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PART 4: CAPABILITY

MANAGEMENT OF THE MINISTRY

Under the State Sector Act 1988, the Chief Executive has overall responsibility for the management of the Ministry. The Executive Management Team has responsibility for strategic management of the Ministry. The team comprises the Chief Executive, General Manager Policy, Kaihautū, and General Manager Corporate. Day-to-day management of these functions is delegated to individual managers.

Shenagh Gleisner Shenagh Gleisner Chief Executive   The Chief Executive’s office includes the Nominations Service and executive support.

Sarah Turner Sarah Turner General Manager Policy The Policy Group covers the core functions of the Ministry: research and development of policy advice to government and management of New Zealand’s international obligations in relation to the status of women.

Martin Sebire Martin Sebire General Manager Corporate The Corporate Group incorporates the communications, finance, administration, information management, and human resources functions.

Sonya Rimene Sonya Rimene Kaihautū The Kaihautū assists the implementation of initiatives to improve responsiveness to Māori and helps identify, establish and maintain key relationships with iwi, Māori groups and Māori individuals to provide input into key policy areas.

Ministry of Women’s Affairs
Information on the Ministry

Staffing
At 30 June 2008 there were 32 full‑time staff and six part‑time staff employed at the Ministry. There was one vacancy, which was filled by a temporary staff member. The collective agreement covered 37 percent of staff. The Ministry’s unplanned turnover was 24 percent for the year.

It remains cost-effective for the Ministry to continue to purchase specialist skills for periodic or one-off tasks or corporate projects. External consultants or contractors with appropriate expertise for specific tasks and projects were therefore used to complement and develop in‑house capability. During 2007/08 these included consultants for expert policy work, and design and production of publications, and specialists to assist with organisational development and project management.

The Policy Group structure was reviewed in 2006/07. The recommendations from the review have now been implemented, with new roles, reporting lines, and processes established.
 

Equal employment opportunities
During 2007/08 the Ministry’s internal focus for achievement of equal employment opportunities (EEO) matters was on ensuring that these goals remained embedded in the Ministry’s existing processes. Throughout 2007/08 the Ministry continued to:

• be a member of the EEO Trust
• review and improve its work-life balance and flexible work policies
• foster non-discriminatory practices within its recruitment procedures
• embed a culture of high achievement and ongoing development that recognises and rewards high performance
• participate in an Employee Assistance Programme for all employees who choose to access the programme for advice and assistance
• implement its New Zealand Disability Strategy Implementation Plan 2007/08
• assess and respond to individual staff needs in a positive and supportive manner.

 
Pay and employment equity review
In 2006/07 the Ministry completed a pay and employment equity review. In 2007/08 the Ministry continued to implement its response plan. 

Work has begun on reviewing and aligning job descriptions, in preparation for testing the use of an equitable job evaluation system. Information to staff on flexible work options has been prepared, and time-recording practice has been reviewed.

Processes and systems
A range of policies and practices were reassessed and opportunities taken for improvement. Aggregate information from post-appointment and exit interviews was also analysed to identify further improvements in processes.

There was focus on the controls environment, with new procurement policies, a review of sensitive expenditure policies, and an independent review of the Ministry’s risk management processes.

The performance review and development system continues to be the key system for managing people, with all staff having performance agreements and individualised personal development plans. Priorities in the development programme in 2007/08 were leadership, coaching and mentoring. 

The most significant system improvements for the year were work towards the introduction of an electronic document and records management system and a replacement contacts database. By the end of the year, user requirements had been developed and requests for proposals advertised. Both system implementations are on target to be completed during 2008/09.

Publications and other communications
The following reports were published by the Ministry during the year ended 30 June 2008:

• Annual Report of the Ministry of Women’s Affairs for the year ended 30 June 2007
• Statement of Intent of the Ministry of Women’s Affairs 2008–2011
• Living at the Cutting Edge: Women’s Experiences of Protection Orders, University of Waikato
• The Teaching of Sexuality Education in Years 7 to 13, The Education Review Office
• The Teaching of Sexuality Education in Years 7 to 13: Good Practice, Education Review Office
• Briefing to the Incoming Minister
• Pānui newsletters (September 2007, December 2007, March 2008, June 2008)
• On Board newsletter of the Nominations Service (August 2007, December 2007, April 2008).

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Ministry of Women’s Affairs
48 Mulgrave Street
Thorndon
Wellington
PO Box 10 049
Wellington
Tel: (04) 915 7112
Fax: (04) 916 1604
email:  mwa@mwa.govt.nz
www.mwa.govt.nz