“Pay people well. Pay people fairly. Then do everything possible to take money off people’s minds” – Alfie Kohn
- The current pay system isn’t fair
- Performance Pay doesn’t work
- Background and resources
- A fairer pay system. Here’s our plan:
- Incremental progression – to value experience
- Progress through professional development
- Benefits for the employer
- Bonus payments
- Who negotiates pay?
- Wish you were here
- Evolve past evolve
- Wish you were here rally postcard
- A4 Professional Staff pay comparison
- Leaflet UoA professional staff fair pay
- Flyer for members and non-members
- desk stand/door hanger
- TEU news on the Pay Fairly campaign
The current pay system isn’t fair
Auckland is the only university in New Zealand with a purely performance pay system for professional staff. At other universities professional staff have models that incorporate annual increments and recognition of experience, loyalty and knowledge.
Staff shouldn’t have to compete with each other to get the pay rises we deserve.
The university has a performance and development system called Evolve. Evolve is supposed to be about professional development and the setting of performance goals. However, due to the link to pay members feel that the only part that really counts now is the rating and Evolve has turned into a crude way of grading staff.
It is the grade that determines whether a staff member gets a pay rise.
We believe that Evolve needs to be separated from pay, that we need to get rid of the rating, that there needs to be fewer competencies and that equal emphasis needs to be placed on staff development, and an environment of collegiality and teamwork is fostered.
This year we are continuing with our campaign for a new transparent, objective and fair pay model for professional staff. We also want to see Evolve reformed. We need your help.
Performance Pay doesn’t work
“…My formula for how to pay people distils the best theory, research, and practice with which I am familiar into three short sentences: Pay people well. Pay people fairly. Then do everything possible to take money off people’s minds. Notice that incentives, bonuses, pay-for-performance plans, and other reward systems violate the last principle by their very nature…
Going to work just for a paycheck is an outdated concept that needs to change according to psychologist Barry Schwartz who says everyone, from hospital janitors to factory workers, can and should, get more out of work than money.
“People want more than a paycheck from their work. The structure of work has largely made it impossible to get anything but a paycheck” Schawrtz tells Jesse Mulligan at RNZ:
- The Return of Fair Pay? – The New Yorker
- Why performance related pay doesn’t work – CBS News
- The undermining effect of monetary reward on intrinsic motivation – PNAS
- Performance pay and KPIs don’t rate well for rewarding staff – Stuff
- Abandoning pay for performance myths in favour of evidence – Mercer
- Stop basing pay on performance reviews – Harvard Business School
- The case against performance-related pay – Financial Times
- Stop basing pay on performance reviews – Harvard Business Review
- The death of annual performance reviews – New Zealand Herald
- Why performance related pay doesn’t work – CBS News
- The push for performance-related pay is driven by faith, not facts – Polly Toynbee, The Guardian
- Rewards produce temporary compliance – Alfie Kohn
- Show Me the Meaning! A Review of Barry Schwartz’s Why We Work – Sanford DeVoe, The Psych Report
Background and resources
- Pay Fairly flyer – Our plan
- Pay Fairly A5 flyers for Careers Day – public
- Pay Fairly A5 flyers for Careers Day – staff
- Pay fairly – desk stand / door hanger
- Pay Fairly poster
- Background to the Pay Fairly campaign
- A quick history of performance pay
- Key themes from the Evolve meetings
- Pay Comparison poster
- Fact sheet
A fairer pay system. Here’s our plan:
Incremental progression – to value experience
In our new system, agreed salary levels would be subdivided into a number of steps. Professional staff who perform ‘satisfactorily’ will progress through the steps each year similar to our academic colleagues.
Progress through professional development
In addition to the progression available through annual increments, staff can progress through the acquisition of skills, knowledge and expertise. If a professional staff member is recognised as being ‘Proficient’ or ‘Expert’, they will qualify for pay increases.
Applications for proficient and expert levels are considered on criteria set by staff and managers, and assessed by an independent panel.
Benefits for the employer
The employer will benefit from the new model in several ways. It will be easier to plan budgets with the new system because salary costs will be more predictable. Managers will find it easier to retain staff, and they will notice an increase in productivity and cohesion amongst staff as the frustrations and divisions of the old system are left behind.
Professional development can focus on acquiring relevant skills or expertise if a staff member decides to work towards Proficient or Expert levels.
A request for a lump sum payment for the completion of special projects over and above normal duties can be made by an employee’s manager or by an employee through their manager.
TEU news on the Pay Fairly campaign
Professional staff at Auckland University will be saying they need a pay rise to prospective students attending the university’s Careers Day. After five days of collective agreement negotiations with the university, ...Read more
Tertiary Update Vol 18 No 26 Professional staff at the University of Auckland are claiming a “positive, practical pay and promotions system” to replace their current performance pay model. Staff in the ...Read more
Tertiary Update Vol 18 No 18 Professional staff at the University of Auckland are negotiating for a pay system that includes annual increments and recognition of professional development. TEU and PSA members ...Read more
“Pay people well. Pay people fairly. Then do everything possible to take money off people’s minds” – Alfie Kohn The current pay system isn’t fair Auckland is the only university in New ...Read more
General Staff at the University of Auckland have” launched a campaign to replace their current performance pay system with a fairer pay system that recognises professional development and experience. Vice-president of the ...Read more