10093 (2026). Camilla Belich to the Prime Minister

10093 (2026). Camilla Belich to the Prime Minister: What staff engagement, morale, or culture surveys, if any, have been conducted by any department or entity for which the Minister is responsible since 27 November 2023, listed by department or entity, date conducted, the organisation that administered the survey if external, and the overall engagement or satisfaction score reported?

Rt Hon Christopher Luxon: In my capacity as the Prime Minister, I am the responsible minister for the Department of the Prime Minister and Cabinet (DPMC). The National Emergency Management Agency (NEMA) is a departmental agency hosted by DPMC until 25 September 2025. The Cyclone Recovery Chief Executive was a functional Chief Executive appointed under the Public Service Act 2020 in March 2023 and disestablished with effect from 1 July 2025. I am advised that DPMC and NEMA each regularly carry out a staff engagement survey called Kōrero Mai, which provides a snapshot of the experience of staff. In 2024/25, DPMC and NEMA engaged in a number of activities to contribute towards staff morale. During the year, the approach focused on creating an inclusive and diverse workplace and encouraging staff-led initiatives. It included: • DPMC Chief Executive-led all staff virtual and face-to-face events, providing an opportunity for all staff to collaborate and share each other’s mahi • staff-led networks event and the annual quiz evening • DPMC People Leader Forums • promoting of the Culture and Engagement Network, as well as supporting the creation of staff networks and social groups; and • regular intranet promotions to raise awareness of holidays, language or culture weeks and charitable days, to celebrate community diversity. In addition, NEMA’s approach included support for its: • staff-led networks events • all staff ‘NEMA Day’ to bring staff together to share and collaborate work • Chief Executive-led all staff virtual events; and • appropriate ‘wellness’ messaging as a regular feature of its internal communications mix. In 2023/24, DPMC and NEMA engaged in a number of activities to contribute towards staff morale. During the year, the approach focused on creating an inclusive and diverse workplace, and encouraging staff-led initiatives. It included: • DPMC Chief Executive-led all staff virtual and face-to-face events, providing an opportunity • for all staff to collaborate and share each other’s mahi • staff-led networks event and the annual quiz evening • DPMC People Leader Forums • Kōrero Speaker Series to share best practices and promote diversity of perspectives • promoting of the Culture and Engagement Network, as well as supporting the creation of staff • networks and social groups; and • regular intranet promotions to raise awareness of holidays, language or culture weeks and • charitable days, to celebrate community diversity. In addition, NEMA’s approach included support for its: • staff-led networks events • all staff ‘NEMA Days’ to bring staff together to share and collaborate work • Chief Executive-led all staff virtual events; and • appropriate ‘wellness’ messaging as a regular feature of its internal communications mix. In addition, in the 2025 Public Service Census, the Public Service Commission asked a range of questions about employee engagement, health, safety and welling. The results of the survey for the public service including DPMC are available on the following website. Wellbeing, health and safety - Te Kawa Mataaho Public Service Commission Information for the current financial year for DPMC is currently not collated, and it is not in the public interest for officials to undertake this work.