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Section 01
Ngā Hononga Ohumahi, Hononga Mahi hoki Workforce and Employment Relations
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Section 02
Mahi ā-Poari Governance
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Section 03
Hononga a Ngāi Māori me te Karauna Māori Crown Relationship
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Section 04
Te Whakamarumarutanga Security
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Section 05
Te Taiao Environment
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Section 06
Te Kanorautanga me te Whakaurutanga Diversity and Inclusion
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Section 07
Te Ngākau Pono, ngā Matatika me ngā Taumata Integrity Ethics and Standards
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Section 08
Ngā Ture me ngā Pūnaha Pakihi Business Rules and Systems
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Section 09
Ngā Whakaritenga Kāwanatanga Government Settings
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Section 10
Te Takohanga me te Pūrongorongo Accountability and reporting
Closing pay gaps
System lead: Te Kawa Mataaho | Public Service Commission
Kia Toipoto is a comprehensive set of actions to help close gender, Māori, Pacific and ethnic pay gaps in the Public Service
Published guidance:Kia Toipoto – reducing pay gaps
Contact for further advice: equalpay@publicservice.govt.nz
Requirements and expectations
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Crown Agents |
Autonomous Crown Entities |
Independent Crown Entities |
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Legal requirements: Under Section 101 of the Public Service Act 2020, must give effect to Government Workforce Policy Statement |
Legal requirements: Under Section 101 of the Public Service Act 2020, must have regard to Government Workforce Policy Statement |
Legal requirements: Under Section 101 of the Public Service Act 2020, must have regard to Government Workforce Policy Statement |
Pay equity
System lead: Te Kawa Mataaho | Public Service Commission
The Equal Pay Act 1972 sets out a clear process to raise, progress and resolve pay equity claims. A critical part of the pay equity process is to assess and understand work in a gender-neutral way. This ensures work is understood and bias and assumptions are challenged
Published guidance: Te Kawa Mataaho Pay Equity landing page
Information to help work through a pay equity work assessment process is also available on the Te Orowaru page
Contact for further advice: pay.equity@publicservice.govt.nz
Requirements and expectations
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Crown Agents |
Autonomous Crown Entities |
Independent Crown Entities |
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Legal requirements: Set out in the amended Equal Pay Act 1972 provides a process for individual employees and unions to raise a pay equity claim directly with an employer for work, which may be subject to systemic sex-based discrimination |
Legal requirements: Set out in the amended Equal Pay Act 1972 provides a process for individual employees and unions to raise a pay equity claim directly with an employer for work, which may be subject to systemic sex-based discrimination |
Legal requirements: Set out in the amended Equal Pay Act 1972 provides a process for individual employees and unions to raise a pay equity claim directly with an employer for work, which may be subject to systemic sex-based discrimination |
Workforce Policy Statement
System lead: Te Kawa Mataaho | Public Service Commission
Purpose of fostering a consistent, efficient and effective approach to the negotiation of employment agreements and effective management of employment relations
Published guidance: Workforce Policy Statement – see here also for recent pay guidance issued under section 95(c) of the Public Service Act 2020
Contact for further advice: employmentrelations@publicservice.govt.nz
Requirements and expectations
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Crown Agents |
Autonomous Crown Entities |
Independent Crown Entities |
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Legal requirements: Under Section 117 of the Crown Entities Act 2004 the Board must obtain written consent of the Public Service Commissioner before finalising terms and conditions for the Chief Executive of an entity Ministerial expectations: Chief Executive of entity will disclose remuneration annually as agreed by Cabinet in 2017 |
Legal requirements: Under Section 117 of the Crown Entities Act 2004 the Board must obtain written consent of the Public Service Commissioner before finalising terms and conditions for the Chief Executive of an entity Ministerial expectations: Chief Executive of entity will disclose remuneration annually as agreed by Cabinet in 2017 |
Legal requirements: Under Section 117 of the Crown Entities Act 2004 the Board must obtain written consent of the Public Service Commissioner before finalising terms and conditions for the Chief Executive of an entity Ministerial expectations: Chief Executive of entity will disclose remuneration annually as agreed byCabinet in 2017 |
Crown entity chief executive - terms and conditions and remuneration disclosure
System lead: Te Kawa Mataaho | Public Service Commission
The Public Service Commissioner has a role in consenting to terms and conidtions for the chief executives of crown entites (including TEIs) – Section 117 of the Crown Entities Act 2004.
Disclosure of chief executives’ remuneration was agreed by Cabinet in 2017-
Published guidance: Crown entity chief executive remuneration
Contact for further advice: CERC@publicservice.govt.nz
Requirements and expectations
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Crown Agents |
Autonomous Crown Entities |
Independent Crown Entities |
|
Legal requirements: Under Section 117 of the Crown Entities Act 2004 the Board must obtain written consent of the Public Service Commissioner before finalising terms and conditions for the Chief Executive of an entity Ministerial expectations: Chief Executive of entity will disclose remuneration annually as agreed by Cabinet in 2017 |
Legal requirements: Under Section 117 of the Crown Entities Act 2004 the Board must obtain written consent of the Public Service Commissioner before finalising terms and conditions for the Chief Executive of an entity Ministerial expectations: Chief Executive of entity will disclose remuneration annually as agreed by Cabinet in 2017 |
Legal requirements: Under Section 117 of the Crown Entities Act 2004 the Board must obtain written consent of the Public Service Commissioner before finalising terms and conditions for the Chief Executive of an entity Ministerial expectations: Chief Executive of entity will disclose remuneration annually as agreed by Cabinet in 2017 |