Very poor

Selection: Eligible citizens do not have an equitable opportunity to apply to participate in the Recognised Seasonal Employer (RSE) Policy.

Information: Workers receive limited information about work and living conditions in New Zealand. The employment contract is different to what workers were told to expect.

Employer relationship: Workers do not know the name and location of the employer they will be working for.

Selection:

1. Employers say they would have half or less of their RSE workers back next year.
2. For the most part, workers selected are not in good health.

Information: Workers are misinformed about work and living conditions in New Zealand.

Adequate (This is the minimum you would expect to see)

Selection: All eligible citizens know about the RSE Policy and know how to apply.

Information:

1. Workers have access to accurate and adequate written information about employment opportunity and conditions. The employment contract provides information about employment conditions that is understood by the worker.
2. Workers receive and understand information provided about climate, clothing, footwear, taxation, insurance (including health insurance and accident compensation), budgeting, banking, travel arrangements, emergency contact details, living costs in New Zealand, and accommodation standards and costs.

Employer relationship: Workers know the name and location of the employer they will be working for.

Selection:

1. Employers say they would be happy to have more than half (but not all) their RSE workers back next year.
2. Employers have easy and timely access to a work-ready pool of workers who are, for the most part, in good health.

Information: Workers are informed about work and living conditions in New Zealand. Workers have an accurate contract that explains their conditions of employment and what will be provided (including who pays what).

Excellent

Selection: There are no barriers for eligible citizens living in remote locations to participate in the RSE selection process (including access to health checks, passports, and interviews).

Information: Pre-departure orientation includes an oral briefing in worker's language and, ideally, by someone who has experience of the RSE scheme. Briefing includes an explanation of potential impact on family being separated for a long period.

Employer relationship: Workers have met their employer before they leave home. Employers develop a relationship with the workers' communities.

Selection:

(a) Employers say they would be happy to have all their RSE workers back next year.

(b) Workers who have returned for a second (or third) season are all in good health and do not need retraining.

Information: Pre-departure orientation includes oral briefing in workers' languages and, ideally, is by someone who has experience of the RSE scheme.

Very poor

Earnings: Earnings do not meet workers' expectations (includes comments such as, 'there was not enough work').

Deductions: Workers do not agree with the deductions being made (comments such as 'deductions are excessive').

Pay slip: Workers do not understand their pay slip.

Work experience: Workers do not receive the minimum conditions of employment, feel exploited, are not treated with respect by supervisor.

Dependability: Overall, employers say they cannot depend on workers (online survey rating of 0-6). Comments might include, 'most workers do not turn up for work'.

Enthusiasm and willingness to learn: Includes one or both of the following.

• Overall, employers say workers are not enthusiastic about their work (online survey rating of
  0-6).
• For the most part, workers are not willing to learn and be trained.

Productivity: Overall, employers say workers' productivity is not at an adequate level (online survey rating of 0 or 6).

Team work: Workers do not operate as an effective team within Pacifc Island group or with other worker groups.

Cost-benefit: Overall, the cost of participating in the RSE scheme outweighs the benefits.

Labour need: Employers did not get the balance right: there were not enough workers when employers needed them or employers did not have enough work for workers.

Adequate

(This is the minimum you would expect to see)

Earnings: Earnings meet workers' expectations (includes comments such as, 'there was plenty of work').

Deductions: Workers agree the deductions are reasonable.

Pay slip: Employers provide information about earnings and deductions that workers understand.

Work experience: Workers receive minimum conditions of employment, are treated with respect, and receive support when required.

Dependability: Overall, employers say they can depend on their workers (online survey rating of 7 or 8). Examples in interviews might be, 'most workers turn up for work each day'.

Enthusiasm and willingness to learn: Includes either of the following.

• Overall, employers say workers are enthusiastic (online survey rating of 7 or 8).
• For the most part, workers are willing to learn and be trained.

Productivity: Overall, employers say that workers' productivity is adequate (rating of 7 or 8). Examples in interviews might include, 'After an initial period of training, workers have the required skills to do the tasks". And overall, employers say workers' productivity is similar to how they rated temporary or seasonal workers from other countries, those on a working holiday, and New Zealanders.

