retirement.org.nz

Our capability comprises our skilled people, resources, systems and relationships with stakeholders. We need to have the right mix of these in order to achieve the results we seek.

People: We must ensure that staff are skilled in a broad range of competencies with an emphasis upon communications, relationship management and knowledge of the machinery of government. Additionally, staff need to develop a good knowledge of retirement and personal financial issues.

The specific skills required are:

• Communications and related areas - promotion, public relations and web management.
• Education curriculum design and delivery.
• Relationship management with government and private sector stakeholders.
• Research - market, economic and policy related.

Good employer practices and Equal Opportunities statement: The Commission encourages the achievement of work life balance and is a family friendly work place.   It takes a flexible approach to part time work.  Staff turnover is low and most staff have been with the Commission for at least three years. The Commission will prepare an Equal Opportunity plan in 2006.

Training and Development: Staff are encouraged to identify required competencies and future training needs and to undertake relevant training.  The Commission has a dedicated staff training budget.

Policy advice: Policy skills will need to be strengthened or purchased to support the 2007 Review of Retirement Income Policies.

Organisational design: The Commission is a small organisation. The Retirement Commissioner is a 'corporation sole' and is 'the board' for the purposes of parts of the Crown Entities Act 2004.  The Executive Director manages the operations (see the previous organisation chart for details). The intention is to keep the organisation small, adaptive and nimble. Certain functions are contracted out in full or part: such as information technology, web design, research, public relations and some project and programme management.

Systems: Information technology is critical to the success of the Commission, because of the high strategic value of its website Sorted. Apart from basic computing hardware, all technology functions are outsourced.

Resourcing: The Commission works in a cost effective manner within its current resources.  Sorted is an example of achieving a major impact within available resources.

Relationships: The Commission must work with many stakeholders and its relationships have to be built on good active communication and the development of mutual trust. The Commissioner meets and speaks with many organisations, groups and individuals from the government, private and community sectors.

Accommodation: The present leased accommodation is sufficient.