Performance, Insights and Evaluation Manager

Tēnei tūranga – About the role

The Performance, Insights and Evaluation Manager is a team leadership position in the System Performance and Implementation team. This role reports to the Manager, System Performance and Implementation.

This leadership position has accountability for both people leadership and the direct delivery of outputs. It requires the manager to actively contribute to delivery of substantive work. 
The Performance, Insights and Evaluation Manager is responsible for:

• Providing clear, high quality reports and briefings that translate monitoring, insights, performance and research findings for governance groups, external stakeholders and Ministers, clearly articulating impacts on the building system.
• Leading the oversight and coordination of MBIE’s building research and evaluation activity, including where required, direct management of outsourced service providers, ensuring work is aligned to strategic priorities and findings are translated into clear, actionable regulatory and system improvements.
• Leading initiatives to strengthen performance monitoring of the building regulatory system, ensuring regulatory insights are robust, meaningful, and support continuous improvement and system learning.
• Play a lead role in developing, and once established, managing the allocation and oversight of contestable building research funding, ensuring investment decisions are transparent, strategically aligned, and maximise value for the building sector.
• Driving continuous improvement by identifying opportunities to strengthen the use of insights, ensuring learnings are fed back into policy development and technical change thinking to support growth, innovation, and effective system outcomes.
• Ensures the building regulatory system has a coherent, system level monitoring and reporting work programme supporting compliance with statutory obligations under the Building Act and associated legislation.

The Performance, Insights and Evaluation Manager is responsible for building and enhancing the overall capability of the team to ensure quality and consistency of advice and practices in relation to the team’s work.

Ngā herenga – Requirements of the role

Personal specifications

• Proven ability to lead, develop and manage a team.
• Proven ability to remain up-to-date on key technical changes and opportunities in their specialist area and proactively use this to continuously improve the business. 
• Experience with designing and managing contestable research funding processes, including eligibility settings, assessment criteria, and decision making processes.
• Strong business analysis skills - able to combine storytelling with qualitative and quantitative analysis.
• Financial or budget management experience.
• Can draw on advanced qualitative and quantitative frameworks, principles, tools and approaches and expert understanding of the range of techniques to monitor and evaluate performance. 
• Applies system, strategic and critical thinking, clear and logical reasoning and sound judgement to analyse evidence and issues, to draw sound conclusions based on the judicious use of the available evidence.
• Demonstrated experience in developing and maintaining an environment focused on continuous improvement to enhance organisational performance. 
• Demonstrated in-depth experience in using a range of research methodologies and evaluation designs, including latest developments in techniques and practices.
• Experience in managing, leading, coaching and mentoring others.
• Strong relationship management and confident communicator at all levels.
• An understanding of the importance of maintaining a healthy and dynamic team culture.
• Proven ability to develop trust and credibility with senior management and stakeholders. 
• Understands the public sector, the Ministry’s role and strong understanding of the mechanics of government.
• A relevant post graduate tertiary qualification. Tertiary qualification in a relevant discipline or considerable experience in a relevant field, such as analytics, insights, research and evaluation domains.
• Must have the legal right to live and work in New Zealand and be able to satisfy the Ministry’s security clearance requirements.

Takohanga tuhinga o mua – Key accountabilities and deliverables

Critical areas of success

The Performance, Insights and Evaluation Manager will be required to deliver results in the following areas:

• Support the strategic development of research and evaluation strategies and funding priorities for building research that utilises the building levy and maximises value for the building sector.   
• Driving and supporting increased participation and competition in building research by universities, industry bodies, and research organisations. 
• Overseeing the coordination of ring fenced, multi-year research funding arrangements to support long term, high value research programmes.
• Lead the strategic development of an insights work programme for the building regulatory system, applying best practice evaluation methods/designs, and the latest techniques and practices. 
• Working closely with the branch and across the building system to identify evaluation requirements and develop plans for assessing the impact of policy or technical initiatives for the building system.
• Having oversight across building system evaluation activities or leading on developing proposals and managing outsourced research projects, including engaging with procurement, and managing contractual arrangements with external providers.
• Working with colleagues across MBIE on a joined-up approach to building regulatory system monitoring and reporting, inputting into defining data needs and ensuring data collection is fit for purpose for insights reporting.
• Leads and maintains a system level monitoring and reporting work programme that ensures statutory obligations under the Building Act and associated legislation are met.
• Produces clear, accurate, well-reasoned, insightful analysis products and can clearly and succinctly communicates issues and concepts, as required, to governance groups, external audiences and the Minister — showing what’s working (or not) and why. 
• Works closely with building system teams to define research needs and plans for evaluating policy or technical initiatives.
• Undertakes regular environmental scanning of what is happening in the building domain, including issues, impacts and challenges.
• Effectively manage the work programme of the team, assigning team members to cross-branch projects. 
• Provides ad hoc advice, evidence and support to teams in the building regulatory system on problem definition, logic modelling, research design and monitoring and evaluation.
• Provide leadership and review of consultation documents and surveys to ensure quality and consistency, providing expertise on survey design and respondent behaviour.
• Collaborate across policy and technical teams, Data Service Delivery (Domain, Building) and other operational teams, to ensure best practice in reporting, monitoring, and evaluation and to ensure there is a combined building regulatory system view of insights. 
• Contribute to the improvement of performance monitoring and reporting of building regulatory system outcomes.
• Contributes to or supports others in the development of policy advice and the provision of briefings (oral or written) for the branch, Ministers and other stakeholders.

