- Title page
- Executive Summary
- Section 1 Staff Numbers
- Section 2 Pay and Benefits
- Section 3 Recruitment, Retention and Redundancies
- Section 4 Equality and Diversity
- Section 5 Leave
- Appendix 1: Full time equivalent employees by department, 2005 to 2010
- Appendix 2: Percentage of Women Māori, Women in senior management, fixed term and collective agreements by department, June 2010
- Appendix 3: Occupations in the HRC Customised Occupation Groups
- Appendix 4: Definitions
Appendix 4: Definitions
Core government administration refers to:
_ All Public Service departments (excluding the Community Probation & Psychological Service and Prison Service sections of the Department of Corrections, and the Child, Youth & Family and Work & Income sections of the Ministry of Social Development);
_ Five selected Crown entities: Housing New Zealand Corporation; New Zealand Qualifications Authority; New Zealand Transport Agency; New Zealand Trade & Enterprise; and Tertiary Education Commission.
Core government administration excludes:
_ the Community Probation & Psychological Service and Prison Service sections of the Department of Corrections;
_ the Child, Youth & Family and Work & Income sections of the Ministry of Social Development;
_ Crown entities (apart from the five noted above);
_ non Public Service departments (New Zealand Defence Force, New Zealand Police, Parliamentary Service, New Zealand Security Intelligence Service, Office of the Clerk, Parliamentary Counsel Office).
Public Service departments are defined in section 27 of the State Sector Act 1988 as comprising the departments specified in Schedule 1 of the Act. As at 30 June 2010 there were 35 Public Service departments.
Each employee is assigned a FTE value between 0 and 1 depending on the proportion of full-time hours (however defined by each department) worked. For example, an employee working full-time equals 1 FTE while an employee working 60 percent of full time hours equals 0.6 of an FTE. The FTE values of all employees are added up to give the total number of FTEs in an organisation.
Turnover rates for the Public Service are derived from the exits from departments. As a result turnover includes movements between departments and so the actual level of 'loss' to the Public Service is below the figures reported in this report. Three turnover measures are used:
The gender pay gap is defined as the difference between the average salary for women and the average salary for men, and is expressed as percentage of the average salary for men.
Ethnic pay gaps are defined as the difference between the average salary for an ethnic group and the average salary of those not in that ethnic group, and are expressed as a percentage of the average salary of those not in the ethnic group.