STRENGTHENING PACIFIC PARTNERSHIPS UPDATE DECEMBER 2014

STRENGTHENING PACIFIC PARTNERSHIPS UPDATE DECEMBER 2014 A WORD FROM MANAGER PACIFICA LABOUR & SKILLS Talofa lava, Malo e lelei, Kam na mauri, Talofa, Ni sa bula, Gud de tru olgeta, Mo yoran, Kia ora tatou and Pacific greetings. I am delighted to welcome you to the December edition of RSE: Strengthening Pacific Partnerships Update. This is a quarterly e-newsletter about the Recognised Seasonal Employer (RSE): Strengthening Pacific Partnerships (SPP) initiative. This is my first newsletter as the guardian of the RSE policy and as the newly appointed Manager, Pacifica Labour and Skills in the Ministry of Business, Innovation & Employment. A very warm welcome to you all, as New Zealand starts to head into its warmer seasons, and a particularly warm welcome to readers who are new to RSE, or indeed to the SPP initiative. This newsletter is a great channel for all of us who are interested in the SPP work to share experiences or bring up questions for discussion, and any items of interest. I want to start off with an old Māori proverb He aha te mea nui o te ao? He tangata. He tangata. He tangata. What is the most important thing in the world? It is the people, it is the people, it is the people. This is very crucial in our role as it emphasise the importance of people-to-people relationships. This is what our work is all about. Now that we are well into the eighth year of the RSE: Strengthening Pacific Partnerships (SPP) programme, it s a good time to reflect on some of the past successes and challenges. It is a privilege for me to lead the New Zealand Government s strategic management of the Recognised Seasonal Employer (RSE) policy, the implementation of our Strengthening Pacific Partnerships (SPP) initiative and the Pacific Access Category (PAC) and Samoa Quota (SQ) relationship programmes. Although there is a lot to learn, I am really enjoying the role so far and I am blessed to have such a great team to work with. This edition gives you information about the SPP developments and brings you up-to-date with recent initiatives. You will read about the recent developments surrounding ministerial visits and SPP secondments as well as some of the highlights of the Horticulture New Zealand RSE employers conference in July. We have included a short summary from our North and South Island regions including a feature on one of the RSE employers in Marlborough, Seasonal Solutions Co-operative Limited, along with profiles of our RSE SPP staff members. There is such a lot happening under both the RSE policy in New Zealand, across the regions and the RSE: SPP initiative. If there are questions you would like answered, or a particular focus you would like to see in the next newsletter, please let us know. I look forward to working with you all to progress the RSE: SPP work. Now that we are in December the countdown to Christmas and New Year is well and truly on. I wish you and all your families a very Merry Christmas and a Happy New Year. George Rarere Manager Pacifica Labour & Skills george.rarere@mbie.govt.nz +64 6 975 5578

INTRODUCING OUR NEW MANAGER George Rarere is currently the new Manager, Pacifica Labour and Skills who is looking after the Recognised Seasonal Employment (RSE) in the Immigration Group, New Zealand Ministry of Business, Innovation and Employment. George manages a team of six in the Pacifica Labour and Skills Unit two regional Relationship Managers based across New Zealand, an RSE Relationship Manager: SPP, a Senior Adviser: SPP and two Pacific Relationship Managers looking after the relationship with New Zealand employers to recruit workers under Samoa Quota or the Pacific Access Category. George s role is to oversee the RSE scheme, SPP programme and the Pacific quotas. George has worked for the Ministry of Business, Innovation and Employment (formerly the New Zealand Department of Labour) as Relationship Manager RSE many years as an employment advisor, Senior Advisor in the Community Employment Group, and Labour Market Knowledge Manager (East Coast and Hawke s Bay). George has been with the RSE Unit since 2008. Prior to joining the former Department of Labour, George worked in the horticulture industry as well as in the New Zealand Meat Industry for a number of years. George has great connections and stakeholder relationships. Bringing these priority areas of work under one team is recognition of their importance, value and the opportunity to leverage the networks and insights that exist across industry, government and the Pacific. Although still living in Hawkes Bay, George will be mainly based in Wellington. MEMBERS OF PACIFICA LABOUR & SKILLS TEAM The Recognised Seasonal Employment Team is part of the Pacifica Labour and Skills Unit of Immigration New Zealand under the Ministry of Business, Innovation and Employment. George Rarere is the newly appointed Manager, Pacifica Labour & Skills supported by a team of six: Tony Jensen RSE Relationship Manager (North Island) Pip Jamieson RSE Relationship Manager (South Island) Lafaele Lupo Relationship Manager RSE: SPP Angie Enoka Senior Advisor: RSE: SPP John Hellesoe Relationship Manager, Pacific Eva William Relationship Manager, Pacific RSE: SPP AT THE S.I.D.S CONFERENCE IN SAMOA The Third International Conference on Small Island Developing States (SIDS) was held from 1 4 September 2014 in Apia, Samoa and RSE: SPP Relationship Manager, Lafaele Lupo and Scott McHardy, MBIE s Manager International Strategy and Partnerships were part of the New Zealand delegation to the S.I.D.S Conference. Lafaele and Scott were involved in the following labour mobility discussions: Migration partnerships for sustainable development in SIDS, hosted by the International Organization for Migration and Sustainable development, labour markets and labour migration in the Pacific, co-hosted by the International Labour Organization and World Bank. Both found the S.I.D.S Conference as basis for action on international cooperation and active engagement with small Pacific nations. STRENGTHENING PACIFIC PARTNERSHIPS (SPP) PROGRAMME The RSE: SPP initiative is funded by New Zealand s Ministry of Foreign Affairs and Trade (New Zealand Aid Programme) and provides technical and capacity building assistance to Pacific states to maintain the infrastructure required to administer and manage flows of RSE workers to and from New Zealand. The goals of the RSE:SPP initiative are to strengthen the Pacific states capacity to administer RSE in their Pacific Islands; to identify and support opportunities for horticulture skills development in the Pacific Islands, linked to RSE; and, to improve Pacific states processes for wider labour activities (including through improved regional cooperation around Pacific labour mobility). The funding is to provide technical and capacity building assistance to Pacific states to strengthen their ability to participate in the Recognised Seasonal Employer policy for five financial years from 2011 2016. The nature of the assistance is tailored to meet the specific needs of each Pacific state. What does this mean? Well, strengthening capacity means focussing on: Information management such as assisting Samoa with a review of information contained in their RSE work ready pool, or the Solomon Islands with an analysis of their worker statistics for the past five seasons; Knowledge such as supporting secondments of officials from Pacific Islands (Fiji, Kiribati, Papua New Guinea, Nauru, Solomon Islands, Samoa, Tonga, Tuvalu and Vanuatu) to New Zealand to understand the New Zealand horticulture and viticulture market context; employer needs and workers conditions on and off the job; and, providing physical resources to demonstrate the type of work that Pacific workers might encounter in New Zealand Processes such as reviewing end-to-end processes for recruitment of potential RSE workers from Pacific sending countries, or providing planning and time management training to Pacific officials in all RSE Pacific states, or linking Pacific officials with Immigration New Zealand branches to better understand the visa application process and requirements; Communication such as providing targeted communications training to Pacific officials who are not used to dealing with New Zealand private sector employers, or the physical resources needed to offer better pre-departure orientation training to RSE workers before they leave home; and Marketing such as assistance with websites and opportunities to meet with New Zealand private sector employers in New Zealand or in the Pacific Islands.

YOUR CONTACTS FOR RSE: SPP WORK Lafaele Lupo RSE Relationship Manager: SPP Lafaele has been the RSE Relationship Manager SPP for three years. During his time in the SPP space, he has been solely responsible for maintaining a relationship with Pacific Forum Country participants in capacity-building and implementation of the Strengthening Pacific Partnerships (SPP) programme. He has previously worked for Archives NZ, providing leadership and capacity-building support to the community sector. He has also been a Senior Project Advisor for Child, Youth and Family, and worked for over 10 years as a Senior Policy Advisor and Innovative Project Manager for the Ministry of Pacific Island Affairs. Email: lafaele.lupo@mbie.govt.nz Angie Enoka Senior Adviser: SPP Angie is a Samoan-born New Zealander and has a solid background in communications and stakeholder relationships. She is studying for a PhD in media studies, communications and journalism focusing on the portrayal of Pacific Island workers in the Recognised Seasonal Employer scheme by the New Zealand print media. She has worked as a senior government communications advisor for many years and most recently as a senior adviser skills and investment in the Ministry of Business, Innovation and Employment (MBIE) within the Immigration Group. Angie has played various roles associated with the RSE Policy and continues to bring her strengths in communications and extensive project management knowledge to the team. She is a fluent Samoan speaker. Email: angie.enoka@mbie.govt.nz VIEW FROM THE NORTH VIEW FROM THE SOUTH Tony Jensen Relationship Manager North Island Confidence and growth is apparent in the viticulture and horticulture sectors throughout the regions, with mostly optimistic forecasts. Since coming into my new role as the RSE Relationship Manager for the North Island on the 29th of September my priority has been to travel around meeting with RSE employers that I haven t yet met. These meetings are the foundation of allowing me to start understanding how their business operates and establishing the relationships that will go on to support the integrity of the RSE programme. By Christmas, mostly all of the North Island RSE employers will have been met. There has been an increase in both new plantings and land acquisitions which have led to an increase in production over most sectors. The new variety of G3 kiwifruit is looking at being a prolific fruiter that will lead to further pressure around the labour market. This is leading to concerns around there being sufficient labour supply at the critical times. There is also large planting operations and land leasing happening in the pip fruit sector. In mid-november Hawkes Bay was hit by a hail storm which resulted in minor to severe damage to crops. Pip Jamieson Relationship Manager South Island Marlborough There is development and new plantings occurring this Summer which is evident of the positivism in the sector and largely positive vintage harvest. Winter pruning was completed on time indicating a well-managed labour market and the budding for the coming harvest is well underway now. RSE employers are increasingly utilising Joint ATRs to assist in managing their labour needs within the national RSE cap. Nelson The forecasts for both the apple and kiwifruit volume and quality were all appearing positive due to the climate conditions. However recent hail storms have had an impact on isolated orchards in the Riwaka Motueka area and just how much impact from them is still to be seen as crops mature. The short overlap for harvest of the later apple varieties in conjunction with the tight window to pick and pack kiwifruit and increased labour needs to thin damage from the hail may mean a challenge for labour demand Canterbury The number of RSE workers being sought to assist with the viticulture and vegetable crops in the region continues to increase as regional labour is focused on the rebuild and general construction demand. Otago The forecast for cherries and stonefruit all appear positive with the Summer labour demand appearing as if it may be a challenge. The regional stakeholders are planning ways to prepare for and manage this.

STATISTICAL UPDATE ON KEY RSE FIGURES When RSE was originally set up, six countries Vanuatu, Tonga, Samoa, Tuvalu, Nauru and Kiribati were involved. Its success has led to an expansion in additional countries of the scheme. Solomon Islands and Papua New Guinea later joined the scheme and most recently Fiji with the possibility of Nauru joining next year. During the past years the Ministry s RSE Unit has provided targeted support for these participating countries. This has contributed significantly to the smooth and effective operation of the scheme in New Zealand and the successful recruitment of workers from the Pacific. New Zealand horticulture and viticulture employers need anywhere between 50,000 and 70,000 short-term seasonal workers during peak harvest. A small, but significant contribution to this short-term labour need is the Recognised Seasonal Employer (RSE) scheme, which supplies up to 9,000 overseas workers (primarily from the Pacific) to the horticulture and viticulture sectors each year. RSE meets a short-term labour need during harvest, and other high demand seasonal labour needs. Most RSE workers stay in New Zealand for between 4 and 5 months, based on the needs of employers. (The policy allows workers to stay up to 7 months, andt 9 months for workers from Kiribati and Tuvalu). There are 115 recognised employers involved in the RSE policy. RSE Arrival numbers by Nationality and Season (1 July to 30 June) Country 2007/08 2008/09 2009/10 2010/11 2011/12 2012/13 2013/14 Brazil 3 Czech Republic 1 India 41 77 25 40 15 25 28 Indonesia 249 271 271 304 299 303 305 Kiribati 69 38 48 149 142 138 127 Malaysia 364 374 406 375 317 273 308 Papua New Guinea 6 6 31 58 Philippines 80 76 75 74 74 68 68 Samoa 647 1228 1021 1219 1162 1137 1169 Solomon Islands 238 311 256 252 407 423 491 Taiwan 12 54 31 31 34 34 Thailand 195 684 727 827 658 565 588 Tonga 805 1355 1142 1411 1398 1573 1538 Tuvalu 99 49 54 51 88 56 71 Vanuatu 1698 2342 2137 2352 2412 2829 3070 Vietnam 1 1 Grand Total 4486 6821 6216 7091 7009i 7456 7855 Pacific Workers Arrival by Season Country 2007/08 2008/09 2009/10 2010/11 2011/12 2012/13 2013/14 Kiribati 69 38 48 149 142 138 127 Papua New Guinea 6 6 31 58 Samoa 647 1228 1021 1219 1162 1137 1169 Solomon Islands 238 311 256 252 407 423 491 Tonga 805 1355 1142 1411 1398 1573 1538 Tuvalu 99 49 54 51 88 56 71 Vanuatu 1698 2342 2137 2352 2412 2829 3070 RAINBOW PRAISE; MANY PEOPLE, MANY SONGS WRATTENS SAMOAN RSE WORKERS This year Rainbow Praise was held in Motueka allowing greater participation from RSE workers based in the Motueka area. Two RSE groups were able to participate and then leave to start their afternoon work shift in the pack house. The venue was full to capacity with people standing and the audience was very enthusiastic. Rainbow Praise is a unique event bringing together people of different ethnicities and cultures to enjoy and share their Christian songs of praise. The RSE workers were a key component of this occasion and were abled to sing their praises in their own languages. Grand Total 3556 5323 4658 5440 5615 6187 6524

PROTECTING THE INTEGRITY OF THE RSE POLICY A continuous improvement approach is being applied to the ongoing operation of the Recognised Seasonal Employers (RSE) policy. Compliance The issue with compliance is always topical and emphasising to workers at the pre-departure seminars the importance of compliance and the public consequences of any overstaying, displaying a good work ethic and protecting a government state reputation as a source of seasonal labour. Similar to pastoral care, RSEs are responsible for ensuring that workers comply with immigration requirements and return home before the expiry of their permit. Compliance activities will relate to both minimum employment standards and other conditions set out in RSE approvals. obligations are understood, and that any issues or concerns are identified and resolved. Health and Clearance Screening for RSE workers Standard character requirements for work visas need to be met. As per standard immigration policy, migrant workers from countries with a high risk of tuberculosis (TB) will need to be tested before being issued with a visa. Further work is underway to examine potential health and police clearance issues and the possibility of further testing of migrant workers. RSE Pacific countries have developed their own pre-selection and screening processes before recruitment begins, to ensure character requirements are met. Complaint process to RSE workers MR APPLE SAMOAN RSE WORKERS For more information on any compliance matters, contact a Labour Inspector in your area. Pastoral Care As an accredited RSE Employer, you are responsible for the pastoral care of workers as set out in the RSE Work Policy. A worker will benefit from the full protection of New Zealand employment and workplace legislation, in particular legislation concerning healthy and safe conditions of work. Should any concerns arise during the term of employment, an employer and a worker concerned can approach an Immigration New Zealand staff member as well as any key RSE contacts. The Ministry takes any RSE issue with Pacific workers and New Zealand employers very seriously. It works with both parties to ensure The Ministry of Business, Innovation and Employment advises workers to raise concerns with their employer or supervisor in the first instance. If not satisfied, workers can contact the Ministry who will respond accordingly. Employers are responsible for ensuring workers welfare needs are met. The Ministry works with employers providing support and advice on standards and obligations and monitors conditions closely. Ministry staff greet groups of workers when they arrive, whenever this is possible. All workers receive information on RSE rights and