- Title page
- Executive summary
- Staff numbers
- Pay movement
- Collective bargaining
- Gender pay gaps
- Pay gaps5 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, 2003-2005
- Appendix 2: Collective Bargaining and Employment Term - June 2005
Employment growth. Public Service employment increased by 6% or 2,460 people in the June 2005 year, giving a total of 40,325 people employed in the Public Service at 30 June 2005. This growth is the same as the previous year after adjusting for changes to the scope of the 2004 survey.
Pay movement. For the 48% of permanent staff identified as being in the same job as in 2004, the average pay movement was 5.7%. This was lower than last year (6.1%) and the movement was not uniform, with 14% of this group receiving no pay increase. 21% of employees received lump sum performance payments.
State Sector Retirement Savings Scheme (SSRSS). At 30 June 2005, 48% of public servants were members of an employer subsidised superannuation scheme with 37% belonging to the SSRSS. 81% of SSRSS members in the Public Service contributed 3% or more of their salary to the scheme after the maximum employer subsidy increased to 3%.
Turnover rates. Turnover rates were higher this year than in recent years. Unplanned turnover rates in departments averaged 14% in 2005 compared with 12% last year and around 11% for 2003 and 2002. About 9% of the permanent employees who resigned during the year moved to another Public Service department.
Redundancies. The number of employees receiving redundancy payments increased in 2005 after falling for four years. In 2005, 218 people received redundancy payments, up from 168 in 2004.
EEO groups. Asian peoples have been the fastest growing ethnic group in the Public Service over the last three years, while the proportions of women, Māori and Pacific peoples have shown little change. The proportion of women and Māori in senior management fell, while increases were recorded for Asian and Pacific senior managers.
Gender pay gap. The occupation and age adjusted gender pay gap in the Public Service in 2005 was 8% (8% in 2004) compared with 17% (16% in 2004) for the employed labour force as a whole.
Collective bargaining. The proportion of employees covered by current Collective Agreements fell from 51% in 2004 to 49% in 2005 due to a rise in the number on expired collectives.
Skill shortages. Many departments reported recruitment difficulties and skill shortages, in the face of a tight labour market.