Previous Page  45 / 84 Next Page
Information
Show Menu
Previous Page 45 / 84 Next Page
Page Background

Culture and accountability

Tourism New Zealand remains committed to being a

good employer and as such, to managing and leading

all employees fairly and properly in all aspects of their

employment. This includes people in-market, where

there are different jurisdictional requirements and

statutory minima in the areas of Equal Employment

Opportunities (EEO). Tourism New Zealand has an Equal

Employment Opportunity Policy.

Tourism New Zealand has a well-defined mission,

vision, set of values and behaviour expectations that

we call ‘actions’. Together this framework provides

‘our story’. In the past year our story has been fully

integrated into our recruitment and selection,

performance management and the reward and

recognition programmes.

Tourism New Zealand has again this year sought

employee feedback and input through an annual

engagement survey to assist in maintaining an

environment where employees are motivated and

supported. Development initiatives have been

undertaken to ensure employees maintain their high

level of engagement in the organisation.

The leadership team and broader management group

are committed to demonstrating leadership and

accountability in all areas of EEO and, from an EEO

perspective, this means a commitment to, and activity

in, the following areas.

1. Recruitment, selection and induction

Our recruitment and selection procedure has been

developed to ensure that all prospective employees

are given the opportunity to participate equally in the

recruitment process. The selection process typically

involves a structured competency and behaviourally-

based interview, reference checking, a screening tool,

and for senior positions, psychometric assessment, all

of which are validated and support the principles of

EEO. Tourism New Zealand also provides appropriate

support for Māori and Pacific peoples and people with

English as a second language during the recruitment

and selection process.

2. Learning and development

Tourism New Zealand has a management development

and an accelerated development programme, which

includes facilitated and online learning, mentoring,

coaching, 360 development and on the job learning.

Appreciation and management of diversity is integrated

into the agenda for each programme to ensure

participants further develop capability in this area.

Tourism New Zealand measures leadership and

management effectiveness as part of its annual

engagement survey. These measures are integrated

with the performance management framework and

people managers are accountable for these two areas of

capability.

The organisation also has a succession and progression

management programme for the purpose of ensuring

there is the required depth and breadth of capabilities

in the organisation in order to deliver on organisational

outcomes. Learning and development needs are identified

through this and on an individual basis through the

development planning process. Development needs

are aligned with and agreed to, as part of the annual

performance review process.

3. Flexibility and work design

Tourism New Zealand has an active organisational-wide

programme of supporting flexible working arrangements

and job design to assist employees to manage different

aspects of work-life balance. The organisation continues

to:

Support employees with disabilities or special

requirements through work place assessments, design

changes and accommodating individual needs in the

work place.

Support parents in their return to work by

offering part-time and gradual return to full-time

arrangements, and flexitime to accommodate

childcare needs.

Support expectant parents by granting additional

paid time away from work to attend appointments

associated with the pregnancy.

Support employees with responsibilities for child and

eldercare by offering flexible working arrangements.

4. Remuneration, recognition and rewards

Tourism New Zealand differentiates remuneration based

on performance and is committed to compensating

employees competitively and equitably with attention to

affordability and within the scope of available resources.

The Tourism New Zealand remuneration practice is

supported by use of independent job evaluation and

market remuneration information to establish salary

ranges. Individuals identified as not meeting the

requirements of their role are provided with support,

learning and development where required to assist them to

achieve role objectives.

5. Harassment and bullying prevention

Tourism New Zealand adheres to its policy and procedures

for addressing work place harassment and bullying

which adhere to the WorkSafe New Zealand guidelines on

preventing and responding to workplace bullying.

41