New Zealand Public Service Association Te Pükenga Here Tikanga Mahi - PSA
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Contents PSA LEADERSHIP 1 An extraordinarily busy year – and more to come: 2 statement from the PSA president Good results: statement from the PSA secretariat 3 PSA governance 4 BUILDING UNION ORGANISATION 7 PSA membership trends 8 Workplace representation 11 Te Rünanga o Ngä Toa Äwhina 14 PSA networks 15 Communicating with members 16 INDUSTRIAL OUTCOMES 17 Bargaining in the public sector 18 Bargaining in the health sector 22 Bargaining in local government 23 Pay and employment equity 24 BUILDING INFLUENCE 25 Political influence 26 Workplace productivity 29 Council of Trade Unions 30 LOOKING TO THE FUTURE 31 General election 2008 32 PSA CAPABILITY AND RESOURCES 33 PSA staffing 34 Organisational development 35 PSA services and extra benefits 36 INTERNATIONAL ACTIVITIES 37 Public Services International 38 ITUC 38 Pacific unions 38 Australia 38 Union Network International 38 Te Pukenga Here Tikanga Mahi APPENDICES 39 Appendix 1 Board and committee members 40 Appendix 2 Representatives 41 New Zealand Public Service Association Appendix 3 PSA submissions 41 Te Pükenga Here Tikanga Mahi Appendix 4 Legal 42 Appendix 5 Organisations with PSA coverage 43 PO Box 3817, Wellington Phone: 04 917 0333 Email: email@example.com Website: psa.org.nz
PSA Leadership AN EXTRAORDINARILY BUSY YEAR – AND MORE TO COME! Statement from the PSA president GOOD RESULTS Statement from the PSA secretariat PSA GOVERNANCE Executive Board Sector committees National delegates PSA Member Employee Group Report to 2008 Congress
An extraordinarily busy year – and more to come! statement from PSA PRESident keith gutsell The Report to Congress outlines the PSA’s within the union about our philosophy. servants in a wider forum. Congratulations to activities over the past year, our plans, and the As part of the debate, we hosted David Coats him on this new role. challenges we face. from the UK thinktank The Work Foundation, on Both national secretaries, Brenda Pilott and All our actions are designed to further the PSA’s a tour of New Zealand where he spoke widely Richard, work tirelessly on behalf of members, overall objective – to build a union organisation on the future of public services. and my thanks to them, and to the committed that advances the interests of members in the Later on, a PSA roadshow called The Big Picture and hardworking staff of the PSA. current social, political, economic and industrial met with delegates and members to explain The PSA is in a strong position to face the environment. the latest developments in bargaining, PfQ3, challenges that lie ahead, and it has been, or is To this purpose, the PSA was extraordinarily busy Democracy at Work, recruitment and the role in the process of being further strengthened by in the past year. Members are under increasing of delegates. new initiatives. These include the review of its pressure – both as individuals facing rising food, The PSA is still New Zealand’s largest union, representative structures, greater investment in fuel and accommodation costs, and as busy although the growth in membership numbers technology and information management, and public servants heading into the New Zealand reached a plateau during the year. As there is its excellent financial stewardship of members’ general election cycle. indeed strength in numbers, the PSA launched assets in difficult times. We devoted considerable energy to bargaining a recruitment drive in September which raised The most pressing challenge facing the PSA is collective agreements, with some very large the union’s profile in workplaces and brought in the general election at the end of the year. This is agreements up for renegotiation, for example in several hundred new members. always a time of great uncertainty for members, health, with agreements covering around 15,000 The PSA’s public profile has also been raised but you can be sure your union is working members on the table. during the year by some excellent media work. effectively, in top gear, to advance your interests Before bargaining began, the PSA developed PSA members are uniquely placed at the heart – and by extension, those of all New Zealanders sector-wide strategies that ensured we gained of this country’s development, and it is time who benefit from public services. the most traction for members. We can be they had a greater voice in vital debates about At this year’s Congress I will stand down as pleased with the results achieved, as you will our national future. president of the PSA, after two terms. These four read in this report. These debates will only become more intense years have been challenging and rewarding, with The PSA signed the third partnership agreement as the election approaches. The PSA will take many highlights including the third partnership with government and the State Services an active role in the general election, bearing agreement, some great bargaining, and seeing Commission in May 2007, called Partnership for in mind the provisions of the Electoral Finance the PSA develop as a dynamic and highly Quality: Fairness and Public Value (PfQ3). This Act. We will step up our work with political effective organisation. agreement is designed to strengthen day-to-day parties to clarify their policies and to pass this I would like to thank members, delegates and partnership in the workplace, to foster greater information to members, making the most of the Executive Board for making my job so productivity and work satisfaction. new technologies to convey emerging trends. much easier. Their enthusiasm, ideas and effort PfQ3 fits well within the PSA’s long-term At another election, PSA national secretary in our shared commitment to protecting and strategy, Democracy at Work, which was also Richard Wagstaff was elected as vice president improving the lives of working New Zealanders launched during the year. This strategy resulted of the New Zealand Council of Trade Unions, have lightened my responsibilities. from decisions that were made at Congress in which will enable him to advocate for public It’s been a privilege to be at the helm, and I wish 2006, and is the result of a far-ranging debate the PSA continued success. The new partnership agreement fits well within the PSA’s long-term strategy, Democracy at Work, which was also launched during the year.
