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Category: Media releases

  • Our Response Framework for Educational Delivery and Performance

    Source:

    Download a PDF version of our Response Framework for Educational Delivery and Performance (PDF 191 KB)
    What is our Response Framework?
    The Response Framework describes how we manage educational delivery and performance where it needs to improve. It provides an overview of the types of responses the TEC uses to manage delivery and performance, and broad factors that affect whether a response is taken and what type of response.
    The framework is designed to endure over time, so it focuses on responses and factors that will not change over multiple funding rounds. It does not include specific expectations of delivery and performance (eg, specific levels or measures of these factors, rankings of their importance, or mappings between factors and responses) because these vary over time and in different contexts.
    Instead, specific expectations are laid out in a range of regularly published sources including Plan Guidance, funding conditions, funding mechanisms and technical guidance. Tertiary education organisations (TEOs) should refer to these sources to understand what specific levels and/or circumstances are likely to evoke a response.
    Decisions about responses to delivery and performance result from on-balance assessments, not bright-line tests
    Decisions involve many factors and depend on us having as much information as possible. For this reason, we rely on engagement as the first response when an indicator occurs, to enable a “no surprises” approach if a further response is required. We aim to understand the reasons underlying the indicator and what is already happening to address it.
    The Response Framework covers how we respond to educational delivery and/or performance that needs to improve. It does not cover:

    responses to delivery or performance that exceeds expectations
    other types of assessments we make such as tertiary education institution (TEI) risk and private training establishment (PTE) financial viability
    other types of decisions we make, such as those about investment (although both our investment and response frameworks are relevant where responses relate to funding, such as reducing investment when performance is not improving). 

    Fundamental to our decision-making are our legislative functions and obligations under the Education and Training Act 2020, including giving effect to the Tertiary Education Strategy. An ongoing focus on learner success is embedded throughout the framework: as a potential indicator that improvement is necessary, a way to improve outcomes, a contextual factor considered in decisions, and a principle underpinning all decisions.
    We use three broad types of responses
    This list is not exhaustive.
    Information, monitoring and engagement
    Our business-as-usual methods for understanding provider performance include regular data reporting and communicating expectations through Plan Guidance, other publications and engagement.
    Our first choice of response, when a need to improve outcomes is indicated, may include requesting further information, or changing the frequency, intensity, method, attendees or content of engagements.
    Dedicated and/or specialist engagement (eg, a Relationship Manager) is likely when there is more risk (eg, total funding envelope >$5m), or delivery or performance needs to improve.
    Requirements and conditions
    When more structure is required than engagement alone, TEC may:

    require a full Investment Plan
    change the Plan length
    require a significant Plan amendment
    require an improvement plan
    apply organisation-specific funding conditions
    impose a new condition on subsequent Plan funding approval.

    Funding
    In situations where performance is not improving even with requirements or conditions, TEC may:

    remove access to additional funding
    revoke approval for a qualification to be accessible for student loans and allowances
    amend, revoke and/or recover existing funding
    reduce further investment or part-fund only (including signalling this through indicative allocations)
    cease investment.

    Proposed funding decisions made as part of annual Plan rounds are always subject to a Right of Response process.
    We consider many factors in making a response decision
    We generally (although not always) use responses in a graduated manner, with engagement continuing throughout.
    Context
    Context is crucial to which responses we use, how quickly we do so, and the importance of various indicators and mitigations at different points in time. For example:

    at a system level: fiscal environment, overall availability of funding and government risk appetite can affect how quickly we strengthen responses or which ones we apply
    at a sub-sector level: the type of provider, including size, legislated autonomy, business model, and alternatives in the network of provision, affects what responses we use
    at a provider level: specific concerns (eg, low educational outcomes for specific learner groups) can have specific associated responses, or responses might only be applied to pockets of provision or to provision with outcomes that are not improving. We also consider a provider’s existing compliance requirements.

    Indicators
    Indicators are signs that performance may need to improve, to minimise potential risk to learner outcomes and/or to government investment. They increase the likelihood that we will use more or stronger responses. Indicators include:

    low or declining educational performance
    low educational outcomes for specific learner groups
    unfavourable quality assurance reports
    unsatisfactory Plan quality (or components of a Plan), including learner success milestones
    under- or over-delivery
    unsatisfactory progress following previous responses
    breach of funding conditions
    non-compliance with criteria for significant Plan amendments or replacement Plans
    adverse audit and investigation findings.

