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5.5 Good employer obligations 1. Leadership, accountability and culture Staff forums are held in both offi ces each month for divisions to talk about their work and current issues, and to recognise staff and team successes, both personal and work-related. All staff are expected to attend these forums. 2. Recruitment, selection and induction The HDC’s recruitment policy and practices ensure the recruitment of the best qualifi ed employees at all levels using the principles of Equal Employment Opportunities, while taking into account the career development of existing employees. Vacancies are advertised throughout the Offi ce as well as externally, and employees are encouraged to apply for positions commensurate with their abilities. The human resources policies are part of induction for new staff. 3. Employee development, promotion and exit HDC policies support professional development and promotion, and the HDC identifi es training and development needs and career development needs as a formal part of the annual performance appraisal process. The HDC has developed a new appraisal system where each staff member receives a performance management agreement tailored to their role and development requirements. 34 Professional development by employees is encouraged, and fi nancial assistance or assistance in the form of time off during normal working hours may be granted by the Commissioner. Several staff have been given the opportunity to “act up” to cover vacant senior management roles and thereby further develop their management skills. 4. Flexibility and work design The HDC continues to offer secondments across divisions, working from home options, and fl exible work start and fi nish times. 5. Remuneration, recognition and conditions The HDC provides fair remuneration based on Equal Employment Opportunities principles. The HDC recognises staff achievements in its internal newsletter “highlights” and at monthly staff forums. 6. Harassment and bullying prevention The HDC has a harassment policy and has zero tolerance for all forms of harassment and bullying. In addition, the HDC promotes and expects staff to comply with the State Services Standards of Integrity and Conduct. 7. Safe and healthy environment The HDC has an environment that supports and encourages employee participation in health and safety activities through its Health and Safety Employee Participation System and its Health and Safety Committee, which meets regularly. Health and safety is a regular agenda item at monthly staff forums, and hazards are actively managed in the offi ce. Support is given to those staff with acknowledged impairments by way of sign language interpreters, special equipment, and assistance to get to and from work. In addition, the HDC has a number of initiatives in place to promote a healthy and safe working environment, including sponsorship for health and wellness activities, an Employee Assistance Programme, and incident and confi dential counselling programmes.
5.6 Processes and technology Sustainability The HDC works to reduce its impact on the environment and to save money. It makes use of recycling for its waste, endeavours to buy as much as possible locally, keeps a close eye on travel, encourages staff use of public transport where appropriate, and purchases environmentally-friendly products and services where possible. Technology The HDC continues to improve its information management systems in order to achieve compliance with the Public Records Act 2005 standards, and to explore database enhancements and other options for improving data mining capability. 5.7 Physical assets and structures The HDC continues to manage its assets cost-effectively. Our governance policies and practices are strong and our buildings and offi ce space modern and well equipped. Offi ce equipment is well maintained and in good working order. HDC ANNUAL REPORT 2012 35
Page 1 and 2: ANNUAL REPORT for the year ended 30
Page 3 and 4: 1. Commissioner’s Foreword ......
Page 5 and 6: 1.0 Commissioner’s Foreword The m
Page 7 and 8: 1.1 2011/12 Priorities In line with
Page 9 and 10: 2.0 Role of the Health and Disabili
Page 11 and 12: 2.2 Impact and outcomes HDC and the
Page 13 and 14: Deputy Commissioner, Complaints Res
Page 15 and 16: CASE STUDY: Lack of consistent appr
Page 17 and 18: Nature of complaints The HDC receiv
Page 19 and 20: DHB reports Section 38 The HDC cont
Page 21 and 22: CASE STUDY: Dental care - is this t
Page 23 and 24: Source of complaints Of those who c
Page 25 and 26: Having a national focus each year o
Page 27 and 28: CASE STUDY: Achieving compensation
Page 29 and 30: Statistics The Director of Proceedi
Page 31 and 32: Education for providers and the wid
Page 33 and 34: Disability related complaints recei
Page 35: 5.0 Organisational Performance, Dev
Page 39 and 40: 6.2 Output Class 2: Advocacy Perfor
Page 41 and 42: 6.4 Output Class 4: Education Perfo
Page 43 and 44: 7.0 Statement of Responsibility In
Page 45 and 46: HDC ANNUAL REPORT 2012 An audit inv
Page 47 and 48: STATEMENT OF FINANCIAL POSITION as
Page 49 and 50: STATEMENT OF CASH FLOWS for the yea
Page 51 and 52: Standards, amendments, and interpre
Page 53 and 54: Disability Commissioner and the cos
Page 55 and 56: Goods and Service Tax (GST) All ite
Page 57 and 58: 3. Other income 4. Personnel costs
Page 59 and 60: 7. Debtors and other receivables 8.
Page 61 and 62: In the year ended 30 June 2012, HDC
Page 63 and 64: 13. Non current liability Lease inc
Page 65 and 66: 16. Commitments and operating lease
Page 67 and 68: 19. Employee remuneration Total rem
Page 69 and 70: Credit risk Credit risk is the risk
Page 71 and 72: Transparency Engagement Consumer Ce

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