Te Pūkenga Policies
Our policies help our people, our learners, the employers we work with, the companies who supply us and our stakeholders understand what they can expect of us, and what we can appropriately expect of them.
The policies and procedures applied by Te Pūkenga are being continuously reviewed and amended as we move through the transition period and evolve to supporting a unified national network.
This website may not have the most up to date policies and procedures so please reach out to a representative of Te Pūkenga before relying on a particular policy to ensure you are referring to the most recent version.
Central function policies
These policies apply to people who work in the central function (sometimes referred to as ‘head office’) of Te Pūkenga.
Employment and HR
- Bullying, Discrimination, and Harassment Policy
- Code of Conduct Policy
- Computer, Email, and Internet Policy
- Disciplinary Policy
- Equal Employment Opportunities Policy
- Family Violence Policy
- Flexible Work Policy
- Holidays and Leave Policy
- Learning and Development Policy
- Remuneration Policy
- Wellbeing and Safety Policy
- Cash Reserves and Ring-Fencing Policy
- Delegations Policy
- Engaging Independent Contractors and Consultants Policy
- Expenditure Policy
- Fraud and Corruption Policy
- Generally Accepted Accounting Policies (GAAP)
- Operational and Financial Parameters Direction Proforma
- Procurement Policy
- Recruitment, Sourcing, and Selection Policy
- Revenue Recognition Policy
National policies and procedures
As of 1 June 2022, these policies apply to all people employed by Te Pūkenga. This extends to our ‘early mover’ business divisions as they transition into Te Pūkenga.