Tag Archives: Staff

DCC Residents’ Opinion Survey (ROS)

Dunedin City Council – Media Release
Tell Us What You Think!

This item was published on 23 Jun 2015

Letters have been sent this week to 4500 Dunedin residents inviting them to take part in the Dunedin City Council’s annual Residents’ Opinion Survey (ROS).

DCC General Manager Services and Development Simon Pickford says, “The ROS provides valuable feedback on what Dunedin residents think of their Council and the services and facilities we provide. It is particularly useful as it allows us to hear from the ‘silent majority’ of residents who are less likely to tell us what they think in other ways, such as the Long Term Plan consultation.”

The 4500 residents, randomly selected from the electoral roll, will be invited to complete the ROS online using a unique code. A hard copy questionnaire will be provided on request.

The survey is also open to other residents, who can fill out the survey at http://www.dunedin.govt.nz/ros.

Everyone who provides feedback will have the opportunity to enter a draw to win one of five $100 supermarket vouchers.

The survey is open until 17 July 2015. A reminder letter will be sent to those who have not responded about two weeks after the initial letter. This practice has proved successful in increasing the response rate. The survey results are expected to be publicly available by late August.

Mr Pickford says, “We have been using this survey for more than 20 years and it has become a key tool for us to assess how well we are doing and ultimately guide our planning and decision making. ROS focuses on how well we deliver our services and asks questions about residents’ perceptions of our performance. Some of the results are used as official measures of the DCC’s performance for audit purposes. But equally importantly, the feedback is used by staff and the Council to guide our thinking about how we might best deliver services to better meet the needs of Dunedin residents.”

The survey, which costs about $40,000, will be undertaken by independent research company Versus Research.

The results of previous surveys can be viewed at http://www.dunedin.govt.nz/ros.

Contact Simon Pickford, General Manager Services and Development on 03 474 3707.

DCC Link

Posted by Elizabeth Kerr

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DCC staff numbers, trending down

DCClogo_landscape (1)

The council’s total staff count [was] down from 710 full-time equivalents (FTEs) in 2011 to 644 by October last year.

### ODT Online Thu, 7 May 2015
Council plans put IT jobs under cloud
By Chris Morris
Up to 15 jobs are under a cloud as the Dunedin City Council considers outsourcing part of its information technology department. Council chief executive Dr Sue Bidrose yesterday confirmed consultation had begun with staff over the organisational review, which “changes a number of positions” within the council’s ICT department.
Read more

The latest proposed changes formed part of the council’s new ICT plan 2015-19 adopted in March. (ODT)

Dunedin Digital Strategy (PDF, 2.1 MB)
This is the city’s first Digital Strategy. It has been created through community consultation, research and with guidance from a Digital Strategy Steering Team.

Posted by Elizabeth Kerr

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Otago Polytechnic effective leadership

### ODT Online Thu, 12 Mar 2015
Polytech Efts continue to rise
By Timothy Brown
Otago Polytechnic believes student numbers will continue to climb for the fourth year. The polytechnic has budgeted for 4561 equivalent full-time students (Efts) this year, almost 7% up from last year’s final tally of 4269 Efts. […] The ongoing period of student number growth at the polytechnic comes as numbers are dropping at the University of Otago.
Read more

Positive messaging! Community Learning! Industry responsive!

Otago Polytechnic Published on May 12, 2014
Study in Dunedin, New Zealand | Otago Polytechnic

█ For more information about studying at Otago Polytechnic’s Dunedin Campus visit http://www.op.ac.nz/dunedin

Posted by Elizabeth Kerr

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DCC Annual Report 2013-14

IMG_20141029_132653ODT 29.10.14 (page 5)

http://www.odt.co.nz/news/dunedin/321565/460k-departing-council-staff

Report – Council – 30/10/14 (PDF, 2.5 MB)
Approval and Adoption of Annual Report

Recommendation: That the Council approves and adopts the Dunedin City Council Annual Report for the year ending 30 June 2014, subject to any minor editing required between adoption and final publication.

Posted by Elizabeth Kerr

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DVML: No harassment policy or complaints procedure II

Received from Bev Butler
Mon 21 Jul 2014 at 11:44 p.m.

Message: Just received the attached letter from Terry Davies, dated 17 July 2014.
There are still NO sexual harassment or complaints policies in place at DVML in spite of my letter to ODT at the end of last year alerting Sir John Hansen.
Sexual harassment has allegedly taken place, complaints were made against a senior manager of DVML and no action taken.
Why did Sir John Hansen not take this issue seriously enough to put these policies in place to protect the DVML staff?
[ends]

DVML Sexual harrassment and complaints policies (PDF, 458 KB)

Terry Davies letter 17.7.14 DVML sexual harassment and complaints policies

Related Post and Comments:
20.12.13 DVML: No harassment policy or complaints procedure, really?

Posted by Elizabeth Kerr

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DVML: No harassment policy or complaints procedure, really?

Supplied.
ODT 20.12.13 Letter to the editor (page 14)
ODT 20.12.13 Letter to the editor Bev Butler p14

ODT Letter to editor Bev Butler 20.12.13 (page 14)
█ [Scanned file missing from media library since before 20.1.14. Replaced 21.7.14. -Eds]

We recommend people read the information below and follow the weblinks.
Take action if you are experiencing bullying/harassment/sexual harassment at your workplace.
Verbal bullying in the workplace is recognised as violence.
Physical bullying is more obviously violence. Dry humping women is……

It is strongly recommended that affected persons take action.
DVML really needs to be an EEO employer.

