State Services Commission

Introduction

The State Services Commission leads performance improvement in the State Services through:

• overview and oversight of State Services delivery
• stewardship of State Services capability
• setting standards of behaviour
• providing guidance on systems and expectations

Accessible government

All government agencies are asked to prioritise actions to increase their accessibility to disabled people. This is about getting the basics right, so that disabled people can access government on the same basis as other people.

These actions support realisation of the New Zealand Disability Strategy's objective 6: foster an aware and responsive public service.

Four critical areas where disabled people interact with government agencies are:

• information – such as brochures, letters, publications, websites
• buildings – such as service centres, corporate offices
• services – such as face to face at a service centre, call centres, information electronically or hard copy
• as an employer – such as job application procedures, job descriptions, accommodations in workplaces, intranets.

Accessible information

Outcome: Disabled people can access publicly available government information on the same basis as non-disabled people. Disabled people know about, access and use government information and services.

Please describe against the suggested action outputs what your agency planned to do in the year ending June 2007, what your actual achievements were, and what you plan to work on for the year ending June 2008.
Grey highlighted action outputs are new this year.

1. Online information (internet and intranets)

Action outputs	Planned 2006-2007	Actual achieved 2006-2007	Planned for 2007-2008
1. Meet Web Guidelines version 2.1	Target to achieve compliance.	We believe we are now compliant with the Web Standards 2.1.	We will seek to maintain compliance with new standards as they are released.
2. Meet Web Guidelines versions 3.0			We will seek to maintain compliance with new standards as they are released.
3. Tested accessibility for disabled people		The SSC website was tested by AccEase in late 2006 as part of a survey of the accessibility of all government websites.	We upgraded our site in 2006 to ensure compliance with accessibility guidelines. To date we have not been reported as fully compliant but have not identified any further modifications necessary to meet the standards.
4. Adapted to increase accessibility		SSC's intranet and corporate website have been upgraded in the last year to improve accessibility.	At this stage we don't have a further upgrade planned for 2007/08.
5. Download files accessed as HTML, and not only PDF		All material on the SSC corporate website is published in HTML with PDFs provided as an optional extra.	We plan to maintain current policy and practice with regard to use of HTML for all online publications.
6. Plain English used		It is a constant editorial aim that communications are published in simple, easy to understand language.	We will continue with existing policy.
7. New Zealand Sign Language used		We don't currently use New Zealand Sign Language for material published on our website or intranet.	At this stage we don't have plans to publish any material in New Zealand Sign Language. SSC reports do not generally attract a wide public readership and to date we have not received any requests for sign language versions of SSC documents.

2. Hard copy information

Action outputs	Planned 2006-2007	Actual achieved 2006-2007	Planned for 2007-2008
1. Plain English used		Training in the use of Plain English was organised for staff involved in writing documents for publication.	Further short courses in the use of Plain English will be offered to SSC staff in 2007/08.
2. Available in alternate formats, on request
a. New Zealand Sign Language		No SSC publications are currently available in New Zealand Sign Language. SSC does not commonly produce publications intended for wide distribution and to date has not received any requests for SSC documents to be provided in alternative formats.	The SSC does not currently have plans to produce New Zealand Sign Language versions of key documents. All SSC policies and practices are subject to regular review and if a need to change current practice is identified this will be considered.
b. Braille		No SSC publications are currently available in Braille.	The SSC does not have plans to produce Braille versions of key documents.
c. Audio		No SSC publications are currently available in an audio format.	The SSC does not have plans to produce audio versions of key documents.

3. Audio/visual resources

Action outputs	Planned 2006-2007	Actual achieved 2006-2007	Planned for 2007-2008
1. TV adverts have captions and/or NZSL		The SSC has never undertaken any television advertising.	The SSC does not anticipate undertaking any television advertising.
2. DVD/video products have captions and/or NZSL		The SSC has not produced any DVD or video products.	The SSC does not anticipate producing any DVD or video products in 2007/08.

