Documents & reports
The Classification Office is accountable to the New Zealand public as a provider of an important public service. These documents contain detailed information about our operation, performance, and outlook for the years ahead.
Jump to:
- Annual Reports
- Statements of Intent
- Statements of Performance Expectations
- Proactive releases
- Responses to Official Information Act requests
- Classification Office submissions
- Briefing to the Incoming Minister
- Chief Executive's expenses, gifts and hospitality disclosure
- Kia Toipoto - Gender and Ethnic Pay Gaps
Annual Reports
Annual Reports for a financial year (1 July - 30 June) are available in November each year, once they have been tabled in Parliament.
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Statements of Intent
Statements of Intent outline the proposed nature and scope of our activities, how we will be managed, and how we will measure performance.
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Statements of Performance Expectations
Statements of Performance Expectations are to be read in conjunction with our Statements of Intent, which outline our longer-term strategic focus and operating environment.
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Proactive releases
The Classification Office proactively releases information that has not been requested via the Official Information Act.
Responses to Official Information Act requests
The Classification Office publishes our responses to Official Information Act requests below. Find out how to make a request for official information here.
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Classification Office submissions
The Classification Office regularly contributes submissions on proposed legislation and to inquiries relevant to our areas of work.
Briefing to the Incoming Minister
When a new Minister of Internal Affairs is appointed, the Classification Office provides a briefing which outlines who we are and what we do, how we have been operating, and other important information of use to the Minister.
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Chief Executive's expenses, gifts and hospitality disclosure
We publish a list disclosing the Chief Executive's expenses, gifts received, and hospitality expended or offered.
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Kia Toipoto - Gender and Ethnic Pay Gaps
As a small organisation of around 25 staff, we do not meet the threshold to produce meaningful gender or ethnic pay gap statistics. Even small changes in our staff can impact significantly on our pay gap statistics and make our figures volatile. While we do not report our pay gap data, we do use this information along with other information, such as trends and our workforce profile, to help indicate our status and progress.
Looking at our information we can see:
- We have more women than men in our workforce, with more women holding leadership roles. This is a long standing characteristic of our team.
- We have recruited slightly more men than women since 30 June 2020.
- A review as at December 2022 of starting salaries since 2020 showed women had been appointed slightly higher in the band than men.
- We have a relatively stable work force with an average length of service of 6+ years. As such, opportunities for internal progression are few.
- While our flexible working conditions are available to all members of our team, women are more likely to work part time.
- About one third of our staff report their ethnicity as something other than NZ European/Pākehā and this proportion has been stable over the last 3 years.
The Office is due to publish its Kia Toipoto action plan by April 2023.
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