March 2003

In this Issue: HRINZ Job Board – Three years on………… AIESEC - Developing individuals, communities and co-operation through global exchange Employment Law Case HRINZ National Events 2003 Advertising Branch News New Members

 

HRINZ Job Board – Three years on…………

 

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By Peter Marshall

On the 24th of February 2000 I started working for HRINZ as a part-timer primarily developing the new online Job Board. The idea was to provide a service to the HR community as a whole and bring together jobs for HR practitioners in one location.

At first, employers were a bit sceptical about this enterprise and despite the offer of a free service, there was slight resistance to the idea of an online job board, However, forward-thinkers were involved in this development, namely, the sponsor of the Job Board, now TMP Worldwide, so this gave us enthusiasm to go forward.

Over the last three years, the HRINZ Job Board has now become a fixture and with an ‘account’, that is, the ability to place a job on the Board without referring it to me, the Job Board is almost self-operating. 

The Job Board does not merely advertise HR practitioners’ positions but those of Training & Development and Health & Safety and has been an excellent way of reaching out to HR practitioners who, hitherto, were not members of HRINZ.

The Job Board is not stealing any piece of the advertising pie, merely spreading the net wider and in a concentrated fashion in order to get the best person for the job.

For those of you who have not advertised on the Job Board or looked at it for jobs, give it a try by clicking here. 

 

AIESEC - Developing individuals, communities and co-operation through global exchange

 

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AESIC is the leading global organization developing youth leadership.

Since 1948, their impassioned and pro-active members have striven towards achieving their vision of improving international and cultural understanding, through running an international graduate exchange programme.  AESIC work with local companies such as Audit NZ, IRD and DMC Stratex Networks to bring top quality young professionals to work in New Zealand businesses on short to medium term contracts. The programme is reciprocal, thus providing New Zealand students the opportunity to work and live overseas, returning to the New Zealand workforce with an increased global perspective.  All of their placements include comprehensive preparation, reception and reintegration, which take the AIESEC programme beyond conventional corporate placements. 

AIESEC is the world’s largest student-run and managed organisation.  Over the 52 years of their existence they have grown to 70,000 members in 88 countries.  Through their activities AESIC aim to 'develop youth and create futures' - to develop tomorrow's global leaders... today.  In order to maintain its global structure, AIESEC invests much of its time training new members and developing links with the corporate, academic and student communities.  

The six core values that AIESEC beliefs in and operates within are

• Striving for Excellence
• Living Diversity
• Demonstrating Integrity
• Activating Leadership
• Enjoying Participation
• Acting Sustainably 

AIESEC in New Zealand is committed to developing and training tomorrow’s socially responsible leaders today.

So Why Should You Choose to be Involved with AIESEC?

AIESEC offers a unique, cost effective way of sourcing high quality candidates from throughout the world. You are able to specify a job description, required qualifications, country of origin, skills, languages and the exact profile of the type of person you require. As the placement can be from two months to eighteen months, AIESEC is a great way to source an employee for a particular job, to cover a busy period or for one off project work. One of the comments to come out of the recent Knowledge Wave Conference in Auckland was the need for New Zealand businesses to look beyond our shores and to dream big, and AIESEC really is your key to global leadership.

For more informaton, please phone 04 499 6480 or email mc@aiesec.org.nz

Employment Law Case

 

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By Anne Aitken

Good Health Wanganui v Burberry

Each month I receive a booklet from the Employment Court Library listing every decision that has been made in the Employment Authority, Employment Court or the employment related Court of Appeal decisions. It makes for interesting reading, particularly when the same names start reappearing.

One of the issues that I have found disquieting is the number of Maori organisations that end up in the booklet. Many of these have tales of the employment relationship acrimoniously disintegrating. So I was fascinated when I read of the ‘poroporoaki’ judgement by Judge Shaw and about its broader application. Needless to say, it wasn’t quite how the daily papers presented the story.

Mrs Burberry worked in the community mental health team working with Maori and her role was to give supervised treatment and to advise on cultural matters. She had been employed by Good Health Wanganui for 20 years.

