General Publications
WORKING BETTER: Annual Report for the year ended 30 June 2007
VOTE LABOUR
Summary financial performance
| Year ended 30 June 2007 | Actual $000 | Voted[2]$000 | Variance Fav/(Unfav) $000 |
|---|---|---|---|
| Revenue Crown (GST excl) | |||
| Policy advice - labour |
13,484 | 13,484 | - |
| International services |
947 | 947 | - |
| Services to promote and support fair and productive employment relationships |
25,088 | 25,088 | - |
| Services to promote and support safe and healthy people and workplaces |
27,994 | 27,994 | - |
| Services to promote and support the safe management of hazardous substances in the workplace and amusement devices |
4,509 | 4,509 | - |
| Sub total | 72,022 | 72,022 | - |
| Revenue Department (GST excl) | |||
| Policy advice - labour | 50 | 54 | (4) |
| International services |
13 | 10 | 3 |
| Services to promote and support fair and productive employment relationships |
142 | 152 | (10) |
| Services to promote and support safe and healthy people and workplaces |
274 | 294 | (20) |
| Services to promote and support the safe management of hazardous substances in the workplace and amusement devices |
15 | 16 | (1) |
| Sub total | 494 | 526 | (32) |
| Revenue Other (GST excl) | |||
| Policy advice - labour |
84 | 8 | 76 |
| International services |
5 | - | 5 |
| Services to promote and support fair and productive employment relationships |
172 | 206 | (34) |
| Services to promote and support safe and healthy people and workplaces |
203 | 318 | (115) |
| Services to promote and support the safe management of hazardous substances in the workplace and amusement devices |
34 | 1 | 33 |
| Sub total | 498 | 533 | (35) |
| Total | 73,014 | 73,081 | (67) |
| Departmental Output Expenses (GST excl) | |||
|
Policy Advice - labour |
13,326 | 13,546 | 220 |
|
International services |
949 | 957 | 8 |
|
Services to promote and support fair and productive employment relationships |
24,947 | 25,446 | 499 |
|
Services to promote and support safe and healthy people and workplaces |
27,916 | 28,606 | 690 |
|
Services to promote and support the safe management of hazardous substances in the workplace and amusement devices |
4,595 | 4,718 | 123 |
| Total | 71,733 | 73,273 | 1,540 |
| Non-Departmental Revenue (GST excl) | |||
|
Employment Court, Employment Relations Authority and Employment Tribunal fees |
184 | 193 | (9) |
|
Recovery of remuneration authority costs of setting local authority members' remuneration |
216 | 250 | (34) |
|
Health and safety in employment levy |
35,950 | 39,305 | (3,355) |
|
OSH fees and licences |
33 | 33 | - |
|
Infringement notice fines |
10 | 247 | (237) |
| Total | 36,393 | 40,028 | (3,635 |
| Output Expenses Supplied by Other Parties (GST excl) | |||
|
Employment Relations Education Contestable Fund |
1,894 | 3,035 | 1,141 |
|
Health and safety in employment levy - collection services |
869 | 869 | - |
|
Pay and Employment Equity Contestable Fund |
788 | 1,376 | 588 |
| Sub total | 3,551 | 5,280 | 1,729 |
| Other Expenses to be Incurred by the Crown (GST Excl) | |||
|
Bad debt expense |
1 | 15 | 14 |
|
Employment relations authority members' salaries and allowances |
2,776 | 3,080 | 304 |
|
International Labour Organisation |
952 | 952 | - |
|
Joint Equal Employment Opportunities Trust |
943 | 943 | - |
|
New Zealand Industrial Relations Foundation |
15 | 15 | - |
| Sub total | 4,687 | 5,005 | 318 |
| Total | 8,238 | 10,285 | 2,047 |
Output class: Policy advice
This output class includes policy advice and facilitation of policy implementation through developing and delivering tools and resources, research and evaluation about the labour market and workplace practices. The output class also includes ministerial servicing and administrative and advisory support to the National Advisory Council on the Employment of Women (NACEW) and the National Occupational Health and Safety Advisory Committee (NOHSAC).
For New Zealand to become a world leader in workforce and workplace performance, it is important that workplace participants understand and demonstrate excellent workplace practices. Through setting minimum standards, defining decent workplace practice, providing information and operating enforcement services, poor practice will be reduced.
