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DPMC is acutely aware of the need to maintain a very high level of preparedness for meeting and managing future risk. The two dimensions of this risk are capability risk and performance risk. The two are closely intertwined, as capability risk spills over into performance risk if changes in capability are not monitored closely.
For DPMC, capability involves organising its overall resources so that the department can meet its intended outcomes efficiently and effectively DPMC has a good-agency reputation as an honest and effective broker, capable of inspiring the voluntary co-operation of other agencies and stakeholders in implementing government policies, and tries hard to maintain this.
Staff members who are capable of performing to the highest standards are essential for achieving DPMC’s outcomes and maintaining the required quality of its work. The skills required include high-level conceptual, analytical and communication skills; considerable commitment to the goals of the department; and good judgement and the ability to work effectively with others.
There is a commitment at DPMC to providing all possible opportunities for individuals to obtain job satisfaction and appropriate development within a working environment that supports and values excellent performance, demands personal integrity, and tries to adhere to the values of the public service, and maintain an appropriate balance between work and life. A number of these initiatives are reported on below.
In order to be effective, DPMC needs effective infrastructure – including information-technology resources and the department’s various corporate, administrative and information-support services. These, together with personal processes of interaction, support the work of staff members and promote high levels of information and knowledge-sharing.
DPMC continued to pursue its EEO objectives, in its 2201/2003 EEO plan. Human
resources policies and practices were reviewed, to ensure compliance with
the amended requirements of the Human Rights Act. Employment-related initiatives
were included in DPMC’s work plan for the implementation of the New Zealand
Disability Strategy. to support the Strategy; anti-harassment policy and procedures
were reviewed and training implemented for all staff; and the consultation
process for the department’s work-life balance programme was commenced.
All staff are employed on individual employment agreements. The most recent
collective employment contract expired on 30 June 2000, and no requests have
been received from staff to renew it. No formal Partnership for Quality agreement
is in place; rather, a series of regular meetings are held with the PSA.
Children of DPMC employees were eligible for places at the playHouse child
care centre in the Parliamentary complex.
DPMC continued to subsidise contributions to the Global Individual Retirement
Plan (IRP) and the Government Superannuation Fund. Administrative costs and
an employer subsidy (on a dollar-for-dollar basis) were met for employees
who contributed to the IRP. At 30 June 2003, 61 per cent per cent of employees
received employer contributions to superannuation.
Seminars on financial planning and retirement preparation were offered to staff.
DPMC maintained its OSH programme – ergonomic furniture and equipment for
staff who use computers, occupational safety advice, and eye-testing for those
exposed to computer screens for prolonged periods and an annual workplace
hazard audit. New staff, and those moving to new offices, received an ergonomic
assessment as well as training in the correct use of desktop computers.
Health and safety committees operated across the department’s three locations. DPMC also has a representative on the health and safety committee for the wider Parliamentary complex.
Staff were encouraged to maintain a good level of physical fitness, and the department offered a subsidy for approved fitness-related programmes.
DPMC operated an employee assistance programme and continued to administer
a group health insurance scheme for staff, through Southern Cross Healthcare.