Forma Issue 10 by HITO

APPRENTICESHIP REBOOT page 1 HITO MAGAZINE

INDUSTRY AWARDS 2013 page 6

BEAUTY TROQ page 9

WORLDSKILLS page 14

ISSUE 10 /FORMA APRIL 2013| ISSUE / $6.99 MAGAZINE 10 | 1

IMPORTANT UPDATE MINIMUM WAGE AND TRAINING WAGE INCREASE From 1 April 2013, the adult minimum wage will increase from $13.50 to $13.75 an hour. The training minimum wage will also increase from $10.80 to $11. For more information about how this affects you, please contact the Department of Labour on 0800 20 90 20 or visit www.dol.govt.nz.

National Office PO Box 11 764 Wellington 6142 Phone (04) 499 1180 Fax (04) 499 3950

Northern Phone (09) 579 4844 Fax (09) 579 4845 Mobile (027) 470 0169

Auckland Phone (09) 579 4844 Fax (09) 579 4845 Mobile (027) 443 2401

Midland Phone (09) 579 4844 Fax (09) 579 4845 Mobile (027) 480 6550

Mid-Central Phone (04) 499 5150 Fax (04) 499 5152 Mobile (027) 470 0170

Central Phone (04) 499 5150 Fax (04) 499 5152 Mobile (027) 445 5758

Northern South Phone (03) 338 5376 Fax (03) 338 4376 Mobile (027) 483 2405

Southern South Phone (03) 338 5376 Fax (03) 338 4376 Mobile (027) 470 0171

REBOOT

APPRENTICESHIP

GROW YOUR BUSINESS, In January, the Prime Minister announced a ‘reboot’ to the New Zealand apprenticeship system. In this reboot, all apprenticeship-type training will be combined into a single scheme called ‘New Zealand Apprenticeships’. The benefits of this single apprenticeship system are: • One apprenticeship system for all apprentices regardless of age. • The same level of support for all apprentices regardless of age. HITO wholeheartedly support these positive changes. We think it’s great to see the Government recognise the value that apprenticeships bring to New Zealand infrastructure and services. It’s also helpful to see that the Government understands the positive impact apprenticeships bring to the everyday lives, wellbeing and confidence of those who choose not to follow full-time education.

The reboot will officially begin in 2014 but to kick things off a special incentive was launched for apprentices and employers

THE 2013 APPRENTICESHIP INCENTIVE To launch the reboot the Government is offering a special, one-time subsidy to encourage potential apprentices and employers to get started in an apprenticeship. Originally proposed to begin in April, the Government announced on 6 March that the subsidy would instead start immediately from that date. From 6 March 2013 the first 10,000 apprentices taken on will receive $1000 towards training tools and materials.

The employers of these 10,000 apprentices also get $1000. Initially the subsidy was only going to be available to apprenticeships at level 4 and over 120 credits. For HITO, that’s hairdressing apprentices starting entering year 1 or year 2. With the Government’s more recent announcement however, the subsidy was made open to new Modern Apprentices at Level 3 (with 120 credits or more) too. This means that new barbering apprentices and their employers are also eligible.

IMPORTANT POINTS: • The subsidy is only available to the first 10,000 apprentices taken on from across

GROW YOUR PROFITS; GROW AN APPRENTICE all industries in New Zealand – not just hairdressing. • There is a $2000 incentive available, but that is for restricted trades – hairdressing is eligible for $1000.

HITO’S INCENTIVE We at HITO decided to offer the same kind of incentive to employers and apprentices who signed up before the Government incentive kicked in. We approved $1000 to any employer who signed up a hairdressing apprentice (those who have 120 credits or more to complete – normally Years 1 and 2) or a barbering modern apprentice at level 3 (with 120 credits or more).

We also approved $1000 to the apprentice to go towards their tools and equipment. The $1000 for the employer will be paid later in the year to those who took part. The $1000 for the apprentice is being held by HITO to go towards their tools and training materials.

RESPONSE FROM INDUSTRY The hairdressing industry has had a largely positive response to the apprenticeship reboot and the incentives being offered from HITO and the Government. Kandace from Head Therapy contacted us with a very positive reaction. “I am impressed with this new scheme,” she says.

“It would make me as an employer feel valued for the effort and time we put into training and as an apprentice it takes a wee bit of pressure off financially so they can enjoy free time and have help with training costs!” HITO’s Northern Sales and Liaison Manager Karenza Harris says people in her region are excited about the news. “Although,” she adds, “I do think that many salons that are training anyway would continue to do so with or without the incentive.”

FORMA MAGAZINE | ISSUE 10 | 3

THE FINANCIAL BENEFITS OF APPRENTICESHIPS Here at HITO we know there are many financial benefits to apprenticeship training, but we don’t expect you to just take our word for it.

e have put together some research and spoken to successful Waikato business Team Seven Hairdressing about the benefits they see from training so you can see the results for yourself.

WHAT THE RESEARCH RESULTS SAY We asked the New Zealand Institute of Economic Research (NZIER) to examine the impact of apprenticeship training on salon success, and the results speak for themselves. NZIER measured the return on investment (ROI) for six different salons and the research showed that all six had a positive ROI after just two years. Of these six salons, four of

them saw a good financial return in the first year of employing an apprentice. In the other two, having the apprentice in the salon was profitable by year two. Overall the research showed that as long as the apprentice stays on the team for two or more years, having them on board boosts the salon’s profit. The longer the apprentice stays, the greater the financial return for the salon.

HOW APPRENTICES BOOST PROFITS There are many ways that apprentices can boost your salon’s profits. • When an apprentice first begins, they support the smooth running of the

salon by doing tasks like cleaning and shampooing. This effectively frees up senior stylists to be doing more client based work. • Over time as the apprentice learns and grows they are able to pick up more tasks like foiling, freeing up seniors even further. This can be highly profitable for the salon. • Your apprentice will begin to directly make a profit when they become a fully qualified stylist themselves. Remember, the longer the apprentice stays, the greater the financial return to your salon. You can encourage your apprentice to stay by creating a healthy, educational environment.

RESEARCH CONDUCTED IN FEBRUARY 2008 BY POPULUS AT THE FIRST NATIONAL APPRENTICESHIP WEEK REVEALED:

LYNNETTE KARAM-WHALLEY

FINANCIAL BENEFITS AT TEAM SEVEN

77% 76% 80%

of employers believe apprenticeships make them more competitive

say that apprenticeships provide higher overall productivity

feel that apprenticeships reduce staff turnover

Lynnette Karam-Whalley, owner of Team Seven Hairdressing, has seen first-hand the financial benefits from training apprentices. “Training our own staff has been the key to our success,” she says. Team Seven was founded over 20 years ago and, through an investment in training, has grown into a staff of 18 across two salons in the Waikato. When seniors are doing well at this salon (turning over $3000 per week) they have an apprentice come alongside them to assist with their work. “Generally the apprentices help the stylists by shampooing, assisting with colour application and some finishing services,” says Lynnette. The figures speak for themselves; “stylists in our salon who work with an assistant/ apprentice are generally seeing 20% more clients per week,” says Lynnette. “Productivity from stylists with assistants is much higher in terms of retention and rebooking, retail sales and extended services.” At Team Seven they have also found that those who have been trained through an apprenticeship in their salon become their best seniors. “We find our best senior stylists are ones who have been an apprentice and assistant to one of our stylists.” Lynnette recognises that these benefits are not instant. She compares taking on an apprentice to watching a seedling grow – it takes time, and you or someone in the salon need to put the time and effort into seeing them grow. “But in my opinion, it is the best way to grow your salon and profits,” she says.

FORMA MAGAZINE | ISSUE 10 | 5

MARK YOUR CALENDAR — THE INDUSTRY AWARDS ARE BACK FOR 2013! Held by HITO and Kitomba/NZARH, the Industry Awards are a prestigious event that recognises excellence in training in the hairdressing and barbering industries.

his year the awards are being held at the Auckland War Memorial Museum on Sunday 20 October 2013. This is an event you don’t want to miss!

Do you think you could be the one of the 2013 winners? Applications for the HITO Awards are now open! You can download a 2013 application form from the HITO website

at www.hito.org.nz or email enquiries@hito.org.nz and ask for a copy to be posted out to you. Both the HITO Awards and the Kitomba/NZARH Business Awards are presented at the Industry Awards. If you want to apply for the Business Awards, head to www.kitomba.com for more information.

RECAP ON THE 2012 AWARDS The 2012 awards brought people from all over New Zealand to our capital city to celebrate the successes of the year. “There was a real community feel within the room as all finalists received resounding levels of support and recognition. This was a night where the hairdressing and barbering industries truly shone,” says HITO CEO Erica Cumming.

