Ngā mihi nui ki a koutou
This has been a big week for us, and it has been good to share the final decisions we’ve made in reshaping Te Pūkenga. Thank you again for your considered feedback throughout the consultation process, your attendance at the announcement earlier this week, and your active engagement with the decision document and the Deep Dive sessions. I’ve been humbled by your commitment to our vision of better vocational education for all. Getting to this point has taken an incredible effort from a huge number of people. Thank you all for your ongoing mahi and patience during this process. I am looking forward to the next steps that we will collectively take to deliver better outcomes for ākonga and employers.
As discussed, the transition period will be phased over the next few months to minimise disruption of delivery to ākonga, employers, industry, and other partners, and importantly to give our affected kaimahi time to be redeployed into new roles. During this time, let’s continue to look out for each other. While this may be an exciting time for some, it will also be challenging for others. It is at these times that our values serve well as our guide – manawa nui, manawa ora, manawa roa.
I hope you received the message loud and clear – there is a huge opportunity for redeployment. I really encourage you to consider applying for the new roles that will be advertised from next week.
There is a lot of information on Te Whare so please take the time to read and consider this. The Ako Delivery session from Gus had some technical issues yesterday but today’s session will be loaded to Te Whare this afternoon.
What lies before us is transformative: a dismantling of barriers that hinder access, participation, and completion of qualifications. This calls for reimagining learner support, redesigning qualifications, empowering our kaimahi and partners, and deepening our understanding of the socio-cultural and economic realities our ākonga navigate.
Our industry partners and employers are critical to our success. This new structure reinforces our need to collaborate closely with Workforce Development Councils and Regional Skills Leadership Groups to remain agile in meeting evolving needs. Our goal is to nurture vital skills on a national scale and pioneer strategies to deliver them effectively locally.
Through this collaboration, we will establish a clear picture of skills required across the country, present and emerging, while developing strategies to deliver them.
In other news it was great to see our own Paora Ammunson in the New Zealand Herald this week.
Under the headline “Thousands of potential learners a year are lost to vocational training - we must find a way to keep them”, he talked about targets we have set for eliminating disparities impacting Māori, Pasifika and disabled ākonga by 2031.
In a related story, UCOL | Te Pūkenga celebrated a significant increase in course completion rates of ākonga Māori.
In 2019, there was an 18 percent gap in completion rates between ākonga Māori and non-Māori which had reduced to a very narrow 0.66 percent last year. UCOL put this down to its focus on providing a more welcoming, inclusive, and culturally aware learning environment, strong leadership, committed, skilled kaimahi, and a relationship-based teaching practice called Te Atakura. Terrific work! And lessons here that we can learn from and share across the network.
Stuff covered the growing number of older New Zealanders taking up trades and vocational training (classifying ‘older’ as 40-plus), including thoughts from Megan Gibbons, and several case studies. One was of Hugo Manson, 82, who enrolled in the L4 New Zealand Certificate in Wastewater Treatment through Connexis | Te Pūkenga and has worked at the Juken New Zealand Wairarapa timber mill for the past four years alongside fellow trainee Stephen Meyrick, 24.
Last night I had the privilege of attending the Connexis | Te Pūkenga Excellence Awards in Invercargill. The night celebrated the best and brightest trainees working in the Electricity Supply and Telecommunications industries. They also recognise those who have made a significant contribution to the industry through their enthusiasm and commitment to industry training. It was a fantastic evening to be part of and reinforced our important role in supporting lifelong learning for New Zealanders.
It’s been a big week for us all with lots of new information to take in.
In the weeks and months ahead, I look forward to continuing our work together to transition to the new structure, and to shape and mature our processes and ways of working across our network. As we do that, please don’t hesitate to reach out to your team leaders and PCW representatives for support and guidance. We are here to ensure everyone thrives at Te Pūkenga - including our kaimahi.
Ngā mihi nui
Peter Winder
Tumuaki | Chief Executive
Finding support during times of change
Navigating periods of change can be challenging. It's important to remember that support is readily available.
Where to find support:
- Your local leaders will be able to help you with information, advice, and guidance on the consultation process.
- People, Culture and Wellbeing (PCW): Reach out to your local PCW team, who are dedicated to helping kaimahi navigate periods of change. They can provide you with personalised support and answer any questions.
- If you’re a union member, your union representatives will also be available to provide support. Unions will be attending our briefings, so they will be connecting with us during this period.
- External providers: You can access your local Employee Assistance Programme (EAP) provider or our Te Pūkenga provider (www.vitae.co.nz or phone 0508 664 981) for all kaimahi. EAP can offer you support with a range of challenges including:
- stress and pressure – personal or work
- depression and anxiety
- workplace issues and changes
- bullying and harassment
- anger and conflict issues
- relationship and family matters
- grief and loss
- life transition and personal development
- health and wellbeing
- career planning
- budgeting and money management or coaching
- personal legal advice.
