Māori Information Management Systems

This framework was developed through the ITO's adoption of Te Tiriti o Waitangi, which recognises its partnership responsibilities with respect to whānau, hapū, iwi. The process demonstrates how information could be enhanced in order to be more useful to a range of organisations including Government ministries and agencies, but more particular, to future workforce development and Hauora Service delivery.

Careerforce is limited only by the information supplied to it by respective trainees. The Training Agreement requests the following details;

Data Entry

• Māori.
• Your hapū.
• Your marae.
• Your iwi.

Database Input

On receipt tribal details are entered into the MiMs (Māori Information Management System) for retrieval at a later date. The database is capable of identifying all candidates who have identified as Māori and includes;

• Total trainees by Māori.
• Total Māori by hapū.
• Total Māori by marae.
• Total Māori by iwi.

MiMs can identify the range of iwi groupings of its candidates by iwi and includes;

• Total iwi members engaged with Careerforce under a Training Agreement.
• Type of qualifications iwi members are undertaking.
• Progress of iwi members to attain new skills and qualifications.
• Geographical locations of iwi members.
• Employers.
• Total number of qualified iwi members, or working towards qualification in respective fields.
• Total credits by individual iwi and/or Māori collectively.

Iwi reporting

By the sum-total of respective iwi, Careerforce have developed an IRS (Iwi Reporting System) where it is able to either furnish blanket reports or target respective iwi groups on a national basis and at specific points in time. Several pilot iwi locations have been established to trial the system. Annual reports to all iwi will follow soon after. Careerforce believes that this reporting style has several benefits namely,

• Can measure from time to time the composition of the workforce by Māori and individual hapū, marae and by iwi, which ever is the priority.
• Can target specifically all the important levels of Māori organisations including Māori traditional organisational structures such as marae to enhance workforce development and marketing strategies.
• Provide valuable information to iwi on the "state" of respective Māori workforce in the health and disabilities industry and sectors (on a national scale).
• Where appropriate develop a looped network between iwi members and their organisations.
• Provide and measure respective iwi contribution to the health and disabilities industry by sector.
• Opportunities for Māori recruitment and stronger workforce development by utilising systematic reporting lines.
• Provide vital information to Government (and its agencies) on Māori workforce development.

The reporting functions demonstrate that this 'best practice' clearly reflects Careerforce obligations under the Māori version of Te Tiriti o Waitangi, particularly, article two - ngā rangatira, o ngā hapū (the chiefs of the tribes).

Engagement with Māori

At any given point in time the distribution of iwi reports provide Careerforce with the first point of engagement with an iwi identified through its training agreements. The report is offered as a "koha", a gift, specifically to Māori (whānau, hapū, iwi), in accordance with tikanga.

As further opportunities are enhanced between iwi and Careerforce, it is anticipated that dialogue will develop more meaningful into "kanohi ki kanohi (face to face) discussions. Face to face dialogue is an important factor in communications with Māori and therefore, a prerequisite to the development of mana-enhancing relationships and viable partnerships. Partnership is about relationships so that we can formulate the best solutions together.