Appendix 2: Collective Bargaining and Employment Term - June 2004

¹ Includes agreements that have been expired for more than 12 months but which are still in active bargaining.

² Includes chief executives, who are not included in the departmental figures.

¹ The survey includes all permanent and temporary employees but does not include employees who work on a casual or as-required basis.

² 1035 employees in the Ministry of Education and the Department of Corrections were reclassified from casual employees (outside the scope of the survey) to either permanent or temporary employees.

³ Statistics NZ, Quarterly Employment Survey - Total Filled Jobs, June 2004.

⁴ Employees who were eligible to receive an employer subsidy through the SSRSS were open term staff who were either not in a superannuation scheme prior to 1 July 2004 or were in a superannuation scheme with an employer contribution less than the SSRSS employer contribution (including withholding tax). None of the figures in this section include employees who joined the SSRSS but were not eligible for an employer subsidy.

⁵ The gender pay gap is defined as the difference between the average salary of women and the average salary of men, and is expressed as a percentage of the average salary of men.

⁶ The unadjusted gender pay gap in the Public Service in 2004 was 17% (16% in 2003), compared with 14% for the labour force as a whole.

⁷ Source: Statistics NZ, New Zealand Income Survey, June 2004

⁸ Figures for 2003 differ slightly from those shown in last year's reports due to recent corrections to the 2003 data supplied by departments.

⁹ Occupation-adjusted figures differ from those shown in last year's report due to changes in the method used.

¹⁰ Core unplanned turnover is 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. The turnover rate for the Public Service is derived from the exits from departments. As a result it includes movements between departments and so the actual level of "loss" to the Public Service through unplanned exits is below the 12% reported here.

¹¹ Redundancy payments include severance payments and enhanced early retirements.

¹² The increase on last year's figure of 6% was due to changes in the scope of the survey.

¹³ Source: Statistics NZ, New Zealand Income Survey, June 2004

¹⁴ This information has not been available in previous years.

¹⁵ Public Service ethnicity data double-counts people with more than one ethnicity, so that a person who is Maori and Samoan will be counted in both Maori and Pacific peoples. The labour force figures shown, which are sourced from Statistics NZ's Household Labour Force Survey (HLFS), use a priority reporting system that has the effect of slightly reducing the figure for Pacific peoples. Labour force figures for the remaining ethnic groups shown in Table 2 are not available from the NZIS. The figures shown are a percentage of people whose ethnicity is known rather than the total population.

¹⁶ Labour force figures in Table 2, and all other parts of this report, are based on the number of employees in the labour force (i.e. excluding the self-employed). This provides a more direct comparator to employees in the Public Service.