The Department's research and evaluation increases knowledge about labour market trends, informing policy development and enabling sectors and regions to identify and act on labour market constraints and opportunities.
Developing advice and policy around workplace practices and obligations, in particular those relating to Work-life Balance, enables New Zealand workplaces to better understand how to balance employers' and employees' needs and interests.
Contribution to the long-term goals
These services contribute to the Department's long-term goals:
- Our workplaces: New Zealand workplaces will lead the world in maximising the value of work while providing a high-quality working life.
- Our people: All New Zealanders will be able to grow and develop through access to well-paid and meaningful employment.
Contribution to the medium-term priorities
These services contribute to supporting and promoting the transformation of New Zealand workplaces to become high-performing workplaces, and to achieve high-quality working lives by focusing on the drivers of workplace productivity, including skills, safe and healthy workplace cultures, decent work and excellent employment relationships.
Activities
We do this by:
- advising on workplace best practice, regulation, issues and gaps, and interventions that will support the Government's labour market, employment relations, and workplace health and safety goals
- carrying out research and evaluation to understand labour market trends, international developments, identify issues and gaps, and assess the effectiveness of the Department's interventions
- supporting pay and employment equity in the public sector
- providing administrative, advisory and research services to NACEW and administrative support for NOHSAC
- providing ministerial servicing.
Performance information
| Performance standard | Performance to 30 June 2007 |
|---|---|
| The Minister is satisfied with the quality of the Department's policy advice. | The Minister rated the quality of advice for 2006/07 at an average of 4.18 out of 5 (where 3 is average, 4 is good and 5 is excellent). |
| The policy process and advice is assessed as good quality through external and internal review of specific projects. | In the second quarter, the Department informed Ministers of the results of the review carried out by the New Zealand Institute of Economic Research (NZIER) to assess the quality of policy advice papers produced in 2005/06.The Department has joined the Policy Benchmarking Club hosted by NZIER. The club consists of agencies using NZIER services to undertake external policy advice quality reviews. |
| The Minister is satisfied with the quality of the Department's ministerial servicing. | The Minister rated the quality of the Department's ministerial servicing for 2006/07 at an average of 4.18 out of 5 (where 3 is average, 4 is good and 5 is excellent). |
| The NACEW and NOHSAC are satisfied with the quality of the Department's support services. | NACEW members gave the support services provided by the Department a rating of 8 on a scale of 1 to 9 (with 9 being the highest) for 2006/07. NOHSAC members gave the support services provided by the Department a rating of 9 on a scale of 0 to 9 (with 9 being the highest) for 2006/07. |
| Policy advice and ministerial servicing will be delivered as agreed with the Minister of Labour as detailed in the Department's Output Plan for 2006/07. | The Minister rated the quality of policy advice and ministerial servicing for 2006/07 at an average of 4.18 out of 5 (where 3 is average, 4 is good and 5 is excellent). |
Financial performance Figures are GST exclusive
| Year ended 30 June 2007 | Actual $000 | Main estimates $000 | Supp. estimates $000 | Actual as a % of supp. estimates |
|---|---|---|---|---|
| Revenue: | ||||
|
Crown |
13,484 | 15,203 | 13,484 | 100.0% |
|
Department |
50 | 54 | 54 | 92.6% |
|
Other |
84 | - | 8 | 1,062.5% |
| Total Revenue | 13,618 | 15,257 | 13,546 | 100.5% |
| Total Expenses | 13,326 | 15,257 | 13,546 | 98.4% |
| Net Surplus/(Deficit) | 292 | - | - |
The decrease in appropriation of $1.711 million in the Supplementary Estimates was primarily due to a fiscally neutral adjustment to reflect a new cost allocation methodology established across the Department.
Output class: International services
This output class involves managing the Department's multilateral, bilateral and regional engagement and influencing international labour and related employment issues. The Department represents New Zealand's interests internationally by:
- proactively building and enhancing relevant domestic and international relationships
- ensuring New Zealand is seen to meet its international obligations
- identifying international best practice
- profiling New Zealand's best practice overseas
- ensuring Ministers are advised of relevant international labour-related issues.
The output class includes responsibility for managing the government's obligations and interests through the International Labour Organisation, the negotiation of the labour components of free trade agreements and closer economic partnerships, and implementing the labour component of these agreements once they enter into force.
