MĀORI WORKFORCE - RECRUITMENT
PURPOSE
This is a guidance to the CCDHB hiring managers and staff regarding how we recruit, retain, train and
develop our Māori workforce. The CCDHB recruitment guidelines should also be used when
recruiting.
The Recruitment Team is required to:
Support and assist the hiring manager
Ensure the recruitment and selection process complies with the relevant legislative and
contractual obligations
Coordinate the recruitment and selection process
Resources Required
No specific resource required
PROCESS
1.0 Position Description
(a) All PDs should include a Māori welcome – Nau mai, haere mai ki Ūpoko ki te uru Hauora
(b) All PDs should have the English and Māori translation of the role title
(c) All PDs should have our Whakatauki on the last page of every PD
Ma tini, ma mano, ka rapa te whai
By joining together we will succeed
2.0
Advertising
(a) Advertisements for “mainstream positions should be designed to attract Māori applicants
(b) CCDHB Kowhaiwhai with Maori welcoming and Whakatauki should be in all adverts
(c) All adverts will include the diversity statement in the “About our organisation” brief
3.0
Shortlisting
If the role is Māori focussed, you should approach MHDG to provide advice and recommend
an appropriate person to assist. This will ensure that the need for formal qualifications is
balanced with the needs of that person within the position.
4.0
Interview Panel/Invite
(a) Applicant must be informed of who will be on the interview panel and they must also be
given the opportunity to bring whānau support/support person with them
(b) A Māori representative should participate in the interview
(c) The interview panel must have a good level of understanding of the Treaty of Waitangi,
before they ask such a question is asked of the applicant based on the Treaty of Waitangi.
(d) The interview invite can stipulate “we encourage whanau support, however we can only
accommodate up to 6 people including the interview panel due to room size restraints”
5.0
Interview Questions
(a) All members of the interview panel should be involved in designing the questions and the
interview process wherever possible, the recruitment team will be able to assist in having
interview packs available to the interview panel
6.0
Interview Process
(a) Mihi Whakatau – The interview panel should do a welcoming for the applicant and
whanau support, the Mihi should include introducing yourself and the role you hold within
CCDHB ie “Kia ora, Ko John Smith toku ingoa, He Kaimātai Hinengaro ahau” translated
meaning “Hi, I am John Smith and I am a Clinical Psychologist
(b) The interview panel should be prepared if asked to do a karakia (prayer) before starting
the interview, you can ask a member of MHDG to assist, or you can recite the following
karakia:
Whakataka te hau ki te uru
Cease the winds from the west
Whakataka te hau ki te tonga Cease the winds from the south
Kia mākinakina ki uta
Let the breeze blow over the land
Kia mākinakina ki tai
Let the breeze blow over the ocean
E hī ake ana te atakura
Let the red tipped dawn come with a sharpened air
He tio, he huka, he hau hū
A touch of frost, a promise of a glorious day
Tīhei mauri ora!
(c) It is important to encourage an interactive environment for the applicant
7.0
Retention of Māori Staff
(a) All new staff must be welcomed by Powhiri or Mihi Whakatau if they wish. It is
important that the new staff members are supported by management and colleagues in
the traditional Māori way.
(b) For those positions that have a strong interface with Māori communities, orientation
into the Māori community and the CCDHB MHDG should be conducted within one
month of commencement date. This will require management and colleagues to
organise and support the new staff member through this process.
(c) The CCDHB MHDG provides support for new staff and invites staff to participate in the
various Māori health initiatives and forums underway e.g Treaty of Waitangi Training,
Tohu Whakawaiora.
(d) All CCDHB staff are encouraged to identify their ethnicity on our EEO form and also
enter on KIOSK, this will assist CCDHB to develop a benchmark of Māori staff employed
by CCDHB.
(e) The CCDHB MHDG will be the first point of contact for staff requiring support. Linkages
may be made to internal support groups, DHB wide support groups and groups within
the wider Māori community
(f) All CCDHB staff are invited to complete an on-line exit interview. It is important that
Māori staff is encouraged to do this and also to have the opportunity to provide their
views on improvements can be made for enhance our Māori workforce development
plans, what issues did they come across as Māori working within CCDHB.
8.0
Training and Development of Māori Staff Members
(a) All staff will be made aware of all opportunities available regarding training and
development, ConnectMe would be the most beneficial to our Māori staff members
Within the first six months, managers are encouraged to discuss with staff
Assistance to achieve formal qualifications
Access to scholarship information
Identification of core training needs
Support for clinical supervision (where required for the position)
Possible career pathways/advancement opportunities
Access to the CCDHB Māori health department for cultural support and advice
Access to upskilling in Māori aspirations ie Te Reo Māori
Guidelines for Whānau Support
1.
Whānau Support, as a kin-based support system is a traditional component of Whānau Ora
and as such should be provided for Māori applicants that are to be interviewed, where
requested.
2.
Non-Māori applicants are to be accorded a similar opportunity, should it be requested.
3.
The number of persons in the Roopu Tautoko (support group) can depend on the status
ascribed by Whānau to the applicant or the position involved.
4.
The Hiring Manager of the Panel will ensure that the Roopu Tautoko is limited to a mutually
agreed size.
5.
To help achieve this the Hiring Manager will inform the applicant(s) in writing of factors such
as:
i.
Time allocated to the interview
ii.
The expected size of the Selection Panel
iii.
This information may then assist the applicant(s) in determining an appropriately
sized support group.
6.
Applicants must give the Hiring Manager due notification that they will be accompanied by
Whānau so that the composition of the Selection Panel, seating arrangements etc. can be
organised.
7.
Should the whānau persist with questions not related to the interview, explain that their
queries cannot be properly answered within the scope of the interview.
