1. Coming of age? Some reflections on a decade of managed seasonal work programmes Richard Bedford

2. 1 st RSE conference in the islands

3. Sinalei and Poutasi

4. Savai’i (as imagined)

5. A personal milestone

6. The RSE success story

7. Five years of the Strengthening Pacific Parnership (SPP) programme

8. An informative newsletter

9. A very successful programme

10. A decade of seasonal work programmes

11. Growing an industry

12. Labour demand – peak seasons

13. Seasonal work programmes 2005/6-2014/15 ProgrammeTotal visasPacific visas% Pacific SLP9,0245696.3 RSE60,05048,33880.5 TRSE4,53556512.5 SSE1,02710910.6 RSE VoC30326186.1 Total74,93949,84266.5

14. Seasonal work visas in context 2005/6-2014/15 AreaAll temp work visas All seasonal work visas % seasonal work Samoa23,2009,99043.1 Tonga26,00012,63048.6 Vanuatu22,50021,98097.7 Pacific (RSE)81,60049,62060.8 Total Pacific149,10049,80033.4 All countries1,618,00074,9394.6

15. Other Pacific and main Asian suppliers of RSE labour AreaAll temp wk v.All seas wk v.% seas.wk Other Pacific Solomon Is4,0303,14077.9 Kiribati2,7201,00036.9 Tuvalu1,99063031.7 PNG95022022.8 Main Asia Thailand26,9205,64021.0 Malaysia42,2405,22012.4 Indonesia14,9002,46016.5

16. Summary 1.150,000 work visas for Pis approved July 2005-June 2015 2.Just under 50,000 of these (1/3 rd ) for seasonal work by PIs 3.60,000 seasonal work visas approved iver decade – 80% to Pacific workers; 20% to Asian workers 4.The RSE scheme accounted for 80% of all seasonal work visas issued over the decade.

17. Some challenges 1.“Spreading the love” – managing return rates so that there are opportunities for new workers to ensure continuity of trained labour supply and spread of benefits of work in Pacific communities 2.“Helping the small players” – recognising that a third of all RSEs employ less than 20 workers each and account for just 4.5% of all recruits. Their needs for additional workers may seem small but they can be as great as those of the big players

18. Challenges cont. 3. Maintaining the “best practice” brand – continuing to show leadership in areas of worker welfare, pastoral care, and capacity building 4. Keeping the human dimension of seasonal work to the fore -- temporary workers have family obligations that may mean they need to take a season or two off work to maximise the benefits of participating in the scheme

19. Providing more opportunities for Pacific women G

20. Continuously working on the relationships between key stakeholders in the RSE system.