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Statement of Intent - 2004 - Part 1

Ensuring we have the right capability - pages 36-37

Figure 20 -

Our leadership expectations

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our leadership expectations
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our leadership expectations - continued

Our team leader development programme was introduced during 2002-03. We anticipate that 83% of team leaders will have attended by June 2004. The aim of the programme is to create a common understanding of our leadership expectations as well as consistent use of management practices and language across Inland Revenue.

Our management development programme will begin shortly. It will provide a range of developmental opportunities that we believe are critical to the growth of capable leaders. During 2004-05 we anticipate that the majority of managers will attend the core module within this programme.

Capability

We need to have a thorough understanding of our current capability. In 2004-05, we are reviewing our human resource management information needs. Following this we will be assessing the technology options to enable us to more accurately assess our current people capability. This information will be integral to our future people capability planning.

Many of our business areas will require greater numbers of qualified and technically-skilled staff to manage our increasingly complex and technical work. To achieve this we need to both develop and recruit highly-trained and technically-competent people.

We encourage ongoing learning for our people. We introduced our qualifications strategy in October 2003 to help address our need for more qualified staff, either through the recruitment of qualified staff or through assisting existing staff to attain new qualifications.

This strategy will be delivered through:

  • A parallel qualifications framework with the New Zealand Qualifications Authority that provides the opportunity for our people to take both technical and non-technical qualifications across a range of areas.
  • Working with a number of universities to explore flexible ways of delivering selected components of standard courses. This would allow our people to structure both technical and non-technical qualifications that would more closely align with our business objectives.
  • Our internal training framework. We are an approved training organisation with both the Institute of Chartered Accountants and the College of Accounting Technicians. This means we are able to offer the type of work that fulfils the practical requirements for admission to both the Chartered Accountants College and the College of Accounting Technicians.

Our diversity strategy describes our commitment to valuing the differences among our people. Through enhancing our analytical capability and improving our understanding of the needs of the various groups in the community, our diversity strategy contributes to our ability to achieve our outcomes.

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Other pages in: Statement of Intent - 2004 - Part 1
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Date published: 16 Nov 2004

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