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~ Ngā pānui


Central Hawke’s Bay District Council restructure underway

Consultation with Central Hawke’s Bay District Council (CHBDC) employees is now underway following a proposal to restructure senior Council leadership roles.

The announcement comes following the completion of the District’s vision – Thrive, and Council’s corporate roadmap which has been designed to enable Council to deliver on its commitments with residents.

CHBDC Chief Executive Monique Davidson says the proposed restructure will see Executive Leadership Team members take on a more strategic focus and leadership accountability, across a significantly broader range of portfolios.

The change will also see CHBDC move towards a strategic focus from an operational focus; proactive communication and engagment with residents and stakeholders; a Customer Case Management approach; with the aim to put Customer Service as the top priority for the organisation.

Mrs Davidson says overall, the purpose of the proposed restructure is to help ensure we can fulfil our vision for Central Hawke’s Bay District to be a proud and prosperous district made up of strong communities and connected people who respect and protect our environment and celebrate our beautiful part of New Zealand.

“We, as a District, are moving into a period of growth. It’s important we carry out the restructure now, so that in early 2018 we can focus on the Long Term Plan – Council’s most important planning document that sets out Council’s projects, priorities and rates for the next three to ten years.”

Mrs Davidson says since her appointment as Chief Executive earlier this year, she has met with all Council Officers one-on-one.

“My team want to deliver a better service to residents and ratepayers and I believe they can do that by being better connected, by reducing silos within the organisation, introducing an enhanced collaborative and strategic approach at the senior level and focusing on customer care.”

The proposal includes:

  • Disestablishment of three service managerial roles and one administration role
  • Changing the reporting line, duties and title of three roles
  • Various direct reporting lines changes as a significant reorganisation of services
  • Establishing six new roles to spearhead the strategic leadership, collaboration and innovation required to deliver a better service.

“We are encouraging Officers to fully participate in the consultation process, particularly those individuals whose current roles may be impacted or changed. Their views and feedback will be fully considered before any final decisions are made, and they will be encouraged to apply for the new positions,” she says.
Today, affected Officers and all staff were made aware of the restructure, says Mrs Davidson. “Restructures are stressful. Officers will have support from the Employee Assistance Programme (EAP) if they feel the need to seek independent support.”

The consultation period runs up until 8 November, and a final decision document is proposed to be developed by 14 November. Following those individual Officers who are significantly impacted will be advised, as well as Elected Members and Union representatives. Applications will then open for any new roles, with a view to making appointments by beginning of December.

If the proposal proceeds “The full transition should be completed by the end of the year so that we can begin 2018 with a focus on the 2018-28 Long Term Plan process,” says Mrs Davidson.



26 October 2017

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