Participation in and influencing international labour institutions ensures that New Zealand's voice is heard, with the Department contributing to the setting of relevant and effective international standards. The provision of international best-practice information assists the development of New Zealand's standards. Involvement in the negotiation and implementation of bilateral and multilateral trade initiatives creates ongoing international relationships to benefit New Zealand.
Contribution to the long-term goals
These services contribute to the Department's long-term goal:
- Our place in the world: New Zealand will prosper though its connections with the rest of the world.
Contribution to the medium-term priorities
These services contribute to supporting New Zealand's prosperity through:
- building relationships and partnering with other nations
- support for Pacific nations.
Activities
We do this by:
- leading the negotiation of the labour component of New Zealand's free trade and closer economic partnership agreements
- leading the implementation of the labour component of New Zealand's free trade and closer economic partnership agreements
- providing advice and support to Ministers on relevant international labour issues
- participating in and influencing international labour institutions/forums on labour and employment issues
- managing Asia-Pacific Economic Cooperation (APEC), United Nations and Organisation for Economic Cooperation and Development (OECD) commitments and obligations related to the labour portfolio
- managing the Department of Labour international visitors' strategy
- managing Australian bilateral relations as they relate to the labour portfolio
- ensuring New Zealand meets its International Labour Organisation (ILO) reporting obligations by providing regular reports on New Zealand's compliance in law, policy and practice with ILO Standards, and by consulting with designated organisations of employers and workers on such reports
- reporting to Parliament on the text of newly-adopted ILO standards as required by the ILO constitution
- coordinating inter-departmental advice to Ministers on the implications of ratifying ILO Conventions
- coordinating the Department's input to ILO Pacific capability building
- developing and coordinating the Department's process for managing technical assistance requests from other countries (particularly the Pacific)
- administering and coordinating the tripartite steering group and officials working group developing New Zealand's Decent Work: Charting our Progress project.
Performance information
| Performance standard | Performance to 30 June 2007 |
|---|---|
| The Minister is satisfied with the quality of policy advice provided on international labour issues relating to the labour portfolio. | The Minister rated the quality of advice for 2006/07 at an average of 4 out of 5 (where 3 is average, 4 is good and 5 is excellent). |
| The Department manages and/or provides representation of New Zealand's labour interests in multilateral forums, communicating domestic best practice internationally and building on our reputation. | Forums attended in 2006/07 include the ILO's 14th Asian Regional Meeting (ARM), ILO Governing Body sessions, the International Labour Conference in Geneva, APEC Human Resources Development Working Group meetings, and an ILO skills meeting in Japan. The Department of Labour and Ministry of Social Development jointly hosted the Belmont Conference in November 2006. Participants reported that they were very satisfied with the organisation of the event, enjoyed the attention to detail, and achieved much in terms of knowledge, insights and collaboration. |
| New Zealand will be seen to meet its obligations under Articles 13, 19, 22 and 23 of the ILO Constitution, which provide reporting requirements and obligations for tripartite engagement. | Twelve reports under Article 22 (ratified conventions) were managed by the Department, and the tripartite partners were consulted on their content. These reports were completed by agreed deadlines. Twelve further Article 22 reports were consulted on with the tripartite partners and will be submitted for the Minister of Labour's approval, before being sent to the ILO within agreed deadlines.Two Declaration reports on unratified core ILO Conventions were submitted to the ILO by the agreed deadline. One report under Article 19 (unratified conventions) was submitted to the Minister of Labour and sent to the ILO in April 2007.Surveys on changes to the scope and functioning of the employment relations system and on work in the fishing sector were also completed. The tripartite partners were consulted on the development of the questionnaire responses. |
| The level of international interest in New Zealand law, policy and practice as examples of best practice, demonstrated through formal requests for bilateral participation, visits, assistance or advice, will be reported on quarterly. | The Department received 20 requests for international visits during 2006/07, 19 of which were actually held. |
Financial performance Figures are GST exclusive
| Year ended 30 June 2007 | Actual $000 | Main estimates $000 | Supp. estimates $000 | Actual as a % of supp. estimates |
|---|---|---|---|---|
| Revenue: | ||||
|
Crown |
947 | 817 | 947 | 100.0% |
|
Department |
13 | 10 | 10 | 130.0% |
|
Other |
5 | - | 0 | - |
| Total Revenue | 965 | 827 | 957 | 100.8% |
| Total Expenses | 949 | 827 | 957 | 99.2% |
| Net Surplus/(Deficit) | 16 | - | - | - |
The increase in appropriation of $0.130 million in the Supplementary Estimates was for travel relating to the Doha Development Round and Closer Economic Partnership (CEP) / Free Trade Agreement (FTA) negotiations ($0.229 million). This was offset by a decrease in appropriations due to a fiscally neutral adjustment to reflect a new cost allocation methodology established across the Department ($0.099 million).
