Frequently Asked Questions
Why is there no classification called CT10? Are CT9s still getting an increment increase?
In the new agreement, CT9 is now at the same level that CT10 would have been. Everyone moved up one step to make room for the new Authorised Persons classification at the bottom of the scale. So, even though there is no CT10, the pay increase you expected is still happening—it’s just at the new CT9 level. Essentially, it’s a 10-point scale that runs from CT0-9, instead of CT1-10 (even though the “Authorised Persons” classification is not officially called CT0).
Check out the CT Salary Table to see what your new salary will be under the new EA!
What happened to the offer of NCT parity for Primary and Preschool teachers?
The department reduced their initial offer of 5 hours and 20 minutes of non-contact time from Primary and Preschool Teachers in order to find the resources for the significant pay increase that was offered. We agreed to this compromise after carefully considering feedback from members, who expressed concerns that the additional non-contact time would be difficult to implement due to the ongoing teacher shortage. NCT for these teachers will now increase to 4 hours and 20 minutes. This strikes a balance between addressing workload concerns and ensuring the sustainability of the system while we work toward better staffing levels. We plan to revisit the issue of parity in future negotiations once these challenges are resolved.
What are the implications of the CT reclassification for Senior Teachers?
The reclassification of Classroom Teachers (CTs) does not directly impact Senior Teachers (STs), who will not be subject to a reclassification in this agreement. However, STs will still receive the 4.3% wage increase applicable to all classifications on commencement of the agreement. The CT reclassification was introduced to recognise their increased responsibilities, particularly in mentoring less experienced teachers and to attract more fully-qualified teachers to the NT. While ST roles remain unchanged for now, the AEU NT is committed to working with the Department on the entitlements of STs outside of the enterprise bargaining cycle, using mechanisms such as the Mercer Job Evaluation System (JES), to ensure these positions remain attractive and appropriately recognised.
What are the implications of moving the expiry date from October to January?
The new expiry date allows a full school year to gather input from members, develop the union’s log of claims, and conduct bargaining. This will help to ensure that the next agreement can be voted on and finalised with sufficient time before the expiry date.
The timing of an agreement’s expiration, particularly during school holidays, does present challenges for organizing and executing industrial action. However, these challenges can be effectively managed through strategic planning, collaboration, and a deep understanding of the broader context of industrial action.
While industrial action remains an important tool for the union, it is crucial to use it strategically and situationally. Even after an agreement expires, the union can continue to engage in productive negotiations, leveraging the potential for future industrial action as a bargaining chip without resorting to it immediately. This approach maintains the focus on achieving mutually agreeable solutions while keeping the option of action available if necessary.
This strategy ensures that the union remains proactive in protecting members’ interests, even in challenging circumstances, and reinforces our commitment to securing the best possible outcomes through a balanced approach.
How come the agreement does not include lump sum retention payments similar to those in NSW and Vic?
Our primary strategy focused on securing substantial salary increases for all NT teachers, ensuring long-term, compounding benefits that support recruitment and retention across the entire Territory. This approach acknowledges the unique challenges of the NT as a predominantly rural and remote region, unlike NSW and Victoria, which rely on lump-sum payments for specific high-demand areas.
While we did not secure lump-sum retention payments, we are actively working with the Department on additional initiatives outside the Enterprise Agreement. One such effort is the “Hard to Fill” scheme, designed to address recruitment and retention challenges in a more targeted and sustainable manner. These complementary strategies will help meet the needs of teachers in high-demand areas while maintaining a strong, competitive salary structure for all NT educators.
Why is this ballot of all employees? How come we did not hold meetings of members to endorse this new agreement?
The ballot is open to all employees covered by the enterprise agreement, not just union members, because the Fair Work Act 2009 requires it. The law ensures that all employees affected by the agreement, regardless of union membership, have the right to vote. Since the agreement will apply to everyone in the relevant classifications, it’s important that all employees have the opportunity to participate in the decision, ensuring a fair and democratic process for everyone impacted by the new terms and conditions.
The union did not hold additional meetings with members prior to endorsing the new agreement due to time constraints. The NT Government was entering its caretaker period ahead of the election, which meant that if the offer wasn’t finalised before then, negotiations would have been delayed until after the election. To secure the substantial improvements in the revised offer—many of which directly addressed member concerns raised in sub-branch meetings on the previous offer—the union executive made the decision to endorse. Holding further meetings would have risked missing the opportunity to lock in these gains before the caretaker period began.
How will schools fund the significant pay rises included in the new agreement?
The funding for the significant pay rises and other improvements under the new Enterprise Agreement will be supplemented by additional contributions from the Better Fairer Schools Agreement (BFSA). A key aspect of this funding includes specific initiatives aimed at workforce development, such as attracting and retaining educators, particularly in remote and disadvantaged areas, and providing them with high-quality professional development. The Australian Government will contribute an extra $737.7 million from 2025 to 2029, with the Northern Territory Government adding $350 million over the same period. This funding will supplement existing departmental resources, ensuring that schools have the financial capacity to support the pay increases and other workforce-focused improvements.