Good results statement from PSA national secretaries richard wagstaff and brenda pilott This report is an opportunity to take stock of the The common employment conditions are a major improve productivity, but it is actually having union’s performance and when we reflect on the achievement by the PSA for members and are the opposite effect as people become more past year, it’s clear just how much progress has a tangible result of the Partnership for Qualtiy disillusioned and frustrated with its processes. been made by and for members. agreement. The PSA has won some success, notably in Our bargaining strategies enabled the union to We were extremely pleased to see the partnership areas of the Ministry for Social Development, in work effectively to lift employment terms and model being adopted in the health sector with replacing performance pay with other systems. conditions. the new Health Sector Relationship Agreement, In recent months, too, we have been busy at a which aims to apply partnership principles Many members in health are about to move national political level, meeting with various in district health boards. The PSA has been onto new MECAs with improved terms and leaders, as we head toward the election. actively involved in the development of this conditions. After the dark days of the 1990s, agreement. Unfortunately, public services were again thrown when employment legislation tried to divide and into the arena as a political football, and we weaken workers, this is good news. These developments, along with new bargaining have no choice but to enter the fray on behalf strategies and the Democracy at Work strategy, People are concerned about the wage gap with of members, who deserve a lot better than much were taken back to members at The Big Picture Australia. But the pay gap will not close without of the comment being made. Roadshow that visited centres around the decent settlements for members, and as the country. Members told us that their ideas and The PSA continues to be a strong voice for largest union in New Zealand the PSA has a role input had been realised in a form that sets a professional public servants, often in situations to ensure members are standard-setters for new positive direction for the union. when our members cannot speak out on issues pay settlements. themselves. Advocacy for ethical, strong, well- At the same time, the usual work of the union The new partnership agreement, Partnership resourced public services is a core part of our has continued – training delegates, organising for Quality: Fairness and Public Value, is an election campaign. sites, member meetings, and involvement in acknowledgement that union members, who are restructurings such as that which occurred in Whatever the outcome of the general election, by definition committed to their jobs, have a key the transport sector. the PSA will act rapidly and effectively to role in building the efficiency of public services promote members’ interests. We are in a and the prosperity of all New Zealanders. And while much has been achieved, there is strong position to weather the coming months still more to be done. Disability sector members From partnership, flows the idea of common and members are clear in what they are and health clerical and administration workers employment provisions rolling out across the seeking: decent work, decent workplaces; are clear examples of groups which have not core public service. The first set of conditions, high performing workplaces; and public value. benefited to the same degree in recent years as improving leave for public servants, were Together we have greater strength to achieve other members – employers and government approved in May 2008. They include, for this vision – a vision that promotes the well- have been intransigent, and it is taking extra example, five weeks annual leave after five being of all New Zealanders. effort by the PSA to achieve change. years service – a provision which contributes to the PSA concept of decent work and decent Performance pay is another area where change workplaces. must come sooner rather than later. Performance pay was introduced with the idea it would The PSA is a strong voice for professional public servants, often in situations where they cannot speak out.
PSA governance In June 2007 the PSA began a comprehensive l ������������������������������������ Support for the conference for high The body representing our Mäori members, Te review of its representative structures. This performing workplaces. Rünanga o Ngä Toa Äwhina, is made up of two project has resulted in a number of proposed l ����������������������������������������� The Health Sector Relationship Agreement. representatives from each sector committee. changes, particularly around the operation l ������������������������������������������ KiwiSaver, and related retirement savings Sector committees met three or four times of sector committees, Te Rünanga o Ngä Toa issues. during the year of 1 April 2007–31 March Äwhina and delegates. Some proposals will go l �������������� Election 2008. 2008. before the PSA Congress in September 2008 for discussion. Congress must ratify any changes. l ���������������������������������� Recruitment month, September 2007. For a list of sector committee members, see Appendix 1. l ����������������������������������������� Continued support for the Dan Long Trust. These proposals are discussed in the “Workplace Representation” section of this report, on l ������������������� Attendance at the Mäori Koroneihana For a list of organisations with PSA coverage page13. (coronation). and the sectors into which they fall, see Appendix 5. l �������������������������� The Electoral Finance Act. PSA Executive Board l ���������������������������������������� The local government elections campaign. COMMUNITY SECTOR COMMITTEE The Executive Board is the PSA’s governing body. Representing members working in five industrial l ��������������������� PSA life memberships. It comprises the president, convenors of the groups, based on commonality of interest: l ���������������������������������������� New directions for delegate development. broadcast media, local government, tertiary sector committees, the Rünanga convenor, a PSA staff group representative, and the national l ������������������������������������������� Amendments to the Public Sector Bargaining education, arts and culture, and energy. secretaries. Strategy. There are national delegates committees for the l ������������������������������������������� State sector reform – participation at the tertiary sector and local government. ACHIEVEMENTS “After the reforms” symposium. The Executive Board met six times during the ENVIRONMENT SECTOR COMMITTEE year 1 April 2007–31 March 2008 to provide l ������������������������������������������ Royal Commission of Inquiry into Auckland Representing members working in enterprises strategic oversight of the work of the union. Governance. that are seen to be associated with land-based or Significant issues before the board, and decisions l ����������������������������������������� Investment in information management and environmental industries and science, including made, included: technology Ministry of Agriculture and Forestry, Department l ������������������������������������������ Monitoring of PSA finances and industrial l ������������������������������������ Developing a sustainability strategy of Conservation, AsureQuality, Crop and Food, outcomes. Land Information New Zealand, AgResearch, For a list of Executive Board members see l �������������������������������������������� The review of the representative structures Environmental Scientific Research, Landcare Appendix 1. of the PSA. and MetService. l ����������������������������������� Implementing the strategic agenda, PSA sector committees The National Science Committee brings together Democracy at Work, including The Big Picture members working in science in a number of The PSA structure is divided into six sectors. Roadshow. enterprises, with a particular focus on the Crown Each sector has a sector committee of elected l ����������� Bargaining. Research Institutes. delegates representing members from across l Partnership for Quality: Fairness and the sector. Each sector committee has a PSA Public Value and the Common Employment organiser in a committee support role. Provisions. In June 2007 the PSA began a comprehensive review of its representative structures.
