News

Hokonui Rūnanga Mahi Update Hui

The team at Hokonui Rūnanga has grown significantly since staff supervisor Linette Sinclair first became involved 23 years ago.Linette Sinclair speaking to Hokonui whānau about her long involvement with the organisation

“…this organisation has really grown not only in numbers of people but in capability. The capability here now has grown beyond our dreams”

Established in 1987 the rūnanga is managed by Terry Nicholas – the driving force behind the organisation’s transformation from humble beginnings to it’s current capacity delivering a range of whānau services and building spiritual, cultural, social and economic growth.Terry Nicholas introducing staff at the hui.

On Tuesday 22 February 2022, a special hui was held at the rūnanga to update members and Te Rūnanga o Ngāi Tahu of the mahi currently undertaken by the ever expanding Hokonui team.

Staff and associates presented updates on a variety of kaupapa including education and training; alternative education; biodiversity enhancement and the environment; COVID and emergency response; Whānau Ora navigators; partnering with the E Tū union; upcoming Leadership wānanga; and clean energy opportunities.

The hui was also attended by Arahia Bennett (Te Rūnanga o Ngāi Tahu CEO) and Mike Pohio (Te Rūnanga o Ngāi Tahu Holdings Chair).Arahia Bennett and Mike Pohio from Te Rūnanga o Ngai Tāhu attended the hui via Zoom.

Arahia stated that:

“Some of the core themes that I’ve picked up from many of you … is about wellbeing and pathway planning and engaging right from our tamariki , our rangatahi, our pakeke, and right through to our kaumatua- being involved in flourishing and growing your community”

“To see you here today and know that you are immersed in the wider Hokonui and the Murihiku community – I think things are going to get better and better for you”

“A massage pat on the back to yourselves … it’s (Hokonui Runanga) has just grown and grown. It’s our job and our duty to look beyond here and continue to support you to develop.”

Mahi updates

A summary of the main Hokonui mahi updates is provided below:

Kaitoko Matauranga – general overview

• Have Alt Education Unit contract for surrounding 5 schools.
• Te Hurihanganui pilot – with Ministry of Education and Waikato University (see Stuff article from 26 January 2021).
• Sit with MoE on recruitment panels for lead advisors – done the last 7 with them for the local region
• Working with police with newly formed organised crime project for Murihiku
• Working closely with Oranga Tamariki (OT) – recruiting in the next few weeks for the Kairaranga. Also re-shaping our local panel.
• Te Tapu o Tane project with the four rūnaka in Murihiku
• Representing on the inland group for Wakatipu – with the seven rūnaka.

COVID and emergency response

Hokonui Rūnanga is a Level 3 MfE accredited organisation. We are one of the 7 community connecting contracts in Murihiku. Currently we must ‘man’ our email process from 8am to 8pm 7 days a week. We have a timing schedule to report back immediately when a referral comes in regarding someone isolating due to COVID. We cover the entire Murihiku and up to Central Otago as well.

Actively involved in anything COVID related in rohe and across the takiwa regarding COVID and emergency response – helping people in general.

Alternative Education

Have up to 11 students – ranging from Year 9 to Year 12. Currently have 7 students.

All of the students are currently doing NCEA Level 1 – which is aimed at Year 11 students. Even though not all the students are at that year level they all do the same – on the same waka together.

This term and term 2 – focussing on literacy in English. Term 3 and 4 will be Maths.

By the end of this week (week 3 for us) the students will have achieved the first 3 of 10 literacy credits.

Engage with whānau in keeping them up to date through social media. Have a FaceBook page for whanau to engage.

We use and adopt a whare tapa whā model in our space so we ensure we are catering to the needs of our ākonga – and not just making sure they fit into a box.

Got a robust and full schedule for this year.

End of last year held a greenstone wānanga – amazing experience.

Kaimahi always engaging in professional development. Currently working with Ivan and Linda (Ministry of Education) to adapt a programme of transitional pathways for our rangatahi

Biodiversity

Been a busy space – 13 employees in the Taiao unit. Plus whole rūnaka effort.

Currently engaging in 3 Jobs for Nature projects.

1. Hokonui Hills and Haumuri (Croydon Forest) – biodiversity enhancement and pest control, weed, control, planting.

2. LINZ – also got capacity building element – seed collection Kaupapa. Seed collection goes to Te Tapu o Tane (collaboration between 4 papatipu rūnanga of Murihiku)– established a nursery in Invercargill – strategic hui yester with 4 rūnanga – looking very promising. Financial modelling looking good.

3. Job for Nature in the Catlins with DOC – biodiversity and pest control.

Whānau Ora Navigators

Work with whānau to support them to be self-managing and natural leaders in their own environment. It’s about setting goals and creating pathways for them to achieve those goals and aspirations.

