For Real Promotional Flyer
Articles, UC QuakeStudies
A promotional flyer which describes the For Real recruitment and training process.
A promotional flyer which describes the For Real recruitment and training process.
A handout which includes information about the For Real employer process, the pre-employment courses available, a cost and value analysis for employers and some questions and answers.
A document which describes the process that SCIRT took to fill its operational workforce gap.
A promotional flyer which describes the experiences of four For Real recruits.
A diagram which shows outputs from SCIRT's March 2012 capability survey, detailing the number and type of positions that needed to be filled.
An example of a resource consent for dewatering.
A consent granted by the Christchurch City Council, providing consent to carry out earthquake repair work that may affect protected vegetation.
A consent granted by Environment Canterbury, providing consent to discharge water and contaminants to water.
A guideline which defined the process and ownership of templates used by the design team and the management of the design team electronic library.
An authority granted by the New Zealand Historic Places Trust, providing the authority to carry out earthquake repair work that may affect archaeological sites within the Lyttelton area.
A copy of the award application which SCIRT, the Christchurch City Council, Environment Canterbury and Beca submitted for the New Zealand Planning Institute Best Practice Award in February 2013.
An authority granted by the New Zealand Historic Places Trust, providing the authority to carry out earthquake repair work that may affect archaeological sites within the Christchurch City area.
A variation to the consent granted by the Christchurch City Council, providing consent to carry out earthquake repair work that may affect protected vegetation.
A pdf copy of a resource list for third-sector organisations.
The skills agenda has grown in prominence within the construction industry. Indeed, skill shortages have been recognised as a perennial problem the construction industry faces, especially after a major disaster. In the aftermath of the Christchurch earthquakes, small and medium construction companies were at the forefront of rebuilding efforts. While the survival of these companies was seen to be paramount, and extreme events were seen to be a threat to survival, there is a dearth of research centring on their resourcing capacity following a disaster. This research aims to develop workforce resourcing best practice guidelines for subcontractors in response to large disaster reconstruction demands. By using case study methods, this research identified the challenges faced by subcontracting businesses in resourcing Christchurch recovery projects; identified the workforce resourcing strategies adopted by subcontracting businesses in response to reconstruction demand; and developed a best practice guideline for subcontracting businesses in managing the workforce at the organisational and/or project level. This research offers a twofold contribution. First, it provides an overview of workforce resourcing practices in subcontracting businesses. This understanding has enabled the development of a more practical workforce resourcing guideline for subcontractors. Second, it promotes evidence-informed decision-making in subcontractors’ workforce resourcing. Dynamics in workforce resourcing and their multifaceted interactions were explicitly depicted in this research. More importantly, this research provides a framework to guide policy development in producing a sustainable solution to skill shortages and establishing longterm national skill development initiatives. Taken together, this research derives a research agenda that maps under-explored areas relevant for further elaboration and future research. Prospective researchers can use the research results in identifying gaps and priority areas in relation to workforce resourcing.
A presentation given to Human Resource Institute of New Zealand members, outlining SCIRT's intentional approach to culture development.
A plan which outlines SCIRT's approach to Human Resource Management. The first version of this plan was produced on 30 August 2011.
A photograph of a resource room in the Department of Civil and Natural Resources Engineering at the University of Canterbury after the 4 September 2010 earthquake.
A document which outlines SCIRT's best practice approach to recruitment and training.
This paper shows an understanding of the availability of resources in post-disaster reconstruction and recovery in Christchurch, New Zealand following its September 4, 2010 and February 22, 2011 earthquakes. Overseas experience in recovery demonstrates how delays and additional costs may incur if the availability of resources is not aligned with the reconstruction needs. In the case of reconstruction following Christchurch earthquakes, access to normal resource levels will be insufficient. An on-line questionnaire survey, combined with in-depth interviews was used to collect data from the construction professionals that had been participated in the post-earthquake reconstruction. The study identified the resources that are subject to short supply and resourcing challenges that are currently faced by the construction industry. There was a varied degree of impacts felt by the surveyed organisations from resource shortages. Resource pressures were primarily concentrated on human resources associated with structural, architectural and land issues. The challenges that may continue playing out in the longer-term reconstruction of Christchurch include limited capacity of the construction industry, competition for skills among residential, infrastructure and commercial sectors, and uncertainties with respect to decision making. Findings provide implications informing the ongoing recovery and rebuild in New Zealand. http://www.iiirr.ucalgary.ca/Conference-2012
Based on a qualitative study of four organisations involving 47 respondents following the extensive 2010 – 2011 earthquakes in Christchurch, New Zealand, this paper presents some guidance for human resource practitioners dealing with post-disaster recovery. A key issue is the need for the human resource function to reframe its practices in a post-disaster context, developing a specific focus on understanding and addressing changing employee needs, and monitoring the leadership behaviour of supervisors. This article highlights the importance of flexible organisational responses based around a set of key principles concerning communication and employee perceptions of company support.
Five years on since the first major earthquake struck the Canterbury region, the reconstruction is well advanced. Christchurch is a city in transition. This report considers trends in resourcing and employment practice of Canterbury construction organisations in response to the projected market changes (2015-2016). The report draws on the interviews with 18 personnel from 16 construction organisations and recovery agencies in October 2015. It provides a summary of perceived changes in the construction market in Canterbury, evidence of what steps construction businesses have been taking, how they have prepared for likely changes in the reconstruction sector, as well as the perceived alignment of public policies with the industry response.
A zip file containing some of SCIRT's short course training materials.
ELAN transcript of Aeden's earthquake story, captured by the UC QuakeBox project.
A zip file containing the suite of SCIRT 12d training manuals and files.
A booklet which describes SCIRT's reasons for using peak performance coaches, and introduces each coach.
An award submission nominating Paula Lock for the Hays NAWIC Excellence Awards 2015: Category: Professional Woman of the Year.
An award submission nominating Jane Taylor for the Hays NAWIC Excellence Awards 2016: Category: Professional Tradeswoman of the Year.
A plan which details how in 2013 SCIRT planned to engage its workforce in training.
An award application for the Civil Contractors New Zealand 2015 awards. SCIRT was a finalist in the "Connexis Company Training and Development Award - Large Company" category.