Resources:
- Taumauri: Is our wellbeing platform and contains a wealth of information to support you with the challenges of change.
- Navigating change: This three-part module will help you identify your values and provide insight into why they matter, how they can help you navigate change and how to use them to strategically design your life.
- Here’s a selection of articles to help you navigate change, build resilience, and manage stress.
- Challenge of change: This collection of videos on Te Whare features Ihopūmanawa (talented and extraordinary people) sharing their stories of connection. Their stories remind us that we don’t journey through changes alone and can lean on others.
- Your career journey: This three-part video series encourages you to reflect on your personal values, your career and next steps.
Remember, you don't have to face this time alone. Please take advantage of the support available and reach out.
Apprentices and employers benefit from collaborative Te Pūkenga trial
Employers have told us apprentices were more productive, knowledgeable, confident and engaged following a 16-month trial where three business divisions looked at ways they could work together in delivering NZ Certificate in Carpentry Level 4.
Through the Otago Regional Service Delivery Trial; Otago Polytechnic, SIT and BCITO adopted the best elements of each of their programmes, sharing learning resources and offering on-campus night and day release classes to in-work learners.
“Previously, learners and employers found it a fractured and confusing landscape to navigate. The three providers offered quite different programmes and learner management systems for the L4 Carpentry apprenticeship, as well as different pricing models and different levels of support for the apprentices’ learning and progression,” said Dr Megan Gibbons, Te Pūkenga Deputy Chief Executive Academic Centre and Learning Systems.
“The trial was about understanding how local networks working together could better meet the needs of local apprentices and their employers.”
Positive feedback from ākonga ranged from: “Awesome class… would recommend to all apprentices,” “The classes really help me understand the BCITO training material, I have never learnt that well by just reading,” and “Great course, learning lots to take to the workplace.”
A number of initiatives are being progressed beyond the trial. SIT is planning to hold its first week-long joint block course for BCITO and SIT apprentices in September and is planning a suite of further off-job initiatives. SIT is also continuing to work with Otago Polytechnic on sharing its learning resources developed using BCITO materials
The trial began in March 2022 and ended in June 2023. It was funded by the Tertiary Education Commission under its Strategic Component Funding for vocational education.
Spotlight on future of work research
Four broad global megatrends: technology change, demographic change, globalisation and climate change are shaping the future of employment.
These global trends create both risks and opportunities for New Zealand.
Ministry of Business, Innovation and Employment (MBIE) is keen for Te Pūkenga kaimahi to know about research, commissioned last year through the Future of Work Forum, which has been published on its website.
The Future of Work Forum addresses the megatrends and is a partnership between the Government, Business New Zealand, and New Zealand Council of Trade Unions.
The first Future of Jobs report provides insights from some of New Zealand’s larger employers on their expectations of redundant and emerging jobs, current and future skills gaps, and the extent to which different parts of the workforce may be impacted by economic change.
The second research report provides insights into the steps that New Zealand’s emissions-intensive, trade-exposed businesses are taking to transition to a low-emissions economy. It covers the businesses’ view of what their future looks like within current and proposed settings, what the barriers are and what potential solutions might look like.
The aim is to ensure a ‘just transition’ while avoiding economic shocks and job destruction in the process.
Links to both research reports are available here under the sub-heading ‘Future of Work Research Reports 2022/23’.
Cyber security builds awareness and education
A culture of continuous improvement is key to cyber security – that’s the message from Teresa Pollard, Pourangi Matihiko | Chief Digital Officer.
Teresa (2nd from left) was speaking at a panel discussion at the Cyber Security Risk Conference in Auckland, earlier this month.
Teresa’s message was regularly assessing and adapting cyber security strategies, technologies and processes in response to changing threats and technological advancements is vital.
The panel conversation focused on ‘leading with cyber security excellence’. Teresa says cyber should be embraced, not feared. “Cyber’s premise is awareness and education. Cyber really is a partnership impacting us all. If we bring awareness and accountability and commit to cyber security excellence, we are providing the guard rails which can guide all.”
Te Pūkenga financial transformation journey begins
It was a significant milestone for Te Pūkenga, as last week we signed a contract with Technology One for the delivery of a new Financial Management Information System (FMIS). This move is set to revolutionize the way we manage finances across our diverse business divisions.
The primary goal is to streamline and standardize our financial processes across all business divisions, reducing the current 24 systems to a single, efficient platform. The implementation of the Financial Management Information System has begun with initial workshops undertaken to confirm the project deliverables and timeline.
This will be executed in several phases. We’ll start with a pilot migrating our National Office and one other division - to be confirmed - to go live in 2024, with the entire project scheduled for completion later in the year. A phased approach will give us an opportunity to streamline the process and learn from each other as we go.
There will be no change until next year, it will be business as usual for the time being. We will continue to keep you updated as these projects progress including details of how kaimahi will be supported throughout transition.