responsibilities, along with Ministry contact details. Timeframes for RSE workers to be in New Zealand RSE workers can be employed up to seven months, with the exception of workers from Tuvalu and Kiribati, who may be granted a maximum nine months of stay. RSE workers employment agreement is on average approximately five months. The RSE policy is designed to be responsive to labour demand from local employers so when weather affects crops or vines, if more (or less) crops or vines are in production, or there are more New Zealanders available, RSE worker numbers are correspondingly affected. Overstaying Should those who are allowed to work under the RSE policy for a temporary period and subsequently overstay beyond the period of their visa we work closely with other agencies, including the Police and HortNZ, to locate them and ensure that they leave. All RSE workers are being reminded during offshore pre departure orientations that they must return home at the completion of their work. Any RSE worker being deported will be banned from returning to New Zealand for five years and it may affect their chances to apply under the RSE policy in the future. They are also required to pay back any costs associated with their deportation. Being deported from New Zealand can also stop them from visiting or working in other countries. To date, we have had 43 RSE workers who have overstayed their visa. RSE Pacific countries will continue to work collaboratively with local New Zealand employers and the Ministry of Business, Innovation and Employment to ensure that where any issues arise, that they can be dealt with quickly and fairly. As each season passes, all of those involved in the RSE are learning more these lessons will help to continually improve the experiences of workers in New Zealand, employers and the RSE as a whole.

RSE EMPLOYER PROFILE SEASONAL SOLUTIONS CO-OPERATIVE LIMITED Seasonal Solutions Co-operative Limited is a Cooperative of Growers that operates in the South Island of New Zealand. Greg Watson, Seasonal Solutions CEO, and his family are originally from Otago. Greg was educated in Dunedin, and completed his agricultural science degree at Lincoln College. He s worked in a range of roles, mainly in the corporate world and largely in market research. During this time he headed up a number of projects in the in veterinary, pharmaceutical and retail grocery sectors. Greg has owned and operated a landscaping company and has worked in residential and commercial property development. RSE WORKER PIERRE TELEKLUK Over the last 6 years he has been involved with Pacific Islanders through the sport of rugby coaching, training, mentoring and refereeing. It was rewarding working with and being absorbed into the Pacific way of life. He created some wonderful relationships in rugby and sees working with the Vanuatu RSE workers as another way to continue this relationship with Pacifica people. After being involved in farming through his family he is passionate about the primary industry and the relationships it has provided. He aims to bring his business skills including strategic planning, operation planning, business processes and market analysis to Seasonal Solutions working with a dedicated and focused team. Greg Watson, chief executive of Seasonal Solutions Co-operative Limited talks about the value of the RSE scheme. 1. How long has your company been part of the RSE programme? In 2007 we worked with Immigration New Zealand and the World Bank on a project bringing Pacific Islanders to New Zealand for work. From this was born the RSE scheme, which became another labour source, adding to the existing Kiwi s and backpackers for Seasonal Solutions members. We started with 45 RSE workers from Vanuatu picking apples in Central Otago in March 2007. In mid-2008 we moved into Marlborough to work on the vineyards, and this year we have started operating in Canterbury with vegetable growers. We employ just on 1,000 RSE workers annually, placing them in our members orchards, vineyards and farms across the South Island. We also do joint ventures with other RSE employers moving men from operations in Hawkes Bay and Nelson. 2. What was your motivation behind the decision to be involved? The primary motivation to establish the company came about in 2005. After significant grower concern the Ministry of Social Development saw a need for horticulture and viticulture workers in Central Otago as fruit was rotting on trees and vines. MSD funded a person to look at the shortage of labour. After much researching a registered company called Seasonal Solutions Central Otago Ltd was established, which was headed up by Basil Goodman, a man with significant experience in the horticulture industry and as a retired fruit grower, knew intimately the labour issues facing orchard and grape growers. The cooperative was formed with with 50 members and five growers became directors. We initially focused GREG WATSON on placing backpackers into jobs, but it became increasingly difficult to meet the growing production demands in vineyards and orchards. In May 2006 the Company changed its name to Seasonal Solutions Cooperative Limited with our main office located in Alexandra. 3. How has your company benefited from the RSE programme? The cooperative approach to RSE workers was the making of Seasonal Solutions. We still place Kiwis and backpackers (on average about 1,000 placements in Central Otago annually) with members and non-members. RSE workers provide a major contribution to our labour force. With many of the same men returning each season, they have become extremely proficient at specific tasks. Our members are therefore eager to have the men return, as it enhances productivity by having experienced workers. Adding to this experience, the men are very hard working and their quality of work is excellent. The outcome is we benefit with people lining up to come and work with us, our members benefit

