CADETSHIP PROGRAMME

The Need

New Plymouth Mayor involved in Mayors Taskforce;

All young people under 25 in work or training by 2005;

Taranaki & NPDC are importing labour at a time when 14% of our youth & 23% of our Māori youth workforce is unemployed;

Firms & organisations want skilled workers which youth do not have, but want to get;

Our youth are caught in this “no skills trap”.

Strategic Direction

In 2004, the proposed LTCCP has after community consultation, identified a vision for the district:

‘New Plymouth district will be a caring, dynamic, diverse and safe place to be’

The 7 community outcomes are:

Connected Prosperous Secure & Healthy Skilled

Sustainable Together Vibrant

Council ApproachA three-pronged approach to combat issues such as youth unemployment was identified, where the council would:

1. Take on young long-term unemployed as ‘cadets’ and give them one year’s on the job training with assistance to cope with transition into the workplace

2. Offer scholarships to tertiary students from the district – including fee payment and holiday work

3. Set up an ongoing apprenticeship scheme in relevant aspects of the councils operations e.g. horticulture

Cadet Scheme

14 cadets per year

At least 50% Maori

Long-term unemployed

Youth – 18-25 years

Twelve week training programme – including life skill training

Balance of year spent in specially created jobs throughout the council

Key Partners

Early communication with other agencies concerned with youth unemployment was key. Contribution (financially and other) from: Work and Income (WINZ) Tertiary Education Commission (TEC) Community Employment Group (CEG) Te Puni Kokiri (TPK)

Key Partners

Funding from these partners contributes to the costs of the scheme including:

A full time coordinator

Cadet training – including trainers, course fees, NZQA units

Cadet salaries

The scheme has no impact on rates thanks to the contribution of the partners

Selection Process

WINZ provided a list of 30 candidates A presentation was given to candidates by

council and told what to expect ie. training, personal development, NZQA qualifications and an opportunity for permanent positions for 12 months

In return they must show up, work, show good conduct and not work under the influence of drugs or alcohol – for which they would be tested

Several withdrew their applications

Selection Process

14 were selected following interviews, written and ability tests

Individual interviews followed this allowing applicants to be more forthcoming regarding their aspirations and expectations

Many were long-term unemployed

13 of the 14 had whakapapa – with most identifying themselves as Maori

Training - Induction

First six weeks were classroom training – subjects included:

Induction to the council Change management / transition from being

unemployed to employed Goal setting and attitudes Working in teams Communication skills Personal presentation Budget and self-sufficiency training Treaty of Waitangi

Scheme Coordinator

Manage selection process

Manage induction

Manage placement into work positions

Manage on-going training – including NZQA unit assessment

Ongoing monitoring and support to cadets

Facilitating cultural components

Total commitment - 24/7 job

Unofficial training

Motivation and encouragement

Trust

Honesty

Self respect and respect for others

Time management

Health

Attitude

A Must Have

Full support of CE and EMT especially Line Managers and Team Leaders

Total organisation needs to be aware of programme and objectives

Cadets treated as employees and involved in the wider scope of Council

Buddy system

Open communication with key partners

Key observations

Programme has met objectives, performance targets and standards

A good foundation established for future programmes

It has attracted the attention of the wider community

Programme enhancements required: Follow up for those not immediately successful to

ensure cadet opportunity not lost by WINZ (case management)

Ongoing mentoring and monitoring those employed by NPDC (life skills)

The Challenge

It has been a pleasure to share with you one“great idea”

And it has also been a pleasure to be part of a partnership between central and local

government to ensure that the district’s young people are given the opportunity to become

self-sufficient and productive members of the Taranaki community

The challenge is for others to adopt this“good practice”