Professional development – Abby and Karena have skills in mental health. Although they don’t work in ‘crisis’ situations – do have skill sets to refer on and deal with it in the first instance.

Posted: 24 February 2022

First Hui for Worker Transitions Working Group

Upoko Michael Skerrett and Te Aukati Kore Lead, Ivan Hodgetts convened the first hui for the Just Transition, Worker Transitions Working Group on Wednesday 23 February 2022.

This group is focussed on considering the needs of both current and future workforce as the region makes the transition through a changing social and economic landscape.Ivan Hodgetts speaking to the Worker Transitions Working Group via Zoom yesterday.

Murihiku Regeneration is leading this kaupapa and has formed a diverse working group to provide insight and perspective from local and central government agencies, schools, tertiary education, unions, the business community and rangatahi voice.

Ivan said “the first meeting was intended to bring the group together and confirm a shared understanding of the worker transition focus. The group are already very engaged in this opportunity to focus on looking to capture the opportunity presenting for our region and ensure local people are well supported”.

The group will be developing a workplan over the coming months. As a part of this process there will be opportunity for community and sector group input through a series of hui.

The working group members are:

• Michael Skerrett - Upoko
• Ivan Hodgetts - Programme Lead, Te Ara Aukati Kore
• Angelia Skerrett - Rangatahi Tumeke Tuakana - rangatahi voice
• Jo Brand - Hokonui Rūnanga
• Anna Huffstutler - E tū Union who will be joined by a Tiwai Smelter delegate
• Roger Beattie (Architect) - Beattie McDowall Achitects
• Raniera Dallas – Southern Institute of Technology
• Gerry Ward - Former Principal, Menzies College. Currently Learning Support Coordinator, Gore High School.
• Associate Prof Vivian Anderson – Dean, College of Education, Otago University.
• Emma Hamilton - Regional Labour Market Manager Ministry of Social Development
• Anne Pullar - Community Strategy Manager, Gore District Council
• Simon Richardson - James Hargest College and Chairperson Career and Transition Educators Association (Southland)
• Azi Bradshaw (Murihiku Regeneration) - Secretarial Support

Posted: 24 February 2022

New financial support for businesses affected by Omicron

A new targeted COVID Support Payment will be made available for businesses struggling with revenue during the Omicron outbreak.

“As I said back in October when we announced the traffic light system, the Government has been monitoring the impact of the COVID Protection Framework on businesses and the economy,” Grant Robertson said.

“With the settings of the framework most businesses can open and operate relatively normally, even at red. We can see that the majority of the economy is operating close to normal, but in some sectors, like hospitality and events, there has been a significant drop-off in business. There are a range of reasons for this, but it is clear that the impact is putting a number of viable businesses at risk of not being able to operate.

Each COVID Support Payment will be $4000 per business plus $400 per full-time employee, capped at 50 FTEs or $24,000, this is the same rate as the most recent Transition Payment.

Applications for the first payment open on February 28, with payments starting from March 1.

“It will be available on a fortnightly basis for six weeks – so three payments in total. This reflects the international experience that the peak of the Omicron outbreak should pass after about six weeks. We will continue to closely monitor the situation and have the option to extend the payment if this if necessary.

“We have set a higher threshold in terms of revenue loss than previous support in order to target those most affected. Firms must show a 40 percent drop in seven consecutive days within the six weeks prior to the shift to Phase 2 of the Omicron response on February 15, compared to seven days after that date.

“We looked closely at whether we could offer sector specific packages but the definition of who is in what sector, and the need for cashflow to be provided quickly meant that was not a feasible option to reach the most affected,” Grant Robertson said.

Revenue Minister David Parker said changes were also being made to the Small Business Cashflow Loans Scheme to increase the amount of funding available to eligible businesses through the introduction of a ‘top up’ loan.

“The top up loan will allow those firms that have already accessed a loan to draw down an additional $10,000 with a new repayment period of five years and the first two years being interest free.

“Cabinet has also agreed to remove the first two years of accrued base interest from all borrowers who have, or will, take out a loan under the scheme. This change will mean interest will only start accruing at the beginning of year three.

“We are also extending the Commissioner of Inland Revenue’s ability to apply flexibility for tax payment dates and terms to assist firms with cashflow pressures,” David Parker said.

Any businesses struggling to pay tax because of the impacts of COVID should log on to myIR to see if they can delay starting payments to a later date, or if any part of the tax could be written off. IR can help with both GST and provisional tax due.

Posted: 22 February 2022

Murihiku Regeneration presented at the E Tū Union – Decent Work Summit

Representatives from Murihiku Regeneration attended the online E Tū Union Decent Work Summit Mauri Tū, Mauri Ora! on Saturday 19 February 2022.

