Salaries, superannuation and status of the profession

Conference asserts that the value of teachers' work and the contribution of teachers to society must be recognised by guaranteed professional salary levels including adequate superannuation.

In our society remuneration and status are inextricably linked. Hence, the status of the teaching profession as a whole can only be uplifted by guaranteed increases to all members of the profession, subject, as always, to the award provisions regarding satisfactory performance and professional growth.

Teaching and learning of the highest quality for every student is fostered by:

• high levels of trust in the profession
• professional salary levels
• professional development/learning opportunities
• professional career pathways
• security of tenure
• resource levels sufficient to provide safe teaching and learning environments of the highest quality.

The agenda dishonestly labelled as "performance pay" by the Prime Minister, John Howard, and the Federal Education Minister, Julie Bishop, will not lift the status of the whole profession. It will also undermine the prerequisites for good teaching and learning. Based on discredited schemes, their proposals will, at best, see a few individuals receive a meagre bonus that may or may not be sustained. Such "pay at risk" cannot be relied upon by any individual or profession.

In any event, it is clear that the Federal Treasurer, Peter Costello, does not intend to release any funding for the schemes. The Coalition's plans were exposed on the ABC's Lateline program on April 11, 2007, when Ms Bishop said: "...If you had a performance pay model that paid some teachers more and other teachers less, well then it could be accommodated within current funding levels."

A claim for the whole profession

A negotiated, "fully funded" settlement

The negotiated settlement of the last salaries claim is a precedent for the NSW Government. Conference rejects outright the 2.5 per cent wage increase forecast and budgeted for by the NSW Treasurer, Michael Costa. In particular, we reject the concept that increases above 2.5 per cent will be funded by so-called "efficiency" measures.

The current award

In addition, the award contained a review about locality allowances, primary principal classifications and school counsellors. These reviews are underway with agreed outcomes to be implemented in the next award.

The allowances and subsidies that are available to school teachers will also be pursued for TAFE teachers in rural and remote communities.

New salaries claim initiated

• a three year award
• full funding
• 5 per cent per annum for salaries, payments and allowances
• an additional 1 per cent increase at the top of the incremental scale. This would also flow on to part time casual teachers in TAFE
• the removal of step 7 of the common incremental scale to bolster step 8. This change will benefit teachers after their first three years of teaching and benefit the top of the casual teacher scale
• the pursuit of the Unions NSW public sector union claim for 1.0 per cent per annum increases in superannuation for the life of the award. Priority in this claim is to be given to those members in accumulation only schemes.

Conference also notes and will include in the consultation information that:

a) predicated on the release of additional funding, Federation will pursue its August Council 2006 policy during the life of the current award and/or in the next award. Federation will also need to consider the impact of any additional remuneration on the promotions classifications, in particular head teacher/assistant principal

b) Federation will lodge as soon as practicable a "Death and Disability Award" for members in First State Super or equivalent schemes; and the State Authorities Superannuation Scheme (SASS) who are not covered by the Additional Benefit, because they and their dependants are not adequately covered in the event of death or medical retirement

c) Federation will continue to pursue the joining together of casual and temporary service incremental "clocks" for non-permanent members.

Action

2. Federation will commission detailed actuarial and economic research which is to identify the diminishing costs to government caused by the demographic changes to the teaching service with a view to capturing these funds within the next salaries settlement.

3. Executive and Council are authorised to develop strategies to maximise the profession's support for the claim.

4. Federation will investigate options available in the NSW Industrial Relations Commission.

5. Federation's Senior Officers will meet with NSW public sector unions, the Independent Education Union and the Australian Education Union branches and affiliates and report regularly about the progress of their claims to Executive/Council.

6. Federation will budget for significant paid publicity to support the campaigns. Market research will be undertaken to ensure that publicity and arguments to support the claim reach all target audiences.

7. Federation will seek to regulate any working conditions gains made from the "Time to Teach -- Time to Learn" decision.

8. Federation will continue to provide information to members around the value and importance of making additional contributions to superannuation above the employer contribution.

Minister talks productivity savings and reforms

©2000-2002 NSWTF Online is a resource for teachers
provided by the NSW Teachers Federation.
[Authorisation of election comment] [Privacy]

http://www.nswtf.org.au/journal_extras/07salaries.html
Last Modified: 30 Aug 2007