Accident Compensation Corporation - Statement of Corporate Intent ...

section 5:
Organisational capability and capacity
This section outlines what ACC is doing to ensure it has the organisational capabilities to
deliver its programmes in 2010-2011. These include changes to staff capability and capacity,
and information technology systems to increase staff efficiency and improve the interface with
clients and levy payers.
In 2010-2011, a major investment will be made to improve ACC’s ability to deliver services to its
levy payers. This programme includes the automation of business processes and will allow a
wider range of products and services to levy payers to be introduced.
Building ACC’s people capability
ACC is committed to being a good employer and is focused on enhancing its people capability in
three key areas:
• ensuring staff are engaged, both in their role and in the organisation
• retaining high performers and key staff
• ensuring managers, especially on the frontline, have the skills and business acumen to
succeed in the new environment.
Staff engagement – managers are accountable for identifying and making progress on the two
or three critical areas in each team that impact on staff engagement. Performance is measured
by the Gallup Staff Engagement Survey.
Attrition – a talent management programme is in place to identify key performers at all
leadership levels, and is supported by succession and development plans. In 2010-2011, this
process will be complemented by a performance management system that better recognises
and rewards performance.
Leadership capability – ACC’s leadership development programme is being adapted to ensure
that new, emerging and experienced managers have the opportunity to enhance their skills
in the areas that support increased productivity and improved value for money. Managers are
further supported in their development by 360-degree feedback.
Organisational capability measures
Organisational capability measures
Measure 2010–2011 Target 2009–2010 Target
Staff turnover
The attrition for high performers
will be below 10%
The attrition for high performers
will be below 10%
Staff engagement
Using the Gallup Staff
Engagement Survey, ACC will
maintain a grand mean above
the New Zealand State Sector
50th percentile
ACC will maintain a grand mean
of at least 3.78 out of 5.00 and
remain above the New Zealand
public sector average
Management capability
20% of managers undertake
formal leadership development
training during the year
No equivalent measure
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