Your feedback and input are highly valued as we work towards a more efficient and unified financial management system. If you have any immediate questions or concerns, please feel free to reach out to Change lead Susi.Cosimo@tepukenga.ac.nz.
UCOL | Te Pūkenga kaiako recognised for service to photography industry
Congratulations to Te Pūkenga ākonga (learners) and kaiako who achieved success in NZ Institute of Professional Photography (NZIPP) Iris Awards 2023.
UCOL Senior Lecturer Paul Gummer (pictured) received the Silver Spool Award for service to the photography industry. Mr Gummer’s expertise and longstanding commitment to developing the skills of his students have played a significant part in UCOL ākonga winning the NZ Student Photographer of the Year title fifteen times over the last 25 years. Amazing mahi, Paul!
This year, ākonga from UCOL took home 29 awards in total; including a gold, two silvers with distinction, eleven silvers, eleven bronzes and four professional standards awards.
The gold, two silvers and a bronze award were won by Katie Shand. Shand’s gold award-winning shot depicts two people celebrating a birthday on separate levels of a dolls house.
NMIT lecturer Jess Shirley was also successful at the Iris Awards receiving two silver distinctions, two silver and two bronze awards for a series of evocative images documenting the lives of older New Zealanders.
Equity in vocational education and Te Pūkenga
This column by Te Pūkenga Deputy Chief Executive Tiriti Outcomes Paora Ammunson was published online in NZ Herald’s kaupapa Māori section Kāhu.
The recent article ‘Universities reluctant to set parity deadlines for Māori and Pasifika students,’ looked at Tertiary Education Commission’s requirement for the providers it funds to set deadlines on delivering equitable success rates for all ākonga (learners).
The reason the sector finds such targets daunting is – to date – no large-scale tertiary provider in Aotearoa has consistently achieved parity across the board.
In the past, the solutions we have tried have been well intentioned, though small scale and when these proved unsuccessful, we tended to revert towards questioning the role of whānau, high schools, the economy or a funding system for the interminable stasis we have lapsed into.
Te Pūkenga, as a national network for vocational education, has set the target of eliminating disparities between Māori, Pasifika and disabled ākonga, traditionally underserved in our systems by 2031.
The need to make meaningful and lasting progress on equity was one of the main reasons for bringing together the 24 previously standalone, competing providers of online, on campus and work-based skills training.
Achieving such unprecedented results requires a sustained, whole of organization effort from Te Pūkenga, as well as its partners in iwi, community and industry.
The first research project commissioned by the new network, Te Rito, captured the experiences in education of around 3,000 ākonga and kaimahi. They told us they wanted increased support for mental health, digital connectivity and cultural competency within lecturing and support teams.
Once we understand what the barriers are for learners to achieve success – and the passionate kaiako who support them - we have an obligation to act. Our major response in the crucial area of mental wellbeing is Te Pae Ora. A platform offering a range of online tools and resources from a range of different perspectives; complementing already existing on campus support. It will be launched during Mental Health Awareness Week and made available to all 271,000 Te Pūkenga ākonga nationwide.
Te Rito is part of an increasing body of work on what factors support learners to thrive and which ones put them at risk of not completing their courses or programmes of study. Many of the key factors making it more likely for ākonga to disengage from tertiary learning are common across all groups of learners. Meaning, if we make progress on equity - everyone benefits.
The main factors include: being the first in your family to enroll in education beyond school. Being the sole carer for dependents. Leaving school with fewer than 30 external NCEA credits is predictive of needing specific types of learning support. Not having reliable transport to and from study is another. Access to digital devices and connectivity is also a challenge.
You’ll note from this list that being Māori or Pasifika or disabled or low-income Pakeha alone are not among the key drivers of educational attrition. However, we know that members of these groups often experience several of the main factors simultaneously leading to higher rates of disengagement than the general population.
One major finding from viewing the data we are holding through an equity lens is that our current processes, and those of the majority of tertiary providers, are mainly designed for the institutions themselves and not learners.
We can see this in the number of aspiring ākonga who are lost to tertiary education each year. We know that tens of thousands of potential learners per annum are lost to vocational training. While recent research by Universities NZ shows a similar pattern for its members.
For us, many of these ākonga disengage during the enrolment process. They have started pre-enrolment, they are cognitively able to handle a course of study, but they just don’t make it to their first class.
It is increasingly clear in developing better guidance and support to respond to the needs of those wanting to learn with us, we’ll be making a huge difference to the lives of whānau, businesses in need of a productive, skilled workforce, the economy and the country as a whole.
Until then - we in education - as the late great Dr Ranginui Walker once suggested will continue to be obsessed with finding new ways to resuscitate the canaries in the coal mine, rather than inspecting the integrity of the mineshaft itself.
Te Pūkenga is a major opportunity for change.