Industrial update – bargaining across the PSA


Good news for Librarians at The National Library

After the recent remuneration review round, librarians at the National Library have won a 5% increase to their pay bands. This is an accumulation of joint work between the PSA and the Department of Internal Affairs through the Pay and Employment Equity Joint Working Party. A letter from our librarian members challenging the methodology used to size their jobs and the comparators that are used has led to this great outcome.

Ministry of Justice

MOJ bargaining is progressing with some full discussions about remuneration and appraisals. The PSA has also raised the issues of workload and the resulting stress. We will continue to bargain through June with a view of having an offer out to members in July.

New Zealand Defence Force

defence 4

After rounds of industrial action from staff in April, NZDF is still refusing to bargain pay with the PSA for the vast majority of its civilian staff.

Civilian staff are a crucial part of the Defence Force. Security staff work to protect those in uniform while they do their jobs. Given the importance of these and other civilian roles, the PSA believes they need to be fairly rewarded.

Some of our members haven’t had a pay rise in more than 3 years, and many are paid $10,000 less than their equivalents in other workplaces. One member told us that after 20 years in the NZDF, he’s paid less than an 18-year-old private. These members deserve a better working life and are entitled to bargain collectively for fair pay.

There will be a hearing with the Employment Relations Authority on 29 and 30 June in which the PSA is seeking a determination that requires NZDF to negotiate pay across the collective, not only in one small part, in good faith. The PSA’s bargaining team wants to negotiate on pay rates – but the NZDF has flatly refused to do this.

Statistics NZ

Discussions are going well between the PSA Statistics bargaining team and Statistics NZ. Both negotiation teams are feeling really positive after these sessions. We have managed to work through a lot of our interests relating to leave, allowances, the Christmas shutdown, and removing differences for field staff.

We have had a really good response to our suggestions about domestic violence leave and allowing more flexibility for us to get to medical appointments, and there have also been small updates to keep up-to-date with legal and organisational changes and to make the collective agreement clearer and easier for everyone to understand.

We have also had some very encouraging discussions in two of the biggest areas for both our members and for Statistics NZ: performance management and the pay system. We have been happy that the Statistics NZ team identifies the same issues our members do around the complexity of the pay system and the inflexible and often unproductive annual performance review system.

The next big piece of work is for both of our teams to review the principles we discussed and try to come up with some proposals for a new system that everyone can understand and see as fair, giving members and managers much more freedom to work out their own plans together.