...AND THE WINNERS WERE: APPRENTICE OF THE YEAR 2012: Marianna Brown from Do. Hairstyling RUNNER UP:

Kirsty Nicholls

Regional Apprentice of the Year 2012 2012 APPRENTICE OF THE YEAR RUNNER UP KIRSTY NICHOLLS, HITO CEO ERICA CUMMING, AND APPRENTICE OF THE YEAR WINNER MARIANNA BROWN.

Auckland regional winner:

Laura Williams from Jan Waite Hairdressing

Northern regional winner:

Moana Riddell from Hair Scene – Hair and Beauty

Midland regional winner:

Alannah Goldsmith from House of Elliott Hairdressing

Mid-Central regional winner:

Kirsty Nicholls

Central regional winner:

Megan Stovell-Dundas from Headstart Hair Design

Northern South regional winner: Marianna Brown from Do. Hairstyling Southern South regional winner: Amelia Nicholson from Total Image Hair, Skin and Body

Jasmine McBeth Memorial Scholarship RECIPIENT: Kaleb Pritchard from BLAZE, Newmarket

HITO Training Salon of the Year 2012 WINNER:

Blue Cactus Hairdressing, Wellington Central

HITO Tutor of the Year 2012 WINNER:

Lynette Joseph, Senior Hairdressing Tutor at Bay of Plenty Polytechnic

HITO Trainer of the Year 2012 JASMINE MCBETH MEMORIAL SCHOLARSHIP RECIPIENT KALEB PRITCHARD WITH MANA DAVE

WINNER:

Robyn Collins Indetech

THIS YEAR IT COULD BE YOU!

PASSION FOR HAIR AUCKLAND 20 OCTOBER 2013

NEW ZEALAND ASSOCIA TION OF REGISTERED HAIRDRESSERS Inc.

DISCOUNT ON EMPLOYER FEES IN 2013 HITO recognises and supports the importance of businesses becoming members of their professional association. So, last year, the HITO Board agreed to continue to support members of the Association of Registered Hairdressers (ARH) by offering a 50% discount on the HITO Employer Fee in 2013.

his means, if you are an ARH member in 2013, you only have to pay half the employer fee.

We would like to encourage all employers to join their local professional association to benefit from this discount and from the other benefits of association membership.

WHY EMPLOYERS PAY A FEE In 2012, HITO waived the fee to recognise that it was a year of transition for HITO and the regional hairdressing associations. However, the New Zealand government expects all ITOs to show that their employers are making a minimum of 30% contribution towards the cost of industry training. The annual employer fee is a significant and important part of the hairdressing industry contribution.

The fee is outlined in each Training Agreement which all employers sign when taking on an apprentice. Every employer with an apprentice in an active training agreement will need to pay this fee until their apprentice gains their National Certificate. This includes the period between finishing Off Job Training and gaining the final unit standard (2757).

that you purchase or renew your association membership before April 2013.

WHEN WILL I BE INVOICED FOR THE EMPLOYER FEE?

• HITO accepts payment by credit card, internet banking or cheque. All of the payment options will be on your invoice.

HITO will invoice employers for this fee in April/May 2013. This covers all of 2013. The due date for the fee will be explained when you receive your invoice, but this is usually the 20th of the following month. If you would like to benefit from the association discount, HITO recommends

Other Information you might find helpful: • All employers are charged this fee for each apprentice they employ. • There are no refunds if the apprentice terminates or completes before the end of the year.

• If you employ an apprentice after 1 May 2013, you only pay for the months remaining of the year.

Take part in the review of

BEAUTY QUALIFICATIONS

A Targeted Review of Qualifications (TRoQ) was started in the hairdressing industry last year. Now it’s beauty’s turn.

he TRoQ for beauty will begin on April 7th 2013, starting with a meeting in Wellington.

WHAT IS THE TROQ? The aim of the review is to cut down the number of qualifications in the beauty industry in New Zealand. NZQA oversees all the qualifications in our country, and they noticed that there are several beauty qualifications available that are identical or very similar to each other. This is confusing to learners and to employers. In total, there are 72 qualifications from 24 different qualification owners (both national and local) being looked at in the beauty review. This includes qualifications in beauty services, nail technology and make-up artistry. If you are involved in the beauty industry, you have probably noticed a wide variety of certificates that are available too. Many of these are local certificates and not national certificates. Although they have different names and are offered at different training

academies and polytechnics, what you learn in each certificate is very similar. NZQA expects that the beauty review will reduce the number of qualifications. This will make the system easier for users to understand. “The goal is for qualifications in the beauty industry to be clear for both the learner and the employer… that employers will be able to look at someone’s qualification and know exactly what they can do from this,” says HITO CEO Erica Cumming. The best outcome would be a clear and deliverable set of qualifications that meets the needs of everyone in the industry, now and into the future.

GET INVOLVED If you are part of the beauty industry in any way, it’s important for you to get involved in this process. Everyone from learners, graduates, employers, providers and product

companies can participate in the review. The more people who are involved in the process, the better the new set of qualifications will meet industry needs. “It’s critical for people in the industry – employers and other engaged people – to provide information and feedback on the future qualifications in the beauty sector,” says Erica. “This includes beauty therapy, nails and make-up.”

IT’S EASY TO BE INVOLVED. Just head to www.beautytroq.com to submit your feedback and get up to date news and information about the TRoQ. We will also be sending out email newsletters with all the up-to-date information you need to know. To subscribe for these newsletters, head to www.hito.org.nz/beauty-troq-email/ and fill out the short and simple online form.

FORMA MAGAZINE | ISSUE 10 | 9

LYNDSAY LOVERIDGE

FILLING YOUR SALON SKILLS GAPS

LYNDSAY LOVERIDGE Hairdressing industry ambassador Lyndsay Loveridge sheds some light on identifying and filling your own skill gaps in this thought-provoking piece. LOOKING AT HAIRDRESSING FROM THE CLIENT’S PERSPECTIVE It was said in Grandma’s day that “a woman’s hair is her crowning glory”. Today, whatever the age or the type of client, this statement is now truer than true! The important thing to remember is that when you satisfy your client, they will come back. Satisfy and excite your client and they will not only come back, but they will tell their friends about you too. It is an absolute fact that word of mouth builds a client base quicker than any other form of advertising. We cannot expect our clients to return; we must invite them. As a stylist, there are lots of things we need to work on: • Becoming a stylist with that memorable factor • Looking like a hairdresser! • Becoming an expert on hair, fashion and products, and sharing this knowledge with your clients. • Listening – what is the client really saying? Be on the same page as them.

“ 10

• Caring – make each client the centre of your attention. • Communicating – Paint word pictures excite your client with what could be next! • Delivering your promise – meet or exceed your client’s expectations, never with any hidden surprises. • Displaying Confidence – build your library of work and develop the necessary skills to deliver for each client, every time. • Loving your work and showing it. Your clients will feel your passion, and they will return time and again.

ATTENTION APPRENTICES An apprentice reading this can be forgiven for thinking; “this article isn’t for me.” Actually it is - confidence begins on day one with the small successes. Initially the skills you have mastered are limited. Take charge of your skills and what is it that your salon clients want! Make a list of clients who come to your salon, what they have and what they like. You could include the cut (scissor and razor), colour, styling, hair up, straightening,

bleach and tone and so on. Now check your own skill strengths against this list and there you have it - a list of what you must work on to be confident and successful in your salon. Next plan some simple steps toward the skill you need to grow. Practice makes perfect! You will never know what you can do until you try. Clients are not there to practice on - there are other options like models and/or mannequins. Each training session needs to be with a trainer present, who guides you and holds you accountable. Help is always available. YOU just need to ASK! If you need to go outside your salon to get the help, it is important to keep your employer /manager in the loop about this. Find a BUDDY, a TRAINER and if you are dead serious about your career add a MENTOR to the list.

It is an absolute fact that word of mouth builds a client base quicker than any other form of advertising.”

“

Knowing how to do a skill and having practised it gives you the confidence to say– ‘yes’ to every opportunity rather than to hide in the backroom and hope that someone else picks up that client.”

SO YOU’RE A QUALIFIED STYLIST? Almost all of us recognise that to keep current, learning and acquiring new skills goes with the territory of becoming a successful, busy stylist. There are two different situations that you may be in: either you work in an environment that has training initiatives for staff, or you work where for things to happen, you must take that initiative yourself. Either way, it begins and ends with you. Have a look at how you view training. You either see yourself as a work-inprogress, and you actively train as a matter of course or you don’t believe in the need or value of training. For you, hairdressing will probably be just a job. It’s never too late to turn your career around! Think about: • What areas do you need to focus on up-skilling in? Evaluate your skills and put together some looks that are current for each of the areas you need to up skill. Be honest, ask yourself is this something I have done, or is it something I need to add to my skill set? • What are the options available for you to up-skill? • Make a plan - how will you do this? • Make measurable goals. How will you know when you have achieved your goal? • Plan to invest your time and expertise into your training, and practice! • Share your successes with your friends and clients. What better way than Facebook? Post pictures of your work and post client/model endorsements. Become pro-active; believe in yourself, expand your ability and your clients will love what you do. Get clients talking, spreading the word about you positively! Stand tall be proud of being a hairdresser – not just any hairdresser, but one that people talk about and book with!

