Kia ora e ngā hoa mahi o Te Pūkenga
As some of you will know, Peter has joined the Prime Minister’s trade delegation to China, visiting Beijing and Shanghai, so I am picking up this week’s Ngā Taipitopito duties. Peter’s visit is a significant opportunity for Te Pūkenga to convey to our Chinese partners that we are open for business and to progress the renewal of a key partnership with a Chinese institution.
It is also a useful opportunity to talk with leaders of Aotearoa New Zealand’s major businesses, who are on the delegation, about how we can best support their training and workforce development needs.
This week we also welcomed the Minister of Education’s announcement for additional funding for tertiary institutions. Across the sector, we are all facing headwinds and it is good to see this recognised. The funding will apply to our provision at degree level and above. You can read more details here.
This week we are well into the Tāraia te anamata | Creating our futures consultation. On behalf of my colleagues, my thanks and appreciation to you all for your engagement in this process, manaaki offered to us with our site visits, constructive feedback and, all whilst keeping our focus for our ākonga at the centre. I acknowledge that this can be a challenging time, and thank you all for the professionalism with which you have approched the process, remaining true to our values.
Last week Andrew, Paora and I had our first face-to-face meeting at Wintec in Hamilton where I also had the privilege of attending the graduation ceremony on Monday. We then moved down the motu (country) to Christchurch, with Megan joining us. This week we also held sessions at MIT Manukau and Unitec in Mt Albert on Tuesday, while today I spoke with kaimahi at Otago Polytechnic. Tomorrow I will finish the week at NMIT in Nelson with Paora.
I would like to thank everyone who has engaged in our visits. It has been important for me to connect with you to hear your feedback and answer as many of your questions as possible at this important time. I personally have valued the feedback you have raised and will incorporate these into the structure design ahead of determination.
I appreciate that a lot of people really want to dive into the details, to understand how we will work together and who we will report to. It is important to remember that much of what we do is not changing, including the day-to-day provision of the best learning and training experience for our ākonga.
While we continue to travel around the motu I appreciate that some people may not have been able to attend hui due to teaching or other conflicts. I encourage you to continue engaging with What Say You. In the first week, we already had 3801 people register, 1400 pieces of feedback and 497 emails. This is an important channel and it’s great to see so many of you getting involved.
Next week, I look forward to meeting kaimahi in Auckland, online with Gisborne (moved online due to weather), Wellington and Invercargill. (Note: These locations have been updated following information shared in error on Thursday). You can see the full schedule of ELT visits on Te Whare. Please remember that these sessions are open to all kaimahi, e.g. if you work at Southern Institute of Technology, Tai Poutini Polytechnic or Work Based Learning, you’re welcome to join Otago Polytechnic at their campus in Cromwell on 17 July.
Please remember your local PCW representatives are available to assist with questions and you can also email odcfeedback@tepukenga.ac.nz. Please do reach out in whichever way is most comfortable for you (including through your union representatives) as we want you to have the information you need rather than be left wondering or receiving misinformation.
On a personal note, I’d like to thank Toby Beaglehole, Jason Hungerford and Leon Fourie who are leaving us. Following his time as Chief Executive of BCITO, Toby played a critical role in leading Te Pūkenga Work Based Learning from the first days of the transition of our industry training organisations through to today. BCITO was kept in safe hands throughout this period with Jason stepping into the role of Director for the division. Finally, Leon has held many senior roles across our network, most recently supporting our kaimahi as Executive Transitional lead for Wintec and Toi Ohomai. I’d like to thank them all for their commitment, expertise and support, and wish them well for the future.
Finally, Te Rā Aro ki a Matariki 2023 is fast approaching. The theme this year ‘Matariki Kāinga Hokia’ – ‘Matariki calls you home’ reminds us to return to our roots and celebrate with loved ones with hākari (feasting) before embarking on the new year ahead. This theme also emphasises mana taiao (environmental awareness), reconnecting with nature and honouring our maunga (mountain), awa (river), moana (ocean), and whenua (land). This will be a good opportunity for reflection on the past year, spend time with my whānau and get some quality outside time. I hope you can also use this time for rest and reconnecting as well.
Again, thank you all for the way you are supporting each other, and your continuing commitment to our ākonga throughout this time.
Ngā mihi nui
Gus Gilmore
Pourangi Ako | Deputy Chief Executive Ako Delivery
Organisational design and change updates
We are now in week two of our Tāraia te anamata | Creating our futures consultation. Thank you for coming along to the online and face-to-face sessions held so far, and for providing your feedback on the proposal through What Say You.
