Focus Spring 2017

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u p d a t in g a n d in f o rmin g t h e Gre a t e r E a st Ta ma ki b u sin e ss co mmu n it y

4 From apprenticeship to ownershiP 6 Workforce trends and insights 8 Transitioning students to the workplace 19 Reharvesting pallets 21 Why employ young people 26 Property Update



Editor: Jane Tongatule E Advertising: E

From the Chair

PO Box 58260 Botany Auckland 2163 P 09 273 6274

Welcome to the final issue of Focus for 2017. The theme of this issue is skills and employment which is very topical, given the skills shortage. There is a lot being done behind the scenes to upskill young people to ensure they are work-ready, and we feature one of the champions leading this, and other initiatives and local businesses responding to the challenge. Our AGM was held on 27 September, where the 2016 / 2017 Annual Report and 2017 / 2018 Business Plan and Budget were presented, along with the 2018 / 2019 Indicative Budget. I would like to take this opportunity to welcome the new members to our committee: Nick Biland, the Managing Director of Plummer Compressors, and Brendon Kelly, co-owner of Quest Highbrook. I would like to pass on a big thanks to retiring Committee members Phil Clarke, who has served on the Committee for ten years, and Phil Bond. Thank you also to our sponsors who have renewed their GETBA sponsorship commitment, and to our new sponsor, Skills who are based in Highbrook. More on our committee members and sponsors on pages 22-23. It has been an extraordinarily wet winter and spring, but with daylight saving now in place, the election behind us and Christmas not far off, we can all look forward to a welcome break. On behalf of GETBA and your committee, I trust you will enjoy reading our spring Focus magazine. We look forward to seeing you at GETBA events leading up to Christmas. In the meantime, as always, visit the GETBA website regularly for all that is happening in East Tamaki.

Upcoming events

Richard Poole Chairman, Getba

19 October Business Owners Forum: Marketing 26 October St John: First on the Scene 2 November Bayleys Business Showcase and Property Market Update 16 November St John: First Aid Level 1 21 or 28 November Breakfast


FOCUS ON skills & Employment S P R I N G 2 0 1 7

GETBA Sponsors

employment pathways programme. The programme includes initiatives such as the Youth Employer Pledge, JobFest, and the 12-month BuildAKL industry youth recruitment campaign. Up to 2,000 young Aucklanders and around 75 employers attended JobFest West in mid-October, the largest event of its kind in New Zealand designed to get young people work-ready and into jobs. This was the sixth JobFest to be held, and while it’s too early to gauge employment outcomes for this event, more than 500 young people have been employed as a result of JobFest since it began in 2015.

Why shaping the careers of young Aucklanders will help future proof your business Auckland has an ageing workforce. This means that, over the next decade, the proportion of ‘new entrants’ to our regional workforce will rise by 20%. This means that competition to attract young workers will increase, so it has never been more important to attract, nurture and retain talent within your business. Young Aucklanders will face a world of fast-moving change. Disruptive technologies will create new markets and displace existing ones, and given New Zealand’s relatively healthy economy and flexible regulatory environment, we are well placed to evolve and prosper as long as we do the ground work now. The recent Future Ready Summit organised by Auckland Tourism Events and Economic Development (ATEED) in partnership with the Sustainable Business Council (SBC) and Business NZ put challenges and opportunities on the table for global experts, business leaders and talent acquisition specialists to debate. But, as well as looking ahead, we need to address today’s challenge which sees 27,300 young Aucklanders aged between 15 and 24 not in employment, education, or training (NEETs). This figure for the year ending June 2017 represents 11% of the total number of Aucklanders in this age group. We all have a role to play in nurturing the entrepreneurial talent of young Aucklanders and helping them into jobs which will shape their careers. So why do we have so many young people out of work

when Auckland’s economy is thriving to the extent that we have a severe skills shortage in industries such as tourism and hospitality, construction and infrastructure, and technology? ATEED, in partnership with the construction and infrastructure industry, launched an initiative to help address a significant skills shortage in this sector, with 32,000 people needed within the next few years to meet demand. BuildAKL, an interactive social media campaign which launched last year, helped to expose the sector’s diverse range of opportunities to a youth audience. The programme gave a group of young people practical work experience and their journey was documented and profiled on Facebook. More than 300,000 people have seen a BuildAKL Facebook post and over 5,200 people are following the page. Growing and attracting skilled talent is one of ATEED’s five strategic priorities, and is delivered through the youth

Many of the Auckland businesses who participate in JobFest are Youth Employer Pledge partners. There are now 69 Auckland pledge partners, including a number of GETBA members. Businesses with operations in East Tamaki have also taken the pledge including the NZ Post Group, AWF, Matrix Security and Waste Management. These leading employers are seeking out and mentoring young people. In return, they are building a sustainable workforce for the future, connecting with youth customer segments, local communities, and bringing diversity and fresh ideas to the fore. The annual Young at Heart Awards are another means of recognising and rewarding businesses which have shown a commitment to encouraging budding talent by employing young people. In three years’ time, more than half of the world’s workforce will be Generation Y, so it’s important for business leaders and employers to engage with this sophisticated and technology-savvy group now to prepare for our workforce of tomorrow. Young people want to know what different industries offer, and how to get their start with Auckland employers. By working together we can continue to bridge the gap between young jobseekers and employers and develop a robust workforce which sets the scene for generations to come.  Patrick McVeigh Auckland Tourism, Events and Economic Development, General Manager for Business, Innovation and Skills

Ian Rivett HR Manager at Highbrook based Viridian Glass (left) signing the Youth Employer Pledge with Sir Stephen Tindall.

S P R I N G 2 0 1 7 FOCUS ON skills & Employment


Fergusson Welding

From apprenticeship to ownership It didn’t come as a surprise to Jo and Mal Maria when former apprentice, Neru Aneru stepped up to transition into ownership of their business. After all, he had been with them for almost 25 years, and there was a precedent. “I guess that’s why we knew it would work when Neru told us he can do this, as we had done it ourselves. Also, we know him, we know his family. I feel proud watching his children, like they’re my grandkids,” says Jo. Fergusson Welding was established in 1969 and was originally based in Otahuhu before moving to East Tamaki. After having worked with founder Rod Fergusson for over a decade, Mal took ownership in 1985. “I haven’t walked far,” laughs Mal. They were situated next door from their current premises on Greenmount Drive when it was the only building on the street. Fergusson Welding is an owner/operator fabricating steel business who pride themselves on quality workmanship. The earlier years consisted of steel work for local factories and working on bitumen plants and steel tanks. Now, the team do 4

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predominantly high end residential work for local builders, with a good influx of clientele through referrals, word of mouth and a great reputation. Jo and Mal had three young children when they bought the business. It wasn’t an easy climb at the onset, especially after losing a big project from a firm which went under. This is one of the reasons that they moved their focus to smaller projects. “We have hardly ever had to go out looking for business,” admits Mal. It has always been a small close-knit team with 5-6 employees, some of whom have gone on to retire after long-term employment with Fergusson Welding. Being a small team, everything is selfpoliced with Mal and Neru working closely with everyone. They get given a lot of responsibility which Neru oversees. It is all about teamwork.

“Mal is down there in the workshop working with us, and it shows that if he can do it, we can too,” says Neru. “I knew where I was going, this is something I wanted to do. It’s not always the case with some workers. We try to motivate them – we give them short term goals and time to work their way up. They trust us and if there is a problem, they come and talk to us.”

