- Title page
- Executive summary
- Staff numbers
- Pay movement
- Collective bargaining
- Gender pay gaps
- Pay gaps5 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, 2003-2005
- Appendix 2: Collective Bargaining and Employment Term - June 2005
Recruitment difficulties, skill shortages and skill gaps
Remuneration was the most commonly reported cause of recruitment difficulties in 2005. More departments reported this as a recruitment difficulty in 2005 (22 departments), than in 2004 (18 departments). Some strategies reported for dealing with this were to appoint a person with a lower level of skills with the view to developing them, revise the salary range, or to pay a premium above the salary range.
Negative perceptions of working for the Public Service, a particular department or in a particular role, was the second most common cause of recruitment difficulties.
Skill shortages exist when employers have difficulty filling vacancies for positions where pay and conditions are reasonable. Policy analysts continued to be the most commonly reported skill shortage, particularly senior policy analysts. The 12 departments that reported this said there was a lack of suitably qualified or experienced candidates for these positions and there was strong competition between departments for people with these skills.
Methods for dealing with the skill shortage for policy analyst roles included hiring contractors, continuous advertising and recruiting from overseas, as well as developing existing staff through secondments and internal leadership programmes.
Other skill shortages reported by several departments included a range of IT, human resource and administration roles. Five departments reported a shortage of people suitable to fill roles related to Māori language and /or culture or land issues.
Reported skill shortages that were department specific were social workers, archivists, veterinarians, surveyors and legal support staff.
The information departments provided on skill gaps supported that already provided for recruitment difficulties and skill shortages. The most common skill gap across departments was in the area of high-level policy analysis, followed by the related skills of project management and relationship management.
The main factors departments saw as affecting their future staffing capability were: the tight labour market and competition for staff within the Public Service and with other sectors, remuneration levels, and bureaucratic recruitment processes hindering their ability to react quickly to changing market conditions.