For the 17 years prior to her dismissal she had taken annual leave to provide first aid and care during the annual kapa haka festival. This was a long term commitment for an important cultural and community event. Mrs Burberry’s supervisor understood the festival to be a youth camp and did not appreciate the cultural significance of the event. (It would have been quite reasonable for this to have been seen as part of her work activities rather than leave as she was no doubt doing some important relationship building with the client community.)

The team in which Mrs Burberry worked had a policy that required 14 days notice of intention to take annual leave. In February 2001, Mrs Burberry was at a training conference and realised that she hadn’t applied for her kapa haka leave, but did so on her first day back at the office (the 26th). Unfortunately this was 11 days before the leave commenced (on the 8th). Her boss sat on the application and didn’t look at it until Mrs Burberry asked what had happened – 3 days before she was to go on leave. The last day before the leave started, he handed back the leave form and said the application was declined.

This short notice did not give Mrs Burberry enough time to organise alternative arrangements although she roped in unqualified people to provide some cover. She attended work on the 8th but on the 9th decided that she had to fulfil her commitments to the festival.

When she returned to work on the following Tuesday the supervisor indicated that they needed to meet and that he would give her a letter beforehand. The letter was delivered 5 minutes before the scheduled meeting and indicated that she might be dismissed for refusal to carry out a lawful instruction and for absence from work without good cause. The managers listened to her side of the story and decided to meet with Mrs Burberry the following day. At the second meeting they summarily dismissed her and arranged for two men to accompany Mrs Burberry to her office to collect her belongings.

From the outside, the employer’s behaviour was procedurally correct but just plain dumb. The supervisor was stressed and had decided to take a stand about staff not giving the required 2 weeks notice of taking leave. He had many opportunities to avert the stand off he had created but either didn’t see them or didn’t take them. The situation deteriorated into the supervisor being determined to cling to the bureaucratic rules instead of finding a workable compromise. Even though Mrs Burberry failed to follow a specific instruction the supervisor could have made a stand on the matter by giving her a warning instead of instant dismissal.

The Judge took issue with the lip service that in this case was being paid to Maori culture. On the one hand Mrs Burberry worked in a Maori mental health unit and was responsible for advising on matters of cultural safety. On the other hand she was summarily dismissed for fulfilling her personal cultural commitments when her supervisor had forced her to choose between work and cultural obligations. The deepest insult, however, was having her escorted off the premises as though she were a thief. She had no opportunity to say goodbye to her colleagues or to find a way of saving face. The Judge’s statement contrasted this indignity with the formality of a powhiri saying that employees ‘having been granted that respect on their arrival, they could not be afforded the dignity of a poroporoaki or farewell.’

Dismissal is a shattering and humiliating experience that is emotionally fraught for all those involved. It is the responsibility of the employer put their own emotions aside and to manage the situation to create the least damage to the employee. One of the aspects of this is to create, where possible, a method of face saving and of saying one’s goodbyes. This is not always possible but generally there is something that can be done, often all it requires is a little goodwill on the employer’s behalf.

So, what does this mean for the average employer, or the Maori organisations mentioned in the opening paragraph? No you don’t have to go to the trouble of a formal farewell when you dismiss someone, but treat them with dignity and as best possible arrange for them to say their farewells to colleagues (even if it is off site after work). More importantly, don’t back yourself into a stand off. You are the manager and it is your responsibility to find the most reasonable decision. The right balance of compassion and common sense are worth their weight in gold in these situations.

Anne Aitken, of Anne Aitken & Company is a Hamilton based human resources consultant.
Ph 07 834 0151
Fax 07 834 3151
anne@anneaitken.co.nz

HRINZ National Events 2003

HR Investments Wellington: Dates TBC Strategic Human Resource Management Masterton: 8 - 11 April Business Insight Commencing Wellington 7 May HR Foundations Auckland: Late May/Early June (TBC) Christchurch: September (TBC) Wellington: Late October (TBC) The HR Professional Series... Employment Relations Commencing Auckland 2 July Commencing Wellington 9 July The HR Professional Series Organisational Development Commencing Auckland 24 July Commencing Wellington 31 July The HR Professional Series Internal Consultancy Comencing Auckland 14 August Commencing Wellington 6 October HRINZ National Conference and Expo 24, 25, 26 September Click here for more information and registration

ADVERTISING

Want to create a great place to work?  Come and hear how - from the best in New Zealand!