Apprenticeships add value Quite apart from finding Neru, recruiting work-ready apprentices from Manukau Institute of Technology (MIT) has worked well for Fergusson Welding over the years. “They have the ground work done already so it’s easier bringing them in and training them,” reveals Mal. “There is no need to go overseas when we have good talent and skilled youngsters in New Zealand,” Neru adds enthusiastically. Jo and Mal gave him the opportunity and he wants to give it back to the community too. He emphasises how important it is for

Neru Aneru (left) with Jo and Mal Maria.

young workers to be reliable and willing to learn – “They need the right attitude. If someone is happy and keen on their job, it reflects on everyone around them.” Born in Samoa, Neru migrated to New Zealand with his family when he was 11 years old. He studied at Otahuhu College and then went onto MIT to do a NZ Certificate in Engineering. It was whilst studying at MIT that he saw a Fergusson Welding ad and decided to get in touch. Upon commencing his new job, Neru worked full time during the day and went to MIT in the evening. “Studying Engineering in Heavy Fabrication and doing CAD drawing at MIT gave me that advantage coming into this job,” says Neru. “It’s been really good, when you design something and go out on the floor and make it. You then see it on site, you feel proud that it’s your work. You look forward to coming to work every day.”

More than business – it’s a family affair Two years ago, looking to slowly ease off the business, Jo and Mal brought in a business coach. They have been shown a different way of thinking and approach to business. Mal admits, that although it has been difficult to break away from the old way of doing things, the business coach has brought a fresh perspective. “It’s about knowing where to find the balance”, adds Neru. The coach also assisted with the succession plan. Neru never thought he’d be an owner of a small business. “Coming from my cultural background, it never crossed my mind. Culture drives you too and it makes me proud and humbled that I’ve achieved something. The opportunity was there and I thought, I can do this. The hard work you put in, eventually shows the results.” “I remember it was your birthday the day we called you all those years ago,” recalls Jo. “He was so excited, I had to tell him it was only for an interview although he was acting like he had the job already! He

went into the job very eager and clued up, and his social skills have helped him build strong relationships with the staff and clients alike. Now, we tend to go to Neru for most things as he picks up things so quickly, especially keeping up with technology,” Jo admits. Neru is also a family man with strong Christian values, he is married to Nia and is a father of four. Jo and Mal have taken an interest in his family and encouraged them into home ownership which has helped them take this step into business ownership. Neru’s wife, Nia will eventually take over Jo’s role after the transition period. “It’s been in the cooking for decades and has worked out well for us. We’ll play it by ear as Mal still wants to be part of it,” says Jo. “I’ll be ready when Neru is,” Mal is quick to add. From one family to another, Fergusson Welding is in good hands.

 S P R I N G 2 0 1 7 FOCUS ON skills & Employment


CHANDLER MACLEOD Workforce Research




Key Trends and Insights

Chandler MacLeod have, through research, uncovered the latest workplace trends and developments and summarised some key insights highlighting what’s on the horizon for employers.

The Ageing Workforce An Untapped Resource As more baby boomers enter retirement age and the ratio between the numbers of workers to the numbers of retirees’ rockets, why should New Zealand businesses be concerned?

that older workers are a relatively untapped resource in their industry. Why aren’t firms hiring more older workers? The key reason according to employers is simply that older workers do not apply for the roles advertised. Despite the productivity benefits employers note that older workers bring, and the diversity advantage available, few organisations have structures in place to reap these dividends.

There has been much said, in recent years, on New Zealand’s ageing population and workforce participation rates, but while 56% of employers believe that an ageing workforce will have a large or very large impact on their own organisation, they have been largely content to leave the issue to government policy makers.


25% 44%

Our data also indicates that age related discrimination is a problem in New Zealand - 46% of employers and 32% of employees believe age discrimination is a problem in their industry.

of our population will be over 65 in 40 years’ time.

of our respondents did not feel that this demographic shift would have any meaningful impact on their business. There is also a real benefit to be gained from employing older workers. Most (59%) employers note that there is a shortage of highly experienced workers in their industry. By the same token, 48% agree 6

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of employers have specific planning strategies around ageing workforce participation.

With four generations now within the workforce, this issue will become more important. Some of the key ideas that have emerged from this research is the notion of multigenerational diversity in the workforce, as well as New Zealand’s ageing workforce, and how these are being approached by employers. Though our Talent Management research made it evident that many employers are not approaching the multigenerational workforce as efficiently as they could be, our research on organisational culture makes it clear that generational differences don’t impact every aspect of working life.



Talent Management 4 Generations in 1 Workplace What our research into talent management highlighted, was that there is a disconnect between employers and employees when it comes to priorities. With four generations now firmly entrenched in the workplace, much has been said about the need for new management strategies that cater to a multigenerational workforce. • We know that staff from all generations seek a flexible work environment, however, employers also need to ensure productivity is not compromised. Although three in four (76%) agree that flexible working arrangements provide a positive return on investment, employers are divided as to the impact of flexibility on productivity. One in three agree that there is an inverse relationship between flexible work arrangements and productivity, whereas 39% disagree with this. • It is clear that engagement and management strategies that worked for say, the Traditionalist generation (3% of the workforce and soon to become insignificant), will have to be rewritten when it comes to Millennials. • While Gen X is currently the largest generation of active workers, the Millennial generation, or Generation Y, is the largest to emerge since the Baby Boomers, and as this group quickly grows as a proportion of the workforce, employers will need to make major adjustments in their strategies. • Our research found that just over half (52%) of employers do not have any generation specific talent management strategies in place. Only 3% of

organisations surveyed have strategies in place for all four generations. • Furthermore, many of the employers who are attempting to put these strategies in place don’t seem to share the same ideas as their employees. In the case of Millennial employees, employers focus on development, regular goal setting and continuous review of talent to engage this generation in the workplace. • But it’s not just millennials that employers struggle with. Our research shows that employers are also guilty of underestimating the importance of training to keep up with the times for Gen-Xers. Flexible working is here to stay: the desire for flexible work conditions spans all four generations and uptake of new technology is increasingly facilitating the trend towards flexible working arrangements. But although 76% of employers agree that flexible working arrangements provide a positive return on investment, one in three believe there is an inverse relationship between flexible work arrangements and productivity.

Flexible work design A Strategic Imperative One of the key points emerging from our talent management research was the notion of workplace flexibility and flexible working. All indicators point to the fact that flexible work design is here to stay. The correlation between flexible work and employee engagement cannot be ignored and organisations who don’t respond to the changing needs of their employees in this respect, will likely find themselves on the back foot when it comes to attracting and retaining key talent. • As seen in our previous research, Millennials are leading the charge for workplace flexibility, with 89% of those surveyed indicating that they would prefer to work when and where they choose, rather than in a corporate 9 to 5 job. • Research from the Chartered Management Institute was also in line with this, with 59% of managers predicting the traditional 9 to 5 to disappear before 2020. • However, though many employers feel that this trend is unavoidable, that doesn’t mean that they think it’s positive. 30% of the employers we surveyed felt that there was an inverse relationship between flexible working arrangements and productivity.

68% of workers who would quit their job for a similar one with flexible hours

Workers who currently work flexible hours

Workers favoUr flexible hours for




of all workers

work-life balance



are women

46% are 31-45 year olds

• Such a high number is especially surprising, given how common flexible working arrangements are and how much more common they will become as technology develops and globalisation continues.



balancing caring responsibilities


of millennials state pursuing personal hobbies

• While many workers have for some time been able to vary their start and finish times within a 40-hour framework, it is clear that the introduction of the Amendment to the Employment Relations Act takes this concept to the next level, by introducing the obligation on organisations to have a formal process and the right to employees to that process.

on investment, why is it that so many question productivity? Flexible work is already highly sought after by employees and this is only trending to increase. If employers who are opposed to flexible working do not find a way to make it work for them, they may find it difficult to recruit top talent in the future.