****

From the Equal Employment Opportunities (EEO) Trust website:

Harassment and bullying in the workplace
Workplace harassment and bullying is likely to affect staff morale, creativity and productivity, and create an unhealthy workplace culture. It can be subtle or overt, sporadic or sustained.

Harassment can be defined as any unwelcome comment, conduct or gesture that is insulting, intimidating, humiliating, malicious, degrading or offensive. It might be repeated or an isolated incident but it is so significant that it adversely affects someone’s performance, contribution or work environment. It can include physical, degrading or threatening behaviour, abuse of power, isolation, discrimination, sexual and/or racial harassment. Harassment is behaviour that is unwanted by the recipient even if the recipient does not tell the harasser that the behaviour is unwanted.

Bullying is ongoing unreasonable behaviour which is often intended to humiliate or undermine the recipient but is not specifically unlawful.

Download this document (PDF, 47 KB) >>

Read more at http://www.eeotrust.org.nz/toolkits/harassment.cfm

Headings include:
• Legislation and liability
• Effects of harassment and bullying
• Background: your current climate
• Steps to take
• For further support, advice and training
• Additionally, Bullying Resources

The Equal Employment Opportunities (EEO) Trust is a not-for-profit organisation tasked with providing EEO information and tools to employers and raising awareness of diversity issues in New Zealand workplaces.
The EEO Trust assists employers in introducing and managing proven EEO thinking and practices, encourages diversity by promoting the recruitment and development of people on the basis of merit and generates awareness of the business benefits and rewards of an inclusive workplace.
Based in Auckland, the EEO Trust works with employers around New Zealand providing the latest resources, ideas and information to support workplaces to achieve success through effectively managing diversity. The EEO Trust is resourced by fees from member organisations and Government contributions. It is governed by a Board of Trustees.

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NZ Human Rights Commission – Accessible HTML Document
Sexual harassment

What is sexual harassment?
Sexual harassment is unwelcome or offensive sexual behaviour that is repeated or significant enough to have a harmful effect on you.

The Human Rights Act makes this unlawful when it occurs in:
● employment
● education
● or any other areas covered by the Human Rights Act.

For more information, contact the Human Rights Commission’s toll free InfoLine on 0800 496 877.

More information at:
http://www.hrc.co.nz/hrc_new/hrc/cms/files/documents/22-Mar-2010_12-42-50_Sexual_Harassment_ENGLISH.html

Headings include:
• Examples of sexual harassment
• Victimisation
• Why you should act
• Why sexual harassment is wrong
• What you can do about sexual harassment

If this doesn’t work, or is inappropriate, you can seek advice and assistance from:
• a sexual harassment contact person at work
• a manager or school counsellor
• the Human Rights Commission
• your union delegate or a lawyer
• a professional disciplinary group
• the police
• Employment Relations (if you have been harassed at work). Phone 0800 20 90 20.

Contact the Human Rights Commission

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Ministry of Business, Innovation & Employment (MoBIE)
Labour Information (knowledgebase)

Sexual harassment in the workplace
What is the best way to deal with sexual harassment in the workplace?

Employers can help protect their workplace against sexual harassment by implementing an effective sexual harassment prevention programme and ensuring that staff are aware of the organisation’s policy and procedures relating to sexual harassment.

Sexual harassment may include:
An employer or employer’s representative making a request, directly or indirectly, of an employee for sexual intercourse, sexual contact, or other form of sexual activity that contains:
● an implied or overt promise of preferential treatment in that employee’s employment, or
● an implied or overt threat of detrimental treatment in that employee’s employment, or
● an implied or overt threat about the employee’s present or future employment status

An employer or employer’s representative using language (written or spoken), visual material or physical behaviour of a sexual nature:
● that is unwelcome or offensive to that employee (whether or not this is conveyed to the employer or representative), and
● that is either repeated or is so significant that it has a detrimental effect on the employee’s employment, job performance, or job satisfaction

If an employee believes they are being sexually harassed in the workplace, either by another employee or a customer, they need to raise it with their employer. They may decide to discuss the problem with the employer, either directly or through a representative such as a union representative.

If a sexual harassment complaint cannot be resolved through discussion with the employer, then mediation could be an option. Mediation is a service that is available to employers and employees to assist in the resolution of employment relations problems.

Alternatively, an employee may make a complaint to the Human Rights Commission. The Commission can offer dispute resolution services, which may include mediation. More information can be found on their website or by phoning 0800 496 877.

Read this information and other links at:
http://www.dol.govt.nz/workplace/knowledgebase/item/1355

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Take a look at HowTo Law’s website (NZ):
How to bring a sexual harassment claim against your employer

Posted by Elizabeth Kerr

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A museum. Laying poor management, bullying, and much more, to rest.

First, we received a very fair assessment:

ODT 2.9.13 Peter Entwisle - Otago Museum (page 9)ODT 2.9.13 Peter Entwisle – Art Beat, Opinion (page 9)

And now, this week’s tidy and brave acknowledgement:

ODT 25.9.13 Letter to the editor (page 17)ODT 25.9.13 Letter to the editor (page 17)

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Otago Museum re-imaged [newzealandtimesfortwo.blogspot.com] copyOmmmmmmmmmm.

Posted by Elizabeth Kerr | What if? Dunedin… A blog about the social and built environment at Dunedin.

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