RSE EMPLOYER PROFILE SEASONAL SOLUTIONS CO-OPERATIVE LIMITED continued with improved production and the workers benefit by having an income to provide for their families and communities back home. It s a win win situation for all parties. 4. Where do you recruit most of your workers from and why? Nearly all our workers come from Vanuatu and a small group from Kiribati. When the pilot scheme started with Immigration New Zealand and the World Bank we sourced 45 workers from Vanuatu and we have remained there since. The Kiribati workers is an arrangement with one of our members. 5. Who are some of your longest serving workers how many and when did they start? Many of our men have been coming since we first started. Those who have been coming for 6 or 7 years are able to return due to their high quality of work and performance. Just as important has been their integration into the community. Many are involved in various religious denominations, sports clubs and music groups. Some men who have been coming for a while are leaders of groups. These men play an extremely important role NI-VAN RSE WORKERS PREPARING FOR HARVEST SEASON IN MARLBOROUGH in providing direction, guidance and training of the newer and younger workers in the groups. They play an important role in resolving any issues and particularly if problems arise back home, for example when a family member gets sick. There are two men that come to mind that have this leadership role who I have met already. Alex George from Mele Village and Peter Bumsing from Ambrym. These two men have been coming to Marlborough and Central Otago for many years. They have an individual mana that projects an authority, influence, and calmness. Their mana is recognised by all of us, Ni-vans and Kiwis that these men give their all through their actions. We have many other men in our team who possess these qualities. 6. How many workers have you recruited since your first involvement in RSE? I started with Seasonal Solutions in early December 2013 so have not recruited any workers directly as all our ATR s were submitted just before I arrived. I visited Vanuatu in January and experienced the recruitment process first hand when we had nearly 80 men arrive at a hall to hand in their documents for applying to work in New Zealand for the winter season. It was an in depth process with many men having prepared all their documents extremely well. Some were there enquiring about an opportunity to work in New Zealand. Our operations manager in Port Vila, Gwen Kalmet Carlot and her assistant Kalfau do an incredible job keeping track of each and every one. 7. What do you think of the policy? It meets the labour shortages in key primary industries for us not only to be competitive in the world market, but to actually have these industries exist at all. The policy directly creates employment opportunities for New Zealanders, because without RSE workers doing the on farm functions the marketing, sales, quality control, research and management positions would not be available. In short, the policy is imperative. 8. What are some of the success stories from your employees? Over the years there have been many success stories where the RSE worker themselves and the community have developed or improved the homes, community facilities, employment and created relationships. Here are just a few examples: Six Seasonal Solutions RSE workers through a community advocate got together and helped finance and build a medical clinic on Malo Island. This helped all communities on the island to have access to health services instead of taking the lengthy and expensive trip by sea to the main island of Santo. Abel Matuele who is now a Councilor for North Efate area had previously worked with Seasonal Solutions for five seasons in Blenheim. It was through the scheme that Abel was able to finish his house, buy a boat for transportation to and from Moso Island to the main island of Efate. He also was able to help his community to plant a hectare of sandalwood trees, with the idea of providing an income for future generations. The RSE workers along with assistance from the growers they work with, arrange shipping containers to send gear back to Vanuatu. One year Colin Bob shipped back a pizza oven to help run the family owned café. Today Colin s gourmet pizza is one of the best in Luganville, Santo. Marius Baba of Ambrym has been a long time resident of Chapuis, Santo. Marius is a carpenter and returning home he bought machinery that would help him whilst in Vanuatu. With the tools he has, he has been able to secure building contracts and employ others. 9. Would your company survive without RSE? When Seasonal Solutions first started it recruited solely Kiwis and backpackers. We still do this by liaising with Work & Income, through individuals registering on our website or coming into our office in Alexandra seeking jobs. Finding employment for these people makes up 20 25% of our placements. RSE workers make up 30 40% with backpackers the rest. In order for us to meet the labour needs for our cooperative members we have to place RSE workers onto their orchards and vineyards. If the scheme did not exist our members would not have enough labour and we would probably not exist in our current form. An alternative labour scheme or new initiative would have to be found and created. For more information on Seasonal Solutions Co-operative Limited, check out their website: ssco.co.nz/members