Team work: Workers operate as an effective team within the Pacific Island group and with other worker groups.

Cost-benefit: Overall, the cost of participating in the RSE scheme matches the benefits.

Labour need: Employers got the balance right: workers were available when employers needed them and employers had enough work for workers.

Excellent

Earnings: Earnings exceed workers' expectations.

Deductions: Workers understand the information provided and view the deductions as value for money.

Pay slip: Pay slips may be in the workers' first language.

Work experience: Workers have a sense of identify associated with the workplace and want to return to the employer next year.

Dependability: Overall, employers say they can depend on workers to a great extent (survey rating of 9 or 10)

Enthusiasm and willingness to learn: Overall, employers say workers are extremely enthusiastic (rating of 9 or 10). Workers initiate questions.

Productivity: Includes one or more of the following.

• Overall, employers say workers are highly productive (survey rating of 9 or 10).
• Overall, employers say workers' productivity exceeds productivity of temporary and seasonal workers from other countries, those on a working holiday, and New Zealanders.
• Productivity of other (non-Pacific) workers is increased because of the presence of Pacific workers.

Cost benefit: Overall, the benefits of participating in the RSE scheme outweigh the costs.

Labour need: Employers can get additional workers or shift workers to another employer at short notice

Very poor

Accommodation: Accommodation is overcrowded, is overpriced, is of a poor quality, and lacks facilities.

Transport: Includes any of the following:

• workers are transported to and from port of arrival and departure at their own expense
• workers do not have transport to essential services (for example, supermarkets) or transport is prohibitive
• no transport is available on workers' days off.

Orientation: Workers receive no or minimum orientation to community and essential services.

Access to services: Workers have no or minimal opportunities for attending church, taking part in recreation, or accessing personal banking and health care

Support with problems: Workers do not know who to contact if they have a problem. Non-work issues are not addressed quickly and effectively.

Involvement with community: Local community does not welcome workers (for example, racist comments and behaviour towards workers).

Accommodation: Workers damage property.

Social behaviour: Includes the following.

• Workers' behaviour is unacceptable behaviour (for example, drinking in public places, fighting, and damaging property).
• Incidents occur regularly.
• Workers behave in a way that is not culturally acceptable in a New Zealand context

Support with problems: Workers take issues elsewhere (for example, the media and churches), rather than first trying to sort them out with employers or pastoral care workers. Employers ignore non-work-related problems.

Adequate

(This is the minimum you would expect to see)

Accommodation: Accommodation cost is reasonable and conditions are acceptable. (Reasonable living space for each worker and access to good facilities such as a kitchen and hot and cold water.)

Transport: Workers are transported to and from port of arrival and departure and to and from work (at employers' expense).

Orientation: Workers are taught how to use basic equipment in house, can access personal banking, and know where local churches, health care, supermarkets are.

Access to services: Workers have opportunities for recreation and can access personal banking, churches, and supermarkets.

Support: Workers know who to contact if they have a problem. Potential incidents and issues are addressed quickly and effectively by workers and employers.

Involvement with community: Workers have opportunities to meet and engage with local community.

Accommodation: Accommodation is kept in good order.

Social behaviour: Workers do not fight or damage to property and drink only in moderation. Incidents are one-offs rather than regular occurrences. Workers behave in a way that is culturally acceptable in a New Zealand context (for example, respect private property).

Support with problems: Potential non-work incidents are addressed quickly and effectively. Where workers require personal support, they are referred to someone who can help them.

Excellent

Accommodation: Accommodation provides workers with excellent value for money and is close to town.

Transport: Workers have access to a vehicle (including on days off) at no or minimal expense to workers.

Orientation: Returning workers orientate new workers.

Access to services: Workers have opportunities to attend courses at no or minimal expense (for example, small boat maintenance).

Support: Workers can sort out potential issues themselves

Involvement with community: Local community embraces workers. Workers feel welcomed and involved in local community. Special events are organised (for example, independence celebrations), and are attended by employers, workers, and other community members.

Accommodation: Workers take pride in maintaining their accommodation to a high standard.

Social behaviour: One-off incidents are dealt with internally by the group concerned.

Support with problems: Employers or staff provide one-on-one support to workers in emergencies (for example, to take them to the airport or hospital).