4. Other information

Action outputs	Planned 2006-2007	Actual achieved 2006-2007	Planned for 2007-2008
Multiple contact points are advertised as well as telephone		The SSC advertises to recruit Public Service chief executives and to fill internal roles. The advertisements offer phone and email addresses.	We will continue to provide phone and email contacts in job advertisements. Fax numbers are included in information guides sent to potential applicants.
Fax		Fax numbers are not included in advertisements but are included in information packs sent out to potential applicants.	We do not plan to change the current practice unless a need is identified.
Email		Email addresses are provided in advertisements.	Current policy will be maintained.
Please tell us if there are other things that your agency does/or is planning to make its information accessible		Where possible, the SSC uses a multi-media approach to releasing information, particularly on-line. Where video is used, for example, to publish conference proceedings, transcripts are always provided as an alternative means of accessing the information.	Current practice will be

Accessible buildings

Outcome: Disabled people can visit, work, and move about independently in all government buildings and carry on ordinary activities there, on the same basis as others.

Please describe against the suggested action outputs what your agency planned to do in the year ending June 2007, what your actual achievements were, and what you plan to work on for the year ending June 2008.
Grey highlighted action outputs are new this year.

1. Structural elements

Action outputs	Planned 2006-2007	Actual achieved 2006-2007	Planned for 2007-2008
1. All buildings and sites meet regulatory access requirements (eg NZS 4121)		Yes.	We will continue to meet all regulatory requirements.
2. Buildings and sites have Building Code compliance		Yes.	We will maintain compliance.
3. Buildings and sites are audited for accessibility and passed (eg Barrier Free Trust, other accredited accessibility advisor)		We have had the accessibility of our building audited. Disabled car park access was introduced as a consequence of the audit.	Another audit is being considered for 2008 to confirm the compliance of recent refurbishments.
4. Clear walk paths through floors (for staff and visitors)		Clear walkways are maintained through floors.	We will continue to maintain clear paths through floors.
5. Assistive listening devices are in meeting rooms, and functioning checked regularly		As part of recent refurbishments we have had wiring installed in one meeting room to allow the future possibility of installing a listening device. Otherwise, we have phones with speaker control facilities in our meeting rooms.	The installation of a listening device will be made when a need is identified.
6. Elevators announce floors and direction of movement		No.	We do not have plans to install this functionality.
7. Elevator buttons have Braille labels		Our elevator buttons have Braille labels.	Our elevator buttons will continue to have Braille labels.

2. Contact with the public

Action outputs	Planned 2006-2007	Actual achieved 2006-2007	Planned for 2007-2008
1. Reception areas are accessible		Yes.	Maintain.
2. Counters used by public are lowered (eg for wheelchair users, people who have a problem standing)		As part of a recent refurbishment project the counter in our reception area was lowered.	This has now been achieved and we do not have any other reception areas.
3. Frontline staff are trained in disability responsiveness		Reception staff were trained in disability responsiveness in the past year. The course was well received.	We plan to update and extend this training in 2007/08.
4. Staff are familiar with NZ Relay service		We don't currently access this service.	We would access this service if a need was identified.
5. Clear and accessible pathways to enter buildings and sites		Yes.	Maintain.
6. Obvious and visible signage to locate entrances and exits		Yes we have appropriate signage internally as required under the Fire Service Act.	Maintain.
7. Accessible car parking available near entrances		Yes, we have disabled car parks in the basement.	Maintain.

3. Workplace management

Action outputs	Planned 2006-2007	Actual achieved 2006-2007	Planned for 2007-2008
1. Contracts for IT applications require accessibility (for staff and/or public users) (eg EDRMS)
2. Fire safety and evacuation procedures specify the needs of disabled people (staff and visitors)		Yes, we are in the process of providing training in evacuation procedures to fire wardens and meeting the needs of disabled staff and visitors is part of this.	We will continue to include meeting the needs of disabled staff and visitors in fire safety planning and training.
3. Fire alarms have flashing lights to alert hearing impaired/deaf people		We don't currently have this functionality.	At this stage we don't have plans to introduce this functionality.

Accessible services

Outcome: Disabled people can access government services on the same basis as non-disabled people.

