Our organisation gives staff access to a wide range of careers, ongoing learning and development, and the ability to balance their work and personal commitments. Check out what's on offer when you come to work at MPI.
MPI values its staff and offers a range of health and well-being programmes and services to help you get started here and support you in your time with us.
This provision allows employees to claim reimbursement each year for a health or fitness initiative.
MPI's goal is to create an environment in which you can excel and really contribute your talents and experience.
Providing a work environment that supports flexible working arrangements, where possible, is one way that we can help you balance your work and life commitments and support our goal of working 'smarter rather than harder'. We work with our staff to achieve this.
Most people taking parental leave carry with them an investment by MPI in their knowledge, training, and development. As well, a parent-friendly workplace is an important part of attracting and retaining skilled staff.
To feel happy about working in MPI and to fit back into our organisation, employees taking parental leave need information about what it means for them. MPI staff get a comprehensive guide covering such aspects as how long parental leave lasts, how to organise it, eligibility and application for the statutory payment, what happens to your job, returning to work and eligibility and application for the MPI one-off ex-gratia payment.
Additional annual leave
Our employment agreements allow for the purchase of additional annual leave – usually up to a maximum of 6 weeks a year. Salary is decreased by 2% each year for each additional week.
KiwiSaver is a government, work-based savings initiative to help you save for your future, with a range of scheme providers and several investment types. You can find out if you are eligible and the employee and employer contribution rates on the KiwiSaver website.
When you first start at MPI you can complete an online workstation assessment called Habit at Work. This is an educational tool that promotes self-help and problem solving for preventing and managing discomfort, pain and injury.
MPI supports the early detection and management of eye care. This support may include an assessment of your workstation, an MPI-paid eye test once every 2 years and a contribution to the costs of corrective lenses/frames (subject to specific criteria).
Free annual flu vaccination
MPI provides free annual flu vaccination programme for all staff.
Group health care schemes
MPI offers employees Group Healthcare Schemes through Southern Cross Healthcare and UniMed (Union Medicals Benefit Society). Neither scheme is subsidised by MPI but discounted rates apply.
MPI is part of the Accident Compensation Corporation (ACC) Accredited Employer Scheme. This is also known as the ACC Partnership Programme and means that MPI manages all work-related injury claims through a company called Wellnz, providing specific treatment and rehabilitation. If work-related injury claims are accepted then employees may be entitled to income compensation for loss of earnings, costs of GP visits (including surcharge) and other medical treatments (surcharges excluded), and payments for social rehabilitation needs (for example, homecare, transport to the doctor, physiotherapy).
The Employee Assistance Programme (EAP) provides 24-hour counselling support on a confidential basis to employees and their immediate family (spouse, partner, and children) who have personal problems that may be disrupting their work and/or home life. Qualified counsellors are provided to enable employees to resolve or come to terms with their personal problems.
Te Tauaki Puawai
Te Tauaki Puawai is a staff network within MPI that supports the cultural wellbeing of MPI staff in delivering Our Strategy 2030. The group's purpose is to develop and enhance the use of tikanga Māori and kaupapa Māori to support MPI's strategic objectives.
The purpose of these awards is to recognise outstanding performance by MPI employees or teams. Recent nomination rounds have been focused on people living 'Our Values'. The awards are run twice a year, with senior leadership team support and our Director-General making the final decision.
Some of our sites run very active social clubs, which you can join for a nominal fee. They run a wide variety of user-pays functions throughout the year for both members, non-members, and – in some cases – their partners.
At MPI we're committed to growing and protecting New Zealand, which means that we need to provide the best service – and have the best people. MPI invests in your ongoing professional development through a range of learning and development programmes.
Learning and development
When you join us, you'll enjoy good scope to develop your career and build a better future with us.
The opportunities to learn and grow are as varied as the careers we offer.
We place an emphasis on learning and development. We encourage and support our people to be the best they can be in their current role, to develop their skills and competencies for roles that may be ahead of them, and to foster lifelong learning.
Developing and maintaining technical knowledge is one of our focus areas. You'll have the opportunity to expand the skills you bring to MPI through our training programmes. Frontline training, for example, is focused on developing the knowledge and skills required for operational roles, which is applied at MPI worksites and is practically oriented.
MPI uses the Lominger competency framework, which works on the 70/20/10 rule. Sometimes you need to think 'outside the square' to achieve your desired learning outcome:
- about 70% of learning happens on the job (such as work experiences, tasks, problem solving, shadowing, acting up, new projects, or secondments)
- about 20% from feedback and coaching
- about 10% through courses and reading.
You can read more about developing staff in the Longimer competency framework on the State Services Commission website.
Many of the development opportunities provided by MPI are focused 'on the job', such as project work, secondments, and mentoring. To support effective learning, there are also general training programmes offered, including:
- safety and wellbeing
- project management
- technology training (Microsoft packages and MPI-specific)
- Outward Bound programmes
MPI is introducing career pathways, aimed at making the career opportunities and progression throughout MPI clear to you. The pathways will outline possible career progression in MPI and also detail the developmental opportunities that MPI will provide to support the movement.
Developing our leaders
Identifying and growing our leadership capability is critical to MPI's success. We know that organisations with strong leaders perform well. Indeed, organisations that invest in developing their leadership capability show time and time again that they perform better and are more prepared for the future than those that don't.
While not everyone wants to be a leader, we are committed to providing those who do with opportunities to understand their strengths and their development needs through assessment and to providing development opportunities.
The first step is to undertake our assessment programme and then to match the outcome of that with development opportunities.
MPI has a clearly defined Leadership Development Framework and routinely offers 6 different levels of management and leadership training, depending on your level and experience. The levels range from 'Aspiring Leaders', for those not yet leading, to programmes for our very experienced and senior leaders, and include a coaching framework.
MPI supports study assistance for staff if it meets our criteria. Assistance may include financial assistance and granting leave for study and examinations. Training and development should preferably address identified competency shortfalls (through the performance management process) while supporting ongoing individual professional development. Your study proposal should be relevant to the work of MPI, enhance the effectiveness of MPI and facilitate the wider growth and development of the individual and MPI as a whole.
You will gain a lot by working at MPI. If you think you've got what it takes, explore the range of jobs in the role profiles.
To register your interest in any of our veterinarian positions, email your CV and covering letter to MPI, email firstname.lastname@example.org.
If you are a recent tertiary graduate, find out about our exciting programme that lets you try out different areas of work in MPI.
MPI works with 4 unions who represent staff about their employment.
Public Service Association (PSA)
Coverage across all of MPI
The Public Service Association/Te Pūkenga Here Tikanga Mahi covers all MPI work areas. The PSA is New Zealand's largest union and represents workers in central government, state-owned enterprises, local councils, health boards, and community groups. You can read the PSA MPI collective agreement.
National Union of Public Employees (NUPE)
Coverage for compliance officers in the Compliance Directorate
NUPE provides coverage for compliance officers in the Compliance Directorate. The union was formed in 1992 as an alternative public sector union and has members in public sector agencies, ministries, and departments nationwide. NUPE also represents members across the country in a variety of health and community agencies including district health boards and non-governmental organisations.
Download the NUPE MPI Collective Agreement December 2017 [PDF, 7.3 MB]
Professional Verifiers Institute (PVI)
Coverage for animal product verifiers in the Verification Services Directorate
The PVI provides coverage for animal product verifiers working in MPI Verification Services.
Border Ops Association (BOA)
Coverage for staff working in MPI's Border Clearance Services Directorate
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