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ANNUAL REVIEW

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FINANCIALS

People & culture

2013/14 has been a year of bedding in the changes initiated in the past two years. Our people are our biggest asset and so development and growth plays an important role in what we do.

People Development

The Leadership training programme that began in 2012/13 continued this year with the launch of ‘Situational Leadership II®’ workshops. Where the first set of workshops focussed on Managers, giving them tools to lead their teams effectively, the second iteration closed the loop by giving staff the tools to better communicate their needs to Managers.

Continual improvement is key to achieving our aim of being the best we can be and it is with this in mind that the Port introduced Lean Six Sigma. Six Sigma principles are a set of strategies, techniques and tools used to improve and streamline processes, increase value and reduce waste.

The Port had six of its staff achieve the Six Sigma Green Belt certification in 2013/14 and another 12 staff beginning their Green Belt training in September 2014.

In 2012/13 the Port introduced i-lign a collaborative project management tool to encourage the sharing of ideas and enable transparency from the conceptualisation of an idea through its development.

Over the course of a year, i-lign has helped bring forward 222 ideas, initiate 315 conversations and provide a platform for 715 comments. This is a good start to the development of a “One Port” culture and the breaking down of the traditional silos, but the Port is keen to capitalise further on the possibilities i-lign offers to better engage with our people.

222
IDEAS 315
CONVERSATIONS 715
COMMENTS

LOST-TIME INJURIES (LTIs)

STAFF YEARS OF SERVICE

MEDICAL RECORDABLE INJURIES

STAFF AGE PROFILE

Health and safety metric depict the numbers at the Waitematā seaport only.

Staying Safe

The Port is a high-risk workplace and the safety of our staff is a non-negotiable. To this end, the Port introduced a more rigorous drug and alcohol screening programme in 2013/14. The increased access to drugs such as Methamphetamine and the fatigue experienced days after its use, is a big issue when working with big machinery.

The new Drug and Alcohol Policy that was introduced in early 2014 applies to all Port users including contractors and office staff. Random testing is now conducted and any with non-negative results will be required to go in for a urine test.

As a responsible employer, any employee that fails a drug test will be offered rehabilitation in the first instance.

A new online safety induction was introduced in 2013/14 to make the induction process more robust.

The Port also retained its tertiary grading in the Accident Compensation Corporation audit. The tertiary grading is the highest obtainable and retaining it demonstrates the Company’s commitment to the health and safety of our staff. 2013/14 is the ninth consecutive year in which this grading has been achieved.

Fitness is key to previnting injury, reducing strain and stress. The Port introduced PortFit, a programme to help employees improve core fitness and flexibility. In addition to PortFit, the port also introduced BoxFit sessions. Both the programmes are free for staff and have been successful in improving fitness levels. As an added bonus, they have also served to break down departmental barriers and help build the ‘One Port’ culture we want.

9th

CONSECUTIVE YEAR ACHIEVING  TERTIARY GRADING IN THE ACC AUDIT

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The tertiary grading is the highest obtainable

Ports work videos

Learn more about the various roles at the Port. POAL staff talk about what their role involves and the experience and skills needed to join their team.

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