Get the nitty gritty
Be inspired by the leaders
Discover new ideas

Unlimited's 20 Best Places to Work Seminar Series is nearly here! Don't miss out on your chance to meet key executives from some of the winning companies.

• Christchurch, Wednesday March 26th, Crowne Plaza
• Wellington, Thursday March 27th, Westpac Trust St James Theatre
• Auckland, Friday March 28th, Sheraton Hotel.

Hurry! Register online at http://unlimited.co.nz/seminar or call
0800 434 3976

Workplace Stress – overcoming the hazard The Directors of Winsborough Limited invite you to the launch of their Stress and Resilience Programme. Employment lawyer Karen Spackman will discuss the revised Health and Safety in Employment Act requiring employers to mitigate workplace hazards, including stress. Sarah Brown, HR Manager IBM, will describe how the Programme helped employees build resilient work styles. We will introduce our Programme delivery partners: Corporate Mentoring and Tall Poppies. Date:       Wednesday 26 March, 2003 Time:       8.45am (seated for 9am) to 10am, followed by morning                   tea. Venue:    Wellesley Club, Maginnity Street, Wellington RSVP to Amanda: E-mail amanda@winsborough or phone (04) 499 8777 by 20 March. Places are limited. Please visit www.winsborough.co.nz/stressandresilience for more information.

Would you like to share your O.D. and change management innovations, case studies and best practices with some fellow O.D. professionals?

The Ninth National Conference
of the NZ Organisation Development Network

Friday, 6th June 2003
The James Cook Grand Chancellor
The Terrace, Wellington

For more information on presenting or attending,
please contact Karen at Navigate:
Phone: 0800 4 NAVIGATE (0800 462 844)
E-mail: karen@navigate.co.nz

Proudly sponsored by
NAVIGATE… success is now a matter of course
and convened by Dr Tom Kalliath of the University of Waikato

You've been thinking of going into business for yourself for years - here's your chance - without the Risk! NZ now has a practical accelerated business education programme. McCallum Petterson introduced the Income-OutcomeTM business simulation - to help New Zealand business people improve their game, practise their skills and learn about the financial implications of business decisions.  The Income-OutcomeTM programme is currently being used in NZ by Tertiary educational institutes, national law firms, and Government Departments.  This simulation gives their staff business analysis skill sets and the financial vocabulary required in the marketplace. This course is not about accounting, it is about empowering those who attend to ask the hard questions from professionals, “What do you mean by that?” and “Have you thought of the implications?” Income-OutcomeTM gets people together to form six businesses in a marketplace.  By lunchtime on the first day, participants have formed a company, capitalised it, bought premises, equipment and stock and prepared for the first round of competition.  They have also prepared six Balance Sheets and two Income Statements - to measure their progress and success.  Over the next day and a half, it’s competition and learning side-by-side.  Doing their own bookkeeping, running a business, paying tax, learning about cashflow forecasting, Return on Capital Employed, Economic Value Add and the fundamentals of finance that will assist them in measuring the financial implications of business decisions. As an introductory offer for HRINZ members, McCallum Petterson is offering this two-day course in Wellington on Monday and Tuesday 14/15 April 2003 at the reduced price of $800 plus GST (includes morning/afternoon teas and lunch).  Register now by calling 04 494 6418 and asking for Julie Mansfield or email jam@mccallumpetterson.com or visit our website www.mccallumpetterson.com and search for Training and Development.

