Assessing Organisational Health and Capability
The key capability needed to achieve DPMC’s outcomes and to ensure delivery on the development Goals for the State Services is a group of qualified people who have the ability and motivation to drive results, communicate with influence, provide excellent service, shape thinking, exemplify integrity and probity, and exercise leadership. Effective management and development of staff are priorities for DPMC’s leadership team. We also need to provide effective infrastructure and flexible working conditions that are tailored to, and recognise the demands of, the various roles in the department.
The central agencies will continue to strengthen efforts to work more closely together. We will collaborate as a matter of course, align where possible, and integrate where it represents financial and operational sense to do so.
As a central agency DPMC has significant responsibilities in leadership, coordination, and advice. Initiatives underway to improve performance include: development of technological capability; review of the ways of working at senior management level to promote efficiency through a collegial and inclusive approach; development of cross-organisational ways of working; and identification of employees’ opportunities for internal progression.
Our organisational health is regularly monitored through exit interviews and climate surveys. Results from such assessments help inform departmental thinking about areas for ongoing improvement. Our last climate survey showed that staff enjoyed working for DPMC and that morale was good; and in 2009/10 the department will undertake another climate survey of all staff. We seek to maintain a climate at DPMC which is considered by staff to be challenging and satisfying and which makes them proud to work here.
Our information-technology focus in 2009/10 is on the provision of external information through the development and rollout of a more informative website, renewal of the server, and facilitation of remote connectivity.
Equality and Diversity
We will continue our commitment to the four EEO groups – Maori, ethnic or minority groups, women, and people with disabilities – and to appointments on merit.
We will evaluate our biennial staff climate survey findings by age, gender and ethnicity. This will support workforce planning, and will also ensure we are meeting the needs of our diverse workforce.
The department collects data on gender and ethnicity distribution in each of its business units. Trends will be monitored and reported on, and action taken where necessary.
