A plan which describes the framework, principles and process for determining project prioritisation and the sequence in which those projects are carried out. The first version of this plan was produced on 23 September 2011.
A plan which details how in 2013 SCIRT planned to engage its workforce in training.
A guideline which defined the process and ownership of templates used by the design team and the management of the design team electronic library.
A copy of the award application for the New Zealand Engineering Excellence Awards 2013.
Disasters are rare events with major consequences; yet comparatively little is known about managing employee needs in disaster situations. Based on case studies of four organisations following the devastating earthquakes of 2010 - 2011 in Christchurch, New Zealand, this paper presents a framework using redefined notions of employee needs and expectations, and charting the ways in which these influence organisational recovery and performance. Analysis of in-depth interview data from 47 respondents in four organisations highlighted the evolving nature of employee needs and the crucial role of middle management leadership in mitigating the effects of disasters. The findings have counterintuitive implications for human resource functions in a disaster, suggesting that organisational justice forms a central framework for managing organisational responses to support and engage employees for promoting business recovery.