Issue 7 July 2022

News

Issue 7 July 2022

Hōngongoi 7, 2022 | 24 min read

Kia ora koutou,

Matariki recently provided encouragement to pause and think about how far we have come over the last 12 months, and to reflect and prepare ourselves for the year ahead. For me, it felt incredibly appropriate as we prepare to share with you a proposed structure for Te Pūkenga.  

You may remember, in the last few weeks, we’ve shared that we will be consulting with you on this from 19 July to 16 August. With a little over a week to go, we’re currently finalising a few details and getting ready to present the proposal to you. We want to do this in a way that enables you to understand how Te Pūkenga will be structured and organised – and what this means for each of you.  

I know you are all eager to receive this information. For many of you, your current role and duties remain essential to a successful transformation. Therefore, we propose little change for the vast majority of kaimahi (staff) with their daily duties.  There is likely change with reporting lines (although not necessarily for many, their direct line manager) and all of us are on a journey to build our capability to genuinely give effect to the intention of the Reform of Vocational Education.  

We also expect new roles to be created, providing opportunity for all current network kaimahi. We’ll share with you how you’ll be able to apply for those roles of interest that align to your expertise.  

The creation of Te Pūkenga gives us the opportunity to re-think how we deliver vocational and applied education in Aotearoa New Zealand. That means looking at what works locally and considering how it might work at a national level, to reach more ākonga (learners) because of our size and scale. 

As we move further into the new year, I encourage you to look ahead at this moment in time to be part of a significant shift for Aotearoa. I know the passion and dedication that exists in our network, and I believe the proposed structure will enable us all to be bolder in our aspiration for ākonga (learners) and their whānau, employers and communities.  

Nga mihi, 

Stephen Town 
Chief Executive 

Our updates

Consultation: What you can expect

He aha e kitea e ngā kaimahi ina tuarihia Tā Mātou Hanganga Whakahaere i Tāpae ai?

I ngā putanga o Ngā Taipitopito o mua tata ake nei, i whakamāramatia te hoanga o Tā Mātou Hanganga Whakahaere i Tāpae ai me te tukanga, te wātaka hoki e tuku ai ngā kaimahi ō rātou whakaaro i te wā Wahakwhiti Whakaaro (Hei te Tūrei 19 Hūrae ka tuwhera ai).

I noho tahi a Stephen Henry, Kaiwhakaura Whakaumutanga, Whakawhitinga hoki, me Amomai Pihama, Kaitohutohu Māori, Kaiwhakahaere Takirua, Whakapāpātanga, Whakaanga hoki, Ngā Whakahaerenga a te Pūkenga, ki te kōrero mō ngā mea ka kitea e ngā kaimahi ina tuarihia ngā pārongo Whakawhiti Whakaaro.

I kōrero tahi a Amomai rāua ko Stephen mā te ara huitopa o Teams, mō te tukanga Wwhakawhiti Kōrero, mō ngā mea ka kitea e ngā kaimahi hei tohu mai i te wāhi ki a rātou i roto i te tukanga nei. I matapaki hoki a Stephen i te take mō te nuinga o ngā kaimahi, e kore e tīni te tūranga mahi i roto i te Hanganga Whakahaere i Tāpaetia ai.

Ka tīmata ngā kōrero a Stephen Henry i runga i te tiro whakamuri ki te huarahi i whāia kia tae tātou ki tēnei āhua o āianei.

Mātakihia te matapakinga i konei.

Ko te tuatahi tēnei o ngā kōrero me Stephen Henry, ka hopukina, ā, ka tuarihia hoki. Hei tērā wiki, ka kōrero ia mō te tukanga kimi kaimahi mō ngā tūranga hou ka whakaritea, me te wāhi ki ngā rohe i roto i te hanganga e tāpaetia ana.

Rēhita kia tuku mai ō whakaaro

Kia maumahara mai, ka tuarihia ngā pārongo Whakawhitinga Kōrero mā Ngā Taipitopito me Tōu Reo. Heoi me takiuru ki tēnei pūhara kia wawe ai, kia māmā ai hoki te whiwhi i ngā kōrero whaitake katoa mō Tā Mātou Hanganga Whakahaere i Tāpae ai. Mā tenei pūhara e taea ai e mātou te tuari pārongo ki a koutou.

