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Wages, Training & Grants

Wage and salary rates and conditions of work for teachers in different parts of the ECE sector

Dr Sarah Alexander
© ChildForum

Last updated 30 July 2019. Please let us know if you have further information or updates not shown here. 

 

thinkingWhy the majority of early childhood teachers are poorly paid

The youngest children in NZ are given less value by the Government than older children, adults and the elderly. With the exception of teachers who work in kindergartens owned by associations, the majority of early childhood teachers are regarded as little more than babysitters and in general their pay reflects this. This is explained in more detail in the article titled: "Pay rates and the easy peasy lemon squeezy solution to end discrimination against ECE teachers".

 

The NZ minimum wage

Under Employment Law the minimum adult hourly wage rate is $17.70 per hour. No adult worker in ECE should be paid less than this.  The minimum age for persons working with children in ECE services is 17 years (under the Education ECE Regulations).

The adult minimum wage in NZ will rise to $18.90 on April 1, 2020 and then $20 in April 2021.

 

Ministry of Education determination of ECE Pay Rates  

Below is a table showing the Ministry of Education prescribed wage rates that early childhood centres must agree to paying all their qualified and certificated teachers at least at, in return for receiving higher rates of funding for the employment of teachers

The Ministry states that "this is to ensure that certificated teachers are recognised and rewarded for their contribution to quality ECE through higher salaries." 

 Qualification levels

2015

2017
(from 1 July

 2019
(from 1 Aug)

Q1 & Q2 rates
(a Diploma of Teaching or equivalent)

$40,458

$41,067 or
$19.74 hour

$45,491 or
$21.87 hour

Q3 rate (holds a recognised 3yr teaching degree, an advance diploma or has done an upgrade on teaching diploma to a degree)

$44,373

$45,041 or
$21.65 hour

$45,491 or
$21.87 hour

Q3+ rate (examples of quals at this level:  a 4 yr B.Tchg degree, a Bachelors degree together with a recognised ECE qualification)

$45,680

$46,368 or
$22.29 hour

$46,832 or
$22.51 hour

Primary qualified teachers working in ECE must be paid in accordance with the minimum level shown above that applies to their qualification.

Employers must keep records confirming salary or wage levels for each employee, and the records must show the:

  • annual salary or hourly pay rate
  • time period of employment and
  • the employer and employee’s signatures.

Certificated teachers are defined by the Ministry of Education as those who hold a current practising certificate (as issued by the Teaching Council) that is categorised as one of the following:

  • full certification
  • provisional certification, or
  • certificated subject to confirmation

... and holds an ECE or primary teaching qualification that is recognised by the Teaching Council. 

There is no rule against employers paying only at the amounts specified for the purpose of attestation to get their funding, regardless of an individual teacher's level of experience and position/ responsibilities held. 

Now, check out below the Unified Salary Scale applicable to primary teachers in the state and state integrated school sector and extended by the Ministry of Education to  teachers in ECE employed only by a Kindergarten Assocation. 

Step

Qualification Group

From 12 July 2019

 

Qualification Group

From 12 July 2020

From 12 July 2021

1

P1 Entry, P2E, P3E
A current practising certificate but no subject or specialist qualification at level 7

$48,410

 

P1, P2E, P3E

$49,862

$51,358

2

 

$50,470

   

$51,984

$53,544

3

P3+ Entry a current practising certificate & a subject or specialist qualification at level 7 (e.g. a grad diploma) or an honours degree 

$52,736

 

P3+E

$54,318

$55,948

4

P4 Entry a current practising certificate & 2 subject or specialist qualifications at level 7 (e.g. a grad diploma) or level 8 qualification or a Masters degree of Tchg 

$54,796

 

P4E

$56,440

$58,133

5

P5 Entry: a current practicing certificate & subject or specialist level 9 qualification or masters or doctorate 

$58,247

 

P5E

$59,994

$61,794

6

P1M

$62,000

   

$63,860

$65,776

7

P2M

$66,100

   

$68,000

$70,040

8

 

$71,000

   

$73,000

$75,190

9

P3M

$75,200

   

$77,100

$79,413

10

P3+M, P4M, P5M

$80,500

 

P1M, P2M, P3M

$83,000

$85,490

11

     

P3+M, P4M, P5M

$87,000

$90,000

Head teacher K2R

 

$82,632

   

$89,111

$92,175

Head teacher K2

 

$84,632

   

$91,111

$94,175

  

Pay Rates for ECE teachers on Union Agreements 

Below are the pay rates applicable to teachers covered under the ECE Collective Agreement (2018 - 2019) negotiated between their employers and NZEI . 

