Wellington’s economy is growing and unemployment is low. In this climate, staff retention becomes more challenging. The job market is tight and there is more competition among employers for qualified people.
We’ve taken steps to make the Council a more attractive place to work and reduce our staff turnover. As part of this, we’re implementing an organisation development programme focusing on building a constructive culture. We’ve workshopped and developed new values for the Council and are looking at how we can put these into practice. We’re also implementing a diversity and inclusion programme of work that acknowledges the rich mix of people who work at the Council and the positive impact this has on our work culture and productivity.
The graphs in this section show which areas our staff work in, their gender and type of employment.
The biggest division of our organisation structure is Customer and Community, which includes all our parks and recreation staff. Women make up 55 percent of our workforce, 86 percent of our staff are permanent employees and 14 percent are on other contract types.
Figure 7 contains details on Council employee numbers by gender. Between 1 July 2017 and 30 June 2018, there were in general, a similar number of females and males in tiers 1 to 4 of the organisation (tier 1 is the chief executive, tier 4 in general covers team leader roles). When all 1,785 employees across the organisation are taken into account, there are 163 more females than males. This is the first year that we have reported employee gender information in this way.
Staff numbers and turnover
From 1 July 2017 to 30 June 2018, the Council’s average permanent staff was 1,496. This was a 2 percent increase on last year.
In the last year, 319 (21.3 percent) people left the organisation.