Consultation with employees has started as the Central Hawke's Bay District Council undergoes one of the most significant restructures seen in many years.
Council chief executive Monique Davidson announced this week a proposal to disestablish three service manager roles (technical services, utilities services and regulatory services) as well as an administration role, and establish six new roles aimed at achieving the strategic leadership, collaboration and innovation required to deliver a better service.
The chief financial officer role was also under review, she said.
A number of issues prompted the proposal, including the feedback obtained when the community was consulted through Thrive, a project aimed at identifying what people wanted from the council, the results of which would inform the Long Term Plan, District Plan Review, and other council and community initiatives.
"The key driver is our community want confidence that they are receiving value for money and exceptional customer service."
Mrs Davidson stressed it was a proposal at this stage and staff were being consulted and asked for feedback.
At this point, however, the move would increase the number of fulltime equivalent employees, and would involve bringing some contracted roles in-house.
It was too early to tell what the impact would be on the council's salary bill, she said.
"If the employee cost increases it does not increase the total budget for the services council delivers."
The reorganisation would include the creation of four core groups within the organisation, a community infrastructure and services group, a community partnerships and services group, a customer experience and services group, and a chief executive advisory group.
"My team want to deliver a better service to residents and ratepayers and I believe they can do that by being better connected, by reducing silos within the organisation, introducing an enhanced collaborative and strategic approach at the senior level and focusing on customer care."
Since she took on the role of chief executive in June this year Mrs Davidson said she had met with all staff one-on-one and that officers were being encouraged to fully participate in the consultation process, particularly those whose roles could be affected or changed.
"Their views and feedback will be fully considered before any final decisions are made, and they will be encouraged to apply for the new positions.
"Restructures are stressful. Officers will have support from the Employee Assistance Programme if they feel the need to seek independent support."
She said it was important the restructure happened now, ahead of a period of growth forecast for the district.
"It's important we carry out the restructure now so that in early 2018 we can focus on the Long Term Plan - council's most important planning document that sets out its projects, priorities and rates for the next three to 10 years."
Consultation runs until November 8, and a final decision document was proposed to be developed by November 14.
Staff whose jobs were affected would be advised along with councillors and union representatives.
Applications would then open for any new roles, with a view to making appointments by the beginning of December, and completing the process by the end of the year.
About 63 staff are employed by the council.