Senior Teachers/Tumuaki (Effective 1 March 2019)  

Staffing responsibility

0-25 children

26-50 children

51-100 children

101-150 children

151+ children

0 - 3 employees

$74,308

$76,772

$80,765

$87,473

$94,326

4 – 6 employees

$76,772

$80,765

$87,473

$94,326

$94,326

7 – 10 employees

$80,765

$87,473

$94,326

$94,326

$98,233

11 – 15 employees

$87,473

$94,326

$94,326

$98,233

$98,233

16 + employees

$94,326

$94,326

$98,233

$98,233

$98,233

 

Head Teacher/Kaiako Kaiarahi and Home-based Team Leader (Effective 1 March 2019)

Staffing Responsibility

 Salary

0 – 3 employees

$74,130

4 – 6 employees

$76,100

7 – 10 employees

$78,072

11 + employees

$80,041

 

Assistant Head Teacher/Kaiako Tuatahi and Home-based Visiting Teacher (Effective 1 March 2019)

Centre Roll

Salary

0 – 25 children

$71,124

26 - 50 children

$72,158

51 + children

$74,130

 

Early Childhood Teacher (Effective 1 March 2019)

Step

Qualification

Salary

1

Q1, Q2  and Q3 Entry  

$45,491

2

 

$46,832

3

Q3+ Entry

$48,839

4

 

$51,514

5

 

$53,519

6

Q1 Maximum

$55,529

7

 

$57,554

8

Q2 Maximum

$59,542

9

 

$61,411

10

 

$63,187

11

 

$65,028

12

Q3 Maximum

$67,302

13

Q3+ Maximum

$70,760

 

Are you a union member or not?

>  Read what a survey shows about the benefits and otherwise of union membership should your service be party to a collective collective

 

a.childforumbox4Working in Home-based? 

Home-based educators and nannies are not treated as employees by most (not all) Home-based ECE providers or agencies.  

Nannies are often employed directly by families, while agencies provide support and supervision with the funding provided by the Ministry of Education.  

Home-based educators on the other hand, are usually asked to work as independent contractors and therefore don't have employment protections, provision for sick leave, holiday pay, etc.

A person who signs up with a home-based agency to care for children in his/her own home usually receives only what parents pay them directly (or via the agency), while the agency is paid government funding for the children they are caring for. A home-based educator may find that the money is good (especially if he/she is unqualified and would be paid as an unqualified staff member if employed by a centre), but out of the income received there are significant costs if the care is taking place within the educator's own home (some of these costs are tax deductible).  

A home-based educator caring for children in his/her own home can have up to a maximum of 4 children. Educator charges vary widely between $6. - $11 per hour, depending on what the educator wants to charge or what the home-based agency provider says should be the charge, the educator's qualification level, and if caring for fewer than 4 children. Agencies have been known to ask educators to sign contracts specifying rates as low as $4 an hour per child; fortunately this is not the norm.   

 

Job Perks 

  • Free tea/coffee and/or lunch
  • Paid staff social outings. This is a perk if it is optional for you to participate and not expected by your employer
  • Car park. This is a perk if the employer covers the cost of renting or leasing the park. If it is on land owned by the service or available to staff or users of the service then it’s not technically a benefit that forms part of the pay package.
  • Gym membership or subsidised membership at a local gym
  • Flexibility in work hours. This is a big benefit for many working in early childhood education, who may have young children or school aged children or elderly parents and other family responsibilities.
  • Free or subsidised childcare. It is common for discount of around 50% to be given to staff by employers. Few services offer entirely free childcare except in hard-to-staff areas and not all will allow staff to enrol their child at their service.
  • Free uniform (this may or may not be viewed as a perk if you like or don't like to wear a uniform, if the uniform is comfortable to wear, or costs more than usual clothing to keep clean)
  • Free doctor visits
  • Health insurance cover
  • Income protection insurance cover
  • Non-contact time may be variously viewed by teachers as a benefit (e.g. time to do writing and prepare activities) or as a loss (e.g. required time apart from a child who may have bonded with them and who needs them).
  • Professional development leave
  • Payment of cost of renewing teaching practising certificate, first aid refresher courses, etc.

 

Conditions of Work

Check out if your ECE employer offers more than the minimum legally required conditions under employment law for:

  • Kiwisaver and superannuation (Kindergarten staff have access to the State Sector Retirement Savings Scheme -  3% of gross salary is matched by government contribution)
  • Annual leave
  • Sick leave 

 

The Great Significance of a Happy Supportive Professional Working Atmosphere  

Nothing beats a good working atmosphere!

People who are attracted to working in early childhood education and care usually decide on this occupation for social reasons; they like people and they like children.

Social support, friendship and having colleagues you can rely on really do matter!