With over 200 participants online, the summit brought together E tū member leaders and community allies, business, and academics to discuss Decent Work and plan for the future. Speakers included union members, government ministers, community leaders, and academics, all working together to help shape the future of Decent Work.

Murihiku Regeneration’s Terry Nicholas and Ivan Hodgetts presented as part of the panel discussion on Just Transition and descent work. This provided an opportunity for Terry to describe the Murihiku Regeneration kaupapa and achievements to date. Ivan provided an overview of the Te Ara Aukati Kore Education and Training programme, and how this aligns with a decent life affirming work focus. Ivan stated that:

“This summit was a great opportunity to hear more about E tū’s vision for decent work. It’s great to be able to work with E tū and draw on the network of expertise, insight and vision for a future in which everyone is valued and rewarded for the work they do”.

Southland attendees. Back row left to right: Ivan Hodgetts, Terry Nicholas, Martin Nepia, Pam King. Front row: Gideon van Vuuren, Karena Kelland, Anna Huffstutler.

E tū has identified four key pillars that underpin our Decent Work thinking:

A decent income

• A minimum of a Living Wage for directly employed and contracted workers employed on a regular and ongoing basis
• Pay rates reflective of skills and responsibility
• Leave provisions, for holidays, sickness, bereavement, and parental leave recognised in employment agreements
• Equal pay

Secure work

• Provision for stable work, including social insurance
• Processes for restructuring and redundancy that mean workers are no worse off
• Options for training and development
• Guaranteed work hours
• Family-friendly approach to hours and location of work

A quality work environment

• Safe and healthy work, with the elimination of physical and psychological harm, and an end to violence, harassment, and discrimination
• Reasonable and managed time pressures, with the elimination of excessive hours, unmanageable deadlines or excessively intensive work
• Opportunities to learn, including on-the-job training
• Healthy workplace culture, including appropriate tikanga, recognition of diversity, good planning, and work organisation

Workers’ voice

• Promotion of collective bargaining and union representation
• Recognised structures for ongoing engagement with workers and union representatives
• Ability to genuinely influence decisions in the workplace, company, and industry

E tū Decent Work Charter

“Decent work sums up the aspirations of people in their working lives. It involves opportunities for work that is productive and delivers a fair income, security in the workplace and social protection for families, better prospects for personal development and social integration, freedom for people to express their concerns, organise and participate in the decisions that affect their lives and equality of opportunity and treatment for all women and men.”

International Labour Organisation

Posted: 22 February 2022

GP crisis in Waihopai in the spotlight again

The GP crisis in Waihopai/Invercargill is back in the spotlight.

According to Stuff at least 3,000 people in Invercargill currently do not have a doctor. New residents are on waiting lists, and some are even making the five-hour round trip from Invercargill to Dunedin to see a GP. Further, even people with a GP are waiting up to three weeks to get an appointment.

There are currently 60 doctors in 13 practices across Invercargill, none of which are currently taking on new patients.

Stuff sent questions to Prime Minister Jacinda Ardern asking if she felt the GP shortage was acceptable in Invercargill and what the government might do about it. A response was provided by the Minister of Health Andrew Little. Little said the shortage of GPs was a concern.

“People shouldn’t have to wait long to see a doctor. Primary health care is critical to the future of New Zealand’s health system, and one of the major reasons for our reforms,” he said.

He also noted the partnership between WellSouth, Awarua Rūnaka and Hokonui Rūnanga to develop Te Hau o Te Ora - a whānau-centred primary care service in Invercargill, saying: “This is exactly the sort of initiative our health reforms are about.”Hokonui Rūnanga Manager Terry Nicholas speaking at the launch of Te Hau o Te Ora in September 2021.

However, even this new and much needed service has been put on hold until a doctor is found to run it.

Andrew Swanson-Dobbs, CEO of WellSouth stated that: “We see this partnership as something that is both needed and helpful for our community. As a priority right now , we will be proactively working to ensure we can bring in additional general practice support for our community.”

In September 2021 Te Hau o Te Ora (The Breath of New Life) was launched in Invercargill.

A partnership between Awarua Rūnaka, Hokonui Rūnanga and the WellSouth primary health network, Te Hau o Te Ora will offer a Māori model of primary care.

This partnership is a new, from the ground-up initiative that addresses the needs of the Invercargill community, with a focus on making real change that will result in improved equity of access and equity of health outcomes. The recent Covid-19 vaccination campaign has highlighted the existing issue that a number of Invercargill residents are unenrolled in a general practice. Māori health providers have reported that many of the people they provided services for remained unenrolled and unable to access primary care services, funded screening programmes and long-term conditions support. Māori and Pacific residents are disproportionately affected and miss out on preventative and ongoing health care and other social services.

Find out more about Te Hau o Te Ora (The Breath of New Life).

Posted: 19 February 2022