The PSA structure PSA MEMBERS WORKPLACE DELEGATES GOVERNANCE SECTOR COMMITTEE TE RUNANGA O NGA TOA AWHINA Chosen by PSA members. Representing members working in government Representing the PSA’s Maori members, who policy, revenue collection and administration, work throughout the sectors. DELEGATE COMMITTEES and Parliamentary Services, including the Organisations with multiple Department of Internal Affairs, Public Trust, PSA national delegates workplaces may have regional and IAG, Inland Revenue Department, Statistics New national delegate committees. National delegates are delegates elected to Zealand, Ministry of Foreign Affairs and Trade, represent members’ views and interests at a State Services Commission, Department of the national level. This may mean engaging with the SECTOR COMMITTEES Prime Minister and Cabinet, and Te Puni Kökiri. senior management teams of their organisations, Each sector has a sector HEALTH SECTOR COMMITTEE including chief executives. National delegate committee of elected delegates Representing members working in the health committees are integral to the enterprise representing members from across sector, including mental and allied health planning process. the sector. professions; clerical, administration and technical services; Mäori and public health services; non- governmental organisations and disability PSA Member Employee TE RÜNANGA O NGÄ TOA AWHINA Group Has two representatives from each services; and the Ministry of Health. sector committee. INFRASTRUCTURE SECTOR COMMITTEE PSA staff are able to join the PSA and are Representing members working in public sector represented and recognised under the PSA PSA EXECUTIVE BOARD agencies, including Ministry of Justice, Ministry rules through the PSA staff group, the Member Comprises the president, sector of Transport, Ministry of Defence, Customs Employee Group (MEG). committee convenors, Te Rünanga Department, Crown Law, and Department of MEG has direct representation on the executive convenor, secretariat, and staff Corrections. board, allowing staff who are PSA members union representative. SOCIAL SERVICES SECTOR COMMITTEE to have direct involvement, through their Representing members who work in social services representative, in the union’s governance. PSA ANNUAL GENERAL MEETING such as the Ministry of Social Development, Executive board and delegates Child Youth and Family, Department of Labour, representing each of the sectors. ACC, Ministry of Housing, non-governmental organisations, Ministry of Education, and the education cluster. PSA NATIONAL CONGRESS The biennial conference of sector committee convenors and representatives. Sets the policy direction.
Journal July 2007 PSA PARTNERSHIP FOR QUALITY TongAn PSA UnioniST PerSecUTed Acc – gone BY LUncHTiMe THe TrUTH ABoUT PUBLic SPending www.psa.org.nz PSA Journal July 2007 Maori make up close to 10 percent of PSA membership, and there are probably more Maori members who have not identified themselves as such. A new initiative for Maori members is the newsletter Nga Peka o Tatou, which began at the start of the 2008 year, and it is hoped through this newsletter to establish more contact with Maori working in public services and the state sector.
Building Union Organisation PSA MEMBERSHIP TRENDS Total membership Membership by sector Recruitment workplace representation PSA delegates Health and safety representatives Review of workplace representation Te RUnanga o ngA Toa Awhina PSA networks PSA Pasefika Out@PSA PSAY – Young Workers Communicating with members Meetings with members National roadshows Resources and campaigns Electronic media Report to 2008 Congress
PSA membership trends Total membership The September recruitment drive was successful total Membership 2007 / 08 for the community sector as it coincided with the At the end of March 2008, PSA membership Date Members Fee paying run up to local body elections, and the union’s stood at 55,476, of whom 52,209 members were members campaign to actively support and engage local fee paying. This compares to 55,093 (51,429) at Apr 07 55,219 51,501 body members in these elections. the end of March 2007, meaning there was a rise in paid membership during the year of 0.7 Environment May 07 54,982 51,722 percent. This figure is in line with a significant Membership within the environment sector over June 07 55,043 51,816 slowing in union membership growth across the last 12 months remained virtually static with New Zealand. July 07 54,830 51,806 6774 members at the end of March 2008, which The “churn” rate for membership is still around 20 was 29 more than at the end of March 2007. Aug 07 54,723 51,601 percent, meaning that just to retain membership Earlier growth in membership has slowed across Sept 07 55,366 52,190 at current levels, some 10,000 new members most enterprises. However, there has been need to be recruited each year. Oct 07 55,154 51,879 modest growth at the Ministry of Agriculture The September recruitment drive in 2007 and Forestry, Department of Conservation, Nov 07 55,247 51,997 focussed the union’s thoughts and energy on Environmental Science & Research, NIWA Dec 07 55,088 51,705 the issue of recruitment generally, and some and AgResearch. This growth is mainly being new initiatives and ways of operating have achieved by good outcomes for members in Jan 08 54,954 51,716 resulted. bargaining. The September recruitment month Feb 08 55,295 52,057 achieved good growth in membership at Membership by sector AgResearch. Mar 08 55,476 52,209 Community Land Information New Zealand (LINZ) and The community sector experienced a slight Industrial Research Limited have experienced a Membership remained generally steady in the decline in membership, from 7141 at the end larger than desired decline in membership, due to various enterprises, with recruitment activity of March 2007 to 7082 at the end of March restructuring and loss of government funding. most evident in bargaining situations. For 2008. example, the union’s profile was raised at IAG The sector committee takes an active interest One factor in the decline was on-going in membership growth, studying the regular and Statistics NZ, resulting in above-average redundancies at Television New Zealand, where reports coming from finance and the assistant recruitment during their bargaining. a restructuring resulted in the loss of 130 jobs. secretaries, and has developed specific Recruitment tended to lessen in the December Local government union membership is especially recruitment strategies for areas of their sector. – January period, as activity and profile lessened. strong in Auckland, for example at Manukau The main reason for membership loss from the Governance City Council and Waitakere City Council. Other sector was members leaving their jobs, with Membership began the period at 5964 at March enterprises with high union density, include heavier than usual losses in May 2007 and 2007, and ended the year at 5916 members at Radio New Zealand and Gisborne District February 2008. March 2008. Council, while Television New Zealand is now low density.
