Organisational Health and Capability
What are we seeking to achieve?
To fulfil our roles, the Ministry must be efficient and continually improving. The objective is to ensure the outcomes in the Statement of Intent are reflected in, and drive, the organisation’s structure, systems and processes, priorities, capability development, and investment decisions.
How can we measure success?
The Ministry has established seven measures to assess progress and success in maintaining organisation health and capability:
Establish a single database for external contacts.
A nationwide fisheries stakeholder contacts management system has been established and is available for use for all Ministry consultation and stakeholder contacts.
Establish a new Risk Advisory Group to build on the role of the current Organisational Risk Management Committee.
As part of Ministry governance, a Risk Assurance Advisory Group has been established and is now operational.
Enhance the Status of Fisheries section of our website and NABIS site with latest available fisheries information.
Continued progress has been made on the redevelopment of the New Zealand fisheries website. The site is the main source of material about New Zealand fisheries management and contains information by species and individual fish stock, including catch rates, sustainability levels and value, and sector perspectives, along with information on current and past consultation documents.
Complete the investment in our education website content, www.starfish.govt.nz
A new resource for teachers and students in years 7–10, designed to fit the New Zealand Curriculum Framework, was launched in July 2008. It includes a hard-copy Starfish resource kit for schools and links to an online version. The resource was augmented in March 2009 by the addition of an extra topic.
A new Human Resource Information System (HRIS).
This system contains several distinct modules. During 2008/09, the Ministry implemented the performance and development module, including HRIS support for talent management and staff capability development frameworks. Human Resources data dating back to 1 July 2004 has been input into the system, in part as preparation for formal reporting processes.
Further modules, including payroll and training management, recruitment, and health and safety will be implemented in 2009/10.
Analyse the results of the Gallup engagement survey with staff.
The staff responses from the previous Gallup engagement survey have been analysed and the results conveyed to staff. Initial action plans to resolve issues raised by staff have been developed and implemented.
A follow-up on these action plans is scheduled for the first quarter of 2009/10. This will follow the Ministry decisions on the Organisation Design Review taken in June 2009.
A further Gallup survey is planned during the 2009/10 financial year.
Develop measures to monitor our performance in achieving State Sector development goals.
Measures used to monitor performance have been included in the 2009/2014 Statement of Intent, and will continue to be reflected in future SOIs.
Are we making progress?
Progress is being made, but in large measure the rate of progress will depend on how quickly the Ministry can bed down the organisation design changes.