Remuneration of Public Service and State sector senior staff as at 30 June 2011
For the full report, use the PDF file attached above.
Also provided are the tables from the report in Excel format
(Note: On 16 September 2011 we re-uploaded the PDF file of this report, to correct an error in the Waitemata DHB remuneration band for 2009/2010, on page 14.)
This is the State Services Commissioner’s report on the remuneration of chief executives and other senior personnel in the Public Service and State sector for the year to 30 June 2011. This remuneration report has previously been provided as part of the State Services Commission (SSC) annual report. In order to publish the information more quickly, the Commissioner has decided that it be published online through the SSC website as well as in the annual report.
Chief executive remuneration policy
The Commissioner’s role includes setting and reviewing the remuneration of Public Service1 chief executives, and advising on or approving the proposed terms and conditions of employment of 109 Crown entity and subsidiary chief executives. The Commissioner therefore has a direct influence on the remuneration received by about 140 chief executive positions in the State sector.
The current Public Service chief executive remuneration policy is well established, and is designed to provide an environment in which high quality leaders are attracted to and encouraged to perform in key roles. The main features of the policy are to:
link Public Service chief executive remuneration to chief executive remuneration practice in the public sector
provide flexibility and discretion for the Commissioner to set remuneration within broad boundaries determined by the Government
link chief executives’ remuneration to their performance, by including a performance related component in their remuneration packages.
The key principles of the remuneration policy continue to be that it:
provides the ability to attract, retain and motivate suitable highly competent chief executives
is fair and equitable, flexible and transparent
has integrity (is statistically sound)
is efficient and manageable
meets the Government’s expectations for pay and employment conditions in the State sector
supports the business of Government
inspires public confidence.
The benchmark for both Public Service and State sector chief executives’ remuneration is the public sector, for which remuneration data is collected by SSC through its annual chief executive remuneration survey. The Commissioner also regularly monitors other markets to see how the public sector fits into the wider picture.
The full report is attached at the top of this page as a PDF file.
1: The Commissioner does not set remuneration for the chief executives of three departments: the State Services Commission, the Crown Law Office and the Government Communications Security Bureau.
2: The State sector plus the organisations of local government in New Zealand collectively make up the “public sector”.