With the vast majority of those surveyed reporting that flexible working arrangements generate a positive return

 Contact Melissa Qiri for more information on 09 601 8004 S P R I N G 2 0 1 7 FOCUS ON skills & Employment




Record number of Kiwis in trade apprenticeships

Transitioning students to the workplace

A record number of Kiwis are looking to the trades to build a career but this is still not enough to meet industry demand.

Left to right: Daniel Poe, Michael Patton, Freestyla Constructors Ltd, Warwick Quinn, CE, BCITO, John Cole, BCITO South Auckland Area Manager.

For the first time in the organisation’s history, the Building and Construction Industry Training Organisation has 11,000 apprentices actively working towards a qualification. “This is a fantastic milestone but we still need thousands more apprentices in training each year to meet demand,” says BCITO Chief Executive Warwick Quinn. “New Zealand is in the midst of a skills shortage.” The construction and building sector needs 65,000 new people over the next five years to meet new growth and replace people who leave. “There has a never been a better time to consider a career in construction,” Warwick Quinn adds.“We expect this current pressure to continue into the 2020s. Forecasts for the next few years provide confidence for people considering a career in the construction industry and for business owners thinking about expanding their business and taking on more staff.” The 11,000th apprentice, Daniel Poe, says the trades offer him fantastic career opportunities and job security. “Building is the family trade. My father was a builder, I used to tag along with him on jobs. He taught me a lot and was really supportive when I decided to start an apprenticeship.” The father of three completed his schooling in Samoa before moving to Auckland. He thinks it is never too late to begin an apprenticeship. “I’m looking forward to becoming a foreman, stepping up and taking the lead on projects. One day, I would like to own a business in New Zealand and also find a way to give back to the community in Samoa and the islands.” Daniel is employed by FreeStyla Constructors in Auckland which employs about 100 people. His employer Michael Patton says taking on apprentices benefits both sides. “By training my staff I help them to get better at their jobs, earn more money and expand their opportunities. As an employer training is essential to make my workforce grow.” says Michael. “The current environment is hectic and is only going to become more so. There is a definite shortage of skilled workers in New Zealand so the more people we encourage to join the trades the better.” BCITO has organised a range of nation-wide initiatives in recent months to demonstrate the value of apprenticeships in the building and construction industry. These have included the Not Your Average Tradie Road Trip, their annual Big Construction Tour and the BuildAbility Challenge which is currently underway at secondary schools across New Zealand. A presentation was held in Auckland on Wednesday 12 July to mark this milestone.  8

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Manukau Institute of Technology (MIT) is a major provider in the transition space between school, further training and employment. We have a number of secondary/tertiary programmes in our Trades Academy and Dual Pathways Pilot programmes and across other parts of the institute. Our Trades Academy involves over 360 students from 25 local schools studying Level 2 vocational pathway programmes with us for one day a week. The bulk of these are studying the trades and we consistently achieve over 90% successful transition to further study or to work (most return back to school at this stage). In excess of 75% of the students achieve their Level 2 in the year they are studying with us in the Trades Academy. Dual Pathways Pilot programmes involve over 100 students from local schools studying Level 3 programmes for two days a week. Again the trades, construction, automotive technology, and mechanical engineering, feature heavily. We believe very firmly that we should be better engaging with local industry to achieve a closer match between the needs of business and the student’s needs. Meaningful work experience opportunities, we think, are an important bridge between school and the world of work. Some local schools are arranging a day’s work experience in addition to the two days studying Level 3 with us and are reporting very high levels of engagement and successful transition into work. MIT is very interested in partnering with local businesses and schools in coordinating these sorts of arrangements.  Graeme McClennan Manager Pathways and Transitions Manukau Institute of Technology E. P. 027 568 8616

Hunter Turner

J&J Plumbing and Gasfitting WorldSkills NZ Plumbing and Heating winner 2016 “Instead of doing Year 13 at school I began studying for my Certificate in Plumbing and Gas Fitting at MIT, and I’m so glad I did. It offered great facilities and our learning was very hands-on, which made it fun. We also had great support throughout from our tutors, who were mostly ex-tradesmen. Their strong industry connections meant we had a head-start when it came to securing a job after graduating.

“I got a job before I had even completed my studies. It has a lot of variety including, plumbing, gas fitting, drain laying, roofing, driving diggers and lifts, as well as organising jobs. Thanks to the support of my MIT tutors I’ve also participated in the WorldSkills competition. “If you’re considering MIT, I’d say go for it; It can really take you places. You’ll be well qualified and prepared for the workplace.”

Alex Benn

Apprentice, Continental Engineering “I initially started university but quickly realised it was going to be difficult to get a job with my degree so switched to a trade certificate in general engineering at MIT. As well as much better job prospects, it also offered free fees for my course, which was fantastic. “The tutors were excellent and made sure we were well prepared for the workplace. MIT also has a great mechanical engineering workshop so we knew our way around the machines and had a running start when we entered the industry. “I’m now an apprentice at Continental Engineering where my job involves basic fabrication, machining, welding, and site work such as installing and maintenance of factory equipment. I really enjoy the variety.”

BrookE Stanners Apprentice, Econair Services

“High school wasn’t the right fit for me so I started at the MIT Trades Academy and became full time halfway through my final year of school. Studying for a New Zealand Certificate in Refrigeration and Air Conditioning was a great choice. I got a job in my chosen field before I even finished my course at MIT. I’m an apprentice at Econair Services, so my job involves working with fully qualified technicians to help install service air conditioning units in big industrial buildings. Our clients include Sky TV, Auckland Airport and a number of large offices. Our teachers created a good learning environment, classes were always interesting and we were well prepared for the workplace. I also made great friends during my studies. Now I’m working in a job I love, with supportive colleagues and no two days are the same.” S P R I N G 2 0 1 7 FOCUS ON skills & Employment


John Kotoisuva Getting Pacific youth into higher paid employment Those who attended the August Business Owners Forum on youth employment were struck by the passion and distinctive holistic approach of panellist John Kotoisuva as he described how he helps predominantly Pacific South Auckland youth on the pathway to employment. We tracked him down to learn more about his programme and philosophy.

His opening assertion on the panel was that poverty is not to do with dollars or the lack of it – that the source of poverty is not knowing who you are. Fijian born, John is one of 14 children, including 8 boys who are all in the engineering trade. His parents drummed into him and his brothers and sisters that everything they needed to succeed in life they were born with, and he has taken this belief and expanded on it over the last decade initially through the C-ME Mentoring Trust (the programme behind Trades at School) which in 2014 evolved into the Oceania Career Academy (OCA), New Zealand’s first Pacificowned and led NZQA Private Training Establishment (PTE) for Trades. John describes the transition as “C-Me being the caterpillar and OCA, the butterfly.” John is emphatic that he doesn’t just want to supply labour, saying it’s important that the young people become qualified to access higher paid employment. His work is largely a direct response to two needs; the needs of the industry for skills (demand) and the needs of the community (supply). “There is a sizeable low socio-economic population and a huge need to get these young people into higher paid jobs so they can change their home environment.” 10

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“The NEETs (not in education employment or training) category is increasing but we’re seeing more skilled workers from overseas. Our young individuals are directly in competition with a workforce from other countries which isn’t helping,” John adds. The need to get more young people into apprenticeships is one of the key reasons why OCA exists. Their efforts are utilised in bridging the gaps between the education sector and industry. The academy is based in South Auckland as they want to want to stay close to where the work is, to be close to the employer and continue building that relationship. They believe that a big part of the learning must be industry driven and to use industry as the classroom. “If we listen to industry more, we can turn a young person into a tax payer very quickly, very cost effectively and with low to zero student loan,” states John. John believes in preparing young people for the workplace in a much more realistic way and unlike the academically driven mainstream model. Theirs is a work-ready programme which includes drug and alcohol testing, attaining drivers licences, Site-Safe, first aid as well as establishing personal goals and more. They have refined their model, making it compulsory to be inclusive of families.

