Appendix 4: Definitions

Core Government Administration

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

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.

Full Time Equivalent (FTE)

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

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:

_ Core unplanned turnover primarily due to resignations of open-term employees, but also includes retirements, dismissals, and death.

_ Planned turnover includes cessations of staff on fixed-term employment agreements and cessations due to restructuring.

_ Gross turnover includes both core unplanned and planned turnover.

Gender Pay Gap

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 Gap

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.