16 March 2020
File ref: IRO- 9672
Marriam Ward
Em
ail: [FYI request #12165 email]
Kia ora Marriam
Request for information – Response
I refer to your request made under the Local Government Official Information and Meetings Act 1987 (the
Act), received on 5 February 2020, and my subsequent decision notice to you on 5 March advising that the
Council has granted your request for information.
You requested the following information, with reference to a job advertisement made by the Council for a
Senior Social Media Advisor:
1. What are the last 3 scores/measurements/reports for culture/engagement for the Marketing
Communications team
2. A comparison of the answer to question 1 to the average score across the organisation, and any
commentary on differences
3. Whether the job ad referenced above was done in partnership with a recruitment firm (if so,
which one)?
4. Whether the job ad referenced above was approved by HR or whether this is not part of your
process?
5. Does the HR department think that the tone of the job ad supports the kind of culture that WCC
aims for?
6. Whether or not the job ad was prematurely taken down, and if so, why?
7. Details on the "robust and chal enging appointment process" that candidates would be put
through.
In order to provide you with further context about the information you have requested, please note that
the social media role referred to in your questions was part of the Strategic Communications team, which
forms part of the wider Communications and Engagement business unit at the Council. The Council has
since refreshed its business unit groups. The survey results provided reflects the structure of the
organisation at the time of the survey.
Question 1
In March 2019, Wellington City Council staff completed an internal survey called Kōrero mai. Kōrero mai is
an online survey that asked participants to rate to what extent they agree with a range of statements
including leadership, culture, business processes, how we work with suppliers and our interactions with
customers and ratepayers.
The following table shows the 2019 Kōrero mai Culture score for the former Strategic Communications
team:
March 2019 is the first of such survey. The next Kōrero mai survey will be held during May 2020.
The previous two cultural surveys were held in 2017 and 2013. Both these survey uses a tool called the
Human Synergistic. Because the Human Synergistic tool is different from the 2019 Kōrero mai survey, the
results are not comparable. The Council has previously released on its website, information about the 2017
and 2013 cultural survey results. The information can be found using these links:
•
Culture and Climate Survey Results 2017 and 2013
•
Culture and climate survey data
We do not hold data at the Strategic Communications team level for the 2017 and 2013 culture survey
results. As the information is not held, this part of your request is refused under Section 17(g) of the Act.
We do have the survey results for the wider Communications and Engagement business unit area. Please
let me know if you would like a copy of this information.
Question 2
The following table shows the 2019 Kōrero mai Culture score for the Council.
The score for the Strategic Communications team is consistent with the overal organisation results. Please
refer to our website for more information about the
2019 Kōrero mai survey results.
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Question 3
The job advertisement for the Senior Social Media Advisor was managed internal y by the Council.
Question 4
Hiring managers are required to follow the Council’s recruitment policy and guidance when recruiting. The
Council’s standard process for advertising jobs does not require approval by the Human Resources (HR)
team. Hiring managers may seek the advice from the Human Resources team, who provides recruitment
support and employment related services.
The hiring manager had consulted the Council’s HR team about the job advertisement. The Council’s HR
team was comfortable with a different approach to the job advertisement, given the nature of the role
being advertised and noting that an edgier approach had proved successful with attracting and recruiting
for other roles at the Council.
Question 5
The HR team supports trying different and creative approaches to attracting and recruiting people who
share our passion for Wel ington and have the same values that we do.
Our values underpin the Council’s organisational culture. Our Council values are:
•
He tangata, he tangata, he tangata: We put people at the heart of what we do
•
Whakapai ake: We're always improving
•
Mahi ngātahi: We collaborate
•
Mana tiaki: We care for our places
Question 6
In the spirit of Whakapai ake: We’re always improving, if one approach does not work effectively, then we
should be open to alternative approaches and ideas. In this case, there was some negative reaction on
twitter to the job advertisement. It was apparent that the straight-talk and humour was misunderstood or
had not translated well in print. As such, the job advertisement was taken down and the recruitment
approach reassessed.
Question 7
Shortlisted candidates were invited to deliver a presentation on a specified topic to a panel of interviewers.
The interview process included a series of interview questions which probe the position’s key
requirements, testing both technical and behavioural competencies.
More information
I trust this information is of assistance to you. For more information about working at Wellington City
Council, please refer to our website at
https://careers.wel ington.govt.nz/working-here. If you have
further questions, please feel free to contact me a
t [email address].
Right of review
You have the right to seek an investigation and review by the Ombudsman of this response. Information
about how to make a complaint is available at
www.ombudsman.parliament.nz. Ngā mihi
Phyllis Lee
Team Leader Complaints and Information Assurance
Te Kaunihera o Pōneke | Wellington City Council
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