    Mitigations
    Mitigations are factors or actions that (where satisfactory) can lower risk and increase our confidence that expectations will be met. Satisfactory mitigations decrease the likelihood of further responses and/or the severity of those applied. Mitigations can include:

    proactive communication about indicators
    improved educational performance
    improving educational outcomes for specific learner groups
    proactive actions taken (eg, collaboration with other providers)
    demonstrable outcomes other than educational (eg, community impact)
    improved quality assurance reports.

    Key principles underpin every response decision
    Evidence-based
    We make informed decisions based on best available data, information and intelligence. We understand and apply knowledge of the sector, learner demand, stakeholder needs and best practice.
    Fair, transparent and consistent
    We use engagement to maintain transparency with providers and understand the context that makes our decisions fair. Our methods and processes build trust and confidence in the system for learners, industry, communities and government. We balance costs and risks in proportion to outcomes.
    Learners at the centre
    We incentivise, promote and enable improved educational outcomes for everyone by making providers accountable for how they deliver education and the outcomes they achieve. We expect providers to recognise learner diversity and meet learners’ needs and aspirations.
    Continuously improving the system
    We improve the system’s effectiveness through reviewing and updating internal processes for deciding and applying responses, as necessary. We improve the system through the tools and guidance we provide to the sector and the network of provision we invest in.

  • Unions barred from Budget 2025 lock-up

    Unions barred from Budget 2025 lock-up

    Source:

    The New Zealand Council of Trade Unions Te Kauae Kaimahi has sent an open letter to the Government objecting to its decision to block the NZCTU and other unions from attending the Budget lock-up on 22 May.

    “We object in the strongest possible terms to the Government’s decision to bar the NZCTU from the Budget 2025 lock-up. The NZCTU represents over 300,000 workers across the private and public sectors and is the largest democratic organisation in New Zealand,” said NZCTU President Richard Wagstaff.

    “Workers will be significantly impacted by the decisions made by government at Budget 2025, and it is important that the NZCTU can accurately report on Budget decisions to ensure working people are properly briefed.

    “This Government appears to believe the banks, international financial institutions, and consulting houses are more important than working people, and it seems that is why the representatives of working people have been denied access.

    “Last week the Government made the highly controversial decision to unilaterally gut the pay equity claims process. It is therefore unsurprising that it doesn’t want working people to understand the rationale and impacts of its Budget decisions this year,” said Wagstaff.

    Read the open letter below:

  • Government Doesn’t Want To Define Woman

    Government Doesn’t Want To Define Woman

    Source: E-Commerce arrangement with China to boost Digital Exports

    MEDIA RELEASE – 10 May 2025

    It’s not just Chris Hipkins who cannot define a woman!

    The Government’s response to a 23,532-strong petition asking for ‘woman’ to be clearly defined in all laws, public policies and regulations has been issued, and is being labelled as weak, confused, and shows both a clear lack of understanding around what a woman is and any desire to protect women in society.

    “The sad irony is that the Minister for Women in her response refused to define what a woman is.  Alongside this, she is also clearly indicating the irrelevancy of her role because she will not actually stand up for the recognition and protection of women” says Bob McCoskrie, CEO of Family First.

    The petition asked that ‘woman’ be defined as ‘an adult human female’ in all our laws, public policies and regulations.  It was referred to the Minister for Women, Nicola Grigg, to reply to.

    “There is a clear need to define what a woman is (and a man) so as ensure the necessary protections for specific women’s issues and spaces, such as schools; sports; prisons or other detention facilities; domestic violence centers; rape crisis centers; changing rooms; toilets; & other areas where biology, safety, or privacy are implicated that result in separate accommodations. (Family First has always held that individuals born with a medically verifiable diagnosis of disorder / differences in sex development should be provided appropriate legal protections.)”

    “We note the further irony that the Government has just targeted pay equity laws which themselves are clearly focused on women, and yet simultaneously has responded to our petition saying they also have no idea what a woman is.”

    The Government is also hiding behind a Law Commission review which is not actually about women but about “people who are transgender, people who are non-binary and people with innate variations of sex characteristics”.

    The recent decision by the UK Supreme Court has given a clear and welcome direction that New Zealand could readily follow.

    That the Minister’s response is clumsy and directionless means there is even more need for the Member’s Bill by New Zealand First MP Jenny Marcroft – the Legislation (Definitions of Woman and Man) Amendment Bill – to be drawn from the ballot, debated, and passed into law.

    “It is well past time that the Minister for Women and the New Zealand Government remove their confusion around biological reality and return to protecting and celebrating women – especially given that we are celebrating Mothers’ Day this weekend,” says Mr McCoskrie.

  • Pay Equity Events

    Pay Equity Events

    Source:

    The Government using Pay Equity settlements as a way to fund their Budget is a new low.

    Join in rallies across the motu to speak truth to power.

    Below is a list of all the event’s we are aware of. If you have any other events you’d like to add, please let us know here.

    Auckland

    • Fight Back Against Pay Equity Attacks
    • Brooke Van Velden’s Office, 35 St Johns Rd, St Johns
    • 1pm Friday 9th May

    Hamilton

    • Protest
    • Tama Potaka’s Office, 109 Rostrevor St
    • 1pm Friday 9th May

    Tauranga

    • Red Square, Spring Street
    • 12.30pm Friday 9th May

    Thames

    • Scott Simpson’s office, 614 Pollen Street Thames
    • 1.30pm Friday 9th May

    Feilding

    • Pay Equity Rally
    • Suze Redmayne Office, 51 Fergusson St
    • 1pm Friday 9th May

    Levin

    • Outside MP Tim Costley’s electorate office, corner of Bath and Oxford Street
    • 1pm Friday 9th May

    Ōtaki

    • MP Tim Costly’s office in Ōtaki, 7, Office 6c/3 Te Roto Drive, Paraparaumu
    • 12.30pm Friday 9th May

    Nelson

    • March for Pay Equity
    • Millers Acre Carpark by the Info Centre
    • 11am, Marching at 11.15 Saturday 10th May

    Christchurch

    • Protest at Hon Nicola Grigg’s (Minister for Women) Office
    • Shop 34, Rolleston Square 9 Masefield Drive Rolleston 7614
    • 1pm, Friday 9th May

    Timaru

    • Protest
    • Rangitata MP James Meager’s Office, 30 Cannon St, Timaru Central
    • 1pm, Friday 9th May

    Dunedin

    • Protect Pay Equity
    • The Exchange
    • 1.30pm, Friday 9th May
  • Unions launch petition to protect pay equity

    Unions launch petition to protect pay equity

    Source:

    Major Aotearoa unions have launched a new petition calling on the Government to reverse their proposed amendments to the Equal Pay Act and restore existing pay equity claims.

    Unions behind the petition are home to tens of thousands of working people who’ve experienced the life-changing impact of pay equity – including hospital administrators, social workers, nurses, and Allied health professionals.

    “For many people who work in underpaid, traditionally female-dominated sectors, pay equity settlements are the difference between families being able to afford dental appointments, tamariki going to school camp, or being able to take the car into a mechanic,” said NZCTU Secretary Melissa Ansell-Bridges.

    “The proposed changes will reverse decades of progress to correct pay rates for women and people of all genders working jobs that have been undervalued due to sexism.

    “This is about equity and justice – but it’s also about dignity and the cost-of-living,” said Ansell-Bridges. 

    The petition calls on the Government to: 

    • Reverse all claim cancellations by restoring existing pay equity claims – including for care and support workers, teachers, and library assistants. 
    • Undo Equal Pay Act changes that make it impossible for people working in female-dominated professions to achieve and keep pay equity.  
    • Deliver pay equity settlements to every worker waiting for their claim. 

    In less than 24 hours after the petition launched, it already has more than 5000 signatures.

    Unions supporting the petition include NZCTU, PSA, E tū, NZEI, NZNO, TEU, New Zealand Writers Guild and Tertiary Institutes Allied Staff Association.

  • Unemployment data shows real weakness behind the headline rate

    Unemployment data shows real weakness behind the headline rate

    Source:

    Unemployment data released today by Statistics New Zealand shows ongoing weakness in the labour market, with falling employment, falling hours of work, and nearly half of all workers getting a pay rise less than inflation, said NZCTU Te Kauae Kaimahi Economist Craig Renney.

    “While the unemployment rate number stayed at 5.1%, the number of people working full-time fell by 45,000 while the number working part-time increased by 25,000. People can’t find all the work they need to get by,” said Renney.

