He Rau Timotimo Kōrero No.19Mane 29 Mei 2023Whānau as the Employer in Pay Parity Kia ora anō e te whānau Critical to the roll out of pay parity, we wanted to ensure we maintained our commitment to Ngā Pou e whā by recognising the role and responsibility the whānau have with the requirements of running a centralised payroll system on behalf of Whānau. There are several aspects to the role of Whānau as the Employers - ‘ko te mana whakahaere a te whānau’. Whānau determine which Kaimahi are employed within their FTE allocation. The number of mokopuna and the funding type (Quality or Standard) determines the number of FTE hours (every FTE generates 40 hours). Whānau as the employer determine which Kaimahi are allocated roles within these FTE hours, including which Kaimahi are fulltime (40 hours), and which are part-time. Whānau can employ FTE beyond their FTE allocation if they have the funding available. While there is a cap on the number of FTE funded by the Crown based on Mokopuna numbers and funding type, if Whānau have sufficient funding they can employ additional Kaimahi on a fulltime or part-time basis. This will need to come out of the variable portion of the funding mechanism. Whānau also determine the level of casual Kaimahi that are employed. Whānau determine the number and level of funding for casual Kaimahi. Whānau also determine the level of pay for casual Kaimahi (above the minimum wage). This will also need to come out of the variable portion of the funding mechanism. Whānau can set higher Salary Levels than those in the PayScale if they have the funding. The Kaimahi PayScale that is part of Pay Parity based on Kaimahi roles, experience, and their Tohu sets a minimum level of salary based on these criteria. The agreement we have with the Crown is that Whānau contribute 65% of their Kaupapa funding and the Crown will top up the balance to meet the salary costs. But if Whānau want to set higher salaries, and have funds to do so, they are able to do this through the variable contribution of the centralised payroll system. Whānau determine the level of the variable portion of funding and what it is spent on. While the Trust set an initial amount of 5% of Kaupapa funding for the variable portion to get Pay Parity underway, what has become clear is that some Whānau want to spend more than this and have the funding available to do so. As Pay Parity is bedded in, and we move beyond rolling it out to business as usual, it is important for Whānau to determine the level and what is spent within the Variable portion of funding. This includes:
Whānau administer the Individual Employment Agreements/contracts with their Kaimahi. Whānau are required to have an employment contract with their Kaimahi, and it should reflect the decisions Whānau have made on the above for their Kaimahi. The Trust has provided a template for this, but Whānau are able to modify these to their particular requirements. The key thing is that Whānau have documented all of the employment conditions they have agreed with their Kaimahi. The Trust will continue to work with Whānau to assist with the transition to Pay Parity including supporting Whānau as the employer. Tēnei te mihi nui kia a koutou e whakapaukaha ana ki tēnei kaupapa. Kia pai ngā rangi whakatā, kia tau ngā manaakitanga ki runga ia tātou katoa. Nā mātou te Roopu Utu Taurite If you have any kōrero or feedback on our pānui please feel free to send to comms@kohanga.ac.nz. |