Tirohia, ā, ka whakarite ai i tō takiuru ināianei. He tukanga ngāwari ia hei whai māu i tēnei rā tonu mā tēnei hononga: yourvoice.tepukenga.ac.nz.

Consultation: What you can expect

What can kaimahi expect when we share Our Proposed Structure?

In the last few editions of Nga Taipitopito, we have explained the design of Tā Mātou Hanganga Whakahaere i Tāpae ai | Our Proposed Structure and how, and when, kaimahi will be able to provide their feedback during Consultation (which opens on Tuesday 19 July).

Stephen Henry, Kaiwhakaura, Director Transformation and Transition sat down with Amomai Pihama, Co-Manager, Communications and Engagement to talk about what kaimahi can expect when the Consultation information is shared.

Amomai and Stephen were on a recorded Teams call where they talked about the Consultation process, what kaimahi can expect and where they’ll see themselves in the process. Stephen also discussed what happens for the majority of Network kaimahi who, through Our Proposed Structure, will not have a proposed change in role.

Stephen Henry begins the conversation with a quick look back at the journey we’ve been on to get to where we are today.

Watch the conversation here.

This video is the first of two kōrero with Stephen Henry which will be recorded and shared. Next week, he will talk more about navigating the recruitment process for newly proposed roles and how regions will form part of the proposed structure.

Register to give your feedback

A reminder that we will be sharing Consultation information through Ngā Taipitopito and Your Voice. You'll need to log into this platform to quickly and easily access all the relevant details on Tā Mātou Hanganga Whakahaere i Tāpae ai | Our Proposed Structure. This platform will allow us to share information directly with you.

Check and set up your log in now. It is a simple process that you can do today through this link: yourvoice.tepukenga.ac.nz.

Ka Mua, Ka Muri | Explore the past, shape the future: navigating change

This well-known whakataukī speaks of carrying our past with us, moving through the present and looking backwards into the known as we go into the unknown future. It shares a fitting reminder of carrying our strengths and experience with us, as we move together and transition through some significant milestones this year.

With consultation on Tā Mātou Hanganga Whakahaere i Tāpae ai, Our Proposed Structure beginning Tuesday 19 July, we wanted to share some kōrero with you to help you navigate yourself and support others through change.

Thank you to those of you who joined us for the Navigating Change and Mindfulness webinars that have been running. The call to action in one of the webinars was to pause and get clear on how do I want to show up through this change? We were reminded that in times of change we can focus too much on what is changing, and we should balance this by considering what’s not changing.

In this session kaimahi across the motu came up with a powerful list of what is not changing which includes:

  • deep care for and commitment to ākonga
  • support from our teammates
  • passion to see learner success and growth
  • desire to deliver quality engagement
  • community engagement and industry links
  • the need for us to work together to manaaki the success of our learners.

We will keep you updated in Nga Taipitopito about future opportunities to learn and connect as we continue to face change together. 

Many of us draw strength from stories of our tīpuna or sharing pūrākau to settle our mauri and navigate through change. In our recent Matariki webinar we heard from Professor Rangiānehu Mātāmua who shared a personal message to all of us within Te Pūkenga. He acknowledged the stars which make up Matariki are all slightly different, unique in their positions, their characteristics and what they represent, yet they bind together and rise as one cluster to mark the tau hau Māori | Maori new year. 

Professor Mātāmua shared how this aligns with our journey within Te Pūkenga. Now is a time to celebrate who we were, who we are and who we want to be. We are bringing together our treasure, our richness, with the goal to look to the future and unite.

As we consider the ways we can navigate through change this year, please remember the strength of connecting with people you trust to talk through any concerns or worries you may have. You and your whānau are also able to access confidential, independent support though your local Employee Assistance Programme provider (EAP). If you don’t have the contact details please contact your local People, Culture and Wellbeing teams who can point you in the right direction.

ServiceIQ joins Te Pūkenga Work Based Learning

It was a gorgeous Wellington day on Monday as we came together for a pōhwiri to welcome ServiceIQ into Work Based Learning. We've put together some highlights for to enjoy. Nau mai, haere mai ServiceIQ.

Privacy is everyone's business

Te Pūkenga is a growing organisation. This means new policies and procedures are being developed to help us all move from a little start-up establishment into a world-leading vocational education institute.

One of the latest changes soon to be released is a common privacy notice. This will be a network-wide notice that lets visitors to all websites across our network know how we may use their information.

