Waitangi Tribunal Member Onboarding Checklist

In this article, we’ll look at the best practices for onboarding your new Waitangi Tribunal Member. We’ll look at the employee onboarding process/steps you can add to your own reusable Waitangi Tribunal Member checklist.

Need help with onboarding new Government team members? See the templates and resources we recommend for successful onboarding experiences.

Order Checklist →

Waitangi Tribunal Member Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Waitangi Tribunal Member starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Government onboarding experience or just need an onboarding checklist for your new Waitangi Tribunal Member, you’re in the right place. We’ve put together a sample Waitangi Tribunal Member onboarding checklist below and have created onboarding templates & resources to help.

Waitangi Tribunal Member Onboarding Checklist

1. Introduction to the Waitangi Tribunal: A senior member of the Waitangi Tribunal or a designated mentor should provide a comprehensive introduction to the organization, its history, mandate, and current projects. This will help the new member understand the Tribunal’s role in resolving Treaty of Waitangi claims and its significance within the government.

2. Familiarization with the Treaty of Waitangi: The new member should receive a detailed briefing on the Treaty of Waitangi, its principles, and its historical context. This task can be performed by a senior member or a legal expert within the Tribunal, ensuring that the new member has a solid understanding of the Treaty’s importance and implications for their work.

3. Review of relevant legislation and policies: The new member should be provided with copies of key legislation and policies that govern the Tribunal’s operations, such as the Treaty of Waitangi Act 1975 and the Tribunal’s own procedural rules. A legal advisor or a designated staff member can guide the new member through these documents, highlighting important sections and explaining their practical implications.

4. Introduction to the Tribunal’s structure and processes: The new member should be introduced to the Tribunal’s organizational structure, including the roles and responsibilities of different members, support staff, and committees. This task can be performed by the Tribunal’s executive director or a senior member, who can explain the decision-making processes, case management procedures, and the role of the new member within the Tribunal’s structure.

5. Shadowing experienced Tribunal members: To gain practical insights into the role, the new member should have the opportunity to shadow experienced Tribunal members during hearings, meetings, and research activities. This will allow them to observe and learn from experienced colleagues, understand the dynamics of the Tribunal’s work, and familiarize themselves with the expectations and standards of the role.

6. Training on research methodologies and evidence evaluation: The new member should receive training on research methodologies specific to Treaty of Waitangi claims, including archival research, oral history interviews, and analysis of historical documents. This training can be provided by the Tribunal’s research team or external experts, equipping the new member with the necessary skills to evaluate evidence and contribute effectively to the Tribunal’s decision-making process.

7. Introduction to case management and hearing procedures: The new member should be guided through the Tribunal’s case management and hearing procedures, including the preparation of statements of issues, the conduct of inquiries, and the drafting of reports. This task can be performed by the Tribunal’s legal team or a designated staff member, ensuring that the new member understands the procedural requirements and can actively participate in the Tribunal’s work.

8. Networking with stakeholders: The new member should be introduced to key stakeholders, such as claimants, legal representatives, government officials, and other relevant parties. This can be facilitated by the Tribunal’s engagement team or a senior member, who can arrange meetings, briefings, and site visits to foster relationships and provide the new member with a broader understanding of the Treaty claims landscape.

9. Ongoing professional development: The new member should be encouraged to engage in ongoing professional development activities, such as attending relevant conferences, workshops, and training sessions. The Tribunal’s executive director or a designated staff member can provide guidance on available opportunities and support the new member in expanding their knowledge and skills in the field.

10. Performance evaluation and feedback: Regular performance evaluations and feedback sessions should be conducted to assess the new member’s progress, identify areas for improvement, and provide guidance for their professional development. This task can be performed by the Tribunal’s executive director or a designated mentor, ensuring that the new member receives constructive feedback and support throughout their tenure with the organization

Setting Up Your Employee Onboarding Process

From reading through the items in the example Waitangi Tribunal Member checklist above, you’ll now have an idea of how you can apply best practices to getting your new Waitangi Tribunal Member up to speed and working well in your Government team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.

Category: Tag: