Work and Income New Zealand Regional Plans - Regional Plan for Southern 2/4

Work and Income New Zealand Regional Plans
Regional Plan Southern

Ethnicity Of Registered Unemployed

by Labour Market Cluster

The Southern region
register has a significantly higher proportion of NZ Pakeha at
82.8%compared to 52.3% nationally. The other ethnic groups,
particularly Maori, constitute a significantly smaller proportion of
the Southern register at 17.2% for all three groups compared to 47.7%
nationally. This pattern reflects the general population statistics.
The 1996 census identified 293,472 people in the Southern region as NZ
Pakeha or 86.6% of the population. The Southern Maori population was
24,705 (or 7.3%) of the population. The Pacific Peoples population was
3,693 (or 1.1%) and other ethnic groups 7,116 (or 2.1%). 2.9%did not
specify ethnicity.

The Maori ethnic group
makes up a larger proportion of the unemployed register than does the
general population, both regionally and nationally. For the Southern
region, Maori comprise 7.3% of the general population and 12.2% of the
register. Nationally, Maori comprise 14.5% of the general population
and 30.1% of the register, which is more than double the general
population percentage. In terms of labour market clusters, Maori make
up a higher percentage of the Invercargill, Rural Southland and South
Otago unemployment registers compared to the rest of the Southern
region.

Age of Registered Unemployed

by Labour Market Cluster

The Southern region
closely follows the national averages for all age groups except two. In
the 30-39 years age group the Southern region has 23.2% compared to
25.7% nationally. This trend is reversed for the 50-59 years age group
where the Southern region has 14.2% compared to 10.8% nationally.

Skill equirements

Regional overview

The Southern region 's consultation with employers identified
several common skills and training requirements across the
region.Skills and training requirements specific to each labour market
cluster within the region were also identified. The survey results
indicated that employers in all parts of the region were looking for
people with good life skills:common sense,using their initiative, good
attitude, ability to read and write, good work ethic, timeliness,
reliability, attention to detail, ability to work in a team, personal
cleanliness, and honesty.

Other skill
requirements included computer and information technology skills,
customer services, communication, telephone and sales skills.
Qualifications considered important were School Certificate, University
Entrance and technical and trade qualifications. Higher qualifications
such as degrees were required in information technology, commerce and
education. Employers considered that the Department could offer job
seekers work-based training in certified areas (though not
institution-based), and office and administration training.

Dunedin

Dunedin employers specifically identified the requirement for the
following skills: trained machinist, money-handling, research,
counselling, interviewing, and presentation skills. There were specific
requests for qualifications in food hygiene, handling and safety
certificates, Diploma in Rehabilitation and in aluminium welding. It
was felt that skills training specific to Dunedin should be offered to
job seekers in the glass industry, Kiwi Host, work ethics and
confidence, welding courses and education on employers' expectations.

Timaru

In Timaru specific skills identified were in stockmanship, fitness
industry, conflict resolution, drivers licences, knife-handling and
industrial sewing. There were specific requests for qualifications in
Certificate in Retailing, Diploma of Sport and Recreation, and Bachelor
of Education degree. Employers felt that the Department should be
offering interview training to job seekers.

Oamaru

Oamaru employers identified specific skills in public relations,
finance, knife-handling, chainsaw operation, and caring skills as
necessary for job seekers. Qualifications specifically identified were
Diploma in Teaching, security guard training, rest home care and heavy
traffic licence. Building trade experience was specifically identified
as an area where the Department should be offering skills training for
job seekers in Oamaru.

Queenstown

The Queenstown area is unique in that there are more jobs than
people available. Areas outside of Queenstown need to be aware of he
opportunities this provides them. This area is highly concentrated on
the tourist and hospitality industry and accordingly the focus is on
people who are highly motivated and honest. Specific skill requirements
were identified in Japanese language, cash-handling, public relations,
food presentation, leadership, and retail management. Qualifications
sought by Queenstown employers are Kiwi Host, boat building and
managers certificates. Skills and training the Department should offer
job seekers are in the areas of deportment, grooming, speech and
interviewing.

Invercargill

Employers in Invercargill specifically identified the ability to
work unsupervised, commitment to ongoing training, courtesy and
manners, using Eftpos, and cooking as skills required by job seekers.
Qualifications required specifically by Invercargill employers were
Kiwi Host, food hygiene and safety, drivers licence, real estate
certificate and civil engineering certificates and degrees. Skills
training the Department should offer job seekers are job search skills,
work confidence, personal presentation, correct use of language, and
driving skills.

Gore

Employers in Gore identified skills in stock management, pasture
management and public relations. Qualifications required specifically
by Gore employers were agriculture industry-based diplomas. Skills
raining the Department should offer job seekers were heavy traffic
licence, forklift skills, health, diet and fitness skills.

OUR REGIONAL STRATEGIES

When the Department
was first set up in 1998 it was necessary to establish a set of
standard operating practices that would ensure a consistent level of
service to all clients across New Zealand. Two years on,we have
established that we can deliver a quality service time and again. From
this strong base we will this year begin to introduce increased local
responsiveness to addressing the needs of people we work with. Regional
flexibility is all about achieving better (qualitative)and more
(quantitative) outcomes for our clients within the strategic goals of
the

Department.By
devolving responsibility for this to the region,regional flexibility
accords the opportunity for greater innovation in finding solutions to
employment, employability, capacity-building, building inclusive
communities and so on. It focuses on the development of local solutions
to local issues and gives the region the opportunity to build a eam
focused on delivering outcomes. The Southern region has been
progressing a strategy since February 2000 of building strategic
alliances with organisations in an effort to listen to and understand
what it is that the community wants and then to change the way we
operate to ensure that the communities' expectations are met. We have
been creating solutions together focusing on approach and ideals
rather than on functionality.

It is our vision to expand our joint activity with external agencies.

Our approach meets the
Government 's expectations of regional flexibility and operates to
values that are in line with community expectations that involve
engagement and partnership.

Key priorities for the 2000/2001 fiscal year

Our key priorities focus on three areas.

• Increasing the movement of job seekers into employment.
• Strengthening partnerships with Maori.
• Maximising relationships with communities through inter-sectoral and community partnerships.