Request for Assistance with Performance Management Research I'm a 4th year student at Otago University, conducting research on the use of Multi Source Assessment Programmes in NZ organisations. I intend to conduct a web survey consisting of no more than 30 tick box and short answer questions. With your help I will be able to make a valuable contribution to knowledge in this area. Provided there is a large enough response and this particular research can go ahead there will be a prize draw for respondents in which the winner receives a gift to the value of $50-$100. If you would be willing to spend 5-10 minutes in a few months time when the survey is ready, then please send a blank email with the words "HRM survey ok" in the header to: otago_lad@excite.com Your assistance would be much appreciated Mark Olsen

NZATD Conference and Expo 2003
22-24 June, Wellington

Competitive advantage
Outstanding people - outstanding performance

Early bird registration - save $120 by registering by 31 March
Conference Highlights:

• Over 40 international and local speakers including: Dr Alison Eyring, Dr Colin Campbell-Hunt,  Eliott Masie, Alastair Rylatt,
• Being Competitive in New Zealand - the HR / HRD contribution - Keynote
• Technology & Learning - Keynote & Workshop
• Diversity as a Winning Strategy - Keynote
• The State of the Industry - Keynote
• Impacting Change in Industry - a workshop using large scale change intervention strategies
• Leadership Forum
• 40 Workshops offered over 8 sessions
• 25+ Training Providers demonstrating their most recent programmes and resources
• Presentation of the 2003 NZATD / TrainingPoint.Net Excellence Awards
• Networking & socialising opportunities

Visit www.nzatd.org.nz/Conference/conference_2003.html  for more details.

Queries to: conference2003@nzatd.org.nz

BRANCH NEWS

Branch news is also available on the HRINZ website - click here

Auckland

Branch President: Kevin Gaunt 
Ph: 09 262 6000
Email: kevin.gaunt@chh.co.nz

Monthly Networking Meeting
Date:	Thursday 20 March, 2003
Time:	7.30am registration, breakfast and networking 8am meeting
Venue:	Totem, Computerland House, 104 Custom Street West, (beside the Tepid Baths)
Topic:	Designing Blended Learning Solutions that Impact the Business   What is Blended Learning, Really? Often, people speak of blended learning as a combination of traditional (classroom) and technology-oriented (eLearning) methods of instruction. Perhaps a more appropriate perspective is that of weaving blending learning into the fabric of the organisation.  The question should not be: Do we want to do this in class, or on-line?  Rather, the question should be: How do we best take advantage of the available learning tools and techniques in order to ensure learning that is tied to measurable business results?  Clearly, we can use any or all of the complete toolkit, but… How exactly do we move from a specific goal to the design of an appropriately blended solution? In this presentation, Marshall Lewis will present a model for determining the design of blended learning solutions that are tied to organisational goals, and will describe roles for e-learning within the context of an organisational learning strategy.
Presenter:	Marshall Lewis, Chief Learning Architect & Managing Director, The Learning Curve
Cost:	$20 members $30 Non-members $15 Full-time students (includes breakfast)
To register:	Please click here to register on-line

The Road To Creating An Idea Revolution In Ecopine
Date:	Wednesday 5th March 2003
Time:	5.30pm
Venue:	Right Management Consultants 6th Floor, 71 Symonds St Auckland
Topic:	The knowledge wave, learning environment and empowerment are all about allowing people to contribute in a positive way to the business results of the organisation.   The challenge for businesses is getting employees to come forward with ideas to improve even mundane tasks and attaining a sense of achievement as a result. Grege Ellis, recently appointed Business Improvement Advisor, Carter Holt Harvey Ecopine, has been invited to share his experience as to how Ecopine successfully implemented 11,000 ideas from its 1260 staff during 2002. Grege will take us through the journey the organisation has followed and how they now manage ideas to ensure everyone gets feedback and recognition. He will also talk about the changes that have been required to achieve this and the challenges that they still face.
Cost:	Free
RSVP:	sue.matkin@clear.net.nz

I/O SIG
Date:	Tuesday 18 March, 2003
Time:	5.30pm
Venue:	TMP
Topic:	Organisational Stress Management
Speaker:	Hillary Bennett, PsychAssess hillary@psychassess.co.nz
RSVP:	Neisha Voot neisha.voot@tmp.com

