Te Puni Kōkiri
New Zealand Disability Strategy Implementation Work Plan. 1 July 2005 – 30 June 2006
Link to the Strategic Intent of TPK and the People Strategy to 2010
Te Puni Kōkiri’s efforts are directed towards our strategic outcome of Māori Succeeding as Māori. By this we mean sustainable success for Māori as individuals and as members of organisations and collectives.
Success will be demonstrated by Māori:
- participating in and benefiting from education and economic opportunities, including employment, that assist them to reach their full potential
- institutions that are robust and effectively managed
- flourishing as people within a strong culture
- flourishing in enterprise
- creating and maintaining healthy families
- being innovative models for other businesses, organisations, communities or countries
- having beneficial partnerships with local, national and international stakeholders, including businesses.
Te Puni Kōkiri pursues these objectives by means of leading and influencing policy through high quality policy advice, effective monitoring, and building and maintaining good relationships with all our stakeholders.
Te Puni Kōkiri’s Statement of Intent 1 July 2005 details the links between the strategic outcome: Māori succeeding as Māori; how this will occur with external stakeholders and how this impacts on internal stakeholders (employees of the organisation).
The Te Puni Kōkiri People Strategy recognises that it is people who embody our organisation’s potential and that a key activity will be enabling our people to provide leadership and to influence the development of initiatives that enable Māori participation and success as Māori. The Strategy provides a six year road map by identifying targets that will ensure Te Puni Kōkiri has the people with the capabilities to become the driving force for Māori succeeding as Māori in the Public Service.
The Te Puni Kōkiri Disability Strategy enables the organisation to identify barriers for disabled people and complements Objective 11 of the Disability Strategy which promotes participation of disabled Māori in all areas of life.
All our strategic documents are driven by our vision of a fully inclusive society, in which being disabled, no less than being Māori, is no barrier to the achievement of human potential.
Objective One: Review if TPK Website to enable accessibility
Desired outcome
Disabled people will be able to access all information on the TPK website.
Description
Progress on the restructure/re-design of the TPK website to meet SSC guidelines and W3C web content accessibility is assessed.
That the website recognises that New Zealand Sign Language is an official language and details the availability of New Zealand Sign Language interpreters within the broader Māori community.
Measures and Timeframes
| Steps to be taken to achieve this output | Timeframe of each step |
|---|---|
| As part of an ongoing development programme, the TPK website will be upgraded to meet the W3C (World Wide Web Consortium), WAI (Web Accessibility Initiative) Priority 2 standard to assist people with disabilities to access information on the website. | By June 2006 |
| IT team works with key partners to identify, plan and implement appropriate changes to the website that result in promoting the use of NZ Sign Language in Māori communities. | By April 2006 |
Links to New Zealand Disability Strategy Objective and Action
This objective is linked to the strategy action 6.5 of the New Zealand Disability Strategy as it contributes to the removal of language barriers for deaf people in accessing information and services.
Objective Two: Promoting the Ministry’s profile in the disabled community
Desired outcome
Disabled people recognise TPK as an employer of choice with whom they may wish to develop a successful career
Description
Scope a consultation document that will enhance engagement with the disabled community to raise the profile of Te Puni Kōkiri as a possible employer.
Measures and Timeframes
| Steps to be taken to achieve this output | Timeframe of each step |
|---|---|
| Work with key partners to assess the opportunity to develop TPK’s profile further through the promotion of TPK as a employer to the disabled community | August 2005 to June 2006 |
| Continue implementation of TPK Recruitment Strategy mid / long term goals assess opportunities to work in consultation with disabled community employment providers | October 2005 – March 2006 |
Links to Te Puni Kōkiri’s strategic objectives
This objective links to the Te Puni Kōkiri People Strategy to 2010 which is oriented towards enabling TPK to employ staff with appropriate capabilities.
To provide an environment that enables Māori to participate and succeed as Māori in the Public Service.
Links to New Zealand Disability Strategy Objective and Action
This objective is linked to the strategy action 4.11 of the New Zealand Disability Strategy
Objective Three: Building access
Desired outcome
That the building accommodating the national office of Te Puni Kōkiri is accessible to all people regardless of their disabilities.
Description
The plan that has been developed for renovation of Ministry facilities identifies and seeks to manage any issue relating to accessibility of disabled people to the offices during the renovation period.
An audit is completed to assist TPK in meeting the requirements of NZ standard 4121, regarding access of the disabled.
Measures and Timeframes
By June 2006 the structural renovation of the offices of TPK meets the accessibility audit requirements of NZ standard 4121.
| Steps to be taken to achieve this output | Timeframe of each step |
|---|---|
| Disability needs are accounted for in all planned changes to the offices of TPK at the national office | July 2005 to June 2006- |
| Disability needs are accounted for in all planned refurbishments and relocations TPK offices around New Zealand. | July 2005 to June 2006- |
| That access is managed in a proactive manner during all phases of renovation | Ist stage of renovation project implementation (floors 8, 9 and 10) 2nd Stage Floors 6 & 7 3rd stage Floors 5 & 4 4th and final stage floors 2, 1 and ground July –to planned completion date December 2005 |
| Sequential plan detailing renovation of work areas (different floors) details the actions TPK undertakes to maintain accessibility for disabled people | July – December 2005 |
| Phases of renovation rolled out and circulated. | By December 2005 |
| Meetings or any other sources of accommodation either permanent or transitional ensure accessibility is maintained (audit planned, implemented, reviewed and reported) | Ongoing |
| Accessibility audit of national office monitored during structural work programme | Report completed by March 2006. |
Objective Four: Work Life Balance strategy
Desired outcome
TPK’s HR policies and procedures are responsive to the needs of people and support their achievement of an ordinary life.
Description
Improve the TPK working environment to make it more inclusive, to enable the achievement of work life balance for people regardless of their disabilities.
Measures and Timeframes
By June 2006 create a link between the Te Puni Kōkiri health and safety strategies that support the work life balance and the disability strategy through the articulation and implementation of work life balance initiatives that support the achievement of an ordinary life.
| Steps to be taken to achieve this output | Timeframe of each step |
|---|---|
| TPK’s HR policies and procedures are reviewed in relation to their responsiveness to disabled people | by October 2005 |
| Health and Safety Committee and other key partners to HR develop their awareness and understanding of the work life balance initiatives that contribute to removing barriers to participation from an employee (including disabled employee perspective) | October to December 2005 |
| Key targets defined and agreed for DS2006/07 | By February 2006 |
| Communication plan detailed Includes policies, implementation and planned initiatives | September 2005 to October 2005 |
| 1 initiative is implemented via Health and safety / HR team working in partnership to create transparency of work life balance activities | October 2005 to April 2006 |
| Climate survey includes questions that enable quantification of understanding of work life balance, feedback on initiative or policies | December 2005 to Feb 2006 |
Links to Te Puni Kōkiri’s strategic objectives
An increase in the awareness of the organisations policies supporting Work life balance is achieved
Links to New Zealand Disability Strategy Objective and Action
Foster an aware and responsive within TPK with regard to work life balance. Connects to the Disability Strategy by increasing awareness of ordinary work life goals of disabled peoples