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Our updates

Consultation update

Consultation has now been open for nearly three weeks. Thank you for sharing your whakaaro (thoughts). Your comments and questions will be included as part of the feedback provided to the Executive Leadership Team for consideration to inform any changes and support final decisions.

The level of engagement from our kaimahi with this process has been fantastic. We appreciate the time and consideration you have given to this process. Some key engagement statistics show:

• Total number of unique users to access What Say You: 4320
• Questions and comments from kaimahi on What Say You: 2186
• Total number of feedback emails received in the ODC Feedback inbox: 725

We will continue to use your feedback to regularly update our frequently asked questions (FAQs) so we can support you with timely and relevant information during this process. Alongside the more general FAQs, this week we have also added a section for business group-specific FAQs on What Say You to make it easy to find questions that are most relevant to you. Both the Group specific questions and the general FAQs are available for all kaimahi to see – remember to log in first.  

You can access the additional FAQs by clicking on the group specific links below, and logging in: 

• Frequently Asked Questions on Ako Delivery
• Frequently Asked Questions on Tiriti Outcomes 
• Frequently Asked Questions on Learner and Employer Experience and Attraction
• Frequently Asked Questions on Academic Centre and Learning Systems  

We have received several comments and questions via both the ODC Feedback inbox and What Say You. Your feedback is catalogued and responded to with the same process, regardless of which platform you use. To help us effectively manage the volume of feedback and respond to your query in a timely manner, please avoid submitting a duplicate comment or question on both platforms.

We recognise and acknowledge that our response times to your queries were initially slower than we wanted. We have refined and improved our feedback management processes, so you will start to see a faster turnaround of responses.

If you feel you have been incorrectly mapped, please notify us. You can do this via What Say You or the ODC Feedback email (odcfeedback@tepukenga.ac.nz)

Consultation closes Friday 21 July so please keep your questions and feedback coming. 

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 via email 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.   

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 the 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. 

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 leader: your local leaders will be supported to provide 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 the consultation period.  
• External counselling services are available to you through your business division. Additionally, you can access Vitae, our Te Pūkenga counselling service, which is available to all kaimahi. For more information, please visit www.vitae.co.nz or call 0508 664 981. These external counselling services can provide support for various 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: Our wellbeing platform Taumauri 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. 
• Fact sheets on Te Whare (under Resources): 
  • ​Building resilience 
  • Looking after yourself 
  • Integrating body and mind in everyday life.
     

Remember, you don't have to face this time alone. Please take advantage of the support available and reach out.