Job Description. Kotahitanga - Strategic Engagement. Kotahitanga - Strategic Engagement Manager

Transcription

1 Job Description Job title Group Section Responsible to Responsibility for Employees Māori Policy Advisor Strategy Kotahitanga - Strategic Engagement Kotahitanga - Strategic Engagement Manager None Date May 2013 Job Purpose This job exists to contribute to the overall effectiveness and efficiency of the Māori Policy section. This job also provides specialist planning, policy and engagement advice and training to ensure Council meets its statutory requirements. Functional relationships (relating to others) External Māori (hapu, iwi, land trusts, landowners, tangata whenua, taurahere, urban Māori, incorporations and post settlement governance entities) Consultants and contractors Government agencies and departments Other local authorities Technical or legal professionals Members of the community Purpose and frequency of contact Service delivery Daily Relationship management Daily Consultation Occasionally Providing information and responding to queries Daily Seeking information, products or services Weekly Professional networking Occasionally Public relations/promote and represent Council Occasionally Internal Councillors and staff at all levels within the organisaiton Purpose and frequency of contact Service delivery Daily Collaboration Daily Providing information and responding

2 Section Managers, project team members and other relevant staff to queries Daily Training implementation and delivery Occasionally Project management advice and support Occasionally Key result areas The job encompasses the following major functions or key result areas: Operational Management Relationship management Corporate contribution The requirements in the above key result areas are broadly identified below: Key accountabilities Key accountabilities (job holder is responsible for) 1 Job Specific Accountabilities Manage the development of iwi/hapu management plans Provide advice on Treaty claims and settlements in the region and work through issues to support implementation where relevant Review policy in nominated areas for the effective implementation of regional plans and strategies as they relate to Māori including submissions to other Councils Provide planning advice and support to staff on Māori values/issues for the preparation/review of various regional plans and strategies and council reports as delegated by the Regional Council Research on national and local Māori issues and where appropriate make recommendations for integration into Council plans and processes. Facilitate/enhance engagement with Māori in the Bay of Plenty Undertake any other relevant duties as directed by the Kotahitanga - Strategic Engagement Manager Key accountability measures (jobholder is successful when) Iwi Management Plan contracts and milestones are managed and completed within agreed timeframes Sound advice is provided when required Submissions to other Councils and Government Agencies are written to a high standard Robust engagement is undertaken with Māori for Plan review/changes All advice and recommendations are based on sound research and analysis and are provided in a professional and timely way. Māori engagement training for staff is implemented and maintained across the organisation, relationships with Māori are enhanced 2 Relationship Management Establish and maintain close working relationships with internal and external contacts including Local Authorities, ratepayers, landowners, suppliers, consultants, and contractors. Act as a representative for Council at appropriate local government conferences and seminars, hui and other networking events held in the region. Effective, professional relationships and partnerships are developed and maintained with internal and external contacts. Professional image is conveyed in public forums. Submissions are well written requiring minimal amendment. Internal cultural competency is continually A

3 Key accountabilities (job holder is responsible for) Participate in the public consultation process Provide training and guidance to staff regarding engaging with Māori. 3 Corporate contribution Promote the implementation of the Corporate Culture Statement, Leadership Model and Health and Safety Systems. Recognise individual responsibility for Workplace Health and Safety under the Health and Safety in Employment Act Meet the statutory responsibilities detailed in the Information Management Policy and Procedures standard. Meet Bay of Plenty Regional Council s statutory responsibilities for civil defence and emergency management. Key accountability measures (jobholder is successful when) enhanced across the organisation. Corporate responsibilities are undertaken and completed accurately, meeting specified standards and within agreed timeframes. Hazards are identified and all incidents and accidents are reported. Participate in any wellness programmes, such as stress management training and health monitoring. Council records are created and maintained in corporate information systems, meeting specified information management standards. Participate in any civil defence and emergency management training initiatives and assist with any civil defence emergencies, as part of Bay of Plenty Regional Council s responsibilities for civil defence and emergency management. Delegations In accordance with the Council s Delegation Instrument(s) this job: Does / Does not control a budget Amount $0.00 Can / Cannot spend money from other s budget Amount $0 Jobholder can spend unbudgeted capital Yes No Amount $0.00 Jobholder is responsible for committing the organisation to long term contracts Yes No Jobholder signs correspondence on behalf of the Council Yes No Freedom to Act Guidelines and support available to assist the job holder to make decisions e.g. policy documents, standard procedures, reference to team leader or senior Employees. If job holder can make decisions without approval from anyone else, please note that authority. Treaty Toolkit, Te Reo and Koha Policy and Māori Engagement Guidelines for staff, HR personnel policies, corporate policies Kaumatua/Koeke/Kuia Other staff, managers and General Managers A