Reminder of ELT visits
Please remember that our Executive Leadership Team (ELT) are continuing their visits. The schedule is available on Te Whare and we’re continuing to update it as details are confirmed.
These sessions are open to all kaimahi across all locations. If you are wanting to visit a different location and are not sure where to go, please contact Gillian Hamilton (gillian.hamilton@tepukenga.ac.nz) and she can put you in touch with the right people.
Clarification on comparable roles
With over 550 new roles proposed in Tāraia te anamata | Creating our futures, and our commitment to internal first recruitment, we will use different approaches to move through recruitment and selection in a fair and timely manner.
One way we intend to achieve this is through a ‘comparable role approach’ sometimes known as ‘ring-fencing’. This approach proposes to limit applications for some new roles to kaimahi significantly impacted by the proposal and where their current role is comparable to proposed new roles in particular functions.
We’ve prepared the following information and FAQs in response to your queries on how this approach will work and whether your proposed mapping will impact your ability to apply for the new opportunities that interest you.
We welcome your feedback on this proposed approach – you can email this to odcfeedback@tepukenga.ac.nz. We will confirm the approach and how it applies to you and your role at determination.
Detail on comparable role approach
The table below describes the proposed comparable opportunities for kaimahi whose roles are proposed for disestablishment. If your role has been proposed to be disestablished and you feel that this approach would exclude you from applying for roles that are comparable to your current position, please let us know.
|
Group |
If your current role or team is in … |
The comparable opportunities open to you are…
|
|
Academic Centre and Learning Systems (ACLS) |
The following ACLS functions:
|
The following ACLS functions:
Note: This excludes the roles in the Ako Network Directorates and in the Ako Solutions Mātauranga Māori Medium and Equity Development function. |
|
Learner and Employer Experience and Attraction (LEEA) |
Marketing
(This includes kaimahi in engagement, recruitment and events roles who may be proposed to sit in Ako Delivery)
|
All marketing roles in LEEA (domestic and international)
Communications roles (in OCE) |
|
International
|
International |
|
|
All other roles mapped to LEEA
Note: This includes Customer Insights, Customer Experience, Employer and Industry Business Development. |
All other LEEA roles
Note: This excludes Marketing and International.
Note: the Equity roles are proposed to be open to all kaimahi impacted by the proposal. |
|
|
Office of the Chief Executive (OCE) |
Communications |
Communications (in OCE)
Māori Engagement (in OCE)
Marketing (in LEEA)
OCE Operations Advisor |
|
All other roles mapped to OCE |
All OCE roles |
|
|
Executive Assistant (EA) roles |
EA roles |
All EA roles
Other administration/coordination roles (as confirmed at decision) |
|
Analyst roles across all groups |
Business analyst, insights or similar roles |
All analyst or insights roles across all groups
Specific roles (as confirmed at decision) |
What is a comparable role and who would this apply to?
If the change process proposes to significantly impact your role through disestablishment yet there are proposed new roles that have similar skills and accountabilities, we consider the new roles to be comparable.
Why have we proposed to use comparable roles?
Our priority is to support kaimahi significantly impacted by Tāraia te anamata.
We think this comparable role approach:
- offers kaimahi more confidence in the redeployment process
- recognises and retains the talent and experience within our network today
- sets kaimahi up for success in new roles
- supports business continuity through our transition to a unified national organisation.
How have you chosen the comparable opportunity groupings?
We’ve heard some concerns about how comparable roles have been identified, and whether they will limit redeployment opportunities for significantly impacted kaimahi should Tāraia te anamata be confirmed. In response to these queries, we are prepared to reset the proposed comparable roles to Group level in most cases, rather than at the Team level. This allows us to recognise common skills and experience across a group of comparable roles.
What happens if my role is proposed to be disestablished and I can’t see my role or team in the comparable opportunities group?
For kaimahi in roles that are not covered by the proposed comparable opportunities approach, there are many roles that will be open for recruitment with all kaimahi impacted by Tāraia te anamata.
These are proposed to include:
- Ako Delivery roles
- Ako Network and Ako Solutions Mātauranga Māori Medium and Equity Development roles in Academic Centre and Learning Systems
- Tiriti Outcomes roles
- Equity roles in Learner and Employer Experience and Attraction.
Roles reporting to Deputy Chief Executives or to the Regional Executive Directors, and roles not filled through the comparable opportunities approach, will also be open for all kaimahi to apply.
I want to be considered for a role that is using a ring-fenced comparable role approach, what should I do?
We recognise some kaimahi may have the capability to deliver in a role that has not been identified as a comparable opportunity for them. For example, if you have had a recent career change, particularly where this has been driven by the impacts of Covid-19 or changes from our transition into Te Pūkenga.
