- Title page
- Executive Summary
- Staff Numbers
- Collective Bargaining
- Pay Movement
- Gender Pay Gap
- Pay Gaps for Ethnic Groups
- Employment Stability and Security
- Recruitment Difficulties, Skill Shortages and Skill Gaps
- Equal Employment Opportunities
- Appendix 1: Full-time Equivalent Number of Employees, 2001-2003
- Appendix 2: Collective Bargaining and Employment Term - June 2003
Recruitment Difficulties, Skill Shortages and Skill Gaps
Twenty-three departments (62%) reported recruitment difficulties in the year to 30 June 2003. Twenty departments reported low remuneration as the most common barrier to recruitment. Six departments reported the reputation of the department as a recruitment barrier and four departments reported working conditions. These latter reasons were always given in combination with remuneration. The most commonly reported counteractions for low remuneration were to offer higher remuneration or offer the position to a less preferred and/or less experienced candidate.
Twenty-three departments (62%) reported skill shortages (where positions had not been filled due to a lack of suitably qualified candidates). Common skill shortages reported were for policy analysts/advisers particularly at a senior level and with Maori and Pacific knowledge. Similar themes were reported in the 2002 and 2001 surveys.
Sixty two percent of the departments reported skill gaps in 2003. The most common skill gap reported by departments was in the area of management skills - including contract, relationship, operational and project management. Other common skill gaps were analytical/evaluative skills, IT skills, report writing and lack of central government knowledge.
Remuneration was the most common factor departments expected would have a significant impact on their future capability. Several departments considered their remuneration levels were not competitive either within the Public Service and/or the wider labour market to attract or retain good staff. They expected that the labour market would continue to be tight in the future, which would compound the remuneration problem. A perceived lack of ethnic diversity, and in particular a shortage of Maori and Pacific staff in the Public Service, was commonly reported as having a significant impact on future capability. The shortage affects a wide range of positions such as advisors/analysts in economic, social and conservation areas, language services and social services.