General manager explains staff system

Ruapehu Bulletin, Volume 6, Issue 307, 3 October 1989, Page 15

General manager explains staff system

The following statement on council staffing was submitted for publication by Ruapehu District Council General Manager Cliff Houston. I am aware that there has been some concern expressed over the method of appointing staff to positions within the new Ruapehu District. For all appointments a defined process, which I outline below, has been used which has resulted in uniform treatment and fairness to all applicants. I must however say at the outset that during a major period of change whilst an existing organisation is being subjected to a significant restructure that not everyone, either internally or externally, is going to be happy with or approve all place-

ments that are made. Inevitably some staff members will become disillusioned if they do not attain the position they seek and are offered alternative employment. That disillusionment tends to flow into the community by way of family and friends. The situation of such staff members must be tackled in such a way that is both appropriate to their needs and the needs of the Council. Recognising that this can and does happen it is important to maintain the integrity of the i process and I am satisfied that has been done. Appointments are being made by Management based on the operational needs of the new district and in accordance with a stricture approved by the Transition Committee.

The final reorganisation scheme for this district promulgated by the Local Government Commission required the Service Delivery Centre for the southern part of the district to be situated in Ohakune. Consequently the major staff presence will be there with the Council maintaining a presence in Raetihi primarily for the operation of the postal agency but also giving the Raetihi public an opportunity of interface with and enquiry to the Council which they

would otherwise perhaps not have. With these objectives in mind certain decisions have been made for which I have ultimate responsibility and for which I am sure have been made in a fair and correct manner taking only relevant factors into account. Turning to the process of appointments most positions below Director level, have been filled internally where suitably qualified staff have been available. Staff were invited to complete a standard

application form for positions in which they were interested together with submitting any additional information they felt appropriate. In all cases interviews were carried out by two officers and an appropriate "provisional" appointment made. Anyone applying for the position who was unsuccessful had the right to ask for a review. Any reviews requested within a period of three working days from notification of an unsuccessful application would be considered by

a committee of two people; one representing the General Manager taken from an area of the organisation different to that of the position undcr query and the other staff of the uniting authorities. The committee was given criteria for undertaking a review and submitting a report to the General Manager. All staff were made fully aware of the procedure by individual notification. In the total process to date, throughout the Ruapehu District, only

one request for a review has been received that being from an existing Waimarino District staff member. After a full review of the circumstances the Review Committee decided that the original appointment made was reasonable and required no further examination. I apologise for these somewhat lengthy explanations but this is not a subject that can be covered piecemeal.

Cliff

Houston

General Manager Ruapehu District Council