1. CADETSHIP PROGRAMME

2. The Need New Plymouth Mayor involved in Mayors Taskforce; All young people under 25 in work or training by 2005; Taranaki & NPDC are importing labour at a time when 14% of our youth & 23% of our Māori youth workforce is unemployed; Firms & organisations want skilled workers which youth do not have, but want to get; Our youth are caught in this “no skills trap”.

3. Strategic Direction In 2004, the proposed LTCCP has after community consultation, identified a vision for the district: ‘New Plymouth district will be a caring, dynamic, diverse and safe place to be’ The 7 community outcomes are: Connected Prosperous Secure & Healthy Skilled Sustainable Together Vibrant

4. Council Approach A three-pronged approach to combat issues such as youth unemployment was identified, where the council would: 1.Take on young long-term unemployed as ‘cadets’ and give them one year’s on the job training with assistance to cope with transition into the workplace 2.Offer scholarships to tertiary students from the district – including fee payment and holiday work 3.Set up an ongoing apprenticeship scheme in relevant aspects of the councils operations e.g. horticulture

5. Cadet Scheme 14 cadets per year At least 50% Maori Long-term unemployed Youth – 18-25 years Twelve week training programme – including life skill training Balance of year spent in specially created jobs throughout the council

6. Key Partners Early communication with other agencies concerned with youth unemployment was key. Contribution (financially and other) from: Work and Income (WINZ) Tertiary Education Commission (TEC) Community Employment Group (CEG) Te Puni Kokiri (TPK)

7. Key Partners Funding from these partners contributes to the costs of the scheme including: A full time coordinator Cadet training – including trainers, course fees, NZQA units Cadet salaries The scheme has no impact on rates thanks to the contribution of the partners

8. Selection Process WINZ provided a list of 30 candidates A presentation was given to candidates by council and told what to expect ie. training, personal development, NZQA qualifications and an opportunity for permanent positions for 12 months In return they must show up, work, show good conduct and not work under the influence of drugs or alcohol – for which they would be tested Several withdrew their applications

9. Selection Process 14 were selected following interviews, written and ability tests Individual interviews followed this allowing applicants to be more forthcoming regarding their aspirations and expectations Many were long-term unemployed 13 of the 14 had whakapapa – with most identifying themselves as Maori

10. Training - Induction First six weeks were classroom training – subjects included: Induction to the council Change management / transition from being unemployed to employed Goal setting and attitudes Working in teams Communication skills Personal presentation Budget and self-sufficiency training Treaty of Waitangi

11. Scheme Coordinator Manage selection process Manage induction Manage placement into work positions Manage on-going training – including NZQA unit assessment Ongoing monitoring and support to cadets Facilitating cultural components Total commitment - 24/7 job

12. Unofficial training Motivation and encouragement Trust Honesty Self respect and respect for others Time management Health Attitude

13. A Must Have Full support of CE and EMT especially Line Managers and Team Leaders Total organisation needs to be aware of programme and objectives Cadets treated as employees and involved in the wider scope of Council Buddy system Open communication with key partners

14. Key observations Programme has met objectives, performance targets and standards A good foundation established for future programmes It has attracted the attention of the wider community Programme enhancements required: Follow up for those not immediately successful to ensure cadet opportunity not lost by WINZ (case management) Ongoing mentoring and monitoring those employed by NPDC (life skills)

15. The Challenge It has been a pleasure to share with you one “great idea” And it has also been a pleasure to be part of a partnership between central and local government to ensure that the district’s young people are given the opportunity to become self-sufficient and productive members of the Taranaki community The challenge is for others to adopt this “good practice”