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Skills Utilisation in the Provinces

Skills Utilisation in the Provinces. A Taranaki Perspective. Craig Stevenson Chief Executive South Taranaki District Council. TARANAKI. Talent Attraction and Retention Taking on the Challenge. Taranaki Economy – Stats. Population = 109,700 Regional GDP = $5.6 billion

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Skills Utilisation in the Provinces

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  1. Skills Utilisation in the Provinces A Taranaki Perspective Craig Stevenson Chief Executive South Taranaki District Council

  2. TARANAKI

  3. Talent Attraction and RetentionTaking on the Challenge

  4. Taranaki Economy – Stats • Population = 109,700 • Regional GDP = $5.6 billion • Number of businesses = 14,451 • FTE’s = 47,445

  5. National context • 3% NZ (GDP, Population, Businesses) • Comparatively small base • Powerhouse in key economic drivers • Energy, • Exports, • Primary production/added value • Engineering • Highest GDP per FTE in NZ

  6. Taranaki – NZ Comparison

  7. Oil and Gas - Taranaki • 20 O&G fields in production in Taranaki • Active drilling programme • Infrastructure development, supply chain involvement • Processing/production facilities, downstream/added value • Active export industry • Significant economic and social benefits for region

  8. Oil and Gas Industry Methanex – added value processing of natural gas Maui – off shore

  9. Engineering & Export Development $35m accommodation module for O&G platform in Australia’s bass strait – built in Taranaki

  10. Agriculture/Dairy • Dairy farming & dairy processing: • 6,403 FTE’s • $678m GDP Plus: Meat processing, poultry processing, small goods. Other manufacturing e.g. timber processing

  11. As a region our talent needs are growing

  12. Biggest Skill Challenges Attracting and retaining skilled and experienced staff (engineering, specialist/trades areas, O&G) Sustainability of local training providers (Polytechnic – to ensure regional educational/upskilling facilities)

  13. O&G Skills and Employment • NZ O&G activity - next 12 months +56% • Ten largest companies next 12 months need: 100+ engineers 70 operators 50 technical staff and many more • Shortages more acute in future years. • Huge need for experienced people. • Often project based – peaks and troughs

  14. Taranaki – lower unemployment

  15. Losing people • Net population loss • 1,124 people arrived and 1,679 departed (-555)

  16. Many of these are our young and talented ....

  17. Australia (and others) have huge workforce and skill shortagesO&G, energy, mining Taranaki is part of their solutionActively advertising and recruiting in our region

  18. The Aussie dynamic

  19. Fly-In Fly-Out (FIFO) New Zealand/Taranaki workers are commuting on regular basis to Australia to work(family remains here)

  20. FIFO explained • Long distance commuting • Used to fill capability and capacity needs • Work is typically in remote locations • Workers travel by air, car, bus) to and from worksites • Companies provide accommodation/living expenses • Work roster; fixed days on & off – 28/28 is not uncommon • Targeting populated areas with recognisable skill sets • Used in Australia to help service work requirements for major O&G and mining industries/projects

  21. Solutions • Training – long term solution. “Grow new talent” • Attraction from other parts of NZ – acceptable for some roles • Transfer from other industries – acceptable for some roles – need to adjust to O&G culture and H&S requirements. • Immigration – attraction from overseas is critical for specialist skill sets and experience.

  22. So what are we doing?

  23. Talent Attraction and RetentionTaking on the Challenge Your region needs YOU!

  24. Active Regional Programme • Working with employers • “Swap Sides” promotional campaign • Free Jobs web: www.taranaki.info/jobs • Free lifestyle toolkit - employer recruitment info packs • Videos promoting lifestyle benefits of Taranaki • Events – attract people to experience the region • FIFO campaign • Ex-pats video

  25. Free Taranaki Jobs Website

  26. Taranaki Lifestyle Toolkits • Aid for employers recruiting from outside region • General overview of Taranaki region, living here, moving here, events, working here • Skills in demand - 8 main industry sectors • Hard copy & online www.taranaki.info

  27. Swap Sides Campaign • Targeting the skill gaps, grow population • Engineering, health and business sectors • Nationally and internationally • Encourage people to consider moving to Taranaki, • Leveraging off RWC 2011 • Extensive media strategy • Online, billboards www.taranaki.info

  28. www.taranaki.info

  29. Swap Sides: FIFO - Australia Digital Media – Online Banners on Energy and Engineering Sites • FIFO families sites, mining sites, specialist trades and sector sites sites, job sites, NZ news sites (geo-targeted) and Google network

  30. Grow Taranaki Recruitment Service Recruitment and placement services Job ops with Training Skills Investment Subsidy Skills for Growth Straight 2 Work 0508 4 Growth www.taranaki.info

  31. Swap Sides: Expats • Animated video targeted at expats • Former Hawera comedian Ben Hurley • Position Taranaki as ideal to live and work • Present Taranaki as the New Zealand we all like to remember and skite about

  32. A District of Small Towns

  33. Some stats ... Population 26,500 (and dropping) 14,000 Rateable properties Masses of infrastructure High levels of facility duplication Dispersed workforce

  34. STDC chosen as MBIE Case Study 6 monthly 6 monthly Induction Workshop (2½ hours) (Introduction to STDC, it’s culture and working environment)

  35. 2nd = 3rd 6th 9th

  36. Employee Engagement is a by product ...of a strong organisational culture ... the key is leadership

  37. The Essentials Drive culture from top United Senior Leadership “One Waka” principle Walk the Talk Lead by Example Its OK to challenge

  38. Engagement Profile • EngagedAmbivalentDisengaged • All NZ 32 55 13 • Top 25% 52 43 5 • STDC 55 43 2

  39. The ‘4 Pillars’ Alignment to Vision & Values Clearly articulated VISION, Define the things we VALUE Sense of Community Sense of BELONGING, mutual SUPPORT and OPTIMISM Developing People Focus on DEVELOPING PEOPLE to fullest potential Performance Culture Culture that demands HIGH STANDARDS of performance

  40. Developing People 6 monthly 6 monthly Focus on DEVELOPING PEOPLE to fullest potential Induction Workshop (2½ hours) (Introduction to STDC, it’s culture and working environment)

  41. Jim Collins “Right people on the bus (Sitting in the right seats) Then figure out where to go” People before Strategy

  42. Recruit for Attitude and Fit I meet all preferred applicants Favour internal appointments Align with our values

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