Pae Aronui is a new initiative to improve education, training and employment outcomes for rangatahi Māori.
What does the Pae Aronui name mean?
Pae is taken from the term paepae, literally the line-up of contributors to a community’s knowledge and commitment. Aronui is taken from the term ‘Kete Aronui’ one of the three baskets of knowledge, which held all the knowledge that could help mankind. (Nā Dr. Wayne Ngata)
About Pae Aronui
Pae Aronui is aimed at improving education, training and employment outcomes for Māori 15-24 year olds that are not in education, employment or training (NEET) or are at risk of becoming NEET (at key transition points).
What does Pae Aronui aim to achieve?
A key objective is to grow the ‘capital’ (confidence, capability and connectedness) of rangatahi, enabling them to make informed choices about the quality of lives they will lead (including their self-defined ‘wellbeing’), and how they can take advantage of obvious development and employment opportunities.
How will Pae Aronui work?
We are seeking innovative approaches from providers that have the capability and experience to deliver tailored support for rangatahi to achieve learning and employment outcomes. We expect providers to work with at least 20 rangatahi, and to case-manage them to/through learning and/or employment outcomes within the calendar year.
We are only focused on supporting Māori 15-24 year olds in South Auckland, West Auckland, Hamilton, the Hutt Valley, and/or Porirua. These are the areas with the highest numbers of rangatahi Māori that are NEET/at risk of becoming NEET, and where the most significant employment opportunities are forecast.
What do providers need to know about Pae Aronui?
We are looking for credible providers who have the capability and experience to deliver tailored support for rangatahi to achieve learning and employment outcomes. Providers need to have experience working with Māori 15-24 year olds in the proposed region/area, and have established networks through which to reach these rangatahi.
A request for proposals was released on GETs on 28 December 2018. The closing date was 4 February 2019.
The second round of funding and details for how to apply are expected to be released in October 2019.
What are the key outcomes that we want to achieve?
Te Puni Kōkiri is seeking innovative approaches to enhance education and employment outcomes for Māori 15-24 year olds that are NEET or at risk of becoming NEET (the target group).
The key outcomes sought through Pae Aronui for the target group (in accordance with their own aspirations) are:
Education / Learning outcomes, as evidenced by target group members:
- re-engaging in qualification-based learning,
- attaining credits/qualifications, or
- taking meaningful and measurable steps towards re-engaging in learning or attaining qualifications (for those that are least confident, capable and connected).
Employment outcomes, as evidenced by target group members:
- attaining relevant pre-employment credits and or qualifications,
- attaining stable employment (for at least 6 months),
- attaining in-work credits and qualifications, and or
- acquiring relevant pre-employment skills (for those that are least confident, capable and connected).
How much will be invested?
Pae Aronui has $15m (over 4 years), with $1m dedicated towards supporting the work that Māori Wardens do with rangatahi.
The funding will be invested through a mix of procurement methods. Alongside the RFP (Open) process is a Closed process for specific whānau-centered and culturally relevant initiatives.
What are the criteria for providers?
A provider must be registered as a recognised legal entity.
Potential providers may include:
- Community based organisations that are already delivering services for specific segments (eg. beneficiaries, transitional Corrections clients)
- Tertiary providers that want to attract and support target group members to re-engage in learning and realise the benefits of qualifications
- Employers that want to specifically attract target group members as part of their workforce development/succession strategies, to address ageing workforce issues.