Output class: Services to promote and support fair and productive employment relationships
This output class includes the provision of information, guidance, investigation, mediation and decision-making regarding employment rights and upholding minimum standards. This includes the support services provided to employment relations institutions.
For New Zealand to become a world leader in workforce and workplace performance, it is important that workplace participants understand and demonstrate excellent workplace practices. Through a mix of public pressure, regulation and commercial pressure, we will reduce undesirable behaviours that may have been tolerated in the past.
The following elements will be required to achieve high-performing workplaces:
- Parties having a shared understanding of the factors that lead to workplace productivity and agreement on goals.
- New Zealand workplaces are better able to effectively balance employers' and employees' needs and interests through access to tailored, targeted and useful information and tools about good employment practices. This is supported by investigating complaints and enforcing minimum standards and the provision of mediation services.
- A regulatory environment that supports productivity by encouraging an inclusive view of workplace issues, encouraging and rewarding best practice, and providing sanctions for breach of minimum standards.
- Interventions that focus on addressing underlying causes rather than symptoms, both at the strategic and sector level and at the firm level.
- Sectors and industry being supported to step up to lead and encourage best practice.
Contribution to the long-term goals
These services contribute to the Department's long-term goals:
- Our workplaces: New Zealand workplaces will lead the world in maximising the value of work while providing a high-quality working life.
- Our people: All New Zealanders will be able to grow and develop through access to well-paid and meaningful employment.
Contribution to the medium-term priorities
The drivers of productivity include investing in skills, safe and healthy workplace cultures, decent work and excellent employment relationships. By focusing on these workplace productivity drivers, the services provided in this output class contribute to transforming New Zealand workplaces into high-performing workplaces and to achieving high-quality working lives for New Zealanders.
Activities
We do this by:
- providing information and tools about good employment practices that help employers and employees prevent or reduce the frequency and impact of employment relationship problems
- supporting union and employer relationships
- providing mediation services that help resolve employment relationship issues
- investigating complaints and enforcing minimum standards
- providing support services to the Employment Relations Authority and Remuneration Authority
- administering the Employment Relations Education Fund for developing and running training courses that aim to increase employees' and employers' understanding of employment relations, and health and safety.
Performance information
| Performance standard | Performance to 30 June 2007 |
|---|---|
| The percentage of workplaces improving workplace practices following a Departmental intervention. |
Workplace Contact Centre 75% of the 521 clients surveyed stated that, as a result of their contact with the Workplace Contact Centre, they had made or were intending to make changes in their workplace, or that contact with the Department confirmed what they already knew or were already practising. Workplace Services 48% of 572 clients surveyed stated that, as a result of their contact with the Department, they had taken or observed a change in workplace practice. Of these, only 22 responses received related specifically to the labour inspectors, with 59% of respondents stating that they had taken or observed a change in workplace practice. 61 responses received related specifically to mediation services, with 44% surveyed stating that, as a result of their contact with the Department, they had taken or observed a change in workplace practice. |
| The percentage of customers satisfied with the Department's services, information and tools. Standard: 80%. |
Workplace Contact Centre 92% of 521 Contact Centre customers surveyed considered overall satisfaction with the Department's service to be 'good', very good' or 'excellent.' Workplace Services 78% of 572 clients surveyed considered overall satisfaction with the Department's service to be 'good', 'very good' or 'excellent. Of these, 22 responses received related specifically to the labour inspectors, with 81% of those respondents rating the Department's services as 'good' to 'excellent'. 61 responses received related specifically to mediation services, with 82% considering overall satisfaction with the mediation service to be 'good,' 'very good' or 'excellent.' Small Business Information Unit Five focus groups were convened to evaluate the services provided by the Small Business Information Unit. A high level of satisfaction was expressed with the relationships made and services delivered as being informative, useful and engaging. Respondents found the online tools helpful, but that the volume and targeting of information could be more refined. A formal review of the Small Business Information Unit is scheduled for the next financial year 2007/08. |
