Working Environment

The State sector recognises that its staff are its most significant asset. It aims to provide staff with a working environment where excellence is recognised and rewarded, and where you will be encouraged to develop your talents and career aspirations. Organisations in the State sector have similar approaches to employment practices and employee relations. Although each will handle the details differently, the following information provides a guide:

 

Good Employer

Legislation requires the State sector to be a ′good employer′. This means that every agency is required to operate human resource policies that contain provisions promoting fair and proper treatment of employees in all aspects of their employment. This includes providing good and safe working conditions, equal employment opportunities, impartial selection procedures and opportunities for employee development. The State Sector Act also refers to recognising the employment requirements of specific groups of employees: Māori, women, ethnic or minority groups, and people with disabilities.

Pay and Conditions

State sector departments negotiate their own specific pay and conditions with their own employees; either directly or through an employee′s representative union. Each organisation develops its own remuneration system that allows each employee's individual skills and experience to be recognised on the pay scale. There are also provisions for performance pay, based on clear, measurable objectives being achieved by the employee.

State sector employment conditions are some of the best available in New Zealand, including generous provisions for sick, domestic, bereavement/tangihanga, and parental leave. As outlined in the good employer provisions any collective agreement or individual employment agreement should be based firmly on the principles of fair and proper treatment.

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Employer-sponsored superannuation

KiwiSaver is a voluntary retirement savings initiative available to all eligible New Zealanders. There is an employer subsidy for most staff, starting at 1% of gross pay from 1 April 2008 and rising to 4% of gross pay from 1 April 2011. To join a KiwiSaver scheme you must be below the qualifying age for New Zealand superannuation (currently age 65) and a New Zealand citizen (or entitled to live in New Zealand indefinitely).

When you start new employment you will be automatically enrolled into a KiwiSaver scheme unless you are an existing KiwiSaver member or employed by an exempt employer. For more information please visit the KiwiSaver website www.kiwisaver.govt.nz.

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Treaty of Waitangi (Te Tiriti O Waitangi)

The Treaty of Waitangi is New Zealand′s founding document. Over 500 Māori chiefs and representatives of the British Crown signed the Treaty in 1840. Like all treaties, it is an exchange of promises between the parties to it. More information on how the Treaty came about and on the document itself and its principles is available at www.treatyofwaitangi.govt.nz/

The Treaty of Waitangi has implications for specific service delivery and Māori employment obligations for all Public Service departments.

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Equal Employment Opportunities / Diversity Provisions

Each organisations Chief Executive must have an equal employment opportunities (EEO) programme as part of the commitment to being a good employer.

The State Sector Act requires each department to commit to fairness and equality of opportunity in employment, management systems and practices. It also supports the development of inclusive workplace cultures.

The State Services Commission has a specific legislative responsibility to promote, develop and monitor EEO across the State sector. See www.ssc.govt.nz for more information on good employer and EEO provisions.

Mainstream Programme for people with disabilities

The State Services Commission operates the Mainstream Programme, which provides funding to create positions in selected State sector organisations for people with significant disabilities. Mainstream works in collaboration with placement agencies for people with disabilities to find employment positions, which are then subsidised for a two year period.

For more information, contact mainstream@ssc.govt.nz

Family Friendly Policies

Finding a balance between work and home life is seen as increasingly important by staff. Some State sector employers have introduced measures to try to reduce the conflict between work and family responsibilities.

Examples of some of the practical measures that have been developed are: the provision of on-site childcare, the payment of a subsidy for childcare, the structuring of flexible hours of work (including part-time work and job sharing), opportunities for teleworking and rooms being made available for breastfeeding mothers. See the SSC's website for more information.

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