NZSki Defends Lesson Allocation System After Veteran Instructor Alleges Foreign Staff Prioritization

A long-serving ski instructor in New Zealand has claimed that the company's lesson allocation system now prioritizes foreign staff on work visas over local veterans with more experience and qualifications. The allegation, detailed in an anonymous email sent to the Otago Daily Times on Friday, suggests that the shift in policy has altered how premium private lessons are distributed across the team.

The staff member, who has worked at Queenstown’s Coronet Peak and The Remarkables for several years, stated that the change has created an increasingly apparent imbalance in workload distribution. They argued that guests paying premium prices for private instruction should expect to be taught by instructors whose credentials match the level of service. The email highlighted that the new approach appears to devalue internationally recognized qualifications and accumulated industry experience in favor of a new internal scoring method.

Under the previous priority system, private lessons were allocated based on an instructor's certification through the New Zealand Snowsports Instructors Alliance or equivalent international bodies, alongside their years of service with NZSki. The anonymous author described this old method as rewarding professional development and providing a clear incentive for instructors to maintain their qualifications and return each season. They noted that securing a full schedule of private lessons is essential for instructors on seasonal zero-hour contracts, who are generally paid only when teaching.

The complaint centers on the introduction of an internal scoring system by NZSki management. According to the email, this new assessment involves an operations lead observing an instructor for a very short period, reportedly as little as 30 seconds, before assigning a score. The staff member questioned how accurately such a brief observation could evaluate an instructor’s overall ability, teaching experience, and professional background. They claimed that even instructors who receive high scores under this new system can still be passed over for private lessons in favor of less experienced colleagues.

During the current season, the anonymous instructor said overseas staff, some of whom were in their first or second lesson, received priority access to high-paying private assignments. In contrast, more experienced New Zealand instructors were frequently left with lower-paying group lessons. The email stated that this pattern has led to diminishing earning opportunities for local staff who have invested years or decades in developing their skills and loyalty to the company.

The staff member noted that overseas instructors were generally accepting the work offered to them. The concern, however, was directed at management decisions that placed experienced local staff at a disadvantage. The anonymous author mentioned having trained several overseas instructors for their qualifications and expressed frustration at seeing those same individuals assigned work over them. They described the situation as disheartening after years of pride in working for NZSki.

NZSki has refuted the claim that the allocation process is unfair. In a statement to the Otago Daily Times, chief executive Paul Anderson said the company uses a consistent, performance-based approach for assigning lessons. Anderson stated that the process encompasses instructors' qualifications and their ability to deliver an exceptional guest experience. He emphasized that the method is applied fairly across the team.

Anderson added that instructors are assessed throughout the season and provided with feedback to ensure they understand expectations and opportunities for development. The company maintained that the current system ensures all staff are evaluated consistently regardless of their nationality or years of service. The email from the veteran instructor remains anonymous, and NZSki has not provided specific data on the breakdown of lesson allocations by nationality or experience level for the current season.

The dispute highlights a tension between long-standing staff expectations and new management practices. The anonymous instructor continued to work under the current system while documenting their observations. The company has not indicated whether it will review the internal scoring method or the 30-second observation period cited in the complaint.