They begin by going into secondary schools to speak to students about how the trade is used to strengthen, grow, refine and sustain them. Following this, they engage the parents advocating the same message. And the answer is always, ‘Wow this is good.’ They then take them on an industry tour so they can see the different options available to them. Currently, the trainees are enrolled with OCA for 12 months, coming in two days a week, with the other three days at school. They engage with families once a term. A decade ago, 60% of apprenticeships were being terminated within the first six months, and there were low participation rates among Pacific and Maori. “We need to look at the application of knowledge rather than memorising knowledge for the sake of passing exams.” “Some kids think better when they’re moving and doing practical work and these are the type of people that fall into this category. We should acknowledge and work with them in a more practical way. It’s a big blunder that stems from ignorance and arrogance, to split the academic and non-academic, and for non-academic to be perceived as ‘less than’. In reality, we are all academic,” he tells us.

“What we are doing is providing a model that is relevant to the learning styles of these individuals and similarly a model that is custom made for the needs of the industry,” says John. The over-arching philosophy that drives the OCA model is about building people and influencing attitudes, above and beyond the qualifications. “These guys, they only tend to think as far as this afternoon and not too much about tomorrow. We work with them to shift that mindset. We tell them that they are not boys and girls anymore but are young men and women with responsibility,” adds John. “We help them know how to put in, in order to get out.” “We talk to them about the table they eat from – which they didn’t contribute to, turning on the lights, having a shower… someone is paying for all that. We make them aware of responsibility. Someone has been responsible for them and now it’s their time where they’ve got to seriously consider contributing to the home and environment they live in. We want to increase their value as individuals so they can be paid for that value.” The academy guides these youngsters towards choosing a trade as the vehicle

that strengthens, develops, grows and refines their talents. They focus on bringing out their natural abilities and assist with pastoral care, tackling the things that hold them back from growing, and mentoring. “Through our mentoring, we try to guide the individual back to themselves telling them that everything they need is within them. The realisation that, I too have the X-Factor, it’s not only the people on TV.” “It’s about being a human being. Every child has the right to hear this stuff. We don’t want these young fellas to go out and end up in unskilled labour. When we release them, they’re on a training plan to becoming qualified towards something bigger which is very important,” he explains. What started off with four secondary

schools and 12 trainees, is now an academy that works with 24 secondary schools and hundreds of trainees. They work towards getting the individuals from work-ready – to work experience – to apprenticeship that leads to employment. The current model works with philanthropic and Whanau Ora funding. Next year OCA are hoping to get their first sustainable funding, one that has been approved in principle, yet to be formalised. This new model will cater for 100 trainees fulltime at OCA (five days a week). Once they have reached a certain level, it will become three days at OCA and two days in industry. Following this and once each trainee has attained a specific level, the three by two reverses, three days in the industry and two days at OCA. With a fully-fledged plan and model for 2018, John looks forward to taking the Academy to the next level. 

See the FOCUS Autumn 2017 edition for the successful OCA pipeline to employment partnership with building supply company Carters manufacturing site on Harris Road.



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Laser Plumbing and ATT

Apprentices grow business ATT (Apprenticeship Training Trust) based in Highbrook, is one of the construction industry’s success stories. ATT recruits, employs and places apprentices with host businesses in plumbing, gasfitting, drainlaying and electrical trades. Operating for over 25 years, they are now the largest employer of plumbing, gasfitting and drainlaying apprentices in New Zealand. After expanding into electrical apprentices two years ago, they are now a major employer of electrical apprentices too. A managed apprenticeship takes the worry and hassle away from trade businesses who want to take on an apprentice. This allows them to focus on what they do best – working on providing trade solutions to their customers. The ATT mission is “To provide opportunities for New Zealanders to train and become successful tradespeople”, this has never been more important than now, as the New Zealand construction industry struggles with a shortage of trades people.

Laser Plumbing East Tamaki is one of Auckland’s most successful and awarded plumbing businesses. Operating for over 10 years with 32 staff, they have a long association with ATT, currently host nine ATT apprentices and have hosted more than 25 ATT apprentices over the last 10 years. Laser Plumbing East Tamaki offer a complete service, providing solutions in plumbing, gasfitting, drainlaying and roofing in all aspects of the construction industry. Their customers include light commercial fit-outs, cafés, resthomes, kindergartens and residential dwellings for some of New Zealand’s largest building companies. They have won many business awards over the last 10 years and are one of the most recognised franchisees at the annual Laser Conference Awards. Their latest awards include – ‘Outstanding Growth Finalist 2017’, ‘Excellence in Software and Systems Finalist 2017’ and ‘Networking Excellence Finalist 2017’. ATT have been impressed by the commitment and effort Laser have provided to grow their own staff and the ATT apprentices. They consider Laser a very people-focused organisation, providing ongoing leadership training, 12

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Laser Plumbing’s Roger and Gillian Westbrooke

feedback and coaching to their people, including recognising performance at regular tool box sessions, so we talked with Roger and Gillian about their approach to apprenticeships. Why did you start employing your apprentices through ATT? The trades industry is booming all over New Zealand especially in Auckland with all the growth, but it is still hard to find good calibre apprentices. ATT understands our business needs which help them select apprentices who are most suited to our company. Our aim is to have apprentices for the long term and a number of our current qualified tradesmen started with us as an ATT apprentice. ATT provide essential support and guidance throughout the apprentices training and take the hard work out of recruiting new apprentices.

Once they are qualified, Laser Plumbing East Tamaki still provides the guidance and training opportunities to keep upskilling their employees while growing the business. How do the ATT Area Managers work with you to get the best out of the apprentices? ATT works with plumbing businesses to place the right apprentice into the right host business. Not every apprentice is suited to each business. Team dynamics, personalities and work types all play a big part of the decision-making process, for both the apprentice and the host. We have a dedicated Area Manager who visits the apprentices and our business regularly. What have you found to be the main benefits of employing an ATT managed apprentice?

Why does Laser Plumbing East Tamaki employ apprentices?

ATT have a thorough recruitment process and we know they are going to provide good apprentices that match our business.

Apprentices are a business’s future. Without hiring apprentices your business won’t grow. Apprentices do tend to cost the company for the first year of their training until you get them to a certain competency level, however, in year two they are a lot more productive and by year three they can usually work with limited supervision.

ATT provide essential support and guidance to both the apprentice and to us as a host business for the full training period of four years. They organise the apprentices block courses, monitor their progress making sure they are always on target with their learning, while providing feedback to both us as a host and the apprentice.

From the apprentice’s perspective Jacob

Jacob, a third-year apprentice with Laser Plumbing East Tamaki, became interested in training as a plumber after talking to tradesmen. For him the daily variety of work, with every day being different was one of his biggest drivers to become a plumber. His most rewarding aspect of being an apprentice is learning something new and then next time coming across that problem being able to nail it. What are the benefits of doing your apprenticeship through ATT? “ATT are a great support network and someone to ask questions – as you inevitably have a lot when you first start your apprenticeship. They organise all training, and provide all your PPE so you don’t have to waste time shopping around for a good price. The security of ATT and their opportunities are a nice safety net.”