Please describe against the suggested action outputs what your agency planned to do in the year ending June 2007, what your actual achievements were, and what you plan to work on for the year ending June 2008.
Grey highlighted action outputs are new this year.

1. Policy and practice

Action outputs	Planned 2006-2007	Actual achieved 2006-2007	Planned for 2007-2008
1. Data on service users can be disaggregated by disabled people		The SSC doesn't provide any services to the public.	The SSC will not be providing any services to the public.
2. Services are responsive to the needs of disabled people		Not applicable.	Not applicable.
3. There is a written policy on use and provision of New Zealand Sign Language interpreters for client meetings		Not applicable.	Not applicable.
4. Staff dealing with service users are trained to understand and be responsive to disabled people's needs		In 2006/07 all reception staff and those who relieve them have attended a course on understanding and responding to disabled people's needs.	Should any new frontline staff be employed during the year we will arrange their attendance on the same course on an as-needs basis.
5. Staff have knowledge of the NZ Relay service, and how to place and receive calls.		We have not used this service.	We don't currently have plans to use this service.

Being a good employer

Outcome: Government agencies provide equal opportunities in employment for disabled people to be recruited, retained, and promoted on the same basis as non-disabled people.

Please describe against the suggested action outputs what your agency planned to do in the year ending June 2007, what your actual achievements were, and what you plan to work on for the year ending June 2008.
Grey highlighted action outputs are new this year.

1. Employment practice

Action outputs	Planned 2006-2007	Actual achieved 2006-2007	Planned for 2007-2008
1. Human resource EEO policies / procedures specifically recognise disabled people and do not discriminate against them		Care has been taken in developing our HR policies to ensure the needs of disabled people are recognised and that our HR practices do not result in discrimination.	We will maintain existing policies and practices.
2. Recruitment processes are accessible and responsive (eg vacancies advertised with alternative modes of contact, website accessible, supports provided for interviews where necessary)		Recruitment processes are accessible and responsive with all job advertisements providing telephone and email contacts and being published online as well as in print media. Supports are provided for interviews if necessary.	Current policy and practice will be maintained.
3. Human resource staff are familiar with EEO issues for disabled people		Yes, HR staff are familiar with SSC policies and keep abreast of best practice in this area.	We will maintain existing practice.
4. Induction training includes awareness of disabled people, as part of a diverse workforce		Our existing induction programmes don't include disability awareness training.	We don't currently have plans to introduce disability awareness training into our induction programmes.
5. Internal agency communications promote the visibility of disabled staff, as part of a diverse workforce		While disabled staff are visible and appropriately included, as a small agency we don't have internal communications such as print or electronic newsletters that would allow profiling our diverse workforce.	We don't have plans to introduce additional internal communications tools.
6. Data: the number of disabled people employed (using SSC EEO definition of disability)		SSC has 8 staff members (including one Mainstream participant) who have self-selected as having a disability.
7. Data: the number of disabled people currently employed under Mainstream programme		One.	One.
8. Data: the number of staff employed who were previously under the Mainstream programme		None.	None.

2. Supports for disabled staff

Action outputs	Planned 2006-2007	Actual achieved 2006-2007	Planned for 2007-2008
1. Assessments of workplace accommodations and/or supports are provided (eg adaptive computer applications, flexible working conditions)		This is arranged as part of ergonomic assessments for all staff. Supports are provided as necessary.	We will maintain existing policy and practice.
2. Accommodations in the workplace are provided, if needed (eg desk changes, NZSL interpreters, adaptive computer software)		Yes.	We will maintain existing policy and practice.
3. Data: the number and type of accommodations provided to staff		We don't collect this data, but examples are the provision of Jaws software and a scanner for one staff and large monitors for several staff.	Accommodations will be provided as necessary on an as-needs basis.
4. Network of disabled staff supported, if requested		We don't have a formal network for disabled staff.	We don't have plans to introduce a network at this stage.
5. Disabled staff provided with opportunities for career advancement		All SSC staff have personal development plans which are reviewed annually and all staff are encouraged to consider opportunities to develop their careers.	Current policy and practice will be maintained.
6. Disabled staff feel included in their workplace and have the same opportunities as non-disabled staff		We have not surveyed disabled staff directly to ask this question.	We don't have a plan in place to survey disabled staff but all staff are encouraged to participate in the Gallup Q12 survey and action planning in their work teams - any issues arising should be identified through this forum.
7. Please describe any other supports available to disabled staff		SSC has provided a carpark for a staff member experiencing disability and extra domestic leave and remote PC access for a staff member who is the primary carer of a child with multiple disabilities.	SSC will provide for the individual needs of staff as needs are identified.

