Statement of Intent 09/12

Organisational capability including equality and diversity

Strategies

• We will design, develop and deliver excellent, integrated, cost-effective and accessible services that are valued by New Zealanders.
• We will continue to build the capability to lead and manage a cost-effective and high-performing organisation through ongoing development and implementation of our Organisation Development Plan.

What we will do

The Department will continue to build capability to lead and manage a cost- effective and high-performing organisation based on the Development Goals for the State Services.

1. Employer of Choice - ensure the State Services is an employer of choice and attractive to high performers who are committed to service and the achievement of results.
2. Networked State Services - use technology to transform the provision of services for New Zealanders.
3. Value for Money State Services - use resources and powers in an efficient, appropriate and effective way.
4. Coordinated State Agencies - ensure the total contribution of government agencies is greater than the sum of its parts.
5. Accessible State Services - enhance access, responsiveness and effectiveness, and improve New Zealanders' experience of State Services.
6. Trusted State Services - strengthen trust in the State Services, and reinforce the spirit of service.

The Department's development programme for the forthcoming year and beyond is based around the priority areas:

• Evaluating our cost-effectiveness and overall value for money through a programme of reviews and identifying opportunities to improve overall performance and reduce costs.
• Completing the implementation of the Department's business systems and infrastructure to support the operations of the Department and improved service delivery.
• Improving the planning, reporting and assurance work that aligns the Department's strategic, business and financial planning systems and progress reporting.
• Continuing to strengthen our leadership capability at all levels.
• Maintaining our focus on employee engagement, in particular through performance and development, and measuring our culture.

Why we will do it

Our intention is to continue building the capability to be a flexible and adaptive organisation that can effectively respond to changing circumstances. Our aim is to ensure the organisation is cost-effective and 'fit for purpose', and that we deliver service in a way that adds value to the Government, sector stakeholders and consumers alike.

Continuing to build capability and performance underpins all of the Department's strategies, and links to each of the medium-term outcomes.

How we will do it

The Department will continue to enhance the capability of its people. The Employee Engagement System is about ensuring staff know what is expected of them, what their future is with the Department, that the Department will provide effective feedback on their performance, and that it will support staff to develop their skills and abilities to be effective in their roles.

Leadership and management capability will continue to be developed with the ongoing delivery of the leadership programme, coaching and mentoring in the leadership model and training in the technical skills to be good at what we do. Effective leadership through change is critical to the successful development of the Department and its people. Internal change will continue with changes in the sector, the operating context and the implementation of new business systems. The Department is working to establish an integrated, cost-effective service delivery system, supported by technology, for less complex transactions. It continues to train and develop frontline staff to improve the value of its services.

Developing and enhancing our core systems is also an important contributor to achieving strategies and outcomes. We will continue to implement systems that:

• enhance service delivery through technology so that our systems will directly improve service quality and cost-effectiveness, and improve access and self- service options for customers
• grow the Department's sector knowledge-base so that systems support the development of people and the dissemination of information to and across the sector. We will also gather, collate and evaluate information to enable well-informed, cost-effective policy advice and operational decisions
• maintain and continue to develop our strong building and housing relationships. The Department is committed to continuing to work with the sector to implement reforms, in the building sector and at local government level, in a way that is practical, ‘do-able', cost-effective and supports the changes required.

Our forward focus is on driving delivery and cost-effective performance across the organisation from a base of sound organisational systems and structure.

Equality and Diversity, and Pay and Employment Equity

The Department's approach to equality and diversity is incorporated within the Employee Engagement System. The Department is committed to equal opportunity in the design of all systems, policies and processes related to people management. All available data is monitored and reported to inform improvements. A new information system for human resources from July 2009 will support this work and provide better quality information to managers to inform their decision-making.

The Department has two network groups, Pou Tokomanawa and Vanua Pasifika. These groups enable Ma-ori and Pacific staff to connect with and support each other in both a professional and cultural context. Network leaders have been, and will continue to be, encouraged to take part in the Department's leadership programme and other development opportunities.

The Department is working on:

• improving data quality and analysis using the Employee Information System (HRIS) when implemented
• having revised our approach to recruitment, implementing training for managers in good practice, and analysing information on our recruitment activity to ensure it is as effective as possible
• regular analysis and reporting on turnover data, and using the new exit information to inform the ongoing development of people management capability.

This work will support the achievement of the pay and employment equity plan.

What we will deliver

In 2009/10 the Department will:

• complete the implementation of new business systems across the Department for:
  • employee information (HRIS)
  • electronic document and records management
  • financial management information
  • securing the value from the infrastructure investment in server consolidation and voice and data network upgrades
• continue to train managers in the policies and processes that support the Employee Engagement System
• implement the transfer of the registration system for electrical workers from the Ministry of Economic Development
• enhance the Department's intranet as a key business tool
• give effect to the staff training proposals to develop leaders and managers to be more effective in our changing context
• evaluate and improve the Department's induction programmes
• complete and implement the value for money reviews and look for further opportunities. Areas under review include:
  • the options for addressing leaky homes issues and getting leaky homes fixed
  • further work on streamlining and simplifying the building consent process
  • the Building Act, to reduce overall costs of building controls
  • integrating common business processes in occupational licensing and registration, and looking at the potential for outsourcing these back office functions
  • the options for more effective use of the Department's current accommodation
  • our service delivery operating model for timely, cost-effective and accessible services with greater consumer choice of levels of service and greater access to self-service options.