PSA membership trends continued The September Recruitment initiative did assist The membership spread in DHBs (in round SOCIAL SERVICES recruitment, although outcomes settled back figures) is: Membership change in the sector remained into the usual pattern once the month was positive. Numbers rose from 10,207 at March Auckland (three DHBs) 5000 members; Midlands over. 2007 to 10,390 at March 2008, an increase of (five DHBs) 2500 members; Lower North Island Density at the Inland Revenue Department (seven DHBs) 3000 members; South Island (six 183 members. dropped over the 12 months from about DHBs) 3000 members. Factors affecting membership growth included 65 percent to about 51 percent. Although an increase at Housing New Zealand, linked to INFRASTRUCTURE membership totals remained steady, density bargaining, and rises at ACC, possibly for the The infrastructure sector experienced steady was affected by IRD taking on new staff. This same reason. The recruitment month worked membership increases through the year, with has highlighted the challenge of recruiting new well at the Department of Building and Housing. 6333 members at March 2007 rising to 6748 staff, and having effective systems in place when Agencies with high membership density include members at March 2008, an increase of 415 staff “churn” is reasonably high. the special residential schools, the Ministry of members. Little progress was made in areas of traditionally Social Development, including Child Youth and The increases occurred mainly in the Department Family, and the Education Review Office. low density, such as Treasury and the SSC. of Corrections, connected to bargaining. The Sector delegates are active in ensuring all new HEALTH Community Probation and Psychological staff are contacted when they start and are In the year March 2007 to March 2008, total Services section of Corrections had medium offered information and the chance to talk about health sector membership fell by 138 to 17,938. to high density, while the Prison Services had the PSA, PFQ, the Democracy at Work agenda, Most members in the sector work for DHBs, with low but growing density due to a competing membership benefits and so on. the rest – around 20 percent – working for non union. governmental organisations, such as disability Newsletters are passed on to non members so The Ministry of Justice has moderate to high support service providers. they can see what has been happening. The PSA density and stable membership. The Ministry of Journal is made available in workplace cafes, In DHBs, after several years of rapidly increased Defence has density sitting at around 50 percent, and noticeboards are kept fresh with timely membership running alongside significant pay while the Aviation Security Service has medium information. settlements, bargaining in the 2007 year proved to high density, which is increasing gradually to be protracted and was not conducive to due to bargaining. As the 2008 round of annual member meetings recruitment. High turnover of staff remains a began, these were proving a fruitful recruiting The Christchurch International Airport Fire reality in this industry. ground, as well as leading to the election of Service has high density, but there is potential new delegates. Some health clerical staff are frustrated at the for loss due to a competing union coming on lack of national pay rates and comparatively site. The New Zealand Customs Service has low lower pay settlements. density because of competing unions, and is not active in the sector structures. In NGOs, turnover is extremely high and a tight financial environment has seen many employers Bargaining still provides the main opportunity not replace staff. especially for recruitment, via member only benefits.
10 PSA membership trends continued TE RÜNANGA Recruitment Mäori membersip has grown over the last twelve The September recruitment drive brought in months by 272, with total Mäori membership at around 600 new members, and was a valuable the end of March 2008 standing at 5499. initiative aimed at using and reviewing old and Growth was mainly in the infrastructure, social new recruitment initiatives. services and governance sectors, though all Following campaign analysis a number of sectors experienced gains. recommendations were made to the Executive Mäori make up close to 10 percent of PSA Board to fine tune recruiting techniques. membership, and there are probably more Mäori In 2008, recruiting will focus on a range of members who have not identified themselves as broad and targeted activities, supported by such. Statistics on Mäori membership have only a major programme to improve information, been gathered in recent years. resources and information handling. Initiatives A new initiative for Mäori members is the will include: newsletter Ngä Peka ö Tätou, which began at the l ������������������������������������� Making recruitment a focus of annual start of the 2008 year, and it is hoped through members meetings. this newsletter to establish more contact with l ������������������������������������������� Using the rollout of public service common Mäori working in public services and the state employment provisions to target worksites sector. with recruiting initiatives. The Mäori Coronation, Koroneihana, may not l ����������������������������������� Bargaining for union-only benefits. have delivered an immediate increase in new l ���������������������������������� Implementing targeted recruitment members, but its value in increasing our profile campaigns in call centres, non-governmental and having Mäori talk about the PSA as a credible organisations, and enterprises with a potential organisation for Mäori, is expected to contribute to lift Mäori membership. to a long term gain. l �������������������������������������������� Initiatives to rebuild membership in health. l �������������������������������������������� A better definition of the role of national organisers and their role in recruitment planning. l ������������������������������������� Better follow-up of resigned members. • Improvements in membership data.