Leading work that makes a difference

This section is for agencies to describe key work that you are leading that makes a difference in the lives of disabled people. This work may be directly relating to disabled people, or it may be for all people but have a strong impact on disabled people.

You should use this template to:

• describe your planned work
• report progress against previously planned work and/or new work undertaken since the last plan.

There are separate sections for you to record any specific activities in support of:

• New Zealand Sign Language Act 2006
• National Health Committee's 2003 report: To Have an ‘Ordinary' Life: Community membership for adults with an intellectual disability.

You may like to consider whether you can plan implementation action over several years, with milestone dates that you can report progress against annually. There may be a wider goal that your agency is working towards that several pieces of work may contribute to, and you should refer to this goal in the following template.

1) Equality and Diversity: New Zealand Public Service Equal Employment Opportunities Policy

a) This work covers the time period January 2007 to February 2008

b) SSC is responsible for promoting, developing, and monitoring equal employment opportunities/diversity for the Public Service. As part of this role during 2007/08, SSC will revise and publish a new Public Service equal employment opportunities/diversity policy and supporting material. The SSC's goal is to:

• reposition equal employment opportunities activities within the broader context of 'diversity' in order to enable a broader view of equal employment opportunities

• link equal employment opportunities/diversity to the Employer of Choice and the Excellent State Servants Development Goals

• support the integration of equal employment opportunities / diversity into strategic business planning and reporting

• focus assessment of progress within the Managing for Outcomes framework.

c) This work will help to make a difference to disabled people's lives because it formally positions responsibility for progressing and integrating equal employment opportunities across all organisation strategies, processes, systems, and plans– from strategic to operational, from management to individuals, including strategic business planning and reporting - at the chief executive level. This includes recognising employment requirements of people with disabilities.

It is anticipated that chief executives will be held to account for the above by having progressing valuing equality and diversity as a chief executive performance indicator.

d) The State Services exists to meet the needs of diverse New Zealanders. To this end, the State Services aims to be a system of world class professionals serving the government of the day and meeting the needs of New Zealanders ( http://www.ssc.govt.nz/dev-goals-diagram ). In particular, progressing equality and diversity contributes to Development Goals 1 (Employer of Choice), 2 (Excellent State Servants), 5 (Accessible State Services) and 6 (Trusted State Services).

Further, by requiring the Public Service to model, integrate, and lead the progression of valuing equality and diversity across all aspects of the Public Service, the Equality and Diversity Policy contributes to the overall State Services goal by:

• Contributing to sustainability of government services - by helping to build a pool of talented engaged leaders of the required quality, quantity, and diversity to meet the future needs of the Public Service; and creating an environment that values diverse skills, knowledge, and experiences, thereby enabling high performance, innovation, and excellence.
• Helping New Zealanders to experience the State Services as credible, accessible, responsive and trusted by supporting the State Services requirement to “treat everyone fairly and with respect” (http://www.ssc.govt.nz/code) and its associated meaning of “valuing equality and diversity by understanding our differences”.

Helping to ensure our economy, work environment, and social fabric are set on a course that protects future generations by increased innovation and ability to relate to diverse economic partners via valuing diverse skills, knowledge and experiences; ensuring inclusiveness of all social classes by creating positive inclusive work environments; and helping to create a society that embraces differences, whereby people can feel a sense of belonging essential to well being and full participation - without which people become disconnected from their society and government.