LEARNING TO LEARN

• www.topsitesblog.com/best-fashion-websites/

• www.topsitesblog.com/street-fashion-blogs/

Embracing change is the only way for you to remain current. The world of fashion can be fickle, and it belongs to those who embrace it.

• Also check out the huge library of YouTube hairdressing tutorials

There are many places you can go to for inspiration about what is currently in fashion. The internet, YouTube, music videos, fashion magazines and workshops are a few options. What you need to do is to source the looks, check out the how to do options, and then practice.

We are lucky to have technology like smartphones and tablets to use to our advantage. These are tools you can use to create libraries of the work you offer clients together with libraries of your own work.

A helpful list of some hairdressing sites worth a visit:

• www.hji.co.uk • www.facebook.com/behindthechair • Each hairdressing company has a website and Facebook page worth exploring

The list goes on and on so keep searching!

Challenge yourself to research the endless possibilities to learn and become excited about your future!

FORMA MAGAZINE | ISSUE 9 | 11

from the salon to the film set 12

“

You might have to work for 10 years doing background before you get your break.”

Warren Dion Smith shares what it’s like to work in hairdressing in both the film industry and the salon.

hey say variety is the spice of life, and qualified hairdresser and makeup artist Warren sure knows how to spice things up. From a day in the salon to a blockbuster movie set, there’s no room for a dull moment. Warren has been a part of the hairdressing industry for many years. His career began after he left secondary school at the age of 14 and started a free hairdressing course in Papakura (Auckland). Soon after this he began work experience at Intercontinental Coiffeur salon in Manurewa, where he then went on to do most of his apprenticeship. He later qualified with his National Certificate in Wellington. In 2002 Warren also trained in Makeup Design and Production at Design and Arts College of New Zealand in Christchurch, which led to him getting some work in the film industry. “We did a lot of work on our portfolios here, and after I finished I took my portfolio to Weta Workshop [the special effects company behind The Hobbit, The Lord of the Rings, and more]. After this in 2004 I began working in the hair and makeup department for King Kong.” Warren has worked on and off with Weta Workshop since then, with his portfolio also including hair and makeup work on the film Narnia and more recently on The Hobbit: An Unexpected Journey. Warren says working in the film industry is a very different lifestyle than working in a salon. He has found he really enjoys both areas of hairdressing. “In film you get a lot of really long days… some days I’d be starting at 3am and working for 15 or 16 hours at a time,” he explains. “There’s a lot of standing by and touching up characters throughout the day. You can be assigned to a character all day from start to finish.”

Many people who work in the film industry have to head overseas to other film production companies when work wraps in NZ, but Warren is lucky to be able to transition back into salon hairdressing. Currently he is working back with the getfunkd Group in Wellington after wrapping production on a recent film. It’s his 9th year working with getfunkd. “It’s great to come back home,” he says. Warren finds work in the salon a lot more personal than working on a movie set. “There’s more time to build a relationship with clients, and the service you’re delivering is more personal.” The two parts of his career do cross over sometimes though. Whenever Warren returns to the salon, his clients love to hear about what new movie he has been working on. “It’s a great talking point, especially for new clients,” he says.

WARREN DION SMITH

Film and salon work are not the only areas where Warren has immersed himself though. Over the years he has worked on beauty pageants, music videos, fashion shows, editorials and charity events. He has also won many awards, having competed in National and Oceanic events for well over 15 years, and he was an NZARH competition judge from 2007-2011. “The list goes on! I must admit, one of the most rewarding things is sharing my experiences with others,” he says. For anyone out there who is aspiring to work in the film industry in hair and makeup, Warren warns it can be a tough road. “You might have to work for 10 years doing background work before you get your break,” he explains. “You have to be passionate about what you do and dedicated to it.”

WARREN IN ACTION

FORMA MAGAZINE | ISSUE 10 | 13

WORLDSKILLS WorldSkills is an exciting competition where you can sharpen your hairdressing skills and showcase your talent both nationally and overseas.

WORLDSKILLS REGIONALS IN 2013

pen to apprentices or qualified people under the age of 23, this is a competition that can take you all over the world and make you stand out from the rest.

Regional Competitions are being held in: • Auckland: Sunday 14th April 9.30am – 5.30pm Manukau Institute of Technology (MIT) Gate 1, Newbury Street, Manukau City, Auckland. • Christchurch: Sunday 14 April 9.30am – 5.30pm Aoraki Polytechnic 60 Waterloo Road, Hornby, Christchurch. Even if you're not competing, make sure you come along and watch the competition. You can learn more about WorldSkills and see the skills in action. We'd love to see you there. Sonia Baker-Johnston, Senior Lecturer at Manukau Institute of Technology’s School of Hair and Beauty and 2012 WorldSkills judge has seen first-hand the benefits of competing in WorldSkills.

“Over the last few years I have been a proud supporter and promoter of WorldSkills. It is an amazing platform for our youth to showcase to the world their technical skills and talent. Every year, at the Regional and National Competitions, the young talent totally blows me away. The technical skills they showcase seem to be well above their years. I have seen first-hand the improvement of skills and confidence from my apprentices competing at these competitions. I recommend all tutors to take part in WorldSkills training, not only to develop professionally, but to help train and promote our youth, so they have an opportunity to showcase to the world their amazing talent. For any apprentice to be able to say that they are 'ONE OF THE BEST IN THE WORLD' would be totally amazing!”

FORMA MAGAZINE | ISSUE 9 | 15

UPDATE FROM CAIT In July, our 2012 National Champion Cait Woodcock is off to Germany to represent NZ alongside 52 other countries at WorldSkills Internationals.

ait, a qualified stylist at Spectra in Palmerston North has been working hard in preparation for the internationals and says her training is “all on track.” She has been putting time aside each day to work on different aspects of the competition. Cait has had the chance to work with some amazing trainers, including internationally acclaimed mentor and champion Ulrica Hansson. Originally from Sweden, Ulrica is an International Educator for Pivot Point Academy and currently lives in Australia. She has more than 10 year’s industry experience and many achievements under her belt including presenting at the 2012 Sydney Hair Expo and getting three silver medals at the 2010 European Cup Open in Moscow. “Training with Ulrica was an amazing opportunity,” says Cait. “She helped me put together a great timetable to work towards July.” Cait has also had training sessions with WorldSkills Expert and Judge Niq James and previous WorldSkills international competitor Laura Simpson. As if training isn’t keeping her busy enough, Cait is also dedicating a lot of her time to fundraising. She needs to raise $30,000 to get to Germany for the competition. With the help of the team at Spectra, her family, friends and community, Cait has raised about $3,000 so far. Add to that the generous fundraising effort of The Institute of Electrolysis & Beauty Therapy (who raised over $2000 for Cait) and she is well on her way. “The way the community has been getting behind it is amazing,” Cait says.

“I was blown away by the generosity of The Institute of Electrolysis & Beauty Therapy with their fundraising. Other people have donated things that we have been able to raffle off, like a Christmas hamper and a Wella gift basket. I have been speaking with local up and coming photographer Anthony Young who is offering a free family portrait that we can also raffle. At the salon, we have a Spectra raffle going where you can win a year of free haircuts.” And this is just the beginning. Cait still has lots more fundraisers planned such as a cut-a-thon and barbeques.

CAIT WITH LAURA SIMPSON

“We’re spreading the ideas out over time and trying to do something for everyone. If you don’t want to win a family portrait, maybe you would want to try for the free haircuts, or you might just want a sausage at the BBQ,” she explains. If you want to help get Cait to Germany, please contact Pitchin on (04) 499 1180 or pitchin@hito.org.nz CAIT PRACTISING

“

It has to be something close to our hearts; something we believe in” CAIT WOODCOCK

BEAUTY THERAPY LENDING HAIRDRESSING A HAND The New Zealand Institute of Electrolysis & Beauty Therapy recently fundraised a whopping $2200 towards getting NZ WorldSkills Champion Cait Woodcock to Germany. aside as client days where students run a beauty therapy clinic on the school’s campus. They offer special prices to clients on a range of treatments such as facials, eye treatments and waxing. Annabelle and the team organised to dedicate all the funds from selected client days in October and December 2012 towards Cait. STUDENTS FROM THE INSTITUTE OF ELECTROLYSIS AND BEAUTY THERAPY

ait, who won the National WorldSkills competition last year, needs to raise $30,000 to represent New Zealand in Germany at the International competition. “We read about Cait in an issue of Forma Magazine,” explains Annabelle Taylor, Principal/Director of the Palmerston North School.

