Minister Aupito William Sio launched the Pacific Employment Action Plan on Monday, 30 May 2022.
The Pacific Employment Action Plan sets out how Government will enable Pacific communities’ aspirations for collective prosperity and employment, self-employment, and business ownership.
The Pacific Employment Action Plan supports the four Lalanga Fou goal areas and the vision of Pacific Aotearoa through three strategic objectives:
Read the Pacific Employment Action Plan
The Wellbeing Budget has embraced Pacific values and Pacific-led solutions to achieving intergenerational outcomes while also meeting present-day needs. The Budget responds to the refreshed vision for Pacific peoples as captured by the Ministry for Pacific Peoples’ Lalanga Fou Report, which highlights four key goal areas, with the focus on languages, cultures, prosperous communities, resilience, health, in addition to being confident, thriving Pacific young people.
We have created publications to tell the story of how The Wellbeing Budget can support Pacific Peoples:
The Ministry for Pacific People Strategic Intention publications are a high level document, (formerly the Statement of Intent) which provides strategic direction and operating intentions transparent to Parliament and the New Zealand public about the Ministry’s purpose and delivery of Government’s priorities.
The annual report is a key accountability document that all New Zealand Government departments are required to produce. It sets out the operating context, our strategic direction, what we aimed to achieve over the previous 12 months, and what we did achieve, measured against the targets outlined in our statements of intent.
The government has committed to eliminating the gender pay gap within the Public Service, and has made substantial progress so far. In 2018, Public Service agencies were asked to focus on the following actions and milestones:
The gender pay gap action plan in February 2020 indicated that the gender pay gap was favourable to women in most salary bands in 2018. Efforts to eliminate the small gender pay gap through reviewing salaries and more awareness of gender pay principles allowed MPP to close the pay gap between women and men, therefore achieve government commitment. Analysis in 2020 showed no gender pay gap within MPP and 71% of leadership roles at tiers 2-3 were held by Pacific/Maori women. At this time there were 64 staff within MPP and included a highly diverse workforce with representation from 6 Pacific Island nationalities and Maori.
Addressing the Gender Pay Principles has allowed MPP to set objectives to increase awareness of bias and discrimination. We have made great progress from 2018 through to 2020 in achieving the milestones.
The Performance Improvement Framework (PIF) helps senior leaders in the Public Service lead performance improvement in their agencies and across the system. It looks at the current state of an agency, then how well placed it is to deal with the issues that confront it in the medium-term future. It looks at the areas where the agency needs to do the most work to make itself fit-for-purpose.
The Chief Executive's (CE's) expenses are listed below in 12-monthly instalments. This information is provided in response to the State Services Commissioner's introduction of a disclosure regime for chief executive expenses, gifts and hospitality, and is also available on www.data.govt.nz.