- Title page
- Executive Summary
- Staff Numbers
- Collective Bargaining
- Fixed-Term Employment
- Occupational Structure
- Recruitment Difficulties and Skill Shortages
- Salary distribution by EEO group
- Gender Pay Gaps
- Age Profile
- Senior Management
- Appendix 1: Public Service: Full Time Equivalents (FTEs) As At 30 June 2001
Core staff numbers in the Public Service have increased for the first time since the late 1980s. The number of open-term staff increased 8.3% or 2,160 FTE employees. Fixed-term staff comprised 7% of Public Service FTE staff, the lowest proportion since contract term data started being collected in 1993. The total number of Full-Time Equivalent (FTE) employees in the Public Service increased by 1,296 (4.5%) to 30,357 over the year to 30 June 2001. Around a quarter of this increase was due to machinery of government changes.
Collective bargaining in the Public Service has increased over the past year. As at June 2001, 52% of Public Service (FTE) staff were employed on collective employment agreements, up from 47% in 2000. This was largely due to a fall in the proportion on expired collective employment agreements (from 9% to 3%). The proportion on individual employment agreements also increased slightly, from 43% to 45%.
Redundancies in the Public Service were at a very low level, with 282 staff receiving severance payments, down from 780 last year. The redundancies were spread across 23 departments.
Turnover was at similar moderate levels to the past few years. Core unplanned turnover (covering only open-term staff) was 13%. Information and Communication Technology occupations featured prominently in the groups with high turnover. Turnover in Wellington was markedly higher than the Public Service average.
The Public Service employs a diverse workforce. The Public Service employs a much higher proportion of Maori staff than are employed in the wider labour force, for all the occupation groups reported. This proportion has increased over the past year in the professional, managerial and technical occupation groups. The Public Service also employs a relatively high proportion of staff who are Pacific peoples in almost all occupation groups. On average, Maori staff received salaries 4% lower than non-Maori, and Pacific peoples' salaries were 6% lower than non-Pacific peoples, when differences in age and occupation are taken into account. There has been an unexplained drop in the number of staff with a disability who were employed in the Public Service.
The gender pay gap in the Public Service has narrowed over the past year from 8% to 6% (when differences in age and occupation are taken into account). The figure for the labour force (based on June 2000 data) was 15%, which had also been adjusted for age and occupation differences. The State Services Commission has carried out more rigorous modelling of gender pay gaps in the Public Service, incorporating a wider range of variables such as ethnicity and region, but still found an unexplained pay gap of around 5%.