RECOGNISED SEASONAL EMPLOYERS CONFERENCE 2014 RSE cap increase to 9,000 SAMOA DELEGATION AT THE CONFERENCE Horticulture New Zealand hosted a very successful annual RSE Employers Conference which over 50 RSE employers and other stakeholders attended in July. The conference had a New Zealanders first focus to address the theme The Value of Development and there were a number of interesting speakers and stories which arose some of the great activities that employers have been involved in. The Samoan Prime Minister was the keynote speaker and he made an official invite for Samoa to host next year s conference. The Minister of Immigration Hon Michael Woodhouse announced at the Conference the increase in the RSE cap from 8,000 to 9,000 per annum. Immigration Minister Michael Woodhouse announced at the Recognised Seasonal Employers Conference an increase to the annual cap of RSE workers to 9000 nationwide per year. It raised the number of temporary overseas RSE workers who can be employed from 8000 to 9000. New Zealand recognises the importance of RSE to economic development in the Pacific, and the increase in the cap provides the opportunity to further build on RSE s success. The increase has been effective from November 2014. Signing of Samoa s Inter-Agency Understanding The RSE Inter-Agency Understanding for Samoa was signed on Tuesday 22 July by Nigel Bickle, Deputy Chief Executive Immigration New Zealand and Vaosa Epa, Chief Executive Officer for Samoa s Ministry of the Prime Minister and Cabinet (MPMC). The IAU is an agreement between MBIE and Samoa via the MPMC in support of New Zealand s RSE policy. The last IAU review for Samoa was signed in 2009. RSE CONFERENCE REPRESENTATIVES STRATEGISING WITH ASSISTANCE FROM JERF VAN BEEK, HORTNZ MANAGER NATIONAL SEASONAL LABOUR Samoa s Prime Minister RSE visit Before the RSE Conference, the Samoan Prime Minister, Hon Tuilaepa Sailele Malielegaoi travelled to Nelson to learn about the progress of the Recognised Seasonal Employer s scheme for Samoan workers. The Minister visited two RSE employers at Birdhirst and Cedermans orchards and met with employers and Samoan RSE workers. The Samoan Prime Minister also visited employers and RSE Samoan workers in the Hawkes Bay region before returning to Samoa. HON MICHAEL WOODHOUSE PHOTO: HORTICULTURE NZ Under the RSE: SPP Pacific government were invited to attend the second day of the conference to network and market to employers. Other conference participants were mainly from the horticulture and viticulture industries comprising representatives, individual RSE employers and growers. Other invited guests included sponsors from travel and health insurance industries, and financial institutes. NIGEL BICKLE HEAD OF INZ & VAOSA EPA, CHIEF EXECUTIVE OFFICER OF SAMOA S MINISTRY OF THE PRIME MINISTER AND CABINET SIGNING SAMOA S RSE INTER-AGENCY UNDERSTANDING

SECONDMENT PROGRAMME FOR PACIFIC STATE OFFICIALS NAURU, SAMOA AND FIJI This financial year from July 2014 government officials from Fiji, Nauru and Samoa have been in New Zealand for just over a week on their secondment with the New Zealand Ministry of Business, Innovation and Employment as part of the RSE: Strengthening Pacific Partnerships (SPP) programme. The secondment process provides an opportunity for Pacific state officials to expand their knowledge, experience and expertise of the RSE programme from a New Zealand context. The nature of the secondments was tailored specifically to meet the needs of each Pacific state. The opportunity provides these visiting officials with a wealth of experience, and an excellent chance to learn more about how RSE works from a New Zealand perspective. The secondment programme involves visiting employers who recruit from the sending country, visiting pack houses and properties to view employer s operations, meeting with workers and in some cases (if requested by officials) spend time with employees in their working environment, including working in the pack house or picking out in the orchards. Officials can also identify other areas they see as important in their management of the RSE programme in their home country. Secondment is requested through the RSE: SPP Team who are responsible for putting together the programme for Pacific states officials. July 2014 Fiji s Government Minister of Labour, Industrial Relations and Employment, Hon Jone Usumate visited New Zealand in July under the RSE: Strengthening Pacific Partnership programme. Minister Usumate s visit enabled him to observe the RSE scheme in the Bay of Plenty, Hawkes Bay and Nelson as well as meeting with government officials in Wellington. The visit was viewed as a great opportunity for Minister Usumate to have a clear understanding of the of the RSE scheme as a step towards enabling the possible participation of Fijian nationals in the RSE programme following Fiji s election. The visit also provided Minister Usumate an opportunity for discussions with New Zealand Government representatives on a range of bilateral and regional matters. Minister Usumate was accompanied by Viliame Cagilaba, Director National Employment Centre for the Government of Fiji. October 2014 Earlier this month the secondment programme was implemented for Nauru officials; Masau Detudamo, Director of Trade and Pacific Affairs and Miniva Harris, Manager Labour Mobility Unit to re-engage with RSEs, with the hope that they will employ Nauru nationals in the coming season. The secondment programme provided the opportunity for Nauru officials to get a comprehensive understanding of requirements both from the RSE perspective as well as MBIE processes and systems. November 2014 Representatives from the Samoan Ministry of Prime Minister and Cabinet have been in New Zealand for a knowledge-building secondment, including meeting with workers and New Zealand RSE employers, and senior government officials in Wellington. The Samoa government delegation consisted of two officials from Samoa in the Ministry of the Prime