How ATT Supports Host Businesses • ATT recruits, employs and places apprentices with host businesses in eletcrical, plumbing, gasfitting and drainlaying trades. • ATT provides a full service, value for money package including apprentice management, administration and recruitment. • ATT makes training an apprentice hassle free so you can focus on growing your business. ATT TAKES CARE OF APPRENTICE RECRUITMENT ATT is committed to providing the industry with quality apprentices and specialises in a comprehensive recruitment and screening process. ATT EMPLOYS THE APPRENTICE

Ciaran, also a third year apprentice with Laser Plumbing East Tamaki, says he loves plumbing – it is a lot cleaner than people think – “It’s not all toilets!” What advice would you give others in the same situation wanting to become an apprentice? “It is hard work, but it is only four years. No day is the same, and being able to go from little knowledge on a task or job to having the responsibility of looking after jobs is immensely satisfying. The hard work is all worth it and I wouldn’t want to be anything else. ATT and Laser Plumbing East Tamaki have both helped me achieve my dream.”


ATT directly employs the apprentice, mitigating risk for the host business should circumstances change. ATT IS THE LARGEST EMPLOYER IN THE SECTOR ATT is the largest employer in the New Zealand PGD sector ATT PROVIDES APPRENTICE MANAGEMENT SERVICES An allocated ATT Area Manager will visit each apprentice every 10 weeks to mentor them through to completion. ATT TAKES CARE OF ALL PAYMENTS The host business only pays for the hours worked by their apprentice. ATT organises all payments such as ACC, Kiwisaver, PAYE, sick leave, wages whilst on block courses and holiday pay. 

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Photographs by Grant Southam,


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breakfast with hon PAULA BENETT mp


S P R I N G 2 0 1 7 FOCUS ON skills & Employment


Crime prevention

Our Police recruiting a diverse and caring workforce

There was much local interest recently when it was realised that one of the Black Ferns who won the Women’s Rugby World Cup is a South Auckland police officer, Constable Charmaine Smith. While you don’t need to be a Black Fern to be a cop, you do need to care enough about other people and want to help them. That message came through loud and clear when we interviewed three local Police recruits.

As did the diversity of our Police force. “It’s not just diversity in terms of ethnicity, but diversity of everything - of thoughts, experience, knowledge, age, lifestyle and backgrounds. We live in a diverse community and we need to reflect the people we serve.” Inspector Wendy Spiller, Area Commander of Counties Manukau East Police tells us more about their recruitment strategy and process. She tells us that contrary to when she joined, there is now a mixed bag of recruits. “We have recruits with PhDs, bar tenders, teachers, nurses, fork lift drivers and more. Some people have struggled previously, either because of the physical test or sometimes it’s the maths tests but we have changed the 16

FOCUS ON skills & Employment S P R I N G 2 0 1 7

structure now. People still have to work hard though to get in. We want people that are resilient and have that extra oomph to work through any adversity. It’s about quality and employing people on their merits.”

The journey of some of our young Ormiston based recruits Nikul Patel 25, Fijian Indian (Gujarati) “Joining the Police force has always been a dream for me since I was very young. Like most of us here, I wanted to help people. It’s always been that way for me. If I see something, I want to do something

about it. I’m not one of those people that turns around and walks away.” Nikul joined the Police at the age of 21 in 2012. “I wanted to join earlier but I think I made the right decision to join later as the stuff we see and do, you handle it a lot better if you’re a bit more mature.” Coming from his cultural background, Nikul tells us that his parents weren’t too happy with his choice of profession however they’re very happy now and went to see him graduate which he wasn’t expecting. “It’s not that bad if you put the work into it. We get trained to deal with different situations and it’s important to know how to communicate with people. I speak two languages which helps me understand other cultures better,” he tells us.

Nikul started out on the Frontline (responding to 111 calls) for a year, moving onto Neighbourhood Policing for six months and Road Policing following that. He has returned to Frontline as that’s what he enjoys the most. “If you’re competent, you can complete the two-year workplace training in less time,” he states. “I’m in it for a long period. It’s been four years since I graduated and I aim to be a Frontline Sergeant before the age of 30.” Herman Pieters 26, South African “Coming from a country that’s quite dangerous, the Police was a big draw card for me as I don’t ever want New Zealand to be like where I’m from, when it comes to crime.” Herman moved to New Zealand at the age of 13, finished high school and went straight into the workforce doing odd jobs here and there. His dad was in the Police in South Africa and although not a sworn officer, he continues to work with the Police here. “I’ve always wanted to do what my dad did and follow his footsteps,” he tells us. Having worked for four years as an authorised officer based in Auckland City, prior to applying for Police College, Herman feels it gave him good grounding on how to deal with people and knowing what to expect. “What we deal with is hard, and I don’t think I would have made it if I joined before 20,” he says. Herman is currently a year into his job as a probationary constable and works predominantly with the Neighbourhood Policing team in Flat Bush, “mostly dealing with community issues. It’s a preventative focus as we want people to notice the Police presence which will hopefully lead to reduced crime. It sounds clichéd but you never stop learning either, there is always something new and different,” he adds. Married for two and a half years, Herman also admits that music has been a huge part of his life, playing drums and guitar in bands. “It keeps my head clear,” he laughs.

The physical aspect of the job appeals to Herman; he likes the idea of being part of a specialised group. Perhaps Search and Rescue or the Armed Offenders Squad as a career path down the line. Bridgette van Heuven 25, NEW ZEALANDER Bridgette completed a Bachelor of Teaching degree before deciding that it wasn’t a career she wanted to pursue. After travelling for a while and having different people tell her that she should join the Police, she feels the signs were all around her. But it wasn’t until her Uncle (a police officer) passed away four years ago, that she found her calling. “They had the guard of honour where police officers line up and salute with hats on etc. It was very emotional and overwhelming for me and that’s when I decided that I wanted to be part of this,” she tells us. It took just over a year for Bridgette to get in. “I struggled with the push-up aspect of the fitness testing. The guys usually struggle with the running. But once I mastered the push-ups, it was all good.“ Brought up in Waikato, she did all her training there and was then put on a waiting list which was about eight years at the time

for Waikato and six years for Bay of Plenty. She was then approached by Counties Manukau and was put through fast. “The pre-course is a good prep and you get an idea of what you’re going to learn when you’re down at Police College. Once down there, you’re either doing physical training or studying. You do two week of firearms, two weeks of traffic, defence tactics training etc. At the end, you become a sworn officer and come out to the probationary period. I completed mine in less than a year and a half,” she adds. Bridgette recalls Nikul being one of her trainers when she came out of Police College. Next month will be two years of being a full-fledged constable for her. “There are so many areas to get into; it’s always exciting. There is something for everyone and you’re absolutely supported. The oldest guy from my wing was 51 so there are no age limits. I think everyone should try. I want to get into detective work.” She is a regular at the gym and has a passion for baking. “It keeps everyone happy around here,” she smiles. “It’s not easy – you need to have a sense of humour and maybe be a little weird. It helps you stay sane. It’s hard, but you’re helping people and that matters.”

