RSE Labor Inspector, Sarah Smith

Brandheart‘s Ken Mitchell

Funded by the NZ government and coordinated through their Ministry of Foreign Affairs and the Department of Labor, the workshop was run by Mr Ken Mitchell of Brandheart, a NZ firm specialising in tailor-made programmes which support and strengthen an organisation’s operating model, strategic goals, vision, desired culture, manager and staff competencies and performance management system.

“This programme is unique and is set up especially for the RSE Scheme. To help those involved understand the expectations of NZ employers. The growers are on a timetable that is dictated by the weather…and it’s not easy to have the mobility in this industry from within the country, let alone from another part of the world,�? said Mr Mitchell.

A logistical challenge, but one worth the time and energy according to both Mr Mitchell and Ms Sarah Smith of the NZ Department of Labor. Both agreed that Samoan workers are regarded as reliable, hardworking, friendly and polite and are so respected they are often asked to come back again each year.

Ms Smith, a RSE Labor Inspector, said the training has the added aim of preparing for further scheme expansion and addressing issues that may hinder that process.

“This is the final stop for this training round. We’ve been to Kiribati, Tonga, Solomon Islands and Vanuatu. It’s a process strengthening workshop to improve communication and building and maintaining customer relationships.

“Overseas markets are fast-paced and demanding and it’s important to understand their expectations. For example, answering emails as soon as they come through and providing a timeframe for actioning requests.

“For Samoa, it’s been a matter of fine-tuning the current processes in place. We have been working towards a customer service promise and looking at the different players involved and how they can work together in the scheme.�?

Representatives from government ministries (Health, Labor, Justice), the National Health Service, Air New Zealand, NZ and Samoa Immigration, the Central Bank of Samoa and agents for the seasonal workers were all present to discuss the issues faced by each stakeholder and formulate a plan of action.

The biggest challenge facing stakeholders, as identified by the local RSE Scheme team, were in meeting deadlines. Notably, the processing of eligible workers from start to end and getting them to New Zealand by the due date. Some factors contributing to the delay:

• The costs associated with the scheme: it is challenging for workers to raise the necessary funds to cover airfares and visas.

• Visa processing time – it currently takes NZ Immigration 5 days to finalise a visa.

• MPMC RSE staff have had difficulty contacting workers who have returned from NZ. Many employers in NZ request the same workers to return again.

• Medical reports: there is only one authorised radiographer in the country and workers must pass a comprehensive medical check as part of the RSE acceptance process.

• Stop notices. Oftentimes this is only identified at airport departure time. Many of those affected are unaware there are stop-notices registered against them. A request has been submitted by the Ministry of Justice for MPMC to provide a list of RSE workers for a pre-check; before non-refundable airfares and visa fees have been handed over and to aid in the speedy processing of new candidates where required.

Local philanthropist Tuatagaloa Joe Annandale commented from the ‘agent’ perspective.

“This scheme has been very good for the people of our district (Falealili). It has given them an opportunity to make some serious money in a short amount of time. The work is incredibly hard, but the rewards have meant a positive leap forward in circumstance for many of them.

“Overall it’s been a wonderful program, but with any new scheme – and we must remember RSE is only 4 years old – there are going to be teething problems.�?

Tuatagaloa pointed to the culture shock experienced by some, as well as the language barrier that often accompanies first-time travel to a foreign country.

“In association with the Tindall Foundation of NZ, we here at Falealili are going to start an orientation programme this year for our workers. Giving them numeracy and literacy training to better acclimatise to working in NZ. Not only that, but to give them the confidence to really go out and experience what life in NZ has to offer.�?

A focus on personal development, according to Tuatagaloa, will ensure workers who finish with the scheme will leave with more than a pay check.

“What I’ve found is that the novelty has started to wear off for some of the workers who have gone previously…after two or three seasons in NZ, some have come back and said that they have had enough for now.

“Lucky for us, we have a huge labor-pool and we are nowhere near exhausting these numbers.�?

Brandheart’s Mr Mitchell said the aim now is to increase the number of workers that are coming from Samoa and actually increase the RSE Scheme overall in NZ.

“It’s a win-win, NZ loves the RSE workers,�? he said.

The Recognized Seasonal Employer (RSE) Scheme has recently received extra attention from the New Zealand government by way of a training workshop focusing on ways to improve customer relationships between the various sectors involved.

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