| The Chief of the Employment Relations Authority and Remuneration Authority Chair are satisfied with the Department's support services (scale 1-5). Standard: 4 or higher. | The Chief of the Employment Relations Authority rated performance and satisfaction at 3 (on a 1 to 5 scale, with 5 being the highest) for the period 1 July to 31 December 2006, and also at 3 for the period 1 January to 30 June 2007. The Chair of the Remuneration Authority rated the support and services provided by the Department at 4 (on a 1 to 5 scale, with 5 being the highest) for the period 1 July to 31 December 2006, and at 5 for the period 1 January to 30 June 2007. |
| Percentage of investigations into complaints regarding breaches of minimum standards of employment legislation completed within six months of receipt. Standard: 90%. | 86% of investigations were completed within six months. |
| Percentage of renewal investigations of minimum wage exemptions completed within one month of expiration of the exemption. Standard: 100%. | 100% of minimum wage exemptions were completed within one month before the previous exemption expired. |
| Percentage of forums and workplace visits provided by the Department that target priority areas. Standard: 80%. | The proportion that targeted priority areas for the year was 82%, with 437 of 531 forums and visits targeting priority areas. However, more than 360 priority engagements were delivered (target of 90% of 400).The labour inspectors and mediators operate as part of the joined-up team, so their contribution to forums and information visits is not accounted for separately. |
| Percentage of employment relation problems settled before or at mediation. Standard: 75%. | 71% of employment relations problems were resolved before or at mediation. The movement of mediators during the year has impacted on the resolution rates as well as timeliness. |
Financial performance Figures are GST exclusive
| Year ended 30 June 2007 | Actual $000 | Main estimates $000 | Supp. estimates $000 | Actual as a % of supp. estimates |
|---|---|---|---|---|
| Revenue: | ||||
|
Crown |
25,088 | 21,744 | 25,088 | 100.0% |
|
Department |
142 | 152 | 152 | 93.4% |
|
Other |
172 | 202 | 206 | 83.5% |
| Total Revenue | 25,402 | 22,098 | 25,446 | 99.8% |
| Total Expenses | 24,947 | 22,098 | 25,446 | 98.0% |
| Net Surplus/(Deficit) | 455 | - | - | - |
The increase in appropriation of $3.348 million in the Supplementary Estimates was primarily due to funding for compliance support for the Temporary Work Policy: RSE scheme ($0.232 million), a transfer of funding from 2005/06 to 2006/07 for the re-direction of funding to high priority new initiatives ($0.272 million), and a fiscally neutral adjustment to reflect a new cost allocation methodology established across the Department ($2.840 million).
The $0.455 million actual surplus includes an approved in-principle transfer of funding of $0.100 million to 2007/08 in respect of compliance support for the Temporary Work Policy: RSE scheme.
Output class: Services to promote and support safe and healthy people and workplaces
This output class includes the provision of information, education and support for workplaces regarding effective workplace health and safety practice, and enforcement action to promote compliance with the Health and Safety in Employment Act.
Improving workplace practices and conditions promotes sustainable employment and increased participation in the workforce. Through encouraging and influencing employers and employees to demonstrate excellent workplace practices, New Zealand can lead the world in workforce and workplace performance. Past undesirable behaviours that may previously have been tolerated will be reduced through a mix of public pressure, regulation and commercial drivers.
The following elements will be required to achieve high-performing workplaces:
- Parties having a shared understanding of the factors that lead to workplace productivity and agreement on goals.
- Access to tools and tailored, targeted and useful information and services around employers' and employees' obligations regarding good health and safety practices.
- Investigation of complaints and enforcement of minimum standards to reduce occupational injuries and disease.
- A regulatory environment that supports productivity by encouraging an inclusive view of workplace issues, encouraging and rewarding best practice, and providing sanctions for breach of minimum standards.
- Interventions that focus on addressing underlying causes rather than symptoms, both at the strategic and sector level and at the firm level.
- Sectors and industry being supported to step up to lead and encourage best practice.
The Department targets specific hazards and issues, industry sectors, and occupational activities and processes associated with the highest rates of illness or injury, or that have a potential for catastrophic failure. The priorities include airborne substances; workplace vehicles; manual handling; slips, trips and falls; and psychosocial work factors.
