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Below are some of the key questions relating to Te Pūkenga secondment opportunities. There may be exceptions to what is outlined below but it is anticipated these would be rare.
1. Does the subsidiary need to provide approval for one of its people to be seconded to Te Pūkenga?
Yes, prior to any secondment offer being finalised, Te Pūkenga will be ensuring the secondment terms are acceptable to the subsidiary. In addition, Te Pūkenga will be asking staff to ensure their Home Manager approves any application they submit for a secondment opportunity.
2. Will Te Pūkenga cover any costs incurred by a subsidiary, including recruiting backfill, if someone is seconded to Te Pūkenga?
The remuneration of any staff member seconded to Te Pūkenga will be covered by Te Pūkenga. Te Pūkenga will not cover indirect subsidiary costs associated with a secondment.
3. How will secondees be paid?
Subsidiaries will retain responsibility for the payment of salaries but Te Pūkenga will reimburse the subsidiary on receipt of a monthly invoice from the subsidiary.
4. Will staff seconded to Te Pūkenga get an increase in remuneration?
It is anticipated that in most circumstances, there will be no change in remuneration for staff who take a secondment opportunity with Te Pūkenga. There may, be exceptions where staff are seconded to roles where an adjustment in remuneration is considered appropriate as a reflection of the responsibilities of the role being undertaken.
5. Can anyone apply for a secondment opportunity within Te Pūkenga?
Any permanent or fixed term staff member can express an interest or apply for a secondment with Te Pūkenga. Te Pūkenga will outline the skills and experience required for any secondment opportunities and staff should only apply if they meet any criteria specified.
6. How will people find out about secondment opportunities?
In most cases, it is intended that secondment opportunities will be advertised through information being sent to subsidiary CEs who will then be asked to advise their staff of the opportunities, and the associated application process, through standard internal advertising channels.
There will be occasions, such as where unique or specific skills or experience are required, where broadly advertising a secondment opportunity is not practical. In those situations, secondment opportunities may be discussed directly with specific individuals and their manager. This approach will be taken on the recommendation of the appropriate DCE and with approval of the Te Pūkenga Director People & Culture. This process will also still require discussion and agreement of the host subsidiary prior to the agreement being finalised.
Organisational Design related vacancies can be found here https://tepukenga.elmotalent.co.nz/careers/orgdesign/jobs
7. Does a subsidiary need to hold the role of any secondee open while they are on secondment?
Yes. It is expected that at the end of any secondment, staff will return to their subsidiary and their substantive role.
8. What if changes are proposed within a subsidiary that potentially impact on a secondee’s role while they are on secondment?
The subsidiary will be responsible for ensuring any seconded staff member is consulted with, as required in their employment agreement, if any changes are proposed that may have an impact upon their substantive role.
9. Will staff continue to be covered by their existing terms and conditions while on secondment?
Yes. There will be no changes to substantive terms and conditions but any minor variations (e.g. location) required due to the nature of the secondment opportunity will be clearly outlined in the secondment offer but would not be contrary to the applicable employment agreement.
10. What happens when secondees take leave while on secondment?
Staff are expected to take leave while on secondment in the normal way. The secondee must notify Te Pūkenga if they are intending to take leave and advise their home subsidiary and this will be recorded in the HR leave system. The home subsidiary will advise Te Pūkenga if any leave entitlements have been, or are close to being, reached.
11. Do secondees need to bring their own equipment (e.g. laptop)?
No. Te Pūkenga can provide a laptop, laptop bag, headset and mobile for any staff that need this. We welcome if it is better suited for you and to help remain connected within your subsidiary and for general service ease, to continue with your subsidiary equipment.
12. Will Te Pūkenga cover any travel or other costs directly associated with the secondment?
Yes. Te Pūkenga will arrange and cover the costs of any travel and accommodation associated with carrying out the responsibilities of the secondment.
13. What will happen if a secondment is only for part-time hours?
In this case a secondee will share their time between their substantive role and their seconded role. How this arrangement will function will be discussed and agreed through the application process and outlined in any secondment offer letter.
14. What if either party wish to end a secondment earlier than originally planned?
There will be a notice period outlined in any secondment offer outlining the conditions by which either party can give notice to the other of the secondment needing to end.
15. What do you need to do when you return to your role at the completion of your secondment?
This will be at the discretion of the subsidiary, but in order to maximise the value of the secondment, it is recommended that opportunities be sought within the subsidiary where the learning and insights obtained by staff who have completed secondments can be shared and applied for the benefit of the subsidiary.
16. What if concerns arise through the secondment period?
The secondment agreement is between the secondee, Te Pūkenga and the substantive home manager at the subsidiary. We expect this to be a relationship that is maintained through the period of the secondment and we keep a regular connection to ensure the arrangements are working well for all parties and any concerns can be discussed and addressed as soon as possible.