With the beauty industry having come under HITO’s umbrella recently, Annabelle says they also saw this as an opportunity to show their support for hairdressing and for HITO. “Beauty and hairdressing have a great relationship. Along with supporting Cait, we also thought of this as an opportunity to show our support for hairdressing and to demonstrate to our students how to work together with other businesses and crafts.”

“We thought, here’s a young local girl who is focused and who knows where she wants to be. She didn’t breeze into this opportunity, but she has put in a lot of hard work to get here. She’s a New Zealand champion and she deserves our support.”

Fundraising is not something the school has the capacity to do often, so it’s reserved for causes that they think are really worth it.

Although Annabelle and the team had not met Cait before, they decided to fundraise for her by dedicating some of the school’s client days to the cause.

Cait’s cause struck a chord not only with the school’s staff but also with students.

Client days are a key part of their students’ training at The Institute of Electrolysis & Beauty Therapy. Two days a week are set

second group in December trying to raise more money than the October group.” The fundraising days were advertised in the local paper, getting a great response from the Palmerston North public. “We had a couple of people who had never been to the school before call up and make appointments because they saw the ad and wanted to support Cait.” About 25 clients came through on each of the client days, making for busy and successful days. Cait was blown away by the generosity of Annabelle and the team. “Actually, being blown away is an understatement!” she says. “It’s amazing to know that someone out there believes in me and what I’m doing. It’s awesome to see beauty and hairdressing coming together and supporting each other.”

“It has to be something close to our hearts; something we believe in,” Annabelle explains.

“We put posters around the school to explain who Cait was and what we were doing so the students knew all the details. They were really excited about it, even creating some fun competition with the

CAIT WITH 2010 INTERNATIONAL COMPETITOR LAURA SIMPSON, PIVOT POINT'S ULRICA HANSSON, AND WORLDSKILLS EXPERT NIQ JAMES

FORMA MAGAZINE | ISSUE 9 | 17

SUCCESSFUL TRAINING

“

We at Blue Cactus aim to set the standard in service, style and training that other salons can aspire to."

At Wellington’s Blue Cactus Hairdressing, training is a way of life.

inners of the 2012 HITO Training Salon of the Year award, this salon takes training seriously and reaps excellent results. “We at Blue Cactus aim to set the standard in service, style and training that other salons can aspire to,” says Education and Development Manager Kerri Cox. “Continuous education and development throughout our team is paramount to being able to deliver the highest level of expertise.” After celebrating the salon’s 20th birthday late last year, founder Larissa Macleman recently passed the reins of the salon on to new owners John and Carol Carrasco.

Kerri has been at Blue Cactus for 14 years, starting off in the role of Salon Manager. She works closely with Apprentice Training Manager Sonya Cox and together they see Blue Cactus’ apprentices’ progress successfully through their training. “They are our focus,” she explains. At Blue Cactus a unique approach has been taken to training by marketing the apprenticeship programme as the ‘Blue Cactus Academy’. Kerri says this has been really beneficial. “By marketing the academy as something separate from Blue Cactus salon, people know that they are coming to a place of learning,” she explains. “It also builds interest – people want to be a part of it.” Apprentices are given an ‘Academy Pack’ when they begin, and they all represent the

Academy at Off Job Training with branded capes. Training takes place on specific Academy days and there are special prices for clients on these days. The Blue Cactus team have also taken care to infuse an attention to detail into everything they do, from the client experience to training. This has helped make the salon’s training so successful. “We believe that attention to details count,” says Kerri. Right from the beginning of a new team member’s journey, the team takes care to notice the details that will allow them to work to their maximum potential. Each new team member completes a personality profile assessment called ‘Birds of Different Feathers’ when they

start at the salon. This determines their different learning preferences and how they best work and learn. A picture of each trainee’s ‘bird’ is brought to training sessions, giving the trainer and trainee the opportunity to see what type of teaching style needs to be delivered. Kerri says this builds respect and encourages acceptance of others who are different to us. Blue Cactus has looked at all the little details that create a five-star client experience too, and they train their team to deliver this service every time. They call this the ‘Diamond Standard’ which includes the expectation that clients are not kept waiting after their appointment time, that each client gets a thorough consultation during each and every visit, and that each client is 100% delighted with their cut, colour or curl. “Our training team ensure that these high standards are maintained in all training sessions,” Kerri says. “We replicate the client journey with apprentices. We go through all the steps of the client’s journey so that the little things that make up a ‘Diamond Service’ become habit right from day one. Building up good habits now makes excellent hairdressers in the future… We find that the young ones who hit the floor are performing as good (if not better) than Seniors that we have got in from other salons because it’s become habit for them to give excellent service.” Another way Blue Cactus has used attention to detail to create a successful environment is through a detailed salon structure. This makes a clear career pathway for apprentices to follow and keeps them progressing. If someone starts as a colourist, for example, there are three levels to progress through: Colourist, Intermediate Colourist and Senior Colourist. When they then move on to become a Stylist, there are another four levels to

work through: Stylist (someone who has almost finished their training and is building their clientele to become qualified), Senior Stylist (once someone is qualified), then up to an Executive Stylist and eventually a Master Stylist. Within each of these steps there are different pay levels too (including six pay levels within the apprenticeship/colourist progressions) so there is always something to be working towards. Kerri and Sonya ensure that their apprentices are always growing and moving up the levels. “There’s a limit of time that you can be on each level,” Kerri explains, “so this keeps them moving up consistently.” Putting together this detailed structure has impacted staff retention. There is always a goal to aim for; a level to move up to and a pay rise to gain, so apprentices and other staff are kept motivated and excited about their training. “If you’re working somewhere and you get to the top of where you can go in the first year, that’s when you’ll start looking outside for more opportunities. But why would you want to leave if there’s more to achieve?” Blue Cactus’ Scholarship Programme for apprentices has also helped keep trainees on board after they qualify. This programme is currently in its sixth year. Scholarships are awarded to people who are the right matches for the salon and who show their commitment in their application. “To get a scholarship, you need to put a real effort into your application,” says Kerri. “It’s not something we commit to lightly.” For apprentices in the Scholarship Programme, Blue Cactus pays for 50% of the apprentice’s fees in their first year. Then they can apply to have all their fees paid for in future years. Those who get a

scholarship are committed to stay on at the salon for two years after they qualify, or if they do leave they are responsible to pay back the balance of their fees. The Blue Cactus team know the value of continuous training. Training doesn’t end when you finish your apprenticeship, but there are meetings, teams and groups that Stylists can be part of to continue to grow their skills and keep relevant. “Six times a year we run Development Squad sessions with guest stylists to teach and inspire our trainees who have completed their qualifications. We also do collection releases with L’Oreal Professional twice a year,” explains Kerri. Weekly staff meetings are also a time for developing new skills. About once a month the team has a ‘creative jam’ in this meeting where they work on a new fashion look or something else new and relevant. Top keys to successful training from Blue Cactus: • Support your apprentices’ right through their training and give them the benefit of the doubt. • Consistent follow up is important. It’s about mentoring the apprentice and helping them keep on top of things. • Monitor the apprentices’ progress with ‘Off Job Training’ assessments. Don’t leave it until the last minute to check on their progress, and know where they are at to help them succeed. • Have systems in place that pave the way for them to be successful. After 14 years at Blue Cactus, Kerri has since left the salon to pursue other avenues in the industry.

FORMA MAGAZINE | ISSUE 9 | 19

HOLLY CARTMELL

]

WHAT’S EXPECTED OF YOU AS AN EMPLOYEE & AN EMPLOYER?

E TAKE A LOOK AT THE EXPECTATIONS THAT BOTH EMPLOYEES AND EMPLOYERS HOLD AND WHY THEY ARE IMPORTANT.

MARIANNA BROWN

HIGH EXPECTATIONS MAKE FOR A SUCCESSFUL BUSINESS

olly Cartmell, owner of Kitomba/ NZARH 2012 Salon of the Year So You Hair explains why high expectations are so important to running a successful salon. Wellington salon So You Hair take pride in offering excellent service to their clientele. So You owner and director Holly expects her team to uphold this reputation and provide outstanding service, something which requires more than just top-notch hairdressing skill. “Everything including how you look, your personality and how you behave adds to the client’s experience. If you have personal confidence then you will be able to sit down with a client and talk to them with ease. It all counts for making someone a great team member,” she explains. Holly sets high expectations for her team to make sure they can create this wellrounded experience for their clients. “You can’t afford not to have high expectations, and to make them clear. You work hard in your business, and the people you have on your team need to be with you 100%”

For Holly, meeting these initial expectations is what gets someone to the next step. Once someone joins the So You team she clearly and openly explains what she expects of them on the job. This is done in an induction on their first day at the salon.

