Good Employer

Being a good employer is important to us, and in the first year we focused on building strong frameworks in the following areas.

Leadership, accountability and culture

We have a professional, supportive, safe and healthy workplace.  Our people work smart and hard and have good judgement.

Principles

We do the right thing – legally, ethically and commercially:

  • We value diversity of thought, ideas, skills, experience and background
  • We maintain appropriate standards of behaviour, language and dress, and ensure we represent Infracom positively in all aspects of our work
  • We are public sector – we use Infracom property and resources responsibly.

Conduct

  • We comply with the State Services Commission (now Te Kawa Mataaho with effect from the Public Service Act 2020) Standards of Integrity and Conduct.
  • We remain politically neutral at work.
  • We place a strong emphasis on creating a high-performing and constructive environment.

Employee development, promotion and exit

We have built an agile resourcing business model, where permanent employees are supported by consultants who provide the specialist technical skills required to deliver the outcomes we aim to achieve.

We are committed to offering equal employment opportunities to prospective and existing staff. Investing in professional development opportunities is central to our employment offering. 

Permanent employees and employees on fixed-term contracts of more than six months have performance development plans, and we apply a 70/20/10 approach to development.  Poor performance and disciplinary issues are addressed promptly, respectfully and lawfully.

Exit guidelines and an exit interview process are in place for people who leave the organisation.

Flexibility and work design

We support flexible working, and all staff are provided with devices and secure systems to enable them to work remotely. Remote working was activated during COVID-19 and we were able to operate with minimal business interruption. 

Recruitment, induction and selection

Infracom’s recruitment and selection processes are conducted in accordance with merit and equity principles while meeting the requirements of Government guidelines and New Zealand employment legislation, the Human Rights Act 1993 and the Privacy Act 1993.  All positions are independently graded through a position classification process and candidates are assessed equitably against key selection criteria. 

As our needs become clearer and stabilise we are moving away from the engagement of contractors in favour of permanent employees.  We are prudent in the use of consultants and engage them through a competitive process wherever appropriate.

Harassment and bullying prevention

We have zero tolerance for bullying and harassment, and we are committed to the Standards of Integrity and Conduct that details our expected behaviours.

Safe and healthy environment

Infracom maintains a professional, supportive, safe and healthy work environment.  Our employees take responsibility for keeping each other and our guests safe from potential hazards both in the Infracom office and when visiting project sites. 

Our health and safety policies, in accordance with the Health and Safety at Work Act 2015, aim to promote a mindset of risk identification and proactive management of health, safety and wellbeing issues.  Our Leadership team and Board regularly discuss and consider any reported incidents, near misses and hazards.

We have a Business Continuity Plan that was activated during the COVID-19 lockdown period.

Infracom understands it has a role in promoting, protecting and supporting its people’s physical and mental wellbeing.  We are committed to taking all reasonable steps to prevent, eliminate or minimise workplace stress and to encourage our people to build and maintain their wellbeing.

Other support initiatives include: 

  • Wellbeing assistance contribution
  • Employee Assistance Programme
  • Discounted group medical insurance
  • Annual flu vaccinations for staff  
  • Office sit-to-stand desks for staff
  • Ergonomic assessments of all workstations, furniture and equipment
  • Self-assessment tools for staff when working from home.  

Remuneration, recognition and conditions

  • Permanent employees’ remuneration will be reviewed at least annually.
  • Our remuneration ranges for each role are reviewed annually and compared to relevant market data.
  • Individual performance plans recognise delivery against key indicators and agreed actions.

The policies for and practices of the above areas are recorded in ‘The Way We Work’ , which is available to all employees.