Working with children as part of a team is a reason why many people go for early childhood teaching over primary teaching. In primary teaching you can be in a classroom with a group of children alone whereas in early childhood you are part of a team.

The quality of team leadership provided in an early childhood service and the atmosphere of warmth and collaboration and mutual respect present can be a much more powerful influence on a person’s decision as to whether to accept a job offer than the wage or salary package.

For supervisor/head teacher/management positions clear lines between governance and management are essential as is respect of the supervisors/head teachers/managers expertise.

How well the board functions, or to what extent the manager feels trusted by the owner, and allows the manager to get on with his/her job will make a difference as to whether a manager chooses to stay or move to a more personally fulfilling position.

In summary, our advice from ChildForum is to look both at the pay rate and beyond the pay offered and consider the total package including perks and other benefits as well as those hard to quantify things such as flexible working hours and a positive supportive working atmosphere.

In some cases the actual hourly wage might be low but the total package might be very attractive!

Teachers and student teachers are recommended to check out further guidance by clicking here.

Employers are recommended to make use of the advice, information, and resources in the ECE Service Member area of the ChildForum website. 

 

The issue of Status 

kindergarten teachers association conference Minister Merv Wellington35 years ago the Kindergarten Teachers’ Association (industrial union) drew comparisons between pay rates with nursing and other occupations such as the police. One argument was that cleaners got paid more than kindergarten teachers!  Then the kindergarten sector was recognised as being of the state education system. 

Kindergarten teachers got more than what nursery school or crèche workers got in those days, but did not have parity with primary school teachers. Both Kindergarten and crèche workers got more than those who were parents working in Playcentre. Pay parity for teachers in kindergarten with colleagues in primary came into effect in 2002.  Pay parity has yet to be provided to teachers working in other ECE services, even though the training requirements and standards for certification are the same as for kindergarten and primary..  

Gender

Early childhood education is a female dominated industry. This is not the reason why people in the early childhood sector are poorly paid in comparison to other education sectors, since the Ministry of Education has a significance influence on pay rates. But it does mean our workforce, who can be second and not primary household income earners, tends to be more accepting of the pay often not being enough to live independently or support a family on. 

Successive governments and the Ministry of Education have supported this. And it has been 20 years since Dr Sarah Alexander's ground-breaking research on male teacher experiences in childcare and kindergarten services that pointed to the decline in male participation.  A more recent national survey of the ECE sector showed majority support for including more men in teaching. (read more

Comments previously added

A perk that we have found that staff value is increased sick leave above statutory minimum. Most of our staff have children and they sometimes need to be off to look after them when they are sick. Not to mention all the usual bugs that staff are exposed to in the course of their work! We currently offer 8 days sick leave and we are working towards 10 days per annum next year. We have had no case of any teacher mis-using this benefit. Another 'perk', if you can call it that (since it benefits both employer and employee), is for the centre to cover costs of teacher registration. In our centre, if a teacher leaves within the year of renewing registration, they pay back 50%. Salary is a tricky issue to balance between quality and business viability. We pay newly qualified teachers $45k+, registered teachers $50k+, and experienced registered teachers $55k+. Where we employ third-year BEd ECE students they are on an FTE of $37k per annum. (The Ole Schoolhouse 2013-11-21)

We have no teacher career structure in our company and this week we got our wage reviews. I got a 2.2 increase they call it performance pay but it really equals a cost of living adjustment. But what really upsets me is the cook and office lady got nothing again. How long can employers keep screwing the livelihood from staff I don't know? (Hugo van Stratum 2014-04-04)

Hi Hugo, the problem is that if it's anything like my business everyday costs are increasing but the funding coming in is paying for less and less. (Smart Start Preschool 2014-07-24)

Not sure where the figures for home-based care pay rates came from (I'm guessing Auckland or Wellington?) but Hamilton isn't that high. (Kimbeley 2014-06-30)

Can anyone tell me how to calculate non-contact time for staff? (Sara 2014-07-02)

The collective agreement has a ratio, but it effectively comes out as 4 hours for a full-time teacher (38-40 hrs/ wk). The last two private centres I have been at have not been consenting parties, they gave us 2 hours a week off the floor and 4 study days a year. (Tony 2014-07-11)

There's an interesting discussion by teachers and managers on our ChildForum Facebook page about calculating non-contact time also raised matters of whether staff are expected to do portfolios (which should not be done whilst hands-on caring for and teaching children) and whether duties like cooking or cleaning are counted as "non-contact". (ChildForum admin 2014-07-14)

Does anyone know about relieving teacher pay rates? I have bachelor’s degree ece, full registration first aid, & 9 years’ experience. I have been working in a centre for about 6 months I usually get 3 or 4 days a week & I am treated as a staff member but have a causal contract. I had to take the work I had no choice & no negotiations what is an acceptable pay rate? I am appalled at what I get paid as the work is so regular. (Liz 2014-07-11)