    “This data demonstrates that there are now 37,000 more unemployed people than at the last election. Māori unemployment is now at 10.5% and Pacific unemployment is at 10.8%. Employment fell in manufacturing, construction, retail, education, and health care. There are now nearly 3 million fewer hours being worked in the economy.

    “The weakness of current economic growth is also being reflected in the wage data. Total weekly gross earnings rose by less than inflation at 2.4% annually. 41% of workers saw no pay rise at all. It’s clear that workers are struggling to get the wage increases they need to keep up with the cost of living.

    “Youth unemployment continues to rise. There are now 70,700 15–24-year-olds unemployed and 96,600 are not in employment, education or training. There is no plan to help these younger workers, and they are bearing the brunt of employment change.

    “Without changes to the Government’s economic approach, things will likely get worse. In 2022 New Zealand was sixth in the OECD rankings for unemployment. We are now 18th.

    “The Budget this month will likely see forecasts of unemployment rising in the future. It’s time to change course and deliver policies that ensure good work and fair pay for all,” said Renney.

  • Maritime Union condemns Government’s attack on pay equity and women workers

    Maritime Union condemns Government’s attack on pay equity and women workers

    Source:

    The Maritime Union of New Zealand has condemned the Government’s attacks on hard-won pay equity legislation, describing these as a direct assault on the rights and economic well-being of women and all working New Zealanders.

    Maritime Union National Assistant Secretary Fiona Mansell says the Government’s proposed changes to the pay equity framework will wreck decades of progress, undermine fairness and equality in the workplace, and harm women in historically undervalued occupations.

    “The proposals completely undermine the principle that women deserve equal pay for work of equal value,” says Ms Mansell.

    “For years, unions have fought tirelessly to establish and strengthen pay equity laws. Weakening pay equity laws will entrench poverty and make it harder for working families to get by.”

    Ms Mansell says pay equity is a critical component of addressing the gender pay gap and ensuring economic justice.

    The Maritime Union of New Zealand stands in solidarity with women workers and is working with other unions across the country who have voiced strong opposition to the Government’s backward stance.

    “Given the serious implications for women’s rights, workers’ rights, and economic fairness, MUNZ believes Workplace Relations Minister Van Velden’s position has become untenable.”

    She says the Maritime Union was calling for Minister Van Velden’s immediate resignation.

    The Maritime Union of New Zealand will continue fighting alongside the wider union movement and women workers to protect and advance pay equity.

  • Social Media Bill Should Be Government Bill

    Social Media Bill Should Be Government Bill

    Source: E-Commerce arrangement with China to boost Digital Exports

    MEDIA RELEASE – 6 May 2025

    Family First welcomes the introduction of a Social Media Age-Appropriate Users Bill by Catherine Webb, the National MP for Tukituki, which makes it a legal requirement for social media companies to verify users are sixteen years or older.

    However, with the supposed backing of the Prime Minister Christopher Luxon and the National Party, Family First is asking why this Bill is being left to the luck of the members bills’ ballot and not made a government Bill?

    “If as Ms Webb and Mr Luxon say in their introductory comments that this is intended to protect young people from bullying, inappropriate content and social media addiction, then why is it not a government priority which would actually see the idea made into law, or at the very least have a parliamentary & public discussion via a Select Committee process?” asks Bob McCoskrie, CEO of Family First.

    Family First has long advocated for better regulation of social media and support for parents so as to protect young people.

    “First and foremost, there needs to be a community response where parents unite to ensure their young children are not exposed to social media, but there is also room for government support to empower parents,” says Mr McCoskrie.

    Dr Jonathan Haidt – author of “The Anxious Generation: How the Great Rewiring of Childhood is Causing an Epidemic of Mental Illness” – notes in his acclaimed research that there is a clear correlation between the introduction of smart phones and a significant decline in young people’s mental health.  (Dr Haidt was a guest at last year’s Forum on the Family and he called on New Zealand and other countries to do more to protect young people from the harms online.)

    In Australia, a Guardian newspaper poll last year found that almost 70% wanted age limit raised from 13 years to 16 years when it came to social media.  Of this, 44% strongly supported the idea and 24% were somewhat supporting it.  Only 14% opposed the notion and 17% were unsure.

    In the US State of Virginia, legislation has just passed ensuring social media companies limit under sixteen year olds to a maximum of one hour of scrolling a day.