If you think this applies to you, please share your feedback with us via odcfeedback@tepukenga.ac.nz. We will consider this feedback before we make decisions on the structure and confirmed selection and recruitment approach.
Why have we not proposed a comparable role approach for the Ako Delivery roles?
We recognise the skills, experience, and capability to deliver within the proposed Ako Delivery roles are diverse and many kaimahi crossover multiple roles due to their diverse capability and responsibilities. Although we consider comparable redeployment is a fair approach when you can identify this reasonably, when it is complex (such as roles in Ako Delivery), we propose opening recruitment to all kaimahi in scope of Tāraia te anamata. This includes kaimahi who had a minor change proposed.
What happens if the proposal progresses and I’m in a comparable role and I apply for a few of the new roles, but I am not successful?
We are committed to continue working with you to consider all opportunities for redeployment, including supporting you to consider roles open for recruitment outside of your Group.
In addition, all impacted kaimahi are encouraged to also look at other vacancies available throughout our organisation.
Will the recruitment and selection process be set up in a way that supports me being able to apply for a few roles at once?
Yes. The comparable roles approach will allow you to express interest in multiple roles at once, including if you are interested in roles that are open to all kaimahi who are impacted by Tāraia te anamata, such as the roles in Ako Delivery.
What other approaches are there?
We considered proposing an internal recruitment approach open to all kaimahi in scope of the change. However, where there are roles in current structures that are comparable to new roles proposed, we think it is reasonable to work with these kaimahi directly on the new opportunities through the comparable role approach.
How do the comparable opportunity groupings work?
Here are some examples of how this would work if the approach is confirmed.
- If you are in a Marketing role today, you will be in the comparable pool for Communications and Marketing roles (including the Marketing roles in the International Business structure).
- If you are in an academic quality role today then you will be in a comparable pool for the ACLS Ako Solutions, Ako Excellence and Portfolio and Performance roles.
Here are some examples of how this will work for those outside of the comparable opportunity groupings.
- If you are in Māori success role across our network (including roles in Tiriti Outcomes, Partnerships and ākonga or kaimahi Māori success) and your role is in scope of the proposal, then you might be interested in the new proposed Māori success roles in Ako Delivery, Tiriti Outcomes, Ako Solutions: Mātauranga Māori Medium and Equity Development in ACLS or the Equity roles in LEEA. If confirmed, these roles will be open to recruitment for all in scope kaimahi.
- If you are proposed to be in Ako Delivery and have had a minor impact proposed to your role, you could apply for the roles that interest you that are open for recruitment for in scope kaimahi.
Connect with Keri-Anne Tane on the consultation process
Alongside the FAQs above, we’re providing you with more opportunities to learn more about our consultation process.
Keri-Anne Tane, Pourangi Tangata | Chief People Officer will be holding two online hui next week to talk about the process and answer any pātai (questions) you may have.
Hui details:
-
10:30-11:15am, Tuesday 4 July – Join the Teams meeting
-
2:00-2:45pm, Thursday 6 July – Join the Teams meeting
New FAQs for kaimahi Māori and equity communities
Alongside the FAQs on comparable roles, we are also publishing a large range of new FAQs for our kaimahi Māori and equity communities.
These will be available on What Say You tomorrow.
Code self-review report highlights the positive mahi we do to support ākonga
We recently published the first all of Te Pūkenga pastoral Code self-review report. Read the full self-review report.
It highlights our effectiveness in supporting the safety and wellbeing of Te Pūkenga ākonga. The report reflects the hard work our kaimahi do every day to support ākonga in multiple work based, online, face-to-face and residential environments.
The report identifies good practice, but also outlines a national action plan for prioritised improvements for the future. The insights we have gathered will be used to develop, embed, and refine our pastoral care practices, and promote positive improvements for ākonga and their whānau.
We would like to acknowledge the considerable amount of work that went into completing each Business Division’s self-review. This important mahi has contributed to putting systems and processes in place across Te Pūkenga that enable quality pastoral support and will promote more equitable outcomes for ākonga.
To learn about the work supporting our akonga in pastoral care visit Te Whare.
Te Pūkenga and Apple announce education partnership
Our partnership with Apple’s Racial Equity and Justice Initiative (REJI), was launched following a pōwhiri at Te Noho Kotahitanga Marae, Unitec.
The shared mahi aims to address the tech sector gap for Māori and Pacific peoples in Aotearoa New Zealand.