Follow-up is an important part of the learning process, so at So You every team member is given a copy of the salon’s policies that they can take home and read in their own time. Holly also keeps hard copies out in the back room of the salon.

“It’s a fun day, but a hard day,” she says. “There’s a lot of information to take in. I lay it all out on the table.”

When it comes to enforcing your expectations, Holly advises salon owners not to be afraid of speaking up.

One important part of a new team member’s induction is spent going through So You’s policy manuals, including their policy on dress standards. This is a full manual, including images that show employees how they are expected to dress for work.

“Don’t be afraid to put it out on the line, people appreciate it,” she says.

“As stylists, part of what we do is inspiring the client,” Holly says, explaining the importance of her dress code. “Clients look to you for the latest trends and feel more confident in your ability if you look the part.” New team members also go through a procedures manual, training expectations and an overview of the salon’s vision and culture on their induction. Holly finds that setting her expectations clearly right from the beginning keeps communication within her team open and honest.

In her experience, Holly has found that explaining her expectations right from the start is the best approach.

“It’s a firm but fair system,” she says. “If I have laid out my expectations early then everyone knows what they should and shouldn’t be doing. They can be corrected straight away and get into good habits.”

Even before she makes the decision to hire a new team member, she has expectations she wants to see met through the recruitment process.

Holly encourages other salon owners to be as open with their team about what they expect of them. When expectations aren’t clear, this can cause tension in the team.

“First impressions are so important when it comes to hiring a new team member. I expect people to be presented in a way that fits with my vision, my team, and represents the industry. That includes well applied makeup and a great, tasteful outfit,” says Holly.

“If your team don’t know your expectations, then they can’t be held accountable. But once you have told them what is expected, they are accountable to uphold these rules, and you don’t need to be afraid to pull them up when they don’t.”

She also expects people on her team to have a real drive and passion for their career in hairdressing.

Generally, Holly finds people love the structure and discipline of her rules and requirements, and they’re really happy to follow through.

“When I’m first speaking with someone in an interview, I’m listening for those key words that show me this is where they really want to be. Personality is really important. Can you see them fitting in the salon and conversing with your target market? Are they hard-working and dedicated?”

“If you set your expectations really high, your team will reach for them,” she says. “If they don’t, you need to question if they are the right person for your team.” Remember though, just telling someone once may not be enough!

“Put systems in place for how things are to be dealt with and make sure these are clear to your staff. That way if you do need to discipline someone, you will know what to do. When they know the standard it’s easy to talk to them about up-keeping it.” The specific policies you have don’t have to be set in stone either, Holly reminds employers. As long as you do it openly and let your team know, these can be easily changed. At So You, for example, Holly consistently tweaks the dress code policy, updating it each season with images of current trends to keep her team inspired. If you don’t have your expectations clearly outlined in your salon yet, Holly recommends starting to do so today.“It makes it so easy, so simple,” she says. “Inspire your team to think about who they want to be, and what they need to do today to get there.”

EMPLOYEES HAVE EXPECTATIONS TOO

hen coming into a new role, all employees bring their own expectations of how they should be treated and what will happen in their new workplace. Apprentices in particular have important expectations around the training they will be getting on the job. When 2012 HITO Apprentice of the Year Marianna Brown started her apprenticeship, she had some expectations about the learning and working environment she would be spending her time in. As a young person coming into the workforce, she wanted to make sure she would be treated with respect by her employer, managers and colleagues.

FORMA MAGAZINE | ISSUE 10 | 21

“We can read about industry leaders in magazines, but it means so much more to have someone in your own salon that you can aspire to be like… someone to look up to, a positive role model.”

as they walk in the door. Remember, first impressions last and they set the tone for the rest of the client’s visit.

Studies have shown that having a mentoring system in the salon has many positive results. Mentoring can cultivate a stronger learning culture, it can improve the rate of qualification completions and improve staff loyalty and retention.*

Keep your client informed about what is happening when they arrive. If there is a wait, politely let them know. If your client will appreciate it if they know what is happening and why. Offering your client a drink on arrival is another great way to make them feel at ease. Call your client by their name as this builds a sense of trust and relationship. Your workplace might have other routines to put clients are their ease. Do you follow those guidelines?

We encourage all employees to talk to their employers about what expectations they have so that everyone is on the same page. *Information from the study Mentoring Tips for Trainers and Salon Owners, prepared for HITO by Dr. Chris Holland from Work & Education.

WHAT EMPLOYERS (AND CLIENTS) EXPECT “When I came into my apprenticeship, I wanted to make sure I would always be in a safe and professional environment, which provides support for younger staff,” Marianna says. Creating a safe and respectful workplace makes for a positive learning environment, something particularly important to apprentices who are consistently learning on the job. Because training is a big part of an apprentice’s daily life in the salon, apprentices need to know that they will be getting the training they need to succeed. “I wanted my trainers to always be open to talk to me about any issues and questions I might have, and I wanted to check that they were happy to be my support person throughout my apprenticeship,” says Marianna, who currently works at Do. Hairstyling in Christchurch.

great team needs team members who know what’s expected of them and who go above and beyond to exceed those expectations. We’ve asked employers across New Zealand what they expect from their team members to keep the workplace running smoothly and successfully. These expectations are all about helping make the client’s experience enjoyable so that they will want to come back. Take a look at each area and talk in your team meetings about whether you and your team are achieving them out. If not, now is a good time to start. Talk about how you personally plan to improve and how you can help support others who are struggling. No-one is perfect, and we all have off-days, but everyone who reads these can find an area they would like to improve in. Beside each area, rate yourself on a scale of 1 to 5, be honest with yourself. 1. I never do this

Apprentices are learning from a grass roots level and so a supportive environment is crucial to helping them get the most out of their apprenticeship. “I want to feel encouraged in my work, not put down,” Marianna continues. “I think it’s important to be given opportunities, and encouraged to move forward and challenge yourself.” It’s also really important for apprentices to have someone in the workplace that they can look up to, Marianna says.

2. I occasionally do this 3. I do this 50% of the time 4. I do this almost all the time - sometimes I forget or depends what mood I’m in 5. I do this each and every time – no exceptions

ALWAYS GREET CLIENTS WITH A SMILE A smile makes clients feel welcome and valued. Your greeting is your first interaction with a client, so start off on the right foot and make them feel welcome as soon

BE ATTENTIVE AND CALL CLIENTS BY THEIR NAME FROM THE START

LISTEN TO REQUESTS AND COMPLAINTS When you’re interacting with someone, there’s a big difference between just hearing what they are saying and really listening to them. People often “wait to speak” in a conversation rather than listening with their full attention. Actively listening is when you are focused on the speaker, you remember what they are saying and you respond to it. You might respond by leaning forward and nodding or by repeating back what they said in your own words. When you actively listen to your client, it shows them that you respect them, understand and care about their needs. Actively listen to your client’s requests or complaints and try your best to follow through with what they need. If you are unable to help them, find someone who can.

BE AWARE OF CLIENT COMFORT AT ALL TIMES This is important at all times, but particularly in hairdressing when using bleach or colours on the client’s hair. Bleach can cause serious damage to the client, so client comfort should be checked all the time.

DO NOT CRITICISE OR PUT DOWN OTHER BUSINESSES OR OTHER STAFF This one’s a no brainer but it’s easy to fall into this habit. It’s very unprofessional to talk badly about other businesses or staff. Speaking highly of others however shows that you are professional and respectful. “If you have nothing good to say, say nothing at all.”

MAINTAIN A HIGH STANDARD OF WORK This means that no matter what your role is – apprentice in a hairdressing salon, the

“

A good way to refresh your enthusiasm for your work is to think back to when you first decided to follow this career path. Everything was new and exciting and you were passionate about learning and attending to clients. Use this same enthusiasm and excitement when doing your everyday jobs in your workplace.” receptionist in a beauty clinic or something else altogether – you do the best job you can, every time. If clients can depend on excellent service every time they come to your workplace, they will want to keep coming back. Then they will want to tell others about you too!

KEEP UP A HIGH STANDARD OF CLEANLINESS IN THE WORKPLACE Health and Safety Standards require a certain level of cleanliness, but aside from that, we all know that we would rather walk into a place that’s clean and tidy. Ask yourself, would you return to a salon, barbershop or beauty clinic that was messy, cluttered and dirty? Keeping your workplace clean and tidy makes it feel open, fresh and welcoming for your clients.

SHOW RESPECT FOR THE WORKPLACE AND ITS EQUIPMENT It’s easy to become familiar with your workplace and the equipment and tools you get to use. Sometimes you need to take a reality check and remember that it’s a privilege for you to work where you do and have access to this equipment. Show respect for your workplace and its equipment by following instructions and taking good care of what has been entrusted to you.