Contribution to the long-term goals
These services contribute to the Department's long-term goals:
- Our workplaces: New Zealand workplaces will lead the world in maximising the value of work while providing a high-quality working life.
- Our people: All New Zealanders will be able to grow and develop through access to well-paid and meaningful employment.
Contribution to the medium-term priorities
Safe and healthy workplace cultures are one of the productivity drivers. By also investing in workers' skills, providing decent work and maintaining excellent employment relationships productivity is increased. The services provided by this output class support and promote high-quality working lives for New Zealanders and the transformation of places of work to become high-performing workplaces.
Activities
We do this by:
- influencing societal attitudes on the benefits of good workplace health and safety practice
- raising awareness of workplace participants' rights and obligations under the Health and Safety in Employment Act 1992 (HSE Act)
- leading the development of national workplace health and safety initiatives across government and industry sectors, and working with industry sector organisations and other agencies to develop and promote workplace health and safety
- providing information and advice to help individuals, workplaces and industry sectors understand the legislation and apply best practice health and safety
- assessing workplace health and safety performance, responding to notifications, complaints, incidents and fatalities
- identifying breaches and taking appropriate compliance or enforcement action to reduce deliberate or serious breaches of the HSE Act minimum standards.
Performance information
| Performance standard | Performance to 30 June 2007 |
|---|---|
| Percentage of workplaces improving workplace practices following a Departmental intervention. |
Workplace Contact Centre 75% of 521 clients surveyed stated that, as a result of their contact with the Workplace Contact Centre, they had made or were intending to make changes in their workplace, or that contact with the Department confirmed what they already knew or were already practising. Workplace Services 48% of 572 Workplace Services clients surveyed stated that, as a result of their contact with the Department, they had taken or observed a change in workplace practice. Of these, only 137 responses received related specifically to health and safety services, with 58% stating that, as a result of their contact with the Department, they had taken or observed a change in workplace practice. |
| Percentage of customers satisfied with the Department's services, information and tools. Standard: 80%. |
Workplace Contact Centre 92% of 521 Contact Centre customers surveyed considered overall satisfaction with the Department's service to be 'good', 'very good' or 'excellent.' Workplace Services 78% of 572 Workplace Services clients surveyed considered overall satisfaction with the Department's service to be 'good', 'very good' or 'excellent. Of these, only 137 responses received related specifically to health and safety services, with 83% considering that their overall satisfaction with the service delivered was be 'good', 'very good' or 'excellent.' |
| Percentage of forums and workplace visits provided by the Department that target priority areas. Standard: 90%. | 70% of forums (2,634 of 3,778) targeted priority areas. The variation is primarily a result of incorrect recording. Improvements to the recording processes are being implemented for 2007/08. |
| Percentage of investigations completed within five months of notification of the event. Standard: 90%. | 91% of investigations were completed within five months of notification of the related event. |
Financial Performance Figures are GST exclusive
| Year ended 30 June 2007 | Actual $000 | Main estimates $000 | Supp. estimates $000 | Actual as a % of supp. estimates |
|---|---|---|---|---|
| Revenue: | ||||
|
Crown |
27,994 | 27,806 | 27,994 | 100.0% |
|
Department |
274 | 624 | 294 | 93.2% |
|
Other |
203 | 300 | 318 | 63.8% |
| Total Revenue | 28,471 | 28,730 | 28,606 | 99.5% |
| Total Expenses | 27,916 | 28,730 | 28,606 | 97.6% |
| Net Surplus/(Deficit) | 555 | - | - | - |
The decrease in appropriation of $0.124 million in the Supplementary Estimates was due to a fiscally neutral adjustment to reflect a new cost allocation methodology established across the Department ($0.563 million) and savings due to the EnergySafe enactment of the Energy Safety Bill not occurring before 30 June 2007 ($0.305 million). This is offset by an increase in appropriation primarily due to a transfer of funding from 2005/06 to 2006/07 only for the re-direction of funding to high priority new initiatives ($0.751 million).
The $0.555 million actual surplus is primarily due to timing of expenditure on projects and some delays in recruitment.
Output class: Services to promote and support the safe management of hazardous substances in the workplace and amusement devices
This output class includes provision of information, education and enforcement services relating to the safe management of hazardous substances in the workplace, and the registration and inspection of amusement devices.
