Remuneration in general are much lower Adjust the public service remuneration to be comparable to the NZ base 24 hour week, the What will be the compared to employees in remote wage at remote locations FTE salaries will be pro implications for poor locations in NZ For the non-National on employment contract increase their rata remuneration by at least 40% (salary only), TPS will also need to provide appropriate accommodation Service Delivery Weak implementation capacity Investing in technology especially ICT and telecommunication so that positions that will be 1.3 (ii), (iii), (iv), (vii), some services can be delivered remotely. outsourced, redundancy (viii), (ix), (x), (xi), Within Whole of Government for expansion of ICT functionality will need to be settled or (xii) Tokelauans should take ownership of their own services this should contract allowed to expire – trusted, reliable be reflected in the recruitment and retention strategy as well as and influential succession planning. development partners or Partnership with NGOs and church to provide services investors who believe in Twinning arrangement with service providers especially in capacity servicing people first building economies of – and time consuming Identifying and seizing windows of opportunity Using existing systems and strengthening those systems so that they can deliver, even if not completely effective standard, quality and timeliness of Put in all the required best practice policies and frameworks and mechanisms in services train the public servants. Clear logic Map for TPS to reflect how inputs for performance of constant assessment, monitoring and relate to outcomes and Quality of Life impacts. assessment evaluation because of competing Infrastructural Reform new ways of ditto commitment from Taupulega Innovative practices delivering services motivation practices Conduct and behaviour ethics and Code of conduct clear consequences for breach workshop and – – professionalism coaching of Weak performance management system Refreshed HR Manual resource person and conduct of appraisal and monitoring More awareness, coaching and mentoring of Directors, Managers and Supervisors by qualified facilitators PSC needs to take lead in this activity No set targets and achievements with Have in a robust M&E framework to evaluate service delivery and to train a critical 1.3 (vii), (ii), (iv), (ix) clear timelines provide feedback to the Taskforce and Council (Aligned with logic Map) mass of senior Public Performance Management System aligns performance targets of Servants in new systems ministry/department to those of its Directors
Remuneration in general are much lower compared to employees in remote locations in NZ Adjust the public service remuneration to be comparable to the NZ base wage at remote locations For the non-National on employment contract increase their remuneration by at least 40% (salary only), TPS will also need to provide appropriate accommodation 24 hour week, the FTE salaries will be pro rata What will be the implications for poor Service Delivery Weak implementation capacity Investing in technology especially ICT and telecommunication so that some services can be delivered remotely. Within Whole of Government for expansion of ICT functionality Tokelauans should take ownership of their own services – this should be reflected in the recruitment and retention strategy as well as succession planning. Partnership with NGOs and church to provide services Twinning arrangement with service providers especially in capacity building – economies of Identifying and seizing windows of opportunity Using existing systems and strengthening those systems so that they can deliver, even if not completely effective positions that will be outsourced, redundancy will need to be settled or contract allowed to expire trusted, reliable and influential development partners or investors who believe in servicing people first and time consuming 1.3 (ii), (iii), (iv), (vii), (viii), (ix), (x), (xi), (xii) standard, quality and timeliness of services of constant assessment, monitoring and evaluation Put in all the required best practice policies and frameworks and train the public servants. Clear logic Map for TPS to reflect how inputs relate to outcomes and Quality of Life impacts. mechanisms in for performance assessment because of competing commitment from Taupulega motivation Infrastructural Reform Innovative practices new ways of delivering services practices ditto Conduct and behaviour – ethics and professionalism Code of conduct – clear consequences for breach workshop and coaching of Weak performance management system and conduct of appraisal and monitoring Refreshed HR Manual More awareness, coaching and mentoring of Directors, Managers and Supervisors by qualified facilitators PSC needs to take lead in this activity resource person No set targets and achievements with clear timelines Have in a robust M&E framework to evaluate service delivery and provide feedback to the Taskforce and Council (Aligned with logic Map) Performance Management System aligns performance targets of ministry/department to those of its Directors to train a critical mass of senior Public Servants in new systems 1.3 (vii), (ii), (iv), (ix)
CMP%20Tokelau%202014_2025%20submitted%20161214.docx