• Complementing the Partnership for Quality 3's (http://www.ssc.govt.nz/display/document.asp?docid=5978&pageno=3#P63_7976 ) principles of engagement, good faith, and respect.

e) Progress in achieving this work is to be measured by the following:

• Policy approved by Cabinet

• Launch and effective date of new policy

• Deputy Commissioners and State Services Performance Specialists are advising Chief Executives and Senior Managers of the Policy.

• Departments formally required to include high-level summary of their strategic business planning from a diversity perspective in their SOIs as of 2008, and are so doing.

• Departments are participating in the Human Resources Capability Survey

• Departments are including high-level summary of their strategic business reporting from a diversity perspective in their Annual Reports as of 2008.

f) This work connects with the objectives in the New Zealand Disability Strategy as follows:

•  Objective 1: Encourage and educate for a non-disabling society;

•  Objective 2: Ensure rights for disabled people;

•  Objective 4: Provide opportunities in employment and economic development for disabled people;

•  Objective 5: Foster leadership by disabled people;

•  Objective 6: Foster an aware and responsive public service;

•  Objective 7: Create long-term support systems centred on the individual;

•  Objective 14: Promote participation of disabled women in order to improve their quality of life;

The actions related to these objectives are as follows:

Objective 1: Encourage and educate for a non-disabling society

Actions

1.1 - Develop national and locally based anti-discrimination programmes.

1.2 - Recognise that it is disabled people who are experts on their own experience.

1.3 - Recognise and honour the achievements of disabled people.

1.4 - Include the perspectives of disabled people in ethical and bioethical debates.

1.5 - Encourage ongoing debate on disability issues

Objective 2: Ensure rights for disabled people

Actions

2.1 - Provide information for everyone about the rights of disabled people.

2.4 - Review Human Rights legislation to ensure the ongoing enhancement and strengthening of the rights of disabled people.

•  Please note that this is a New Zealand Public Service Policy, not legislation. However, we feel that the proposed policy does contribute to the aim of this objective.

2.7 - Evaluate New Zealand 's performance on the rights of disabled people.

•  Please note that this would be within the context of the Public Service, however we feel that the proposed policy does contribute to the aim of this objective.

Objective 4: Provide opportunities in employment and economic development for disabled people

Actions

Employment and economic development

4.8 - Encourage the development of a range of employment options recognising the diverse needs of disabled people.

4.9 - Ensure disabled people have the same employment conditions, rights and entitlements as everyone else has, including minimum wage provisions for work of comparable productivity.

4.10 - Make communication services, resources and flexible workplace options available.

4.11 - Operate equal employment opportunity and affirmative action policies in the public sector.

Objective 5: Foster leadership by disabled people

Actions

5.1 - Encourage disabled people to take part in decision-making as service users, as staff in the delivery of services, and in the governance, management, planning and evaluation within all services that disabled people access.

Objective 6: Foster an aware and responsive public service

Actions

6.3 - Ensure that all government agencies treat disabled people with dignity and respect.

6.5 - Make all information and communication methods offered to the general public available in formats appropriate to the different needs of disabled people.

Objective 7: Create long-term support systems centred on the individual

Actions

7.1 - Ensure that overarching processes, eligibility criteria and allocation of resources are nationally consistent, but that individual needs are treated flexibly.

•  Please note that the proposed new EEO policy supports this objective by advocating individual flexibility with respect to employment requirements.

7.2 - Ensure that government agencies, publicly funded services and publicly accountable bodies co-operate to ensure that the disabled person is at the centre of service delivery.

•  Please note that the proposed new EEO policy supports this objective by advocating client-focused service delivery.

7.8 - Develop a highly skilled workforce to support disabled people.

•  Please note that the proposed new EEO policy supports this objective by advocating for highly skilled public servants with a spirit of service and a safe, inclusive work environment.

Objective 14: Promote participation of disabled women in order to improve their quality of life

Actions

14.1 - Promote women's rights and provide opportunities for disabled women to achieve the same level of economic wellbeing and educational attainment as men.

14.2 - Provide equitable, appropriate and welcoming access to services.

g) This work connects to the SSC Statement of Intent's section on Diversity. It also connects to the work on the Development Goals and New Zealander's experience of government services.

 

2) The Mainstream Supported Employment Programme.

a) What time period does this work cover?

