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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”