more important to make TOIL accessible leave, taken at members’ / ministry  discretion / convenience in accordance with a specific clause in the CA.

Enhanced leave must be in the collective agreement
Supporting leadership

Professional development:  OT will not agree to 20 hours annual professional development for manager.  They believe what OT offers currently, (LOTW, workshops on End of Year Performance, essential Leadership Conversations, Guide to a Career Korero, Guide to a Great 1:1 Korero, Guide to a Performance Korero, Korero Mai drop in Sessions, Performance Development Resources), are adequate.

OT notes it was because most of our managers are registered social workers, that led to PSC endorsement of the remuneration framework. 20 hours PD a year is the regulator’s minimum requirement, and this is all we have asked for. The proposed transformation of OT will need to be facilitated by managers, and would have thought the Ministry would  provide as much PD as was needed, to achieve transformation. 

Cultural (Te Ao Maori, Tikanga, Te Reo)  training: OT will not agree as they intend to deliver this internally.

Bargaining position: The leadership training offered is not comprehensive, does not recognise individual learning and development need, and does not promote intentional and deliberate development of leadership in OT.  We propose a development fund for OT members to promote diversity in leadership training, and support the kawa of members and OT.   

20 hours study leave and cultural training must be in the collective agreement

Tikanga and Te Reo recognition:   No recognition of this, OT hold the leadership should be doing this as part of business as usual. 

Bargaining position:  Agree it should be business as usual, however our members tell us it isn’t, and is not likely to be for some time.  In the interim Cultural Leadership is falling onto Māori members without recognition.  We want to see the comparable recognition of Tikanga and Te Reo in this collective as in the General Collective, and in comparable collectives across the Public Services. If OT wants it business as usual why would they oppose the specificity of a clause in a collective agreement?

Recognition of tikanga and te reo must be in the collective agreement

Eye Care and Health Benefit:  OT will not agree to inclusion of this into the collective as it is already a universally applied policy.

Bargaining position:  Reflection of a universal benefit in a collective should not be an issue

Building a stronger collective

Member only benefit:  OT will not agree to our proposed PSA only benefit: A Development fund. ($50,000 per annum) for PSA members only, jointly administered by PSA and OT.

Bargaining position: the PSA members have bargained a good increased to REM which will be beneficial to all.  A PSA only benefit recognise this Mahi.   PSA managers are a growing collective, we currently have approximately 40% of employee in our operational level across the Ministry.   The higher the collective membership, the stronger the bargaining, and better the conditions.  Having a PSA only benefit helps to grow our collective.

A member-only benefit must be in the agreement
Questions for members