The financial year 2006-2007.

b) Please describe this work

The Mainstream Supported Employment Programme facilitates the placement of people with significant disability issues into created positions within the State sector. There are currently 236 people employed on two-year placements in 49 departments and 57 schools around the country.

c) What difference will this work make to disabled people's lives?

Each year around 140 placements are made in full or part-time 2-year created positions in government departments including area health boards and schools. People on placement are people who experience significant disability issues, and who have also experienced significant periods of unemployment as a result. Placement on the programme gives them the opportunity to gain valuable work experience and training while receiving an appropriate salary for the two years of the placement and a very real chance of becoming less dependent on a benefit and more self-sufficient in the long term.

d) What wider goal does this work contribute to? Are there other pieces of work that also contribute to this goal?

The work contributes to SSC's development goals, employer of choice and excellent state servants.

•  How is progress in achieving this work being measured or to be measured?

Progress is measured during the year in terms of training opportunities accessed by people on placements and at the end of the financial year in terms of jobs gained at the end of placement.

Research has been undertaken in past years to measure progress. The next such research project will be undertaken in the second part of the 2007/2008 financial year.

f) What objectives in the New Zealand Disability Strategy does this work connect with?

Directly relates to Objective 4.

g) What part of your Statement of Intent and/or other strategic documents does this work connect with?

The SSC is charged with providing leadership and coordination to the Development Goals programme. The Mainstream Programme contributes to the first two goals, to position the State Services as an Employer of Choice and to develop Excellent State Servants.

 

3) Ensuring the Accessibility of Government Websites

a) What time period does this work cover?

The major focus of the New Zealand Government Web Standards continues to be ensuring website content is accessible to all New Zealanders regardless of disability, use of the latest technology or the availability of fast Internet connections.

The work programme for the maintenance and evolution of the NZ Government Web Standards is an ongoing annual cycle.

b) Please describe this work

The NZ Government Web Standards have been based on the international World Wide Web Consortium (W3C) technical best practice standards.

The NZ Government Web Standards must mirror the international best practice technology standards as they continue to evolve and mature.

A Joint Agency Accessibility Group (JAAG) has been established between the State Services Commission, The Office For Disability Issues and the Human Rights Commission. The main goal of this group is to work together on joint key strategies to help agencies achieve accessible websites and ensure the same key messages are being issued.

c) What difference will this work make to disabled people's lives?

Accessible websites can remove barriers to enable people to participate in society and help them lead an ordinary life.

People have access to Government information and web services.

d) What wider goal does this work contribute to? Are there other pieces of work that also contribute to this goal?

The NZ Government Web Standards support the global commitment for the United Nations convention. It builds on the processes already in place for the support of the NZ Disability Strategy.

e) How is progress in achieving this work being measured or to be measured?

An annual review, update and publication of the NZ Government Web Standards occur.

An external accessibility audit of the mandated Government agencies websites is carried out on an annual basis. The previous year's results act as a baseline to gauge progress.

Continue to work and support agencies as they seek to be compliant against the latest version of the NZ Government Web Standards.

A monthly meeting of the JAAG is held to discuss and resolve issues and develop key joint strategies.

f) What objectives in the New Zealand Disability Strategy does this work connect with?

Encourage and educate for a non-disabling society (NZDS Objective 1)

Ensure rights for disabled people (NZDS Objective 2)

Foster an aware and responsive Public Service (NZDS Objective 6)

g) What part of your Statement of Intent and/or other strategic documents does this work connect with?

Statement of Intent

Code of Conduct (Standards of Integrity & Conduct)

State Services Development Goals

Networked State Services (use technology to transform the provision of services for New Zealanders)

Co-ordinated State agencies (ensure the total contribution of government agencies is greater than the sum of its parts)

Accessible State Services (enhance access, responsiveness and effectiveness and improve New Zealanders experience of State Services)

Trusted State Services (strengthen trust in the State Services, and reinforce the spirit of the service)

e-Government Strategy

Building Standards and Interoperability (work stream #6)

Managing the govt.nz space (work stream #14)