Currently, Māori make up 17 percent of Aotearoa New Zealand’s population and Pacific make up 8 percent, yet Māori only account for 4 percent and Pacific people 2.8 percent of the workforce in technology-related fields, with underrepresentation carrying with it intergenerational impacts.
As part of the first stage of the initiative, we will upskill approximately 30 kaiako (teachers) from 10 kura and schools in Tāmaki Makaurau Auckland which serve a high proportion of ākonga (learners) from Māori and Pacific communities.
Participating kaiako will learn iOS app development with Swift Playgrounds, including app prototyping and design, digital media development, computer programming and user experience methodologies, resulting in educators completing a micro-credential in Digital Technologies Training for kaiako.
Teachers and their school communities will also receive ongoing support and a device grant from Apple, enabling them to implement their learnings effectively.
“We are proud to launch this programme into Aotearoa,” says Peter Winder, Tumuaki | Chief Executive. “Both Apple and Te Pūkenga are focused on delivering equity to traditionally underserved groups. This programme draws on the strength of our national network representing the country’s largest training organisation to engage the power of Apple technology in promoting change.
“Reducing barriers to opportunity globally is a core focus of Apple’s Racial Equity and Justice Initiative,” said Alisha Johnson Wilder, Director of REJI. “We’re excited to partner with Te Pūkenga and support their efforts to train and equip educators to help achieve education equity for Māori and Pacific communities of Aotearoa.”
The partnership is an example of kura, communities, tertiary training providers and the tech sector working together in a targeted way to eliminate disparity.
Purpose-built trades training centre blessed and opening soon
The $14 million South Waikato Trades Training Centre in Tokoroa was blessed by Raukawa kaumatua in a dawn ceremony last Saturday.
This purpose-built facility in the centre of Tokoroa, will be the new campus for Toi Ohomai | Te Pūkenga and aims to provide growth and investment within the South Waikato.
The building will soon be operational, with kaimahi and ākonga able to utilise the facility in semester two.
Both Te Pūkenga Tumu Whenua ā-Rohe 2 | Executive Director for Region 2, Kieran Hewitson and Huia Haeata were at the blessing, alongside other dignitaries.
The project has been led by the South Waikato Investment Fund Trust (SWIFT) and Chief Executive Amanda Hema says the Centre showcased the South Waikato community’s dedication to education and training.
Ms Hema said the genesis of the Centre was in 2007 when local engineers gathered to consider a collective response to staff shortages. Toi Ohomai legacy institute, Waiariki, tailored a qualification and programme with equipment donated by businesses and the Council and local high schools providing students.
Construction, carpentry and automotive industries followed suit, establishing pre-trade courses as local qualifications in 2008. Impressed by these initiatives, the Ministry of Youth Development gave South Waikato District Council a national award for commitment to youth training and education in 2008.
“Clearly those industry leaders recognised the power of collaboration and the potential of our local rangatahi. The large workshops in the new Centre reflect those sectors that partnered so early on with trade training in our district,” Ms Hema says.
“Moving to today, this wonderful facility will also cater beyond the trades. SWIFT is delighted that under the watch of Toi Ohomai | Te Pūkenga, opportunities for more training and broader educational offerings will be made available to our community.”
Ms Hema said Raukawa Charitable Trust and the Council had been powerful advocates for the facility and the Ministry of Business Innovation and Employment’s Regional Economic Development and Investment Unit – Kanoa invested about $11 million in the development. Trust Waikato also partnered to fund the Centre.
While Toi Ohomai | Te Pūkenga is the major tenant, Ms Hema said SWIFT will also be housed in the new building with expressions of interest being taken from other businesses.
Toi Ohomai | Te Pūkenga Faculty Dean Bart Vosse says it is fantastic to see this building come to fruition. He acknowledged the collaborative work to get to this point and says it is exciting that ākonga and kaimahi who have been based across three Tokoroa locations, will now be able to come together under one roof.
“It is a wonderful asset for the Tokoroa community and we are pleased we can continue to provide quality education opportunities in a first-class facility.”
Although the building will be used from Semester two, the official opening will be held at a later date.
Meet our kaimahi
‘Meet our kaimahi’ is where we get to know some of our colleagues, recently appointed into new roles.
This edition, we’re profiling Hasita Wimalachandra who has recently been appointed Procurement Director.
Network wins
EarnLearn (trades) is collaborating with Connexis, the infrastructure division of Te Pūkenga, to introduce young Kiwi women to careers in trades and infrastructure.
Students upcycle for charity
Open Polytechnic | Te Pūkenga graduates celebrate at graduation ceremonies
2023 Graduate Profile: Micah Sili, Bachelor of Nursing