ER SIG
Date:	Wednesday 26th March, 2003
Time:	5.30pm (sharp) to 7.30pm
Venue:	Ernst and Young Level 18, 41 Shortland Street Auckland Central
Topic:	Amendments to the Health and Safety in Employment Act 1992, Some Key Concepts and Information This session will build on the roadshow given by Occupational Safety & Health (OSH) Regional Offices and will provide an informative discussion of the key concepts and the new law.  This will be your opportunity to ask questions from an expert about how it applies to your place of work. We are privileged to have Mark Whatnall, (Acting) Senior Policy Advisor (Projects) from OSH to give us this overview of the changes to the legislation.  He has been involved with OSH’s operations policy and administrative procedures arising from the changes to the Act.  He also has a training responsibility for OSH and has gained his LLB and professionals. Light refreshments will be provided courtesy of Ernst and Young. If you have any questions in relation to this topic prior to the event, please email them to nikki.voakes@ers.dol.govt.nz
Speaker:	Mark Whatnall
RSVP:	by 21st March to: sheila.linforth@nz.ey.com

Waikato / Bay of Plenty

For upcoming events please contact:

Branch President: Sharron Forbes
Ph: 07 839 8734
Email: forbess@hwl.co.nz  

Taranaki

Branch President: Theresa Gafa
Ph: 06 758 1568
Email: swiss.theresa@xtra.co.nz

Annual General Meeting
Election of Committee Officers

Guest Speaker Trudie McNaughton - EEO Trust Executive Director

Work Life Balance

Employers are increasingly recognising that they can improve the performance and well-being of their employees by helping them achieve a balance between work and their personal lives.

Work and life balance is increasingly a key concern for New Zealand organisations and this has been demonstrated through last year's record number of entries and the range of organisations represented in the 2002 EEO Trust Work & Life Awards.

Trudie will inform us of what organisations are doing to enhance a balance along with some innovative culture changes that have taken place within New Zealand

Our Sponsors Methanex - Joint Winners of the First Steps Award 2002

Our own home grown example of how management worked alongside staff and unions to develop a range of work and life initiatives including flexible working hours, the ability to sell and buy leave and extra bereavement leave.  Business benefits include increased staff morale and improved performance.  Take this opportunity to talk to our hosts on the day.

March Event
Date:	Friday 7 March 2003
Time:	3.30 - 5.30pm (afternoon tea provided)
Venue:	Methanex NZ Ltd, Main North Road Waitara
RSVP:	judy@stafflink.co.nz or phone 758 9086 before Wednesday 5 March 2003

Manawatu

Branch President: Leonne Goodbehere 
Ph: 06 952 2128
Email: leonne@ezibuy.co.nz

We are pleased to announce that Leonne Goodbehere is the new Branch President for Manawatu. Leonne has been part of the branch committee for the last three years, so comes into this role with a lot of knowledge, experience and enthusiasm. She will be ably supported by Sharon Collins, Lauren Williams, Kylie Morgans and Angela Hedgman.

The Committee have another exciting year planned and are finalising the programme at this moment. You will receive your programme soon.

We look forward to seeing you all again this year!

Wellington

 

Branch President: Lynley Sinclair 
Ph: 04 576 6947
Email: lynley.sinclair@tab.co.nz

 

Making sure that that HRINZ is meeting the varied needs of its membership in the Wellington Region has been the driving force behind branch planning this month.  The new committee recognises that our membership is diverse, ranging from corporate and state sector practitioners in both specialist and generalist roles, to those in sole charge positions, independent consultants and educationists.  This diversity is reflected on the committee, with all the above represented.

