- Title page
- Commissioner's Foreword
- A Public Service for the Future
- Executive Summary
- Staff Numbers
- People Costs
- Leadership in the State Services
- Capability and Diversity
- Appendix 1: FTE employees by department
- Appendix 2: Department diversity information
- Appendix 3: Tenure, annual leave, and sick leave by department
- Appendix 4: Occupations in the HR customised occupation groups
- Appendix 5: Definitions
Appendix 5: Definitions
Box plots are used in this report to graphically represent the distribution of salaries. The line in the middle of the box is the median salary. Half of employees have a salary greater than the median and half have a salary of less than the median. Median salary is less affected by extreme values than mean (or average) salary.
The bottom of the box indicates the 25th percentile. Twenty-five percent of employees have salaries below the 25th percentile. The top of the box represents the 75th percentile. Twenty-five percent of employees have salaries above the 75th percentile. This means that 50% of employees earn salaries within the range of the box.
Around 95% of employee salaries lie between the range of the two t-bars, or whiskers. The 5% of salaries that lie outside this range (i.e. the outliers or extreme values) have been removed.
Core Government Administration
Core Government Administration refers to:
- all Public Service departments (excluding the Corrections Services section of the Department of Corrections, and the Child, Youth and Family, and Work and 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 and Enterprise; and Tertiary Education Commission.
Core Government Administration excludes:
- the Corrections Services section of the Department of Corrections
- the Child, Youth and Family, and Work and 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).
The State services comprises the agencies that operate as instruments of the Crown in respect of the Government of New Zealand (i.e. the Executive Branch of Government). This includes the Public Service, most Crown entities, the Reserve Bank, a range of agencies listed on the 4th Schedule of the Public Finance Act 1989, companies listed on Schedule 4A of the Public Finance Act, and a small number of departments that are not part of the 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 State Sector Act. As at 30 June 2014 there were 29 Public Service departments.
A reporting segment consisting of departments, Offices of Parliament, the NZS Fund and the Reserve Bank of New Zealand.
Includes the core Crown (defined above) plus Crown entities and State owned Enterprises.
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% 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 FTE employees 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:
- 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.
More information on how turnover is calculated can be found at http://www.ssc.govt.nz/hrc-survey-materials.
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 a 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.