- Title page
- Executive Summary
- Staff Numbers
- Collective Bargaining
- Pay Movement
- Gender Pay Gap
- Pay Gaps for Ethnic Groups
- Employment Stability and Security
- Recruitment Difficulties, Skill Shortages and Skill Gaps
- Equal Employment Opportunities
- Appendix 1: Full-time Equivalent Number of Employees, 2001-2003
- Appendix 2: Collective Bargaining and Employment Term - June 2003
Last year's survey identified a gap between salary levels in the Public Service and those in the labour market as a whole for similar-sized jobs. This year's survey results show that some progress has been made in closing this gap, which is measured by comparing salary levels to job-size points4. Over the past year, the salary at the median Public Service job size has moved by 2.6% (compared with 1.5 - 1.7% for similar sized jobs in the labour market as a whole), with smaller jobs having higher pay movements on average than larger jobs. As a result, the gap between the Public Service and the rest of the labour market has reduced slightly. The gap continues to be wider for larger jobs than for smaller jobs so that:
- the pay gap for the lowest-paid third of public servants was 5% or less (7% in 2002);
- the pay gap for the middle third of public servants (salaries from $37,000 to $47,000) was between 5% and 8% (7% and 12% in 2002); and
- the pay gap continued to increase up to 17% (25% in 2002) for those paid over $100,000 (3% of public servants).
Of the 20,500 public servants who remained in the same job in the same department in the 2002 and the 2003 surveys, the average pay movement was 4.8% (5.0% for women and 4.5% for men). This is consistent with information from a range of consultants' surveys that put the average movement for the same person in the same job across the labour market as a whole at between 3% and 4%.
Figure 2 below shows the trend in pay movement between 1992 and 2003, measured by Statistics NZ's Labour Cost Index (LCI). Overall pay movement in the Public Service for this period has been below that in the private sector and Health Service, and well below that in the Education Service . Over the past year, pay movement has continued to be greatest in Education, moving by 3.9% from June 2002 to June 2003 compared with 2.5% for the Health Service, 2.3% for the Public Service, and 2.2% for the private sector.
4 Jobs are sized using a range of well-established job evaluation systems. They broadly cover the level of knowledge, skills and responsibilities required to do different jobs. The job sizes are converted to a common base using formulae developed by the system providers.