BE AWARE OF YOUR EMPLOYER’S LEGAL DUTIES

DEVELOP A POSITIVE ATTITUDE TO TRAINING

Your employer has legal duties to follow, such as paying you at least the minimum wage. Make sure you know what these are so you know if you are being treated unfairly at any stage. The best place to contact with questions about legal issues is the Department of Labour.

Training is a lifelong journey; you will never ‘make it’, there is always more to learn!

Check them out at www.dol.govt.nz or give them a call on 0800 20 90 20.

SHOW ACCEPTABLE SOCIAL BEHAVIOUR, AND DEVELOP CONFIDENCE AND EFFECTIVE COMMUNICATION SKILLS In a salon, barbershop or beauty clinic environment you will be interacting with clients on a daily basis. It’s important to have good communication skills when dealing with your clients to make sure you give them the best service possible. If you’re not an outgoing person naturally, this might be a little daunting at first. Be encouraged though that your confidence and skills in this area will grow with time. Ask others in your workplace for tips about talking to clients and how to communicate well in the salon/barbershop/clinic.

DO NOT TAKE YOUR REGULAR CLIENTS FOR GRANTED

BE PUNCTUAL, HONEST, DEPENDABLE AND ENTHUSIASTIC ABOUT YOUR CHOSEN CAREER AND ALWAYS REMEMBER TO KEEP CONFIDENTIALITY

Your regular clients are your VIPs. They are bringing in your regular income and, if you treat them well, they will speak highly of your workplace to their friends and family. Word of mouth is the best form of advertising! Make sure you give them the five star treatment they deserve every time they come in, or one day you may find that they don’t want to be your regular customers anymore.

When you have a positive attitude about training it’s easier and more enjoyable for both you and your trainer. Once again, look back to when you first started your job. You would have been eager to learn and ready for every training session. Remind yourself of why you decided to follow this career path and why you were passionate about it. Let this keep your attitude towards training positive.

FOLLOW YOUR WORKPLACES’ CODE OF ETHICS If your workplace has its own code of ethics or regulations, then you need to make sure you are following these. They have been put in place to make sure that the salon/ clinic/barbershop is running properly and that everyone is getting the service they need. Following these rules also shows respect for your employer and everyone else on the team.

USE SALON PROFESSIONAL PRODUCTS AND MAINTAIN KNOWLEDGE OF THE MANUFACTURER’S INSTRUCTIONS Following manufacturer’s instructions can mean the difference between a beautiful colour job and serious injury to the client. Don’t treat this lightly, but ensure that you are using products correctly.

DRESS IN A WAY THAT IS ACCEPTABLE TO THE EMPLOYER AND CARE FOR YOUR CLOTHES, INCLUDING LAUNDERING AND DRY-CLEANING As an employee, you are the face of your workplace. Because of this, it’s important to always wear appropriate clothing that is clean and tidy. Some workplaces may have

FORMA MAGAZINE | ISSUE 10 | 23

“

Your main goal is to provide an excellent service for your clients so they will want to return and bring their friends with them.”

a uniform, so take special care to clean and look after this. Think about your workplace and what is appropriate. If you work at a fashion forward salon, take a fashion forward approach to what you wear.

KEEP A HIGH STANDARD OF PERSONAL HYGIENE AND AVOID POSTURE THAT COULD BE OFFENSIVE TO THE CLIENT Just like with your clothes, the way you take care of yourself also has an impact on the representation of your workplace. It may sound simple but get back to basics and remember that daily washing and deodorant are important. If you are a hairdresser, clients will be looking to you for inspiration, so keep your hair in good condition.

ALWAYS PROVIDE A PERSONALISED SERVICE Remember that the hairdressing, barbering and beauty industries are service industries. Your main goal is to provide an excellent service for your clients so they will want to return and bring their friends with them. If they don’t, your workplace and your job won’t last long! Keep this in mind and make sure that every client who walks through your door receives top of the line service.

COMPLAINTS AND BUILDING LOYALTY

t some point, everyone has to deal with an upset client. The challenge is to handle the situation in a way that leaves the client thinking you are great. If you’re lucky,

you can even encourage the client to become a passionate advocate for you and your business.

side and that you appreciate and empathise with the situation.

When it comes down to it, many clients don't even bother to complain. They simply leave and take their money elsewhere. Research suggests that up to 80 percent of clients who leave are in fact "satisfied" with the original business. Obviously, customer satisfaction is just not enough.

When a client senses that you are sincerely sorry, it usually diffuses the situation. Don't blame another person. Just say, "I'm sorry about that.” Ask the customer, "What would be an acceptable solution to you?"

Businesses nowadays need to positively delight clients if they want to earn their loyalty.

Whether or not the client knows what a good solution would be, it’s best to propose one or more solutions to alleviate their pain. Become a partner with the customer in solving the problem.

It may seem counter-intuitive, but the ability to effectively deal with client complaints provides a great opportunity to turn dissatisfied customers into active promoters of the business. Here are some client based tips.

LISTEN CAREFULLY TO WHAT THE CUSTOMER HAS TO SAY, AND LET THEM FINISH Don't get defensive. The client is not attacking you personally; he or she has a problem and is upset. Repeat back what you are hearing to show that you have listened.

ASK QUESTIONS IN A CARING AND CONCERNED MANNER The more information you can get from the client, the better you will understand their perspective. It’s easier to ask questions than to jump to conclusions.

PUT YOURSELF IN THEIR SHOES Your goal is to solve the problem, not argue. The client needs to feel like you’re on their

APOLOGISE WITHOUT BLAMING

SOLVE THE PROBLEM, OR FIND SOMEONE WHO CAN SOLVE IT — QUICKLY! Clients prefer the person they are speaking with to instantly solve their problem. When complaints are moved up the chain, they become more expensive to handle and only add to the client’s frustration. But, if solving the problem quickly is outside your ability or authority, then get someone with authority to get involved immediately. Clients don’t like to explain what’s wrong more than once. There is no getting around client complaints, regardless of your industry. However, by using these steps and taking the time to review the issue with the client, you can turn challenges into something constructive and positive.

stylist colourist business owner technician manager trainer educator tutor specialist

Starting a hairdressing career? Make a smart choice and become a Modern Apprentice save thousands $ on fees and courses get a national qualification start earning money now be part of a salon family Watch Mary-Ellen Orchard talk about her journey on the HITO Youtube Channel

get great support learn on the job

To get on the right path for a bright and creative future call HITO on (04) 499 1180 now. Your future is only a call away. t: (04) 499 1180 e: enquiries@hito.org.nz w: hito.org.nz fb: hito.news

Real skills Real Career Real Support

r to be it cheape making

t a studen

3 Code: 6517

making it cheaper to be a student DO YOU WANT TO SAVE MONEY? If you’re anything like us then that’ll be a resounding “YES”. We have teamed up with StudentCard, NZ’s largest national discount network, to bring you the HITO Official Trainee Card. You can save hundreds of dollars nationwide on everything from movies, insurance, power, coffees, stationery, household goods, and more, all with big name brands that you already shop with. This is free for all HITO trainees. You can use your free HITO Trainee Card to save money all over NZ with deals like: $10 MOVIE TICKETS WITH HOYTS $6.90 PIZZAS EVERYDAY AT DOMINOS SPECIAL PRICE BURGER KING MENU SPECIAL OFFERS AT VODAFONE 10% OFF WINES AND SPIRITS AT LK COST + 10% AT NOEL LEEMING / BOND & BOND $80 CREDIT OFF FIRST POWER ACCOUNT WITH CONTACT ENERGY 30% OFF STATIONERY WITH OFFICE MAX 5% OFF ELECTRONICS, 10% OFF STATIONERY AT WAREHOUSE STATIONERY Plus heaps of other deals all over the country, all for you, available everyday with your HITO Trainee Card. SIGN UP TODAY If you are training with us and want to sign up for your HITO trainee card, call Kelly on (04) 499 1180 or email kelly.h@hito.org.nz and she will post a unique scratch card to you for free. All you need to do is follow the instructions on the scratch card to sign up and access all these deals. It’s as easy and as free as that!

SEE YOUR WORK IN PRINT Are you a HITO apprentice? This is your chance to have your work published in an issue of Forma Magazine. If you have photographic work that you are proud of, we want to know. Give Kelly a call on (04) 499 1180 to find out how to send your photographs in and have the opportunity to be published in Forma.

Get International

Recognition for your

BEAUTY SKILLS Did you know that you can now apply for International Certification in Beauty?

f you are thinking about travelling overseas, or you would just like to have international recognition for your skills, the International Professional Standards Network (ipsn) certification is for you.