That sounds awful but unfortunately some centres get away with all sorts of injustices. Look up employment laws reg contracts in the Department of Labour website or call someone at the department- they are usually very helpful. Do this at the very least to educate yourself about your rights and possibly have a professional conversation with your employer (but that is again a choice you need to make according to your situation) Good Luck! (Annie 2014-07-11)

In response to the last question, below is the description of how relievers are paid in kindergartens who are party to the Kindergarten Collective Contract
“Long-term relieving teachers shall be paid according to the applicable salary scale and qualification group.”
“Short-term relieving base scale teachers shall be paid a daily rate of 1/210th (inclusive of 12% holiday pay) of the appropriate annual salary, or an hourly rate of 1/8th of the daily rate (inclusive of 12% holiday pay). The rate payable shall take into account relevant qualifications and any previously recognised service, provided that the maximum daily rate does not exceed 1/210th of step 8 of the teachers’ base scale salary (the top step of the P1 scale).”
“Where a reliever is employed in a particular position as a short-term reliever but the employment lasts longer than six weeks, then the reliever shall, from the point at which employment exceeds this threshold, become a long-term reliever and shall receive the terms and conditions applicable to long-term relievers. No recalculation or recovery of entitlements (including pay) shall occur because of such a change in status.” (Camillia 2014-07-12)

The General characteristics of Casual employment: * Is characterised by irregularity of engagements and the shortness of their durations (i.e potentially as short as one shift); * Means that there is no expectation of work for either party beyond each engagement. (ChildForum admin)

Hi Liz - if you are getting that many days then you should be placed on a permanent contract I would have thought - especially if you are not just covering sick or annual leave. In regards to pay I pay any casual qualified relievers exactly the same as the permanent staff and of course you get 8% annual leave in your weekly pay as well - I hope that helps. (Three Little Birds Centre 2015-05-01)

Hi Liz. if you have regular days you are relieving for there is a clause somewhere that after you have worked the same day for a particular time period your contract changes from casual to permanent. (Debbie1 2015-05-08)

How would I go about re-negotiating my pay without losing work? I only work when directed but on average 3 days a week with the odd week of no work & some full time weeks. I am casual but was wondering if there are any kind of guidelines around pay rates for relievers? I am not working at a Kindy or a centre covered by the consenting parties award. (liz 2014-07-14)

Be interested in hearing what a Centre Manager would be paid in a large private centre? where their role includes Head Teacher. (Amanda 2015-02-13)

I am the owner of a medium sized private centre and I pay my Centre Manager $38.00 per hour plus petrol allowance. All staff get supplied full uniforms, paid staff meetings with meal supplied. We go out once a term on a staff outing which I pay for. I have had the same staff for seven years. (Louise 2015-04-30 14:12)

Good on you Louise. We are the same. We own a medium sized private centre and a large home based network. We pay our staff (all staff) well, have high staff ratios, treat them out regularly, provide for lunches, provide for lots of PD and our staff are happy and most importantly - our children are happy. (Shane 2015-04-30)

Hi, I am a secondary trained teacher with provisional registration. I have spent a year as a special needs teacher in a governmental special school. I am seriously considering home based ECE as a career and would like to know if I would be regarded as qualified if I don't have specifically ECE training. I am currently paid at the grade 5 scale (secondary) and am not too eager to drop drastically in salary. (Bobby 2015-11-01)

HI Bobby, I am a childcare consultant for Barnardos Kidstart childcare. As a home based educator you don't need to have qualifications to become one, however with your experience and wealth of knowledge you would be considered an experienced educator. In some cases it is a great way to give it a go see if it is for you and then get some qualifications later if you wish. The rates of pay vary to what you want to charge per child as well as how many children you have in your care. (Nicole 2015-11-02)

I work as a trained (grad dip teach ece) homebased educator. I get the higher rate offered by my company (which is higher than most in Dunedin and they pay more than the parent pays) and I am on $6.50 which is ok if you are full ratio. The idea of $11 /child is a bit of a pipe dream I'm afraid. The advantages are you set your own programme in your own space often with your own child, the disadvantages are you are the cleaner, and everything else, no tea or lunch breaks often long hours (I work 45 hours), your resources come out of your own pocket. Like every job there are advantages and disadvantages. (Leeanne 2015-11-02)

Hi there Leeanne, I am a visiting teacher for Porse and many of my educators are getting between $7.50 - $10 per hour per child. Obviously it is dependent on the area you live but even our home educators in low income areas are receiving min $7.per child so it is possible

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