With this common privacy notice in place, our network will be able to share prospective learner information and refer learners to the best opportunities for them in the network.

While we’ll have greater ability to share personal information, we must remain judicious with how and when we share. It must be shared for a specific reason and in line with how we’ve told people we will use their personal data the privacy notice.

This is also a timely reminder to take care with what information we share internally. We are moving at pace and so the likelihood for errors has increased. We need to foster a spirit of care for our kaimahi, and if accidental internal sharing of private information happen, we will work together as a team to remedy it.

Meet Dave Christiansen, Te Pūkenga ITP Transition Lead, who shares his insights on Early Movers mahi

Dave Christiansen, former chief executive of Wintec, has taken on a new role as ITP Transition Lead at Te Pūkenga. We caught up with Dave to find out about his role and his mahi in the Early Movers space. 

What does the role of ITP Transition Lead entail?

I’m a new addition to the Early Movers workstream resource here in Te Pūkenga, working closely with Vaughan Payne (Deputy Chief Executive, Operations), Paki Rawiri (Senior Māori Advisor, Partnerships and Equity), Caleb Kiriona (Project Manager, Programme Management Office) and Sinead Hart (Director, Legal and Risk). We engage with ITP subsidiaries to walk them through the Early Mover process. 

I bring a “lived experience” to the Early Mover process, having gone through this recently with Wintec alongside Toi Ohomai, who were the first two ITPs to move early into Te Pūkenga on 1 June. Obviously not all ITPs will be Early Movers, but all subsidiaries will transition into Te Pūkenga by year-end, so my job is also to work through the transition process for all ITP subsidiaries from now until the end of the year, giving support and guidance for everyone. My work is for the ITPs moving into Te Pūkenga, not the ITOs transitioning in. 

Why is the Early Movers work important for our network?

One of the drivers for Early Movers is to make sure we can transition everyone in a safe, low risk, and manageable way. 

If we left all the transitions until November and December, we would be making the process for our subsidiaries more challenging and putting a strain on the whole network all at once. It would also increase the risk of missing crucial elements and considerations around the various ITP transitions each of which, while having much in common, will also have unique considerations too. 

So far, we have two fully transitioned Early Movers - Wintec and Toi Ohomai. Currently we are working with a few more ITPs who are looking to be part of a next tranche of Early Movers. 

What have you learned first-hand about being an Early Mover?

As mentioned, I have a lived experience of being an Early Mover, having led Wintec through the transition, and working closely with Toi Ohomai and Te Pūkenga through the inaugural process. 

We learned a lot of things, and here are my key out takes and learnings:

  • Demonstrably it is a manageable process that can be done without risk to kaimaihi, ākonga and stakeholders.
  • It doesn’t change what is happening on the ground in each subsidiary and region.
  • For kaimahi a ‘no harm’ approach is being taken that can also have some real benefits around truly feeling part of Te Pūkenga earlier. It is one less bit of change to get through in a year that, we know, has a lot of change. 

A project management approach was taken with the first Early Movers, so now we have a better understanding of the work, and workstreams, involved. We’ve developed templates for all aspects of the transition process, and better understand any likely ‘pinch’ points and understand which functional groups of staff most need to contribute, in a workload sense. We now have templates for all workstreams, including communications/engagement, celebration runsheets, and letters for staff and suppliers. 

It also gave us an opportunity to pilot what alternative governance structure can be put in place once a subsidiary is dissolved and its Board is no longer in place. 

For Wintec and Toi Ohomai an Interim Reference Group structure was set up and involves two members of Te Pūkenga Council, plus two iwi or manu whenua representatives.  This model may be slightly different in each case going forward though the commitment to mana whenua representatives is very strong. 

What’s your advice for ITPs considering being an Early Mover?

It is not something to be afraid of. 

Technically it is the end of an organisation and entity, but at the same time it is not.  It is just another transformation from being an institute of technology to part of a unified vocational education network.  

Remembering all of us over the past decades have experienced change in some shape and form. Once upon a time Wintec used to be the Hamilton Technical College, but we are still operating and delivering vocational education to ākonga, and are now part of Te Pūkenga (which, indeed, is housed in the old Hamilton Technical College building). 