The Royal New Zealand Police College (RNZPC) is located in Porirua, Wellington. The course length is shorter than it used to be (16 weeks) but is preceded by a distance learning course provided by Unitec which is a pre-requisite before you can start at RNZPC. After graduating from Police College, recruits are deployed at a Police station as a Probationary Constable. The first two years on the job entails workplace training (assessments and qualifications) and upon completion, they become permanently appointed as a Constable. With a range of different career pathways to choose from at this point – youth aid, criminal investigations, search and rescue, family violence, dive squad, neighbourhood policing, iwi liaison, ethnic liaison, air observation, armed offenders squad, financial crime unit, road policing, schools community officers, child protection, forensics, prosecutions – the Police force offers exciting career progression and promotional opportunities.  or

Proudly supporting

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St JOHN First AID COURSES Gain knowledge and confidence to provide effective first aid with subsidised St John First Aid courses held locally.

A customer, or one of your staff, needs urgent medical assistance. You are the first and possibly the only person there to help. You’ve rung 111 and a St John Ambulance is on its way. Would you know what to do next? What you do in the next 4 to 12 minutes before the St John Ambulance arrives could save that person’s life.

First on the scene (2 hour workshop)

Your staff will be shown how to deal with the most common situations they are likely to encounter in the workplace environment. The aim of this workshop is to upskill staff to complement or assist your full trained first aiders. Content covered: • Adult CPR, (including a demonstration on an AED defibrillator unit) • Managing an unconscious patient (who does not require CPR), • Best positioning, airway management, environment such as warmth • Managing a conscious patient, (who is feeling faint, having difficulty breathing, etc) • Dealing with strains, fractures or broken bones due to a slip or fall • Dealing with life threatening bleeding

Thurs 26 October

First Aid, level 1 (1 day workshop)

This basic one-day first aid course is the Worksafe New Zealand minimum qualification requirement for a workplace first aider, and can also be used as a refresher for your qualified first aiders. It includes NZQA unit standards 6401 and 6402. Content covered: • Scene assessment • CPR • Chest pain eg heart attack • Dislocations • Safety • How to use an AED (defibrillator) • Broken bones • Burns • Soft tissue injury • Asthma • Stroke • Seizures • Bleeding • Diabetes

Thurs 16 November 8.00am-5.00pm

Defibrillators save lives! Approximately 1500 people die following cardiac arrest every year in New Zealand – a number that is five times higher than the national road toll. St John Medical Director Tony Smith says, “Death from cardiac arrest is our ‘silent toll’. It can happen to anyone of any age, including children. We remain focused on reducing this toll, but we can’t do it alone. We need all New Zealanders to help by knowing how to do CPR and use a defibrillator (or AED).” AEDs shock the heart back into rhythm and are essential in the ‘chain of survival’ for somebody suffering cardiac arrest. A cardiac arrest is allocated the highest response priority by St John, and the closest responder is immediately dispatched but bystanders need to initiate the ‘chain of survival’ with immediate recognition, early CPR and rapid defibrillation. “For every minute without CPR or defibrillation, a patient’s chance of survival falls by 10-15%,” says Dr Smith. If you would like to get one for your business or find out more, please call Laura on 027 883 85779. Members of GETBA receive a 10% discount on the cost of AEDs.

Where: GETBA Boardroom

Where: Waipuna Conference Suites Highbrook, The Crossing, cnr Highbrook Drive and Business Parade South

Cost: $45 +GST

Cost: $95 +GST (normally $169)

To register: Phone 09 273 6274

To register: Phone 09 273 6274

Do you know where your nearest defibrillator is located? GETBA’s is just across the road!

Spaces are limited to 20 people.

Spaces are limited to 20 people.

Check out the AED location app or website


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Do you know what happens to your pallets after we have collected them? Founded by Ted Edwards, Reharvest Timber Products Ltd was established in 1994 with the purpose of making premium products out of urban forest material (industrial wood waste). The company started out in a small warehouse with a couple of staff in Wiri and are now located on Hunua Road with 15 workers, where they have been for the past 16 years. “The focus has always been to keep the right type of timber coming in,” Ted tells us. “I have a designer method engineering background and think outside the square. It has proven difficult for others to hit these benchmarks.” Reharvest were the first to provide chips for the motorway in 1999. Ted recalls the earlier years when the Reharvest products were put under testing for shock absorption by the Councils. “46 playgrounds were tested, and the five Cushionfall playgrounds were the only ones that passed the councils’ standards.” Made totally from recycled pallets, the naturally seasoned woodchip products provide a versatile, impact resistant, and virtually dust free surface. The firm surface makes it easy for wheeled vehicles, horses and is also wheelchair friendly. Reharvest Timber products have demonstrated a history of more than ten years continual testing and development using International Standards

and Technology. They provide the Auckland region with peace of mind that they, their children and their animals will be safe when using their products. Reharvest also provide a variety of effective garden mulch products. They are leaders in the garden mulch ground cover which is supplied to large scale revegetation projects such as motorways, schools and landscaping companies. Cushionride mulch which is used in equestrian areas, minimises injuries for horses, and helps keep them performing at their peak level. Cushionfall playground mulch is produced using a process which took over a year for Reharvest to master. The end product is completely free from splinters and nails, creating a safe environment for children’s playgrounds. Their work in this area has made them the market leader. Reharvest employ a range of grinders, loaders and mulch blowers, and their stockpile of products are ready for distribution to some of the biggest retailers in New Zealand. What can normally take four days to lay out, can be done in an hour with the use of some of Reharvest’s machinery. Reharvest have worked closely with Fletchers since their early days and currently supply products to The

GETBA free pallet collection We’re offering GETBA members within the East Tamaki business precinct a free pallet collection service for the month of October. Pallets will either be re-used, repaired or recycled into wood chips (see above). Your business must have a forklift to load the pallets onto the truck.

Warehouse, Fonterra, local Councils and many more. “There have been some challenges on the way but we are happy with where we are at,” he states. “Customers can provide us their wood waste knowing that we are one of the leaders in waste minimisation. We recycle our products to the highest level.” 

Book your collection with GETBA Operations Manager Karen Hadley on 09 273 6274 now! NB that roughly 262 tonnes has been diverted from landfill since we began collecting unwanted pallets in 2014.

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New 2018 range coming in, so we need to create some space!





$165 Louvered Cart

Louvered Cart

Small Cart: 30930

Large Cart: 30936

Small Cart: MA3618P

Large Cart: MA4824P

All-purpose utility cart. 1054 (L) x 482 (W) x 882 mm (H) Weight Capacity: up to 180 kg Bins and additional accessories sold separately.

All-purpose utility cart. 1158 (L) x 610 (W) x 882 mm (H) Weight Capacity: up to 180 kg Bins and additional accessories sold separately.

Industrial-grade mobile workstation. Approx. 940 (L) x 475 (W) x 797 mm (H) Weight Capacity: up to 362 kg Dexion drawers and bins are available. Sold separately.

Industrial-grade mobile workstation. Approx. 1245 (L) x 615 (W) x 797 mm (H) Weight Capacity: up to 362 kg Dexion drawers and bins are available. Sold separately.



Heavy Duty Versatile Cabinet: 19909

Holds 9 HD plastic drawers. Drawers available in red, yellow, blue, grey. Sold separately. 432 (W) x 125 (D) x 125 mm (H) Heavy duty 24 gauge, welded steel frame. Built in nesting feet for safe, stable stacking.




Indicator Bin

Tilt Cabinets

System Bins: 30318

Tilt view cabinets. Option to be wall mounted. Available in following sizes: 06703 - 3 Bin - $15 06704 - 4 Bin - $20 06705 - 5 Bin - $25 06706 - 6 Bin - $30 06709 - 9 Bin - $35

Nesting and stacking bins. 457 (L) x 838 (W) x 127 mm (H) Sturdy, one piece injection moulded. Six compartment storage unit.



