Our People
Good Employer
In this, the Charities Commission’s second year of operation, the Commission focussed on further developing robust policies to ensure that it had the right practices and incentives in place so that employees are able to contribute, feel valued, develop, and grow.
Under the Crown Entities Act 2004, (s118 and s151) all Crown entities are expected to report on the extent to which they comply with their “good employer” policies.
Therefore, the Commission has focussed on developing a ”good employer” policy, (including developing an Equal Employment Opportunities “EEO” Programme) and on activities relating to recruiting, developing, managing and retaining staff.
The following key initiatives have been implemented to date:
Leadership, accountability and culture
• An Employee Engagement Survey was instigated to identify issues affecting employee morale, motivation and commitment; to recognise strengths of the business; and to help us to attract and retain employees. The results of the survey were provided to staff to discuss and to provide suggestions on addressing areas that need improvement. Most of the suggestions were adopted where feasible. This survey will now be sent out on an annual basis.
• The Chief Executive meets with all staff once a month to provide them with an update on ‘work in progress’.
• The Commission runs monthly lunchtime topic seminars in areas of interest to staff. The criteria is that the topics chosen should challenge and stimulate their minds, something about lifestyle management, or a career development topic.
Recruitment, selection and induction
• A recruitment and selection policy was developed in accordance with the Employment Relations Act 2000, Human Rights Act 1993, Crown Entities Act 2004 and the Privacy Act 1993.
• Job advertisements have been revamped to focus on what we can offer potential candidates as opposed to focussing on what the organisation is looking for.
• An induction programme has been developed which includes providing the EEO policy to new staff and information on the annual EEO programme.
• All new employees have a one-on-one discussion with the Chief Executive to make the new employee feel at ease with the Chief Executive and to allow the Chief Executive to get to know the new
employees.
Employee development, promotion and exit
• A Performance Management Policy was developed and all employees have a performance agreement in place after their initial induction period (usually six weeks).
• Performance reviews provide an opportunity to discuss training and development needs, and worklife balance initiatives.
• A Training Development Policy has been developed. The key principle of the policy is that staff have equitable access to training and development opportunities.
• Exit procedures have been developed. This includes conducting exit interviews with departing staff to identify any EEO issues.
Remuneration, recognition and conditions
• The Commission has developed a remuneration policy which includes how performance is reviewed and how job sizing and market relativities are considered when setting pay.
• Employees are acknowledged informally throughout the year when doing good work.
• In addition to statutory paid Parental Leave, the Commission pays employees returning from parental leave an ex gratia allowance. Employees are also able to negotiate flexible working hours/days
for at least the first six months after their return.
Harassment and bullying prevention
• The Commission established an anti-harassment policy and staff were invited to attend a training session when the policy was introduced. Anti-harassment information is now included as part of
induction.
Safe and healthy environment
• The Commission has established a Health and Safety Policy. Employees are encouraged to participate.
• Staff are encouraged to use their annual leave in the period it is earned.
• The Commission agreed to participate in a Health and Safety audit of the workplace. The recommendations will be addressed in the new
financial year.
Staffing
At 30 June 2007, the Charities Commission consists of 27 staff – 14 permanent full time, 2 permanent part time employees, and 11 fixed term, full time employees.
For information on further initiatives undertaken by the Commission, please visit our website www.charities.govt.nz.