    Family First thanks Catherine Wedd for drafting the Bill but once again calls on all the coalition parties in the Government (ACT and NZ First) to adopt the bill as a Government bill and ultimately walk the talk when it comes to protecting children online.

    “This important discussion needs to be a priority for the Government and not left in a biscuit tin.”

  • Privacy notice

    Source:

    Last updated 4 February 2021
    Last updated 4 February 2021

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    A privacy notice is an outward-facing document, a TEO usually publishes on a website, to show the public how you manage personal information.
    A privacy notice is an outward-facing document, a TEO usually publishes on a website, to show the public how you manage personal information.

    It is especially necessary for people who will use your services, ie, students, to understand what you do with their information.
    Privacy notices contain similar information to consent forms. The difference is that a privacy notice relates to your whole organisation and can be referred back to students. A consent form is specific to one use of the information.
    A student may sign several consent forms during their study, but you only need one privacy notice.

     

  • Eligibility – MPTT

    Source:

    Consortium eligibility
    For the full eligibility requirements, see the MPTT funding conditions for the relevant year.
    To be eligible to receive MPTT consortium activities funding you must be the lead member of a consortium. An MPTT consortium consists, ideally, of at least one tertiary education organisation (TEO) funded for work-based learning, one TEO funded for provider-based learning (these may be the same TEO), employer representation, and at least one Māori and/or Pasifika entity.
    Consortium activities
    We allocate consortium activities funding based on intended learner numbers, and the capacity and performance of the consortium. Other factors, such as the stage of development of the consortium and the potential for economies of scale are also taken into account.
    Consortium activities that we may agree to fund include:

    governance and project management
    coordinating the contributions of consortium members and other services to the development of learner capabilities
    employability skills training (MPTT employability activities) and licensing (eg, driver licensing) that complement DQ-funded programmes or Micro-credentials
    learner support (activities, equipment or other support that contribute to learner success in addition to the support ordinarily offered by the tertiary provider).

    Fees top-ups & brokerage services eligibility
    For the full eligibility requirements, see the MPTT funding conditions for the relevant year.
    Fees top-ups and brokerage services funding contribute to achievement of the successful outcomes sought from MPTT.
    We may fund:

    a consortium partner organisation for fees top-ups and brokerage services on a consortium’s behalf
    multiple consortium partner organisations for fees top-ups and/or brokerage services, and/or
    a consortium partner organisation for fees top-ups and brokerage services, allowing the consortium to subcontract with its own members, or other TEOs, for delivery of services such as brokerage.

    Fees top-ups
    MPTT funding for fees top-ups ensures consortium partner tertiary education organisations (TEOs) can make their Delivery at Levels 3-7 (non-degree) on the NZQCF and all industry training (DQ3-7) funded programmes of pre-trades training fees-free for MPTT learners.
    TEOs that receive funding for fees top-ups must have an effective assessment process for determining literacy and numeracy needs of learners.
    Additional guidance is available about:

    the importance of literacy and numeracy skills development in learners
    our literacy and numeracy expectations of TEOs
    literacy and numeracy best practice for TEOs
    resources and research findings, and
    the Literacy and Numeracy for Adults Assessment Tool.

    Literacy and Numeracy for Adults Assessment Tool guidelines
    Brokerage services and activities
    Brokerage services funding supports connections between employers, consortia and partner/other TEOs in order to support MPTT learner progression.
    We expect these activities to supplement existing brokerage and facilitation activities carried out by a consortium. A brokerage services funded TEO may pass on its funding to another organisation to carry out the services. 
    The brokerage services specified in the TEO’s funding confirmation documentation must be the brokerage services provided. These services may include:

    providing recruitment support, identifying pre-employment needs of learners, and their employment, training and career pathways 
    tailoring pre-employment trades education provision to the needs and aspirations of MPTT learners, communities and potential employers
    matching MPTT learner talents and aspirations with employer skill requirements and career pathways
    facilitating relationships between MPTT learners, TEOs , potential employers and key industry stakeholders, and
    providing employment transition support for learners.

    Career guidance
    We expect consortium partner organisations to, collectively and individually, support each learner to recognise and develop the skills and competencies they need to manage their career in a trade.
    See Consortia, and Project Kamehameha and Project Lumana’i (research commissioned by Careers New Zealand about design and delivery of career resources for Māori and Pasifika respectively).
    Learner eligibility
    For the full learner eligibility requirements, see the MPTT funding conditions for the relevant year.