Minister and Cabinet; Miss Venus Tupai, Principal Advisor for Seasonal Employment Unit and Mr Tupuola Terry Tavita, Samoa s Media Officer who joined two Samoa New Zealand based officials; His Excellency Papalii Leasi Scanlan, Samoa High Commissioner to New Zealand, Dr Fonoti Lafitai Fuatai, Samoa Trade Commissioner in New Zealand for the RSE: SPP secondment programme from 1 8 November. The secondment programme provided the opportunity for Samoan officials to get a comprehensive understanding of requirements both from the RSE perspective as well as Immigration (MBIE) processes and systems. Samoa officials met with RSE employers to build their knowledge on RSE workplace and accommodation processes and pastoral care. They also met with Ministry officials to look at the RSE programme from a policy perspective, including improved systems and processes. The secondment followed the Samoan Prime Minister s visit earlier in July. Samoa identified their secondment programme as one of their key priorities in the development of their Action Plan 2013 16. SOLOMONS HIGH COMMISSION ESTABLISHED OFFICE IN WELLINGTON The Solomon Islands Prime Minister, Gordon Darcy Lilo, officially launched the Solomon Islands High Commission in Wellington during his trip to New Zealand in March. The newly appointed Solomon Island High Commissioner to New Zealand is Joy Kere. Her Excellency Joy Kere is the first female high commissioner to New Zealand. She determined to strengthen a long standing relationship between the Solomon Islands and New Zealand. Since the inception of RSE, Solomon Island worker numbers were just over 200. To date, number of workers from the Solomon Islands coming to New Zealand under the RSE scheme is double that. Financial year 2013/14 saw 491 Solomon Island workers taking up RSE places to work in regions such as Hawke s Bay and the Wairarapa. The Solomon High Commission in Wellington is one of 18 Solomon diplomatic and consular representations abroad. Solomon High Commission in Wellington, New Zealand Wakefield House, Level 1 90 The Terrace P.O. Box 5981 Wellington 6145 New Zealand Telephone (+64) (4) 472 2827 Telefax (+64) (4) 472 2811 E-mail info@sihc.org.nz Website www.sihc.org.nz

2014 RSE EMPLOYERS RESEARCH SURVEY LAUNCHED SAMOAN QUOTA & PACIFIC ACCESS CATEGORY The annual RSE Employers Survey was undertaken for 2013/14 through Research NZ, and findings from that were released in early November. With a good response rate this research continues to provide valuable information on the benefits that RSE brings to Pacific Sending countries, the RSE workers and their families, and to New Zealand employers. Almost all RSEs in 2014 (96 percent) believe that the benefits of participating in the scheme outweigh the costs, and most RSE employers agree that participation has resulted in better quality and more productive workers, a more stable workforce than in previous years, and the ability to employ more New Zealand workers in addition to RSE workers. Since 2007, 76% of RSE employers have been able to expand their area under cultivation compared to employers who do not use RSE workers. Reported business growth among RSE employers is significantly higher and more than 50% have invested in new plant and equipment and/or expanded in the last 12 months. Recruitment of seasonal workers findings indicate that the average number of Pacific and non-pacific RSE workers used by RSE employers has remained relatively stable over time and RSEs continue to employ ATTENDEES AT 2014 RSE EMPLOYERS RESEARCH SURVEY LAUNCH New Zealanders. Another key source of labour is Working Holiday Makers. Most RSE employers also envisage further improvements in their business operations in future, as a result of participation in the programmes. Findings indicate that training is becoming easier and almost all RSE employers use returning Pacific workers from previous seasons, particularly to help train new workers. Perceptions of the initial productivity of returning workers have improved significantly since 2012. Almost 100% of RSE employers who use returning workers agree that managing the provision of pastoral care of these workers was easier this season. However, a small but significantly increased proportion of employers reported having problems providing accommodation, translation services and access to health services. It is also noted that most RSE employers are continuing to make improvements in pastoral care and in many cases these improvements are also benefitting non-rse workers. The Report is available here Every year up to 1,500 (1,750 with the inclusion of Fiji next year) people from the Pacific enter New Zealand under the Samoa Quota (SQ) and Pacific Access Category (PAC) programmes, which are based on long standing treaties between New Zealand and Pacific nations. Pacific Relationship Managers John Hellesoe and Eva William work is to support the recruitment and retention of Pacific Quota migrants by providing the following service: a dedicated, tailored service that matches employers and workers from the Pacific assistance with work recruitment in New Zealand and in the Pacific settlement guidance and advice that aims to provide a smooth transition into life in New Zealand ongoing account management service and support. If you would like to know more about John and Eva s role and how Immigration New Zealand can assist you contact our Pacific Relationship Managers. They will be happy to answer any questions you might have. CHIEF EXECUTIVE HORTICULTURE NEW ZEALAND, PETER SILCOCK AND HEAD OF IMMIGRATION NEW ZEALAND, NIGEL BICKLE John Hellesoe 09 928 2092 or 027 270 9355 john.hellesoe@ mbie.govt.nz Eva William 09 928 2091 or 027 454 0398 eva.william@ mbie.govt.nz Find out more or contact Immigration New Zealand s Pacific Relationship Managers.