The ipsn certification has been available in hairdressing since 2010, and after years of hard work and negotiation by HITO, you can now get ipsn certification in both Beauty Therapy and Nail Technology too. “HITO is a founding member of the International Professional Standards Network, and over the last few years we have successfully worked with them to benchmark the hairdressing and beauty qualifications” said Erica. “This means that holders of relevant national certificates in hairdressing or beauty, who have at least one year experience as a senior operator, can now have their skills and experience recognised in Australia, Canada and Hong Kong.” Take advantage of this new opportunity to have your national qualification recognised with world class certification. It will open doors to a career abroad while still being acknowledged within New Zealand. Interested in applying for your beauty ipsn certificate? Any beauty therapist who meets the following requirements can apply: • Completed National Certificate in Beauty Services (Beautician) (Level 4) and National Certificate in Beauty Services (Body Therapy) (Level 5), • At least 1 year’s commercial experience either immediately prior to or after qualifying, • Continued professional development. It’s easy to apply. All you need is: • A copy of your qualifications. • Verified proof* that you have worked for 12 months or more. • A completed application form (there is a copy of the application form in this issue of Forma Magazine). • Pay the $80.00 application fee. * Verified proof is evidence that you have been working in the industry for one year or more. This could be a statement from your employer and needs to be verified by a Justice of the Peace.

For more information, please contact HITO on (04) 499 1180 or email us at enquiries@hito.org.nz

FORMA MAGAZINE | ISSUE 10 | 29

HITO’S LORETTA RECEIVES HER NATIONAL NAILS CERTIFICATE Loretta Thompson, HITO’s Auckland Sales and Liaison Manager, was proud to receive her National Certificate in Nail Technology.

LORETTA THOMPSON

fter achieving her qualification in September 2012, Loretta was awarded her certificate at the HITO Christmas party. Loretta has worked in the nails industry for many years, and she completed her national certificate through the Qualification by Experience (QbyE) process. This means she was able to use her experience in the industry to gain the qualification, something she would recommend.

Loretta enjoyed getting a full range of training and information. “In the qualification you get information on a broader spectrum, not just the practical skills. I found that I still had loopholes in my understanding of skin, anatomy and health, and the national qualification filled these. If you do Nail Technology by QbyE or as a trainee, you will get the complete training you need to carry out the service to a high standard.” Loretta encourages everyone in the industry to gain their national qualification.

“The national qualification is well worth doing – it’s worth its weight in gold,” she says.

“Getting qualified sets the standard in the industry.”

“It shows you have been through the benchmarks and you’re competent in everything. It’s about being able to give an all-round service for the client.

If you are already working in the nail industry and you want to get qualified, or you’re just looking at adding a new skill set to your repertoire, Nail Technology is for you.

“ 30

In this 14 month-long programme you will learn all the skills and knowledge you need to perform nail services in a professional, commercial environment. You will learn many new skills including: • Nail Augmentation services (including Gel, Acrylic and Sculpture) • Manicures • Pedicures If you are already working in the industry, your experience can count towards getting this qualification. You will need to show you have been in the industry for certain period of time, and you may have to do an interview and some demonstrations. If you want to know more, get in touch with your HITO Sales and Liaison Manager or call the HITO National office on (04) 499 1180.

The national qualification is well worth doing – it’s worth its weight in gold.”

National Certificate in Beauty Services

nail technology Make nails your profession Do you want to... •

Perform Acrylic nails (including pink and white tips and sculpture)

•

Perform Gel nails (Hard Gel)

•

Perform basic manicures and pedicures

•

Perform treatment manicures and pedicures with exfoliation, paraffin, hot oil and mask therapy

•

Perform creative work including French polish and Nail art (ornamental and decorative)

•

Learn skills to work within the salon

•

Gain knowledge about the nail

•

Learn about the tools and products that you will work with

•

Work safely and professionally.

HITO has launched a new traineeship just for you. Taking 14 months, you will learn skills in an intensive 1 week workshop and then put your skills into practice in your workplace. Put your skills to the test, gain a national qualification. APPLY TODAY

You can download an application form from the HITO website at www.hito.org.nz/documents-forms/training-agreements/ or email us at enquiries@hito.org.nz

Real skills. Real support. Real career.

HAIRDRESSING AND BARBERING WORKING SIDE BY SIDE CAN HAVING A BARBER IN YOUR SALON MAKE AN IMPACT?

Lisa finds that her male clientele tend to return again and again after their first visit.

ogue Kaiapoi Hair Spa owner Lisa Steele has always been interested in barbering. Since taking the plunge and introducing barbering into her salon in 2011, she hasn’t looked back!

“Male clients are very loyal, and they’re also very regular. They usually come in every three weeks to keep a clean look.”

“I’ve always had this interest in barbering. I thought there was a need for it in the location we were in at the time as the local barber was closing down,” Lisa says. “I’ve found it has made such a difference to the salon.” The team at Vogue Kaiapoi (who were nominees for 2012 HITO Training Salon of the Year) have found that barbering and hairdressing mesh together really well. “Barbering is a great skill set to have. It’s so different to ladies hairdressing, but they complement each other,” Lisa explains. When barbering was introduced to the salon it started off pretty quiet, Lisa says, but it has continued to grow in popularity. They now have many regular barbering clients.

Introducing barbering has definitely changed the dynamic of the salon. Along with being loyal, Lisa finds her male clients are also really generous, encouraging and easy to get along with. “I love the new dimension barbering brings. We find the barbering section of the salon makes for a nice change of pace. Male clients tend to bring easy going conversation and a relaxed atmosphere. They are also really encouraging and positive which is great for building staff morale.” “The barbering section tends to bring in more tips as well,” she smiles. Getting more tips isn’t the only financial benefit. “Because barbering is skill based, it doesn’t have high overheads,” Lisa explains. “You don’t have to order a lot of stock for this.” With barbering being cheaper to maintain, it’s a great option if you want to introduce something new to your salon that won’t be expensive to maintain. “It’s a great way to make use of all your rentable space too,” says Lisa. At Vogue Kaiapoi, she has created two separate spaces within her salon, one area for barbering and one for hairdressing, so the two services can work alongside each other in harmony.

QUALIFIED BARBER MERRAN KOPUA WORKING IN THE SALON

“This works really well. Men don’t seem to mind being in the front,” she says, spotting

another difference between male and female clients. “Women tend to want a bit more privacy.” Despite being affected by the Christchurch earthquakes, Lisa says that offering barbering helped to keep them afloat through the tough times. Recently, the salon has moved to a new location where the number of new clients is steadily growing. Lisa encourages other salon owners to consider adding barbering services to their business. “I would definitely look at including barbering services in other premises’ in the future,” Lisa says. If you or someone in your workplace is interested in training as a barber, there are lots of options available through HITO such as barbering apprenticeships and QbyE (Qualification by Experience). Get in touch with your HITO Sales and Liaison Manager or call the HITO office on (04) 499 1180 for more information.

Great apprentices come from...

Salons can grow their own apprentices and improve productivity with a HITO Gateway Student. Contact your local school careers advisor now to find out how to support a young person and help your business grow. Visit www.hito.org.nz/gateway to see how one gateway student has grown and developed into a truly valuable employee.

NZARH UPDATE

LYNETTE KARAM-WHALLEY

he NZARH board has swooped into the New Year with vigour and enthusiasm toward a more viable organisation that will benefit all members in the hairdressing sector. Changes have been put in place to assist with wise budgeting decisions and we are positive our new Executive Structure and team will work together to create stability and guidance. We are moving away from the recession that has plagued some of our members and encouraging you all to evaluate your businesses and be brave to modify where necessary. Remember, there are NZARH discount benefits available for members. Hairdressing qualifications

HAIR ‘EXTENSIONS’ By Lesley Scher NZARH Insurance Broker

here are two major changes coming to insurance in the next year which will affect existing businesses or domestic properties at renewal and new businesses and new houses when owners take out insurance. The first is owners of pre 1935 commercial buildings. Claiming for sudden accidental damage (including natural disaster) will go down from 12 months to 6 months indemnity period. No longer will these buildings be able to be insured for reinstatement value. Instead they will be insured for indemnity value only. This means at claim time, if your building insurance valuation has the reinstatement figure, for example of $500,000 and the related indemnity (market) value is $200,000, you will only be paid out $200,000 if your building is totally destroyed. This means mortgage loans will change with banks as, will they be prepared to lend up to $500,000 for the purchase of a pre-1935 building when they will only receive up to $200,000 for a total loss from the insurance company? The second is domestic dwellings. Open ended policies are coming to a close. This is as a result of challenges caused by the Canterbury earthquakes and other natural disasters in the AsiaPacific region and new reinsurance

A WORD FROM OUR CHAIR are currently under review and various training providers are assisting with the analysis and any future changes. We will continue our relationship with HITO to provide the best hairdressers and training advice for all employers. I anticipate this year to be very successful with many great times for our industry. In closing the Board and I would like to acknowledge and thank Angeline Thornley for her support to our organisation and hairdressing as a whole, thank you Angeline, and all the best. Happy Hairdressing, LYNNETTE KARAM-WHALLEY

requirements. It is predicted that open ended policies may never come back. This means that house owners must not only know the correct square metrage of their house but how much it costs to build it, e.g. wood, brick, concrete or mixed construction. Also owners will need to add in verandahs, outdoor sheds, separate garages, outhouses and decks. Online tools including an online calculator will possibly be provided by all insurance companies to help owners arrive at and understand the approximate sum you should be insured for. For owners with direct insurance policies (not using brokers) this will be a challenge as brokers will need to assist and help with calculating the sum insured of your house.