11 Workplace representation organisation and to the PSA, with a brief to The decision to phase out involvement in the PSA delegates build Partnership for Quality and to effectively PSA-sponsored National Certificate has led to Delegates are central to realising the union’s lead delegates. greater flexibility around the length and content strategy, Democracy at Work, so building of workshops being offered by the PSA. strong and effective delegate networks is a key DELEGATE DEVELOPMENT Total attendances at delegate workshops during Delegates wishing to undertake a National organising task. 2007-08 was 2035. This was almost 500 more Certificate are being referred to the CTU- At the end of March 2007 the PSA had around attendees than in 2006-07 year. sponsored National Certificate, which has a 3288 delegates, and this number rose to 3965 by more applied focus. the end of March 2008. Of these, more than half Course Courses Members A group of 12 delegates has been referred to received PSA training during the year. offered attended the CTU. The third Partnership for Quality agreement, Building your 54 745 NEW WORKSHOPS Fairness and Public Value, signed with government union From 1 July 2007, two of the existing workshops, and SSC in May 2007, places greater emphasis on the role of PSA delegates as the means of Problem-solving 30 362 problem-solving and employment legislation, achieving partnership in the workplace. were reduced to half-day sessions. Employment 26 319 Where workplaces have partnership agreements In addition, a new half-day workshop was added, legislation they place a strong emphasis on the active designed to assist delegates to build healthy and Facilitation skills 16 201 positive workplaces. This workshop identifies the and visible promotion of the positive role of delegates. Difficult situations 12 174 elements of a healthy and positive workplace and considers the impact that bullying and These workplace agreements have provisions Bicultural unionism 12 161 harassment can have. It looks at strategies, for: Disciplinary issues 7 103 communication and use of policies to refocus l ������������������������������������������� paid time off and access to facilities for a workplace. delegates to carry out their role effectively Disciplinary issues, a popular enterprise-based l ������������������������������������������ reasonable and regular time for delegates NATIONAL CERTIFICATE OF workshop, has now been extended into the to facilitate meetings of members to discuss EMPLOYMENT RELATIONS generic programme. This course is intended union business, over and above stop work A review of PSA involvement in the National to provide delegates with more confidence, provisions Certificate of Employment Relations (Partnership knowledge and skills in dealing with disciplinary l ���������������������������������� paid time for delegates to attend for Quality) occurred in 2007. issues. Specifically, it helps to develop an comprehensive training to enable them to At the February 2008 PSA Executive Board understanding of the principles and steps of the carry out their role. meeting, it was agreed to phase out involvement disciplinary process; develops skills necessary for The Ministry of Social Development and the with this certificate in favour of a more relevant, dealing with disciplinary issues; and identifies Department of Labour each now have a full- practical and timely training model. the delegate’s role and responsibility at different time role that is jointly responsible to their stages of the process The third Partnership for Quality agreement places greater emphasis on the role of PSA delegates as the means of achieving partnership in the workplace.
12 Workplace representation continued A newly refined communications course, “What NEW HANDBOOK FOR DELEGATES PSA has 913 members who are health and safety did you say?”, covers both communication skills A handbook for delegates has been developed representatives. These representatives have and how to deal with difficult behaviour and and will be trialled between June and October undertaken the following training. difficult situations. 2008. Other developments have included a joint This handbook provides delegates with 2006 2007 manager/delegate disciplinary workshop, which some basic guidance on their role, including is being offered to organisations associated processes to use around recruitment, dealing Stage 1 493 491 with the Tripartite Forum as part of the PSA’s with members’ issues, problem-solving and Stage 2 561 346 contribution to the third Partnership for communication techniques, as well as an Stage 3 29 562 Quality agreement. It covers developing an overview of the structure of the PSA and its understanding by both parties of the role of objective and strategy. the delegate and the role of management in the The delegate workshops cover the topics in The PSA has arranged with the CTU to offer disciplinary process. It looks at: this handbook, drawing and expanding on the enterprise-specific health and safety training to l ����������������������������������������������� The impact of being involved in a disciplinary information. They also provide delegates with the Ministry of Agriculture and Forestry, and is process on the member, managers, delegates, practical opportunities to enhance their skills. keen to extend this enterprise-specific training the organisation and union/management to other organisations. relationships. Health and safety l ����������������������������������������������� How to identify and work with the disciplinary representatives process as one of many processes governing employment relationships. Health and safety representatives are elected every two years by their work colleagues and l ��������������������������������������� The nature of human relationships in a undergo training. disciplinary process and the inherent power imbalance. The Council of Trade Unions, in partnership l ������������������������������������������� The detail of the disciplinary process and with ACC, provides a three-stage training how to view it from the other participant’s programme for all elected representatives. Stage perspective. one covers the role of the representative, health and safety and employment legislation, hazard l ������������������������������������ The process of challenging employer identification and hazard management. Stage decisions. two covers effective incident investigation, l ������������������������������������������ How to develop plans for refinements that hazard identification and control. Stage three might be needed in the way an organisation looks at rehabilitation and safe return to work. deals with disciplinary processes. The PSA has arranged with the CTU to offer enterprise-specific health and safety training to the Ministry of Agriculture and Forestry, and is keen to extend this enterprise-specific training to other organisations.