VAKAMEASINA UPDATE AGREEMENT ON FIJI S INCLUSION IN RSE SCHEME Each year, thousands of workers coming to work in New Zealand s horticulture and viticulture industries will have the opportunity to benefit from a programme aimed at lifting their literacy, numeracy and financial literacy skills. The programme is known as Vakameasina. Delivery of Vakameasina over the past few years has gone extremely well largely due to the support we have from all stakeholders. Cost savings and additional funding from the Ministry of Foreign Affairs and Trade have resulted in an increase in the number of courses we are able to deliver and the regions in which we deliver them. We are contracted to deliver, in the next 12 months as many courses as we have delivered in the past 3 years!!! It will be a challenge, but we are up for it. We also have developed the Small Business Training and Development pilot known as Awhi. This is targeted at groups of RSE workers who have a business idea in mind that we could support through our Vakameasina delivery. There are ways in which you can support us: Promotion of Vakameasina to RSE workers in pre-departure presentations particularly to women. Timely communication when learners have departed, in order for us to complete delivery and gain required feedback. Assistance with gaining learner feedback, a key performance indicator for us, from participants who have had to depart early or who move to other regions unexpectedly. For further information please contact me sandyscarrow@fruition.net.nz or go to our website for resources which may be useful. PHOTOS: SANDY SCARROW, FRUITION NIGEL BICKLE & TAITO WAQA SOLIDIFY FIJI S AGREEMENT TO BE PART OF THE RSE SCHEME The Fiji Islands and New Zealand Recognised Seasonal Employer (RSE) scheme partnership will be strengthened by the signing of an Inter-Agency Understanding between Fiji s Ministry Employment, Productivity and Industrial Relations (MEPIR) and the New Zealand Ministry of Business, Innovation and Employment. Fiji s Permanent Secretary for MEPIR Mr Taito Waqa and New Zealand Head of Immigration, Nigel Bickle signed the agreement as a testimony of the commitment and collaboration between the two countries under the RSE policy. This agreement sets out each country s obligations regarding Fijians who travel to New Zealand for seasonal work in the horticulture or viticulture industry. Earlier this year, Relationship Manager RSE: SPP Lafaele Lupo undertook an IAU scoping visit to Fiji to hold initial discussions with the Fiji Government on the content of an RSE IAU. The scoping visit provided the opportunity to: view first-hand how the RSE programme is planned, how it will operate and managed in Fiji; look at Fiji Government s RSE processes and systems; learn about and understand of other seasonal programme and synergies with the RSE programme; get a snap-shot of existing support and explore other support required by Fiji Various meetings were held with key agencies including the Ministry of Employment, Productivity and Industrial Relations (MEPIR) who is the lead agency for the operation and management of the RSE Work Programme. Fiji has now officially become part of the RSE Pacific family. New Zealand MBIE has signed agreements with seven Pacific states Kiribati, Papua New Guinea, Samoa, Solomon Islands, Tonga, Tuvalu and Vanuatu. The agreements have common features but also reflect each country s individual needs.

REMITTANCE PILOT PROJECT RESOURCES BENEFITS PACIFIC RSE COUNTRIES It is widely accepted that remittances play an increasingly important role in reducing the scale and severity of poverty in the developing world. Besides pure monetary gains, remittances are associated with greater human development outcomes across a number of areas such as health, education and gender equality. The World Bank estimates that remittances contribute around $400 million per annum to Pacific economies and make up approximately 20 per cent of GDP in Tonga and Samoa. Remittances derived from Pacific workers in New Zealand under the Recognised Seasonal Employer (RSE) policy are conservatively estimated to be worth $28 million annually to the region and rising. With this in mind, the Ministry of Business, Innovation & Employment has launched the Remittance Pilot Project. The overarching goal of the project will be to establish baseline evidence on the economic benefits of the RSE policy and its role in assisting development in RSE sending states. Initially the project will focus on Tonga and Samoa, but could be expanded to other participating countries in the future. The information collected as part of the project outcomes will be used to help guide New Zealand s future support for the RSE. The Remittance Pilot Project runs from October 2014 until the 15 June 2015. A completion report will be made available in early July. RSE: SPP INFORMATION ON WEBSITE Revised RSE information on Department of Labour website The RSE pages on the Department of Labour website will be updated. The look remains the same and much of the content will be transferred to the Immigration New Zealand website next year. It has been enhanced to provide easier access for anyone seeking information about the RSE policy and processes. To keep track of RSE: SPP movements as they happen, make sure you visit the web page: www.dol.govt.nz/initiatives/strategy/rse/ strengthening/ We trust that you will find our latest e-newsletter helpful and welcome any feedback or comments that you may have. You can contact us at rseinfo@mbie.govt.nz If you have any questions, feedback or suggestions for improving this newsletter or news and events to include in future editions please contact: Angie Enoka, Senior Advisor SPP angie.enoka@mbie.govt.nz or + 64 4 896 5254. The Ministry of Business, Innovation and Employment has made available some of its surplus office equipment to support RSE Pacific countries in the management and operation of New Zealand s RSE programme offshore. The surplus resources were a result of MBIE s move to its new premises earlier in the year. The Ministry of Business, Innovation and Employment has made available some of its surplus office equipment to support RSE Pacific countries in the management and operation of New Zealand s RSE programme offshore. The surplus resources were a result of MBIE s move to its new premises earlier in the year. The horticulture and viticulture industry also provided financial assistance to transport these resources to the RSE Pacific countries. The RSE programme is a partnership arrangement between the New Zealand and RSE sending states to provide seasonal labour workforce from the Pacific to fill a labour shortage within New Zealand horticulture and viticulture industries. The donated resources demonstrate New Zealand s commitment to the RSE programme and its partnership arrangement with RSE countries. New Zealand Non-Government Organisations and other Not-For-Profit Organisations also benefited from MBIE s surplus resources. MB13025