4 Work complexity Most challenging duties typically undertaken, and the frequency of it being performed: Maintaining a high level of technical knowledge within specialist Māori planning areas, including particular legislative requirements, Treaty settlements, planning conditions and cycles, case law, national policy, issues, trends and initiatives. Mediating and negotiating areas of conflict between Council and Tangata whenua. Providing engagement support and advice to council with Treaty settlements and other council matters to staff across the organisation within a small unit of only five people. Maintaining specialist knowledge on local/regional matters pertaining to Māori within the Region including iwi dynamics, Treaty settlement status, iwi political landscape. Other aspects Note any significant aspects of this job that have not been captured elsewhere in this document. Event management Project management Person specification Minimum academic qualifications and experience required: Essential A relevant Bachelor s degree Minimum of three years post-qualification experience involving a range of policy and Māori development work Experience and good working knowledge of policy and Māori development work A valid driver s licence required* 1 Desirable (for recruitment purposes only) Post graduate qualification in Māori Development/Te Reo/Tikanga Maori Project management experience Knowledge / Experience (indicate years of experience required as appropriate) Essential Desirable (for recruitment purposes only) Proficient in Te Reo and Tikanga Maori Experience in central and local Government Experience in Māori Engagement Ability to build internal cultural awareness (training and facilitation) Intimate knowledge of hapū/iwi dynamics in the region Established networks in the Māori community within the region Good understanding of the Treaty of Waitangi and its principles Good working knowledge of the Resource Management Act Knowledge of Treaty claims and settlements in the region Experience with operating within Māori and non Māori political environments Conflict management 1 Driving record free of driving suspensions or convictions (excluding demerit points and infringement fees). Requirement for valid Driver s Licence may be waived if applicant has a driving-related disability. A

5 Key skills/attributes/job specific competencies The following indicates what would typically be expected for this role at a competent level: Advanced Knowledge Professional and technical appreciation of policy, case law, relevant legislation (including Treaty legislation) and Māori development Excellent analytical and research skills, including qualitative and quantitative analysis Excellent writing skills Well developed computer ability Ability to impelement the principles of the Treaty of Waitangi Working knowledge Knowledge of relevant legislation, natural policy, issues and trends relating to Māori Facilitation and/or training experience to build cultural competency within the organisation Knowledge of iwi rohe boundaries and the iwi within the region Knowledge of Māori dynamics in the region. Awareness Community, cultural and political awareness. Personal attributes / Key behaviours Sound judgement and initiative Proficiency with oral presentations, consultation and report writing Ability to anticipate change, remain flexible and to be innovative A high level of courtesy, listening and written and oral communication skills The ability to create harmony in a team Ability to move comfortably within any cultural context Other requirements May require frequent travel within or outside Bay of Plenty region. Often required to participate in site/field visits and hapu, iwi, marae hui Occasionally required to work outside normal hours, as a result of public consultation meetings and/or Māori engagement and/or civil defence emergencies Often required to manage and resolve conflict situations and operational management A

6 Change to job description From time to time it may be necessary to consider changes in the job description in response to the changing nature of our work environment. Such changes, including technological requirements or statutory changes, may be initiated by the manager of this job with due consultation with the position holder. This job description should be reviewed as part of the preparation for performance planning for the annual performance cycle. Recommended: Manager Date Approved: Manager Date Discussed with Incumbent: Employee Date A