13 Workplace representation continued Review of workplace Following an initial period of consultation, The Reference Group has also identified between August and December 2007, the a number of administrative solutions to representation Reference Group met to consider the feedback problems sector committees face, including a The PSA is reviewing its representative structures, received and information gathered. From this role description for committee members and as part of its long-term strategic development followed recommendations, which the Group improved administrative support. project called Fresh Perspectives. then took back to the wider membership. For delegates, the group recommended a two- The need for such a review became apparent Out of this process three different models year election cycle and clear rules around the from a study of delegate structures, undertaken were identified as options for the structure of conduct of elections, which would be held in by Owen Harvey for the PSA in 2006. Owen’s work the union’s sectors. The first is the status quo the year following a delegates conference. The signalled the need to align the representative (community, environment, governance, health, PSA Rules would also signal a slightly more and industrial structures of the PSA, and that infrastructure, social services), the second is the structured approach to workplace and enterprise changes were needed in how the PSA supports status quo plus a separate non-governmental organisation, while allowing for flexibility to PSA delegates. organisations’ sector, and the third is a new meet the needs of particular workplaces. The current review of workplace representation structure based on how the public sector is For Maori, more robust representative structures is being overseen by a Reference Group organised (public service, wider state sector, have been recommended, including the established by the Executive Board. Its objective district health boards, non-governmental requirement for at least one Maori representative is to “ensure the PSA has a robust democratic organisations and local government). on delegate committees of enterprises that structure that enables the voice of all sections However, no clear preference has been identified employ significant numbers of Maori. Each of the membership to be heard in the decision- for any one of these three options, and further sector would also hold a biennial hui, which making of the union, and Rules that facilitate the work is planned to progress the issue. There will would appoint a sector rünanga. efficient and effective operation of the union.” be extensive consultation with the representative New Rules for the PSA have been drafted and While the starting point was the review of the structures before any changes are formalised. these will be presented to Congress as a notice structures, the Executive Board has also taken The Board is planning to develop a proposal to of motion. the opportunity to tidy up the Rules of the take to the annual general meeting in 2009. union.
14 Te Runanga o Nga Toa Awhina Tena koutou rau rangatira ma ki runga i te l ��������������������������������������� Develop a network of experienced Maori l ������������������������������������� Te Runanga Hauora, the health sector kaupapa e whakahuihui mai ana i a tatou katoa. delegates, with a view to establishing strong runanga, met in September 2007, and four Kei te huri taku kanohi ki a koe e te rangatira leadership and mentoring support for new regional health hui will be held in July 2008 Kiwhare, nau tera e arahi ana i a tatou mo Te delegates out in the regions. to increase the Maori member network. Pükenga Here Tikanga Mahi, tena koe. l �������������������������������������� Have input into designing a number of l ������������������������������������������� Governance and infrastructure hui on 17-18 Mäori hold a unique place in New Zealand marketing resources, including a PowerPoint July 2008. society as tangata whenua (indigenous people) presentation on the role and responsibilities l �������������������������������������� Environment hui on 15-16 August 2007. with a special status conferred by the nation’s of Te Runanga, that are available to use in Focus of the hui was on PSA structure, founding document, Te Tiriti o Waitangi. Te Tiriti workplaces. Maori delegates and how we build o Waitangi is recognised by the PSA Te Pukenga l ������������������������������������������� Play a major role in the work programme of networks, encouraging participants to Here Tikanga Mahi through Te Runanga o Nga the CTU runanga. become delegates, and report back from Te Toa Awhina (Te Runanga) – the national body Te Runanga met three times and teleconferenced Runanga. representing the interests of Maori members. four times in the year March 2007-08. Te l ������������������������������������ A community sector hui is upcoming. Te Runanga has had a busy two years, and this Runanga also met and participated over a three- MSD, IRD and DOC are at varying stages of work is clearly having results with an increase day weekend at the Koroneihana (Kingitanga implementing a Maori delegate structure in Maori membership (see PSA Membership movement celebrations) in August 2007. internally. ERO has established a Maori national Trends, page 10.) Other hui held include: delegate structure. Te Runanga national delegates are very l ������������������������������������������ Te Runanga Ratonga Papori Social Services CTU RUNANGA committed and their major focus over the last hui on 7-8 May 2007 and 18-19 May 2008. The PSA plays an active part in the work of the two years has been to: The first hui looked at developing a social CTU runanga – Te Runanga o nga Kaimahi Maori l �������������������������������������������� Strengthen their capacity and understanding services network, issues for Maori, and o Aotearoa. PSA kaumätua Kiwhare Mihaka is of their roles and responsibilities within each understanding the PSA structure; and the also kaumätua of the CTU, and Marlene Pitman of the sector committees and Te Runanga. second hui looked at electing Te Runanga (CYF) is the PSA representative on the CTU l ������������������������������������ Strengthen Maori networks, delegate representatives, Election 2008 – what are runanga. They report back to the PSA on CTU potential and capability through the Maori Party policies, political neutrality and runanga issues and convey ideas and feedback organisation of sector runanga hui. disciplinary issues. The hui were successful from the PSA to the CTU. in that Maori delegates took some first l ��������������������������������������� Report and follow up on Maori delegate no-fail steps to keep in contact via the queries and successes through the use of the “kumara vine”, progressed bicultural issues “kumara vine”. in their workplaces, and expressed interest l ����������������������������������������� Keep the Maori membership database up-to- in attending other PSA meetings, that is PSA date. Congress and Te Rünanga Congress. Te Runanga has had a busy two years, and this work is having results with an increase in Maori membership.