For New Zealand to become a world leader in workforce and workplace performance, workplace participants need to understand and demonstrate excellent workplace practices. Through a mix of public pressure, regulation and commercial pressure, we will reduce undesirable behaviours that may have been tolerated in the past.
The following elements will be required to achieve high-performing workplaces:
- Parties having a shared understanding of the factors that lead to workplace productivity and agreement on goals.
- Access to tools and tailored, targeted and useful information and services around employers' and employees' obligations regarding the safe management of hazardous substances.
- Investigation of complaints and enforcement of minimum standards to reduce occupational injuries and disease.
- A regulatory environment that supports productivity by encouraging an inclusive view of workplace issues, encouraging and rewarding best practice, and providing sanctions for breach of minimum standards.
- Interventions that focus on addressing underlying causes rather than symptoms, both at the strategic and sector level and at the firm level.
- Sectors and industry being supported to step up to lead and encourage best practice.
The Department targets specific hazards and issues, industry sectors, and occupational activities and processes associated with the highest rates of illness or injury, or that have a potential for catastrophic failure. Interventions are aimed at bringing about significant medium to long-term improvements.
This output class is closely related to the previous one, as they are both focused on enabling people to take responsibility for achieving safe and healthy workplaces. Activities within this output class will sometimes be carried out alongside activities under the previous output class.
Contribution to the long-term goals
These services contribute to the Department's long-term goal:
- Our workplaces: New Zealand workplaces will lead the world in maximising the value of work while providing a high-quality working life.
Contribution to the medium-term priorities
By focusing on the workplace productivity drivers, including safe and healthy workplace cultures and decent work, these services contribute to supporting and promoting the transformation of places of work to become high-performing workplaces and to achieve high-quality working lives for New Zealanders.
Activities
We do this by:
- raising awareness of workplace participants' rights and obligations under the Hazardous Substances and New Organisms Act 1996 (HSNO Act)
- collaborating with industry sector organisations and agencies to develop and promote safe management of hazardous substances
- providing information and advice to help individuals, workplaces and industry sectors understand legislation and apply best practice health and safety
- assessing the management of hazardous substances in the workplace, declaring emergencies and ensuring satisfactory management, and responding to and investigating notifications, complaints, incidents and fatalities
- identifying breaches and taking appropriate compliance or enforcement action under the HSNO Act
- advising the Environmental Risk Management Authority (ERMA) and the Ministry for the Environment
- carrying out delegated approvals on ERMA's behalf, managing contracts with territorial authorities or delegated parties for the provision of HSNO compliance activities
- registering and inspecting amusement devices.
Performance information
| Performance standard | Performance to 30 June 2007 |
|---|---|
| Percentage of customers satisfied with the Department's services, information and tools. Standard: 80%. | The HSNO measure is included within the health and safety service figure (in the preceding output class), as most clients do not distinguish between the receipt of these services by output class.78% of 572 clients surveyed considered overall satisfaction with the Department's service to be 'good', 'very good' or 'excellent. Of these, only 137 responses received related to health and safety services, with 83% considering that their overall satisfaction with the service delivered was 'good', 'very good' or 'excellent.' |
| The Environmental Risk Management Authority is satisfied with the quality of the Department's support services. | The Environmental Risk Management Authority completed a survey for the July 2006 to June 2007 period. The support services provided by the Department were rated at between 3 and 3.5 on a 1 to 5 scale (with 5 being the highest). |
Financial performance Figures are GST exclusive
| Year ended 30 June 2007 | Actual $000 | Main estimates $000 | Supp. estimates $000 | Actual as a % of supp. estimates |
|---|---|---|---|---|
| Revenue: | ||||
|
Crown |
4,509 | 4,164 | 4,509 | 100.0% |
|
Department |
15 | 16 | 16 | 93.8% |
|
Other |
34 | - | 1 | 3,400.0% |
| Total Revenue | 4,558 | 4,180 | 4,526 | 100.7% |
| Total Expenses | 4,595 | 4,180 | 4,718 | 97.4% |
| Net Surplus/ (Deficit) | (37) | - | (192) | - |
The increase in appropriation of $0.538 million in the Supplementary Estimates is primarily due to a fiscally neutral adjustment to reflect a new cost allocation methodology established across the Department ($0.345 million) and a technical accounting adjustment that relates to prior year revenue ($0.192 million).
[2] Voted figures include adjustments made in the Supplementary Estimates and transfers under the Public Finance Act 1989.