Team management

• Implements strategies, work programmes and performance targets for the team with supporting measurement, monitoring and reporting mechanisms.
• Regularly monitors and reports on progress towards achievement of plans and strategies.
• Continually reviews and considers improvement to all elements of the team’s operations.
• Effectively and consistently identifies and manages risk.
• Manages expenditure and resources in line with approved delegations, guidelines, budget, deadlines and reporting requirements, with a focus on cost effectiveness in the Ministry.

Team leadership

• Establishes clear accountabilities, expectations and performance standards with direct reports and ensures regular performance management and development occurs.
• Monitors individual and team performance to ensure that performance targets are met.
• Provides feedback to staff on team and individual performance.
• Motivates team members and gives them opportunities to participate.
• Coaches and develops staff to meet the needs of MBIE now and in the future.

Relationship management

• Develop strong trust-based relationships with key stakeholders, both personally and throughout the project management practice.
• Proactively communicate with stakeholders, both formally and informally, keeping them fully informed, managing expectations and addressing concerns.
• Actively look for opportunities and synergies with internal and external stakeholders that focus on and meet customer needs.

Wellbeing, health and safety

• Displays commitment through actively supporting all safety and wellbeing initiatives.
• Ensures own and others' safety at all times.
• Complies with relevant safety and wellbeing policies, procedures, safe systems of work and event reporting.
• Reports all incidents/accidents, including near misses in a timely fashion.
• Is involved in health and safety through participation and consultation.

Tō tūranga i roto i te Manatū – Your place in the Ministry

The Performance, Insights and Evaluation Manager position reports into the Manager, System Performance and Implementation within the Building System Performance branch. The branch sits within the Building, Resources and Markets group.

More information about MBIE's structure

Ngā Kawenga Ārahitanga – Leadership Expectations

At MBIE our leadership expectations provide consistent language for how we expect our leaders to lead at MBIE. They are supported by our values, and the Public Sector leadership capabilities as described in the Leadership Success Profile (LSP).

Leadership Expectations - Ngā Kawenga Ārahitanga (MBIE)

Lead by example - Whakatinana hei tauira
Enable our people - Whakaāhei ō tātou tangata
Deliver what matters - Whakatutuki ngā manako

Matatautanga – Competencies (Leadership Success Profile)

The Leadership Success Profile (LSP) is a leadership capability framework, developed by the New Zealand public sector for the New Zealand public sector. It creates a common language for leadership and establishes what great leadership looks like. You can look at the twelve underpinning capabilities and four leadership characters here: Leadership Success Profile | Te Kawa Mataaho Public Service Commission(external link)

To mātou aronga – What we do for Aotearoa New Zealand

Hīkina Whakatutuki is the te reo Māori name for the Ministry of Business, Innovation and Employment. Hīkina means to uplift. Whakatutuki means to move forward, to make successful. Our name speaks to our purpose, Grow New Zealand for All.

To Grow New Zealand for All, we put people at the heart of our mahi. Based on the principles of Te Tiriti o Waitangi / The Treaty of Waitangi, we are committed to upholding authentic partnerships with Māori.

As agile public service leaders, we use our breadth and experience to navigate the ever-changing world. We are service providers, policy makers, investors and regulators. We engage with diverse communities, businesses and regions. Our work touches on the daily lives of New Zealanders. We grow opportunities (Puāwai), guard and protect (Kaihāpai) and innovate and navigate towards a better future (Auaha).

Te Tiriti o Waitangi

As an agency of the public service, MBIE has a responsibility to contribute to the Crown meeting its obligations under Te Tiriti o Waitangi (Te Tiriti). Meeting our commitment to Te Tiriti will contribute towards us realising the overall aims of Te Ara Amiorangi – Our Path, Our Direction, and achieve the outcome of Growing New Zealand for All. The principles of Te Tiriti - including partnership, good faith, and active protection – are at the core of our work. MBIE is committed to delivering on our obligations as a Treaty partner with authenticity and integrity and to enable Māori interests. We are committed to ensuring that MBIE is well placed to meet our obligations under the Public Service Act 2020 (Te Ao Tūmatanui) to support the Crown in strengthening the Māori/Crown Relationship under the Treaty and to build MBIE’s capability, capacity and cultural intelligence to deliver this.

Mahi i roto i te Ratonga Tūmatanui – Working in the public service

Ka mahitahi mātou o te ratonga tūmatanui kia hei painga mō ngā tāngata o Aotearoa i āianei, ā, hei ngā rā ki tua hoki. He kawenga tino whaitake tā mātou hei tautoko i te Karauna i runga i āna hononga ki a ngāi Māori i raro i te Tiriti o Waitangi. Ka tautoko mātou i te kāwanatanga manapori. Ka whakakotahingia mātou e te wairua whakarato ki ō mātou hapori, ā, e arahina ana mātou e ngā mātāpono me ngā tikanga matua o te ratonga tūmatanui i roto i ā mātou mahi.

In the public service we work collectively to make a meaningful difference for New Zealanders now and in the future. We have an important role in supporting the Crown in its relationships with Māori under the Treaty of Waitangi. We support democratic government. We are unified by a spirit of service to our communities and guided by the core principles and values of the public service in our work.

What does it mean to work in Aotearoa New Zealand’s Public Service?(external link) — Te Kawa Mataaho The Public Service Commission