Blue / Orange two-tone inventory control bin. 36468 - 454 (L) x 168 (W) x 102 mm (H) - $17 36462 - 295 (L) x 171 (W) x 102 mm (H) - $15 36442 - 295 (L) x 108 (W) x 102 mm (H) - $10 Prevents stockouts with visual recognition when supplies need replenishing. Dividers sold separately.

Steel Storage Cabinet



FOCUS ON skills & Employment S P R I N G 2 0 1 7

Why employ young people? Our economy and communities thrive when our youth have the chance to contribute and learn on the job, but what are the advantages for business owners who employ young people? While youth is often defined as a person aged 15 to 24 years, there is no real definition of youth in terms of employment and education programmes. Regardless of how you refer to them, it is not always easy for our youth to find employment in today’s business environment, with many employers looking for experienced individuals. So what incentives do business owners have to employ young people in their organisation? Several key benefits include: • An investment into helping grow and develop the organisation • Technology savvy, motivated staff with fresh ideas and enthusiasm • The chance for managers and senior staff to refine their coaching skills • An opportunity to keep-up-to-date with developments in the industry • Potential to receive financial assistance from the government to hire, train and progress a youth into employment

When you are recruiting for a role, there are several areas which give a junior level employee the opportunity to show that they have the required skills and fit your organisation. Internship An internship is a great way for a young person to showcase their relevant hard and soft skills during a protracted period of time in a business environment. Trial period Employers are able to offer a trial period for up to the first 90 calendar days of employment. There are stringent rules for using this type of employment and fair and due process must be followed and adhered to. Work experience Work experience prepares young people for future careers by letting them experience what work will be like, and what to expect. It gives employers confidence in the skills young people can bring to the workforce.

Specialist tax leader RSM is excited to welcome tax specialist Lisa Murphy to the partnership team Specialist tax leader Specialist tax leader RSM is excited to welcome tax specialist Lisa Murphy to the partnership team

These types of employment provide the opportunity to answer the multitude of questions about prospective employees which can’t be squeezed into a short recruitment interview, such as: Do they have relevant skills? Do they have a ready and willing attitude? Are they willing to learn and expand their skill set? How good are they with technology? Are they resourceful? Do they fit well with the company culture? In today’s fast paced economy, can you afford not to inject youth in your business?

Significant growth in our specialist tax team has provided the opportunity for us to appoint Lisa Murphy as our new Tax is Partner. Weto have seen Inland initiatives many areas but partnership in particular cash economy, GST RSM excited welcome taxRevenue specialist Lisa in Murphy to the team and taxable activities, FBT, transfer pricing and BEPS. Proactive leadership will enable us to ensure that our Significant growth in our specialist tax team has provided the opportunity for us to appoint Lisa Murphy as our clients are prepared compliant with their obligations. Significant growth in our specialist tax teamtax has provided opportunity us to appoint MurphyGST as our new Tax Partner. Weand have seen Inland Revenue initiatives inthe many areas but for in particular cashLisa economy, new Tax Partner. WeFBT, have seen Inland initiatives in many areas will butenable in particular cash economy, and taxable activities, transfer pricingRevenue and BEPS. Proactive leadership us to ensure that ourGST P: and +64 taxable (9) 4527 activities, transfer pricing BEPS. Proactive leadership will enable us to ensure that our clients are271 prepared and FBT, compliant with their and tax obligations. E: clients are prepared and compliant with their tax obligations. P: +64 (9) 271 4527 P: +64 (9) 271 4527 E: THE OF BEING UNDERSTOOD E:POWER AUDIT | TAX | CONSULTING


Meet your Committee

around 48 people in the development, manufacture, sales and installation of steel shelving systems for the local and export markets. Hydestor have had their head office and manufacturing facility in East Tamaki since 1989, and have branches in Christchurch and Wellington. Kim was elected to the Committee in 2013.


Liz Groenewegen


Richard Poole Richard is Managing Director of MiTek New Zealand Ltd, who have been based in East Tamaki since 1974, employ 90 staff and have been a member of GETBA from the very beginning. MiTek is a global company and world leader in the manufacture of fasteners, engineering, and software for the prefabricated roof truss and wall frame industry, operating in 17 countries. Richard has been a committee member since 2008, and Chair since 2012. He is also on the Board of the Building Industry Federation of New Zealand.

Liz is Managing Partner at RSM New Zealand (Auckland), a member firm of the global international audit, tax and consulting group located in 120 countries globally. Liz joined RSM New Zealand in 2002 and has been based at the Highbrook branch since 2005, leading a team of 65 people (including 12 partners) at Highbrook, and with 150 people in three branches across Auckland. RSM actively sponsors GETBA. Liz is also a property owner in East Tamaki and an active member of Highbrook Rotary. She joined the GETBA Committee in 2010 and became Treasurer in late 2011.


FOCUS ON skills & Employment S P R I N G 2 0 1 7

Brendan is co-owner of Quest Highbrook, a hotel apartment franchise business in the Crossings precinct of Highbrook, providing accommodation services to businesses in the Highbrook area. Quest Highbrook employ 14 people and opened for business in 2013. Brendan returned to New Zealand after a 30-year ‘overseas experience’, most of which was with DHL in Europe, where he was a regional operations director and global sales director. Brendan was elected to the Committee at the 2017 AGM. He used GETBA resources to develop and promote his business when he opened, and has used them for networking and education/training. As an SME employer, Brendan feels GETBA delivers real value to his business.

New Committee member

Nick Biland

Henry Jansen


Brendan Kelly

David Lindsay David is the designated representative for Broady’s NZ Ltd, having moved one street out of the GETBA boundaries. He is a Chartered Accountant and has operated his own practice, Lindsay and Associates, in East Tamaki for 20 years, offering accountancy, tax compliance and planning, business advisory services and investment planning. David has been on the GETBA committee for 13 years including as Treasurer for 7 years.

Henry is a lawyer, Partner and Notary with Wynyard Wood. He joined the firm at their East Tamaki office in 1992 and very soon after that began the work of co-founding GETBA which was incorporated in 1994. Born in Canada, Henry has lived most of his life in New Zealand. An avid football fan, he has a University Blue for soccer. This passion is an abiding one despite age and injury limiting his active participation. Henry is a foundation member of GETBA and is currently Association Secretary. Wynyard Wood has been and continues to be an active sponsor of GETBA.

New Committee member

Kim Luxton Kim is General Manager and Director of Hydestor Manufacturing Ltd, a 100% New Zealand owned company, employing

Nick is Managing Director of Plummer Compressors Ltd, specialists in energy efficient solutions and ongoing maintenance services for industrial users of compressed air, Nitrogen and vacuum systems. They have a staff of 12 and have been in business since 1995, with the last 15 years based in East Tamaki. Nick was elected to the Committee at the 2017 AGM. Having lived and worked in the area for over 15 years and been a regular attendee of GETBA and East Tamaki functions, he feels a close affinity to the area and is very keen to contribute in some way to the prosperity and well-being of the place he calls home.

Meet your Sponsors

Skills is a multi-sector industry training organisation (ITO) working with 22 industries which each have New Zealand qualifications available for their employees.

We welcome new sponsor Skills, and thank our renewing sponsors for their commitment to the East Tamaki business precinct. We encourage you to show your reciprocal support should the opportunity arise.

