16
Our Staff
Who works for City Care? The graphs below illustrate the age,
average length of service and ethnic profile of City Care's employees.
Due to the nature of the industry we are in, City Care's workforce
is predominantly male. We are attempting to address this
imbalance by developing policies to actively recruit females,
for example through our partnership with Avonside Girls' High
School, and through offering part-time roles which may be more
attractive to women with families. 11% of City Care's workforce
is now female compared to 8% in 2003, and we have 2 women
in our senior management team of 7.
City Care as an employer
The most significant social impact City Care has is the way our
relationship with our staff affects their economic, physical and
mental wellness, and that of their partners and dependants. As a
company we strive to be a good employer, not only because we
believe it is the ethically appropriate approach, but also because
it makes good business sense, especially in the context of the
current tight labour market.
Employment contracts
Five unions represent around 61% of City Care employees,
including a number of salaried staff. City Care has 8 collective
employment agreements with these unions. In the last year all
agreements were renegotiated without work stoppage.
Most City Care staff already receive 4 weeks annual leave.
Employees also receive unlimited sick and special leave.
The Amalgamated Workers Union of New Zealand (Southern)
was the first union to adopt performance based pay for its
members. This agreement was made possible by the company's
pledge to provide skills based training for all employees, so that
anyone who is willing to make the commitment can move up
the skills grading based on achieving credits towards external
trade qualifications.
In all agreements we now have hourly pay made up from a base
rate plus a number of additional variable scale rates based on
the person's level of skill, responsibility, and productivity.
The progress of performance pay for AWUNZ members is shown
in the table on the adjacent page.
Grievances and disputes
City Care had one personal grievance case during the year,
which was settled prior to mediation. As at 30 June 2005, there
were no outstanding grievances.
Hours of Work
City Care is mindful of the need for work-life balance. The
company therefore monitors the hours worked by employees
to ensure our management practices do not impose excessive
demands on individuals. None of our collective employment
STAFF
CITY CARE AGE PROFILE
Age Bands
2004
2005
2004
2005
Years of Service
CITY CARE YEARS OF SERVICE
