Investing in people
Gwen Grelet, a visiting scientist from Aberdeen University
Knowledge & professional development
We spent $1,610 per FTE (equivalent to 2.35% of our payroll) on direct training, which includes conferences, training courses and further postgraduate study for our staff (but excludes travel allowances). This year we supported seven staff studying for for their PhD and one who is completing an additional Masters. We also awarded an internal postdoctoral fellowship to one of our staff.
Building leadership skills
Following enthusiastic feedback from the fi rst cohort through our year–long Leadership Development Programme, we offered the course to another group this calendar year. The programme was developed in–house specifically to suit Landcare Research’s needs, with a series of 1– or 2–day workshop modules conducted by internal and external facilitators. We also introduced a Line Managers Programme, with a similar modular structure to the Leadership Development Programme but specifically to support and improve operational management skills at this level. Participants have been consistently positive about both programmes.
Workforce planning
As part of our workforce planning processes, we regularly review our mix of capabilities, expertise and skill sets, and how this mix should be managed to best ensure Landcare Research’s ongoing success. Workforce plans for key areas and talent management plans for key staff underpin retention, recruitment and talent management initiatives such as the Leadership Development Programme.
Turnover & recruitment
This year turnover for key senior scientists was zero and 7.8% across all science staff (12.5% in 2008/09), a pleasing result given the international competitiveness for high–calibre scientists. It has been increasingly diffi cult to attract candidates with specialist modelling capabilities in high growth areas such as greenhouse gas mitigation research. Of 21 new scientists recruited during the year, eight were women and eight were from overseas.
About two–thirds of our total staff self–identify as New Zealanders. The other third represent a very wide range of nationalities,
reflecting the global nature of science. Staff from overseas contribute significantly to establishing links with research institutes and universities in their home countries.
Encouraging new scientists
We continue to provide opportunities for postdoctoral researchers, attracting early–career scientists from many parts of the world (New Zealand, Australia, USA, UK, Ireland, Europe, Korea and Japan). Five commenced during the year bringing the total with us during the year to 17. Our staff also supervised 74 PhD and 24 Masters students.
Training for good workplace practices
Thirty–three staff participated in our annual Field Forum, with 12 staff joining in via videoconference from other sites. Topics covered included Field Intentions notifications, emergencies, Search and Rescue responses, personal locator beacons, dealing with anaphylactic reactions to wasp and bee stings, and posture and fitness for injury prevention. In addition 88 staff completed First Aid Training this year, including 14 who undertook Outdoor First Aid courses. During November/ December, 58 staff attended internal Health, Safety and Environment Compliance Workshops at our four major sites. We continue to provide a range of IT training courses that are delivered to small groups in relaxed, hands–on tutorials. Courses are tailored to the needs of all Landcare Research staff, and are repeated a regular intervals throughout the year to maintain high skill levels and efficient use of computing resources.