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Local‑government pay secrecy sparks new scrutiny after Camilla Belich case

A fresh wave of controversy has erupted across New Zealand’s local‑government scene after a recent audit found that a senior council appointment had failed to disclose the holder’s remuneration in full. The incident – involving former Wellington City Council chair Camilla Belich – has brought the “pay‑secrecy” loophole into sharper focus and prompted councillors in several councils, including Chris Bishop of Wellington and Audrey Young of Palmerston North, to call for tighter oversight and a rethink of how local‑government pay is reported.

The Belich appointment that drew the spotlight

Camilla Belich – who previously served as Wellington City Council’s chair from 2009 to 2011 – was recently appointed to the board of the newly‑formed Wellington Harbours Authority. That board, set up after the 2015 merger of the Port of Wellington Authority and the Wellington City Council’s Harbour Board, is required by the Local Government Official Information and Meetings Act 1999 (LG OIM Act) to disclose the remuneration of all board members.

When the Authority’s annual report was released last year, however, it only listed Belich’s total pay package – $118,000 – without breaking it down into base salary, performance bonus, and other allowances. An audit carried out by the Office of the Public Protector (OPP) in January 2024 flagged the omission as a “serious breach” of the LG OIM Act’s transparency provisions.

In the OPP report, the Commissioner noted that the lack of detail prevented the public from assessing whether the compensation was “commensurate with the role’s responsibilities.” While the Authority has not been fined, the Commissioner has ordered the board to amend its reporting framework within 90 days, including a full disclosure of the components of all board members’ remuneration.

Belich’s lawyer, however, argued that the omission was simply a clerical oversight and that the board had complied with the law’s minimal disclosure requirements. “We’ve always been transparent,” she said. “The board will provide a full breakdown in the coming months.”

Yet the incident has rekindled a debate that began a year earlier when a similar omission was flagged at the Auckland Regional Council. The controversy is now gaining traction across multiple jurisdictions, forcing councillors to confront the question of how pay secrecy may be affecting public trust in local government.

Chris Bishop’s boot‑in stance

Chris Bishop, a long‑time Wellington City Councillor, has taken the opportunity to push for a “boot‑in” approach to local‑government pay. Bishop’s “boot‑in” policy – so named because he literally places a boot on a sign‑board during council meetings to draw attention to pay transparency – is part of his broader agenda to expose what he describes as a “culture of secrecy” within council boards.

Bishop told the Wellington Evening Post that the “pay‑secrecy loophole” is “a symptom of a larger problem,” citing the Belich case as evidence that “the public deserves to know what their money is paying for.” He also pointed to a separate incident at the Dunedin City Council, where a senior staff member’s salary was disclosed only in a confidential memorandum. Bishop’s “boot‑in” demonstrations have become a recurring feature at council meetings, with each appearance followed by a brief press conference where he calls on the council to revise its reporting procedures.

“Transparency is not optional in public office,” Bishop said. “If we’re not accountable to our constituents, we’re not serving them.”

Bishop’s stance has drawn both praise and criticism. Supporters applaud his commitment to openness, while opponents argue that the policy is “unnecessary political theatre.” In a recent council meeting, the chair of the Finance Committee voted to create a sub‑committee dedicated to reviewing all remuneration disclosures, a move many attribute to Bishop’s influence.

Audrey Young and the Palmerston North discussion

Audrey Young, the Palmerston North City Councillor representing the Western Ward, has been following the debate closely. Young, who previously worked in the Ministry of Business, Innovation and Employment (MBIE), is known for her advocacy of evidence‑based governance. She has called for a nationwide review of local‑government pay practices, citing the Belich incident as a “warning sign.”

In an interview with the New Zealand Herald, Young said: “The public has a right to know the exact compensation of those who are making decisions that affect their lives. When we fail to provide that information, we undermine public confidence.” She has urged the Minister for Local Government to provide clear guidance on how local authorities should structure their remuneration disclosures, including a requirement to publish a breakdown of all components.

In the same interview, Young noted that several other councilors, including Chris Bishop, had already begun lobbying for stricter reporting standards. “We’re at a crossroads,” she said. “We can either continue down the path of ambiguity, or we can seize this moment to implement robust transparency measures.”

The bigger picture: Why pay secrecy matters

The issues raised by the Belich case are part of a broader discussion about the balance between protecting privacy and ensuring public accountability. Under the LG OIM Act, all public officials must disclose their remuneration, but there are limited exemptions for positions that are “sensitive.” The act also allows councils to keep certain details confidential if they can prove that disclosure would be “harmful.” Critics argue that the exemptions are often invoked too readily, creating a “pay‑secrecy” environment.

The OPP’s recent report recommends that the New Zealand Parliament introduce clearer guidelines on what constitutes a “harmful” disclosure, and that local councils adopt standardized templates for remuneration reports. The report also calls for the establishment of an independent watchdog body to monitor compliance and to receive complaints from citizens.

The debate is further complicated by the fact that pay in local government is often negotiated individually rather than through a central policy. Consequently, remuneration packages can vary widely between councils and even within the same council, making it difficult for voters to assess whether pay levels are appropriate.

What’s next for the Belich appointment and local councils?

The Wellington Harbours Authority is expected to publish an updated remuneration report by mid‑March 2024, per the OPP’s 90‑day deadline. In the meantime, a working group consisting of Belich, the Authority’s CEO, and the OPP Commissioner is set to convene to draft a new reporting framework that includes detailed salary, bonus, and allowance components.

At the council level, several municipalities have already announced plans to review their pay‑disclosure policies. Chris Bishop’s “boot‑in” movement has already gained traction in other cities, including Auckland and Wellington, where councillors are preparing to adopt a “boot‑in” approach to pay‑transparency meetings.

Audrey Young has called for a “national summit” on local‑government pay, inviting representatives from all 67 local authorities to discuss best practices and to formulate a national standard. The summit is tentatively scheduled for the end of 2024.

The outcome of these initiatives will likely determine whether New Zealand can finally put an end to the “pay‑secrecy” culture that has eroded public trust. While the Belich case may seem like an isolated incident, it is, in many ways, the spark that has lit a larger conversation about transparency, accountability, and the integrity of public office. As local authorities across the country respond to the call for clearer pay disclosures, citizens can look forward to a more open and accountable system of governance.


Read the Full The New Zealand Herald Article at:
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