The Branch Committee for 2003 is: 

Name	Committee & Role	Committee Role
Lynley Sinclair	TAB, HR Manager	Branch President
Darryn Hayes	Porirua City Council, Senior HR Advisor	Vice-President
Liz Huckerby	IRD, HR Manager	Network Co-ordinator
Geoff Summers	Victoria University, HR Manager	Treasurer
Bruce Wall	IHC, National HR Manager	Committee member
Jenny Warren	Kelly Services, Branch Manager	Committee member
Debbie Noon	IBM, HR Consultant	Mentoring Scheme Co-ordinator
Melanie Glensor	DTSL, HR Manager	New Members Co-ordinator
Diane Edwards	Independent Consultant and Associate Consultant to a number of organisations	Newsletter Co-ordinator
Michael Keith	Weltech, Lecturer	Committee Member
Michelle McCormack	Infinity Solutions, HR Outsourcing Manager	Secretary
Christine Johnson	MAF, Senior HR Advisor	Committee Member

The branch has been fortunate in receiving many offers from external speakers to present at our meetings, but the committee is keen to embrace a more proactive approach.  Planning has focussed on:

• Initial steps required to prepare for implementing the mentoring programme
• Exploring ways to attract, involve and retain members and listen to what they are saying
• Strengthening and supporting special interest groups
• Planning a programme of events which recognises that:
  • not all members can easily access the central district
  • preferences for meeting times vary
  • interests range from the operational to strategic and 
    encompass a huge range of subject areas
  • events are also valuable networking opportunities, and of  
    particular value to those working alone and/or in isolated
    environments.

A number of ideas were discussed at the first branch committee meeting including:

• Sessions by winners from the HRINZ awards, where members have ample opportunity to question and learn from their ideas – we are currently working on setting these up
• Politicians and union leaders discussing planned legislation
• A practical workshop to provide personalised support for members seeking to meet the requirements of HRINZ certification
• Workshops to launch the mentoring programme
• Events to compliment the HRINZ conference on Organisational Wellness
• Presentations and/or workshops on current issues to members, such as the need to strengthen the business skills (e.g finance) of HR specialists, to increase the credibility and perceived value of practitioners in the wider business arena
• Presentations/workshops looking at current research on HR related topics e.g leadership development.

Please feel free to contact any branch committee member with your thoughts about Wellington HRINZ events and initiatives.

In the meantime we are delighted to have scheduled the following events for March and April:

March:

Presentation by one of our local HRINZ Initiative of the Year 2002 Award Winners - Kiwibank – (Details TBC)

 

April:

Certification Workshop – to be run by Jim Pope from the Gradings Panel.  Come along and hear about how simple the certification process is and how you can achieve this too.

Tuesday 8 April from 12 noon-2 pm at Turnbull House.

Employment Relations Group
Key Member:	Mike Elliott, ph: 494 1334 mike.elliott@hrsolutions.co.nz
Next meeting:	12.15pm, Thursday 13th March 2003
Venue:	HR Solutions Training Room 6th Floor, BDO House Corner Customhouse Quay and Hunter Street
Topic:	The Employee Relations network meeting for March will have a Union representative along to talk about their perception of trends in bargaining during 2003.  Has the Teachers settlement increased expectations; In the Public Sector will there be greater expectations for a return on the productivity gains that have been made over recent years; will the current comments about the Governments surplus make a difference; will the new Health and Safety legislation lead to greater union demands?

Strategic HR Group
Key Members:	Shaila Mehta-Wilson, Infinity Solutions Ltd, ph: 471 5601, fax  472 1081, Shaila.Mehta-Wilson@ infinity.co.nz
	Chris Bruhns, EDS (New Zealand) Ltd  ph:  474 5206, fax: 474 5522 chris.bruhns@eds.com
Next Meeting:	12.15pm - 1.15pm, Tuesday 25 February 2003
Venue:	HR Solutions, Level 6, BDO House 99-105 Customhouse Quay
Topic:	HR in NZ Infinity survey results

Change Management Group
Key Members:	Debbie Noon, ph: 576 5724 DebbieN@NZ1.IBM.com
	Christine Mutch, ph: 385-3838 christine.mutch@tallpoppies.co.nz
	Sunita Narayan sunita.narayan@customs.govt.nz
Next Meeting:	12.15 - 1.15pm, Wednesday March 12 2003
Venue:	HR Solutions, Level 6, BDO House 99-105 Customhouse Quay
Topic:	Leading Change: What Leaders Really Do. Exploring John Kotters' (Harvard Business Professor of Leadership) model of Leading Change.