Every day ANZ’s team of more than 40 banking specialists in the greater East Tamaki area help local businesses plan and achieve their goals. ANZ offers expertise in business and commercial banking, agri business, asset finance, transactional banking and trade. ANZ also has a full service branch and a network of mobile mortgage managers in the area. The ANZ team is proud to be part of the thriving East Tamaki community and to support local events and associations such as GETBA.

Skills is focused on developing skills to improve workplace performance, by promoting the skill needs of their industries in the education and training sector and brokering the delivery of high quality industry training services to companies in these industries. Recognised by the New Zealand government and these industries as the national standards setting body, Skills works with industry to develop skill standards and qualifications, manage national training systems and provide skills leadership.


With the largest local presence of any broking company in New Zealand, Crombie Lockwood is entrusted with the protection of thousands of businesses throughout the Country. Their focus – “To protect your business and all it provides to you, your family, your staff and their families.”


Monteck Carter is a trusted advisory and chartered accounting firm, based in East Tamaki. Effective and professional relationships are based on mutual trust, support and integrity. They get to understand your needs, tailor unique business solutions that fit you and build a firm platform for future success.Their success is driven by their vision, their values, their culture and their position in the market.



Bayleys Real Estate is New Zealand’s largest full service real estate company and has enjoyed a long standing relationship with GETBA. Based in East Tamaki for nearly two decades, they have provided real estate and property services to this high performing industrial precinct and look forward to continuing this into the future.

Goodman is an established business with a premium property portfolio and quality customer base. With property assets of over $2.2 billion, it is New Zealand’s leading industrial and business space provider. With substantial estates, including Highbrook Business Park, M20 Business Park, Savill Link and Westney Industry Park, located throughout South Auckland, it’s a portfolio that offers a range of property solutions for its customers.



RSM New Zealand enjoys a close association with GETBA. Auckland based for 70 years, with offices in Highbrook and Albany, they are committed to working with their clients to provide real value, innovative practical solutions, and to exceed expectations in everything they do. Above all, they are here to inspire and help their clients grow their business. The full range of services they offer can be found on their website.


BNZ Partners is committed to helping East Tamaki business people be good with money, which is why they open up their innovative Partners Centres for educational GETBA events and business owner forums. Their local, experienced bankers are dedicated to providing businesses with tailored banking solutions and can put you in touch with their network of finance and industry specialists.

Matrix Security is a business founded on protecting the people, buildings and communities they inhabit, developing solutions tailored specifically to meet the needs of their clients. “For our commercial customers, our security solutions focus on supporting the proper functioning of the business, ensuring business premises, infrastructure and staff have continuity. For residential customers, security extends to ensuring their family, home and assets are safe and secure,” says Scott Carter from Matrix Security.

Wynyard Wood is proud to have 20+ years involvement in the Greater East Tamaki business community. With their main office in the Highbrook Business Park, they are literally next door. Wynyard Wood has the expertise to provide a full range of legal assistance, including corporate, commercial, property, family, dispute resolution and notarial.



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View Showroom Warehouses video at

+ High profile + Ideal for wholesale or retail showroom Artist impression

+ Signage opportunity

Showroom 214 - 428 sqm and warehouse 614 - 1,302 sqm, available Nov 2017


View 27 Pukekiwiriki video at

+ Modern efficient warehouse + Six roller doors + High stud, minimum 10 m clearance 24

7,052 sqm warehouse, available now

FOCUS ON skills & Employment S P R I N G 2 0 1 7

14 NEW WAREHOUSES UNDERWAY SEVEN high profile warehouses along Highbrook Drive are planned, ranging in size from 1,200 – 5,500 sqm. In addition are seven units on Business Parade South ranging in size from 660 – 852 sqm.


View Building 5, Highbrook Crossing video at

+ A grade space + Prominent position + Signage opportunity

300–1,200 sqm split to suit, available now

CALL NOW to view these options or find out what design and build options are available for your business.

HIGHBROOK is now over 80% complete and reaching its final phase of industrial development. To view the plans watch the Highbrook video or contact Goodman for more detail. Goodman is building new spaces to meet demand on the limited land available. View Highbrook video at

This document has been prepared by Goodman Property Services (NZ) Limited and has been prepared for general information purposes. Whist every care has been taken in relation to its accuracy, no warranty is given or implied. Further, you should obtain your own independent advice before making any decisions about any of the products and/or properties referred to in this documents. All values are expressed in New Zealand currency unless stated otherwise.

Evan Sanders Portfolio Manager 021 826 462 William Main Development Director 021 583 887 Bruno Warren Development Manager 021 506 010

S P R I N G 2 0 1 7 FOCUS ON skills & Employment


property update

benefitting from a high-profile location on Highbrook Drive.

Goodman’s Industrial Rollout Goodman Property Trust’s development programme is being intensified to take advantage of the positive customer demand and strong market fundamentals that currently exist. With industrial vacancy in Auckland at historic lows, five new build-to-lease projects were announced at the Trust’s key estates in August.

The new projects add to current work in progress and mean that Trust will have invested over $170 million into new Auckland industrial and commercial projects over the last 18 months.

John Dakin, Chief Executive Officer said “The Auckland industrial market is the strongest it’s ever been with limited new supply creating significant capacity constraints. We’re intensifying our development programme and investing a further $91.0 million into new projects to ensure we have the facilities to meet customer demand.”

John Dakin said “It’s a substantial volume of new building activity with the greatest number of new projects being undertaken at Highbrook Business Park.” The two new Highbrook projects announced in August include: • a multi-unit industrial facility providing 5,770 sqm of rentable area on Business Parade South; and

The package of developments will provide 22 new warehouses across Highbrook Business Park in East Tamaki, the Concourse Industry Park in Henderson and Savill Link in Otahuhu. The facilities range in size from 660 sqm to 8,500 sqm and are offered in a variety of configurations that make them suitable for any business looking for efficient new industrial or warehouse space in prime Auckland locations.

• seven separate warehouses, ranging in size from 1,200 sqm to 5,500 sqm, completing the gateway site at the entrance to the estate. Smaller than existing facilities at Highbrook the new developments will provide flexible warehouse space for smaller business operators. They are expected to lease quickly with the Gateway warehouses also

John Dakin said “Significant progress has been made toward completing Highbrook since 2012. With current demand, our expectations are that this $1.2 billion estate will be over 90% developed within the next three years.” The Trust is also re-developing the Concourse Industry Park on Selwood Road in Henderson. A multi-unit development on a former boat building facility will modernise the property and extend the range of options available to businesses wanting to access the improved motorway links provided by the new Waterview Tunnel. John Dakin said “This location is already benefitting from new transport infrastructure and $22.2 million of additional investment reflects our confidence in this rapidly developing industrial market.” The seven-building development will provide 10,933 sqm of modern warehouse space complementing the existing high volume facilities originally developed to accommodate the construction of superyachts. A new 8,500 sqm warehouse at Savill Link, designed for larger occupiers, completes the development package. John Dakin said “Positive market fundamentals and limited leasing options within our own portfolio mean it is the right time to be intensifying the development programme. The increasing investment in Auckland industrial sector reflects the strong growth profile of the city and the positive return characteristics of industrial property.” Following the completion of all current projects Goodman Property Trust’s Auckland industrial weighting will increase to over 78.0% of its $2.6 billion portfolio.


Bayleys Business Showcase & Property Update






















Hosted by Bayleys at their premises. Join us for an update on the commercial industrial property market




































Thurs 2 November



Where: Bayleys 2 Harris Road, East Tamaki






Map contains artist impressions to show planned developments













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