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Allied, Public Health and Technical - Salary Progression

On this page you’ll find information and resources relating to the salary progression process for Allied/ Public Health/ Technical Multi-Employer Collective Agreements.

The salary progression process for Allied/ Public Health/ Technical Multi-Employer Collective Agreements with the Auckland Region and 18 District Health Boards, includes three merit processes:

Appendix Title Applies to
Appendix A

Career and Salary Progression

(CASP) Framework

Allied Health & Public Health Salary Scale

Alcohol & Other Drug Clinicians

Hauora Maori Workers (Levels 2 & 3)

Health & Clinical Support Workers (Levels 2 & 3)

Psychologists

Appendix B

Merit Progression

Technical Positions
Appendix C Merit Criteria

Dental Assistants

Health Assistants

Public Health Assistants

Level One Hauora Maori Workers

Level One Health & Support Worker Positions

Appendices A and B were developed by the two working parties that were established as an outcome of the 2005 national terms of settlement negotiations. These working parties were bipartite in nature and many efforts were expounded to ensure that stakeholders in the District Health Boards and Public Service Association were properly engaged and consulted with prior to the working parties’ final reports.

Appendix C of the MECA was developed by the Health Boards and Public Service Association during the 2007/08 Multi-Employer Collective Agreement negotiations. Again, the outcome reflects a consultative process with each party’s stakeholders.

The 2005 negotiations introduced a salary scale with three grades (previously called the Community Health Worker Scale), placement on which depended on the employee’s tertiary or cultural qualifications. During the 2007/08 negotiations, a small group of DHB/ PSA representatives met to discuss various aspects of the salary scale as it was being used by the DHBs. One of a number matters considered by the group, with the assistance of Te Rau Matatini, was what the term “cultural qualifications” meant and how it should be applied across the 21 DHBs. As a result of the group’s discussions, Appendix G (Hauora Maori Worker – Assessment of Clinical and Cultural Competence) was introduced to the Multi-Employer Collective Agreement, which, for the first time, provides a nationally consistent assessment tool that can be utilised by Hauora Māori Workers as a means of seeking appropriate placement on the salary scale.

The District Health Boards and Public Service Association recognise that it is important to introduce the career and salary progression/ merit progression/ merit criteria to District Health Boards and Public Service Association membership on a consistent basis. To that end, the District Health Boards and Public Service Association have jointly invested in regional “train the trainer” workshops, facilitated by Philippa Branthwaite and supported by District Health Board, Public Service Association and Te Rau Matatini representatives). The workshop attendees will be charged with delivering training to managers, professional advisors and employees on how to utilise the various processes in Appendices A, B, C and G.

The negotiation teams and working party members wish District Health Boards and Public Service Association members well in the implementation of the various merit/ career progression and assessment processes.

For more information, or if you have any questions:

Please email: ALLDHBS@tas.health.nz 


Resources

Please review the following documentation:

Initial Implementation of CASP Tech Merit
Designated Position Comparison Process