15 PSA networks PSA Pasefika Democracy at Work and Stella ran a workshop l ������������������������������������������� Develop regional structures (and meetings) on collective bargaining. based on north, central and south. PSA Pasefika is a network that encourages the l ��������������������������������������� Set up a PSAY@PSA.org.nz email account involvement of Pacific Island members in union PSAY – Young workers and PSAY page on the PSA website. activities and decisions. There are many different perceptions as to who is The network has been particularly active over Manukau City Council delegate, Benedict considered to be young. The PSA has decided to the last year, and has set about re-establishing Ferguson, has been endorsed as the PSAY adopt the Public Service International guideline itself as an effective and responsive grouping. convenor. of under 35 years of age, although those who are Three fono were delivered in the main centres “young at heart” will not be excluded! As well, the PSA is actively involved in the work (Auckland, Wellington and Christchurch). The of the CTU Youth Council, with PSA organiser According to the State Services Commission, theme of each fono was New Beginnings, as Hina Short as its co-convenor. The CTU Youth 16 percent of public service employees are members of PSA Pasefika were aware of the young (less than 30 years old). The PSA has Council has a website with links to its pages on need to build up networks and gain the trust not consistently recorded age information, Bebo, MySpace and You Tube. of Pacific Island members and delegates. The but it is estimated that there is a much lower fono addressed the issues of networking, proportion of PSA members in this category operations and communications, and a number (about 4 percent of PSA members are under 25 of recommendations were made to the Executive years of age). Board. To ensure representation, we need to increase A national fono will be held in 2008. our membership of young workers and increase youth participation in our delegate, PSA Pasefika members are also working to lift sector, Executive Board, AGM and Congress the group’s profile. The PSA had a substantial representative structures. presence with the CTU at Pacific festivals in Auckland and Wellington through the year. On 22-23 May 2008, a meeting of seven young PSA members was held in Wellington, facilitated Hina was part of the CTU delegation attending by two PSA organisers. This group set about the Asia Pacific regional meeting of the learning, discussing and thinking about youth International Trade Union Confederation at and the union. At its conclusion the following Bangalore, India. The meeting discussed the was agreed: issues and challenges facing young people in the region, many of which are shared by young l �������������������������������������������� The name of the group will be PSAY – Public Service Association Youth / People Speaking New Zealanders. PSA organiser Stella Teariki is co-convenor of About Youth. the CTU Komiti Pasefika, and in March 2008, she l ������������������������������������������ The role of PSAY is to develop a national and PSA president Keith Gutsell attended the network, similar to CTU Komiti Pasefika and PSA Oceania Sub-regional Advisory Committee Out@PSA, to provide a forum for youth to meeting in Sydney. They presented material on talk about youth and to youth. Out@PSA The Out@PSA network is a group of PSA issues. This activity encouraged renewed on “Sexual orientation and gender identity members who identify as gay, lesbian, enthusiasm and in the second half of the issues in the workplace”. bisexual, transgender/transsexual or intersex year Out@PSA: l ��������������������������������������� Gave input to the development of a CTU (GLBTI). The network has operated largely l ������������������������������������ Gave input to the review of the PSA pamphlet for Out@Work. informally, and provides advice and support representative structures. l ��������������������������������������� Advised the Human Rights Commission on on relevant employment matters. l ��������������������������������������� Began developing an organiser training EEO pre-employment guidelines. Early in the year, 12 PSA members attended resource on employment issues for The Out@PSA network is continuing to the CTU Out@Work Kamp in Wainuiomata GLBTI members. strengthen. PSA organiser, Ian Gordon, is a co- and participated in a varied programme on l ����������������������������������� Attended a Human Rights Commission/ convenor of the CTU’s Out@Work council and educational, organising and human rights Ministry of Social Development seminar provides a link between the PSA and CTU.
