Published 4 November 2009
The Auckland Transition Agency released a discussion document on Monday on shaping the administration of the new Auckland Council.
The agency’s executive chairman, Mark Ford, said the agency had circulated the document to the chief executives & staff of existing Auckland local government organisations. It has 3 parts:
a draft organisational structure showing the most senior roles in the new Auckland Council, including proposed groupings of functions under the interim chief executivea draft scope of workforce change document, which includes some descriptions of the types of roles or functions which may be subject to the greatest & the least degree of change during the transition, anda description of the draft processes & protocols to be applied during the transition, outlining the draft principles proposed when staff move from jobs with existing local councils to roles with the new Auckland Council, and describing how people will be treated when a suitable job is not available.
Key points in the discussion document include:
The draft organisational structure is designed to promote clear accountability for community outcomes & customer service. Management roles are significant & meaningful, with appropriate spans of controlThere is a commitment to maintaining or enhancing council service deliveryCouncil staff who deal directly with customers will generally remain in their current locations. It’s not intended generally to review staff numbers or roles of people involved in community facilities (such as libraries, parks & recreational facilities) & community servicesStrategy, policy & planning functions and corporate services will be reorganised to support the new governance & operational needs. When redundancies occur, they will be managed in accordance with the terms & conditions of employment agreements & legislationThe picture presented in this discussion document isn’t final. Analysis & design work on the council and on council-controlled organisations is continuing; and IT system constraints may impact the timing of some location changeThere will be opportunities for employees to provide input on service design, development of the resulting staffing plans and their implementation. Mechanisms for this have been established and general comments are welcome.
Mr Ford said web links for employee feedback had been established with councils.
The next stages in the transition agency’s work are:
Mid-December-January, decisions & release of revised organisational structure and protocols & processes for staff transition, followed by confirmation of which functions will be the subject of a transition agency-led change processJanuary-February, map all existing employees to the relevant place in the new organisational structure, so their future employment can either be confirmed without change or identified as subject to a potential changeFebruary, recruitment to new executive group roles startsJanuary-February to 1 November & beyond, first specific workforce change proposals developed. Each specific proposal will be developed within work streams, followed by a process involving staff impacted by the change proposal before final decisions are made. This process is subject to the guiding principlesDevelopment of recommendations regarding post-1 November reorganisation of functions, systems & processes, including handing over the associated change process for post-1 November to the relevant organisationWorking towards the harmonisation of terms & conditions of employment within the Auckland Council & council-controlled organisations through agreement by the parties to collective & individual agreements.
Website: Auckland Transition Agency
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Attribution: Agency release, story written by Bob Dey for the Bob Dey Property Report.