For the next ITP Early Movers there are a lot of processes and learnings that have been developed which will make the transition even easier. However, I do acknowledge the next tranche may coincide with the upcoming consultation on Our Proposed Structure. 

Every Early Mover subsidiary, and those transitioning at the end of the year, have unique characteristics and challenges that need to be taken into consideration such as different legal entities, ring-fenced funds, trusts and foundations.  

Moving early helps us to better work through and honour those unique elements of ITPs as they move into Te Pūkenga. It still allows everyone a chance to celebrate and acknowledge the past and retain history, but it is not truly the end of anything. 

Tell us a bit more about how you operate

I always try to be just me. I am the same “me” at work and at home and anyone who works with me knows I like to have fun at work.  A bit of humour, banter, and relationship building all goes a long way to making all the mahi and change a little less heavy and all-consuming.  It also helps me keep it all in perspective.

And a fun fact…I own far too many BBQs, at last count I had six and my favourite one is nothing more than a tripod with suspended grill and a firepit…very rustic, paleo style!

Te Turuturu provides opportunity to connect with Te Pūkenga mahi 

Te Pūkenga is encouraging network kaimahi to connect and discuss our collective mahi across the motu through an ongoing series of online hui, Te Turuturu. 

The Partnerships and Equity (PAE) team at Te Pūkenga will host our next Te Turuturu session to provide an update on the Māori Cultural Capability Framework at 3pm on Wednesday 13 July 2022.  

Deputy Chief Executive of PAE, Ana Morrison, will be joined by Te Pae Tawhiti Kaikōkiri (Director), Janine Kapa, and Māori Capability Development Kaitohutohu (Advisor), Aniwairua Komarkowski-Chapman. The hui will begin with a brief update on the Māori Cultural Capability Framework followed by an open floor where anyone who attends can ask pātai (questions).   

Where does the series name come from? Turuturu were pegs that were used by weavers to keep the garment they were working on in place or in a particular position as they progressed their mahi.  Those who passed by could view the garment in development and potentially witness the weaver at work and engage in conversation around the mahi with those involved. 

Upcoming Te Turuturu sessions in the next 90 days you may like to note and consider joining: 

More detail about topics and access details for each session will be shared with kaimahi closer to each session. 

New organisational strategy provides direction  

Te Piko outlines what type of organisation we want Te Pūkenga to be, what we want to achieve and how we will do this.  

It gives us a roadmap to guide our mahi and focus our attention on the activities that will have the most benefit and impact on the experiences of our learners and their whānau, employers and industry, iwi, communities and our people.  

Te Piko is based on the whakataukī (proverb) 'Ko te piko o te māhuri, tērā te tipu o te rākau, the māhuri tree bends as it grows in order for it to grow into the tree it is to become'. It acknowledges how we will need to be flexible as Te Pūkenga adjusts and grows as a new organisation.  

“An organisation of size and scale of Te Pūkenga is guided by many strategies, objectives, drivers and plans. Te Piko brings together our key documentation into a single, accessible document that gives us a clear direction to prioritise the work we have ahead of us,” Deputy Chief Executive Operations Vaughan Payne says.  

“Later this month we will consult on our organisational structure. Te Piko allows kaimahi to understand how the proposed structure aligns with our organisational strategy.”  

To view Te Piko Hōngongoi 2022 click here.

Check out our new content in Synergy Health

It’s a new month and that means we have new content on our Synergy Health homepage.

Everyone knows there are benefits to training your body to become physically strong. You can also train your mind to become ‘head strong’. A few small tweaks can lead to a massive improvement in how you're feeling. Take your mental fitness to the next level to become ‘head strong’ with a two-week module where you will:

  • download a 'Head Strong log' with practical and impactful activities for your mental health and fitness
  • complete activities such as 'Avoid a Mental Morning', 'Mood Foods', 'Walking on Sunshine', and more
  • integrate 10 healthy habits and five ways to wellbeing
  • track your progress and reflect on the impact of your activities.

Go to the Head Strong module (login to access)
Register for Synergy Health to see what else we’ve got going on

Synergy Health is available to the following subsidiaries and divisions who are part of our pilot:

  • BCITO
  • MITO
  • Unitec
  • MIT
  • Wintec
  • EIT
  • Open Polytechnic
  • UCOL
  • Otago Polytechnic
  • Tai Poutini Polytechnic
  • Toi Ohomai 
  • Competenz