16 Communicating with members Good communication is essential to the with a good spread of departments in most foundation – us the members, the workers. The effective operation of the PSA, and the union is cases. New resources, outlining the issues, trunk is the delegate and the organiser who are continually improving its processes, publications were prepared for both and these were well the bearers of sustenance and relationships with and media work to respond relevantly to a received. employers and other outside interests (whanau, rapidly changing environment. politicians, iwi, health boards, and so on) who Resources and campaigns are the branches.” Meetings with members The PSA produces a variety of printed campaign MEDIA Thousands of meetings with members of one material, for example for the roadshows, for the The PSA stepped up its media work during the sort or another were held during the year. September recruitment drive, and for bargaining year, and consequently received wider coverage These ranged from organisers meeting with campaigns around collective agreements – to of its issues, particularly in broadcast media. individual members on workplace issues, annual boost the effectiveness of campaigns. member meetings, to delegate and sector This work will only increase as the general meetings, partnership meetings with employer PSA JOURNAL election draws closer. representatives, to large meetings of members The PSA Journal goes to all members four times about bargaining, to roadshows that bring a year. It aims to be a lively and topical magazine Electronic media specific issues to members around the country that engages members in their union. Website – and a few other kinds besides, such as meetings It is strongly focussed on member issues, The PSA website was overhauled during the year, for local government members around local including bargaining, health and safety, and and the work is continuing. An initial in-house body elections and meetings involving delegates human interest stories. Each issue of the redesign and restructure will be complemented and organisers as part of the 2007 September magazine has a comprehensive feature section by a major redesign in coming months. This recruitment drive. on a relevant issue, such as partnership or redesign will feature a fresh new look as well Sector committees met three or four times a performance pay systems. technical improvements to enable user-friendly year, and at the annual general meeting. As content management, interactive features, During 2007, it received a face lift with a well, sub sector meetings were held, for example, member-only access, a holiday home booking redesigned cover. by the National Science Committee, the Local facilitiy, and other features. Government National Delegates Committee SECTOR NEWSLETTERS The website is an increasingly useful tool for and the Tertiary Sector National Delegates Since the last Congress, a series of sector rapid communication with members. The Committee. newsletters have been developed: Pulse for the significantly increasing number of “hits” it is health sector, The Local for local government receiving indicates its popularity. National roadshows members, and Te Here Tikanga for members Email newsletters in non-governmental organisations, largely in The 2007 year began with a national roadshow An external monthly newsletter, Noticeboard, disability support. called The Big Picture, which looked at Partnership goes each month to about 75 percent of for Quality, Democracy at Work, bargaining, the Members have responded positively to a more members who can be reached by email. It’s role of delegates and recruitment. It ended detailed analysis of the issues facing their particularly useful to communicate the latest with another national roadshow, Raising the sectors. news and issues to members, and often elicits a Bar: Public Service Roadshow, running into the A fourth newsletter, for Mäori members, Ngä large number of replies. 2008-09 year. Peka ö Tätou, was launched in May 2008 and Texting Raising the Bar looked at progress on has been very well received. The name of the The PSA is increasingly using text message to implementing the third partnership agreement, newsletter translates as Our Many Branches, contact members whose numbers are on the changes to the public sector bargaining strategy, and the kaupapa is outlined as “The korero is database. This is a useful tool to have during and the PSA’s election campaign. based on whakapapa using the genealogical tree bargaining, and also for the upcoming general as our structure. The roots of the tree are our At both roadshows, meetings were well attended election.
17 Industrial Outcomes BARGAINING IN THE PUBLIC SECTOR Public Sector Bargaining Strategy Partnership for Quality: Fairness and Public Value Performance pay Bargaining by sector BARGAINING IN THE HEALTH SECTOR BARGAINING IN LOCAL GOVERNMENT PAY AND EMPLOYMENT EQUITY Report to 2008 Congress
18 Bargaining in the public sector Collective bargaining is a critical aspect of the to some political comment that pay rises in the These amendments were presented to delegates union’s work on behalf of members, and one public sector have been too high. In fact, decent at regional meetings in March and April 2008 of its most visible activities. The PSA bargains pay and conditions are essential to achieving and included: for members in around 400 organisations, with quality public services that are efficient and l The inclusion of pay in collective agreements the aim of improving members’ conditions of productive. as a bottom line. employment and their wages. Industrial action is only ever taken as a last l Reference to a model remuneration system. The period under review was busy for bargaining, resort. It requires the commitment and energy l An explicit obligation to bargain pay and and a large number of agreements were of members, delegates and staff as well as employment equity review outcomes. negotiated. Bargaining often goes on for several resources. PSA members have shown enormous months, especially where employers have sought patience, with many negotiations going on for l A change to the section on flexible work to resist the PSA’s bargaining strategies. many months, but when there is no indication to reflect the passage of the Employment that employers are willing to reach agreement Relations (Flexible Working Arrangements) Significant new agreements were achieved on fundamental issues, such as the right to Amendment Act. at Inland Revenue Department, Ministry negotiate pay, members have had no alternative l Inclusion of the common employment of Agriculture and Forestry, Department of but to take action. provisions. Conservation, several science agencies, Statistics New Zealand, Radio New Zealand, Child Youth l A review of bargaining resources. and Family, Ministry of Justice, Ministry of Public Sector Bargaining Partnership for Quality: Education, ACC, Corrections (Psychological Strategy Services), New Zealand Defence Force, while Fairness and Public Value Bargaining strategies are a key mechanism negotiations continued in other key public This third partnership agreement was signed in for delivering a whole-of-union approach to service departments such as Department of May 2007 between the government, the PSA and bargaining that offers the union the ability to Labour and Corrections. the State Services Commission. It has significant exert greater influence at the bargaining table. The PSA has pushed for settlements in keeping implications for bargaining. The Public Sector Bargaining Strategy has with the union’s bargaining strategy, in particular proved effective in identifying and prioritising The work programme following from the the right to negotiate pay and have pay rates in expectations and the means of achieving them agreement sets out a detailed plan to implement collective agreements. In the face of resistance in agreements for members. Strategies evolve as the ideas and goals into practical working by some employers in some departments, changes occur in the bargaining environment, arrangements in the public sector. considerable resolve has been shown by and accordingly, in 2007, the Public Sector As a result, the PSA continued to negotiate members who have had to resort to industrial Bargaining Strategy was reviewed. partnership agreements with enterprises in the action to achieve their goals. Where members A number of amendments were proposed to public service, and it intends to have individual have taken this step they have been successful provide greater clarity and support for advocates partnership agreements with each department at getting improved offers and settlements. and negotiating teams, to ensure greater during 2008. Overall, settlements were positive with many consistency across the union, and to lead to Specific provisions were also being negotiated achieving good pay rises. In the light of rising better outcomes for members. into collective agreements, for example, around prices these have proved to be realistic, contrary enhanced support for delegates. The PSA continued to negotiate partnership agreements with enterprises in the public sector, and it was intended to have individual agreements with each of them during 2008.
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