I/O SIG
Key Member:	Keith McGregor, ph: 566-4078 keith@gilmour-mcgregor.co.nz
Next Meeting:	5.30pm, Wednesday 26th March 2003
Venue:	Wellington City Council Meeting Room, Wakefield Street
Topic:	Sub-conscious reprogramming - is it all 'New Age' hype, or is there a scientific basis?

Canterbury

Branch President: Susan Stenhouse
Ph: 03 351 0850
Email: stenhouses@cpit.ac.nz

March Event
Date:	Thursday 27th March, 2003
Time:	5.30pm to 7pm
Venue:	L233 seminar room, CPIT Main Entrance, Madras Street
Speaker:	Andrew Hall, Programme Manager, 'Kaleidoscope' Vocational Rehabilitation Programme, Burwood Academy of Independent Living
Topic:	'Could your most productive staff be those with a physical disability? - A business case for having more physically disabled people on the team' Andrew Hall is the programme manager of the Kaleidoscope vocational rehabilitation programme which is based at Burwood Hospital. The programme is a new initiative put together by the New Zealand Spinal Trust and the Burwood Academy for Independent Living and it is aimed at improving the poor employment statistics for people with serious physical disabilities. At the moment the unemployment rate for graduates of the Burwood Spinal Unit is 70%. The Kaleidoscope programme is based on the theory that the employment rate can be greatly improved by; early intervention to set expectations, very detailed career re-assessments, support into work and in the workplace therafter, all combined with a fully informed and involved business community. Close relationships with local employers will be integral to the success of the Kaleiodoscope programme. The aim is to have a business community that is clear no barriers exist to the employment of people with disabilities. In fact it has been established there are real financial and organisational benefits to organisations that employ people with disabilities.
RSVP	Please click here to register on-line

Wild South

Liz Nicholson
Ph: 03 477 9923
Email: liz.nicholson@ph.co.nz

The Wild South Branch has kicked of the New Year with a new committee and an event plan to ensure something happens every month.

The first event was a networking event held on Thursday the 27th of February at one of the local bars. Food was provided and we operated a cash bar.  We had a small turn out but those that did participate enjoyed the opportunity to raise issues that were of concern to them and discuss them with colleagues.

The next planned event is for March when we are going to do a breakfast tour of Cadbury's and also have a presentation on Perfomance Management. Events will be alternated between the year so one month is a networking opportunity and one month will be a themed event with a guest speaker.
The Branch has also started an active recruitment campaign and have joined up 7 new members in the first two months.

We are looking forward to a close working relationship with the Canterbury Branch in terms of Sharing and arranging speakers and the promised 10 pin challenge in Timaru some time during the year.

Bill Shields
Vice President.

New Members

HRINZ would like to welcome the following new members to the Institute. 

Auckland

Victoria Butler
Jane Lewellen, CGNZ Limited
Julie Maude, Department of Corrections
Kati Tibor
Tonka Watson

Waikato 

Shirley Field, CHH Ecopine

Taranaki

Carol Malpas, New Plymouth District Council

Manawatu

Rachel Forde, Manawatu Standard

Wellington  

Marty Bercic, Accident Compensation Corporation
Lynda Bryers, Contact Energy
Rosemary Fowke, Rosemary Fowke Consulting
Tony Hill, New Zealand Defence Force
Tom Lacey, Greater Wellington
Steph Moore, CGNZ Limited
Meena Saha, Saha Energy International
Dianne Skelton, Boffa Miskell

Canterbury

Lauren Allan, Ravensdown Fertilizer Co-operative Ltd

Wild South

Chris Clarkson, Dunedin College of Education
Catherine Fuller, Deloitte Touche Tohmatsu
Raewyn Morris, Dunedin City Council