UPCOMING EVENTS & DATES REGIONAL HAIRDRESSER OF THE YEAR AWARDS Nelson/Marl 23 June Manawatu 30 June Cant/West 30 June Northland 7 July Taranaki 7 July Auckland 14 July Otago 14 July Hawkes Bay 21 July Southland 21 July Wellington 28 July Wanganui 3 August Waikato 11 August

Policy wordings may be amended and extensions to policies will be more important than ever before. It will be vital to have the correct insurance in place. Lesley Scher, FIBANZ, ANZIIF (Sen Assoc), CIP, QPIB, is Managing Director of The Insurance Brokers Limited, the Preferred NZARH insurance supplier for the last 15 years and developer of the Salon Businesspack for Association Members only. For further details of the Salon Businesspack and related up to 40% Group Discounted products, contact Lesley or one of her team at Ph: 09 360 4219, Fax: 09 360 4220, email: Lesley@tib.co.nz or info@tib.co.nz

EDITORIAL STYLIST OF THE YEAR AWARDS 20 October 2013 (entries close 12 August 2013) PATRICK CAMERON PHOTOGRAPHIC CHALLENGE TBC (entries close 5 August 2013) OCEANIC Tasmania – 6TH October KITOMBA NZARH BUSINESS AWARDS AND HITO AWARDS 20 October 2013

DO. HAIRSTYLING HOPE WALL

DO. HAIRSTYLING NEW SALON

SALON INTERIOR

OWNER MIHI TIANANGA (CENTRE) WITH TEAM MEMBERS KATE AND MARIANNA MARIANNA BROWN, HITO APPRENTICE OF THE YEAR 2012

SALON INTERIOR

REBIRTH OF DO. HAIRSTYLING “Strength”, “Rebirth” and “Resilience” are three words that symbolise a new start for Christchurch salon Do. Hairstyling.

ome of the 2012 HITO Apprentice of the Year Marianna Brown, this is a salon that has continued to advance through tough times. After a hard two years following the February 22nd 2011 earthquake, salon owner Mihi Tiananga and his team of two have finally moved into their own new salon. This is the first time they have had their own place since the magnitude 6.3 earthquake destroyed their old premises. Featuring a ‘Hope Wall’, the new salon is a symbol of starting over. “I commissioned a local artist to design the Hope Wall for us, based around the words strength, rebirth and resilience,” says Mihi. “The result is amazing.” The wall is dedicated to Christchurch and stands as an encouragement that things are changing for the better. “Opening the new salon shows that we are starting again. It gives people hope

that things are changing in a positive way. I’ve made a commitment to be here for Christchurch, and for my clientele,” says Mihi. It has been a long road, but Mihi has continued to hold a vision for the future. “After we lost the shop, I knew I had two choices,” he says. “I could let it overwhelm me and not go forward, or I could think ahead and create a path that will work for everyone; my family, my staff and my clients.” Dedicated to making it work, Mihi approached H&B Hair Art & Beauty, a local salon that had escaped earthquake damage. They kindly opened their doors to the team, and so Do. Hairdressing began operating from the salon’s back room. While very grateful for the generosity of H&B Hair Art & Beauty, the team found there were challenges to not having a place of their own.

“I guess we were drifters, not established in any one place,” Mihi explains. “This made it hard to continue growing. It was a challenge to keep motivated too when nothing was confirmed. We didn’t know how long we would be there. I had to keep myself and my staff motivated and give them a vision for the future.” Eventually, Mihi was able to secure the new premise. The team moved into their new space in late November 2012 and celebrated with an exciting opening event. November was a month of celebrations for Do. Hairstyling in more ways than one. Along with the move, they also took out Goldwell Salon of the Year, Boutique at the Kitomba/NZARH Business Awards, and team member Marianna Brown was named HITO 2012 Apprentice of the Year.

FIRST NAIL TECHNOLOGY WORKSHOP TAKES OFF IN DUNEDIN In February, seven Nail Technology trainees from around the Southern South Island came together in Dunedin for the first ever HITO/CND workshop.

art of HITO’s exciting new Nail Technology programme, this workshop is a time where learners come together to get hands-on training from CND (Creative Nail Design). “The five day intense workshop will arm you with the information, skills and practical tools needed to succeed,” says Cherie Pollard, CND Education Ambassador. Cherie has been a CND Education Ambassador for the past fifteen years, and she’s also a member of Team CND: an elite group of educator’s hand selected to represent the ideals of CND and to inspire nail professionals around the world. “To do well in the nail industry, you need a realisation that practice makes perfect, a desire to work closely with the public and a keen eye for intricate detail,” Cherie explains. “The workshop is the beginning of the journey, and while we can share the knowledge and skills for success, we cannot teach speed or confidence. These will come with dedication and practice; plenty of it!” In the workshop, trainees learn to offer a Liquid and Powder enhancement service using CND products and techniques, from a full set of enhancements to rebalancing. They also learn about Shellac, and each trainee gets a fantastic kit to kick start their career. “Your CND Novice kit includes everything that you need to complete the five day workshop and more. All sundry items will be provided during the training and can be purchased to start building inventory for your business during the training,” says Cherie. Michelle Sanders from Hairworkz in Balclutha was one of the trainees at this initial workshop. She found it very beneficial. “I’m a hands on person and I loved getting in and working with the product,” she says.

“The tutors were fantastic, very knowledgeable and helpful… We had quizzes every morning and it was great to see us all retaining the knowledge we had been taught.” Michelle, who has been hairdressing for 23 years, first saw Nail Technology being advertised in an issue of HITO’s Forma Magazine and thought it sounded like just what she was looking for to further her training. “I thrive on learning…Learning a new skill set is a way to advance yourself and find another pathway in the industry,” she says. Having dabbled in nails 15 years ago when working at a salon with a nail technician, it was a natural progression for Michelle to continue her training in this area. She’s thoroughly enjoying picking the skills back up and working towards her National Qualification. “Qualifications in the nail industry are so important. There’s a lot that can go wrong. The chemicals we use can be dangerous in untrained hands.” Lil Murdoch from Lush salon also attended the Dunedin workshop, and she is another advocate for qualifications in the nail industry. “There are too many chain stores in New Zealand who are rushing clients through and harming their nails,” she says. “We have learnt in Nail Technology that once certain parts of the nail bed are damaged, they’re damaged for life… every nail service should be based on the best nail care for the client.”

“Up-skilling is a great way to build your clientele, and to offer your existing clientele another complimentary service,” Lil says. Lil plans to begin offering nail services in her salon once she has qualified, and she wants to put her staff and apprentices through nail training as well. “Nail Technology is a skill that anyone can look at doing, not just hairdressers,” she adds. Tania Berryman, HITO’s Beauty Development and Moderation Officer, enjoyed seeing the nails trainees begin to master their practical skills. “It is exciting to see the learning for the practical skills in the nail traineeship get underway and it appears to have been an enjoyable time for the trainees. We are keen to continue the support in their learning and look forward to watching the trainees develop as nail technicians.” The Nail Technology programme is 14 months long in total, including this workshop. Trainees who do the programme learn all the skills and knowledge needed to perform beauty services in a professional, commercial environment, and will gain a National Certificate in Beauty Services (Nail Technology). If you’re interested in adding a new skillset to your repertoire, or you’re already working in the nail industry but you want to get qualified, don’t hesitate to get in touch with our friendly team. Give your HITO Sales and Liaison Manager a call or email Tania Berryman on bdev@hito.org.nz.

Lil has been hairdressing for 13 years. She heard about Nail Technology when it came up on her Facebook newsfeed and thought it looked like a fantastic way to add a new skillset to her repertoire.

FORMA MAGAZINE | ISSUE 9 | 37

DAVID PATTEN: LLB: BA; MBS; FAMINZ

t was a real pleasure to be asked recently to contribute a column to your magazine. I have been involved with the hairdressing industry (and more recently with beauty) for many years now providing, primarily, advice on employment matters, to industry members. This column, and successive contributions, will continue with the employment theme and, as far as possible, concentrate on current issues brought to my attention by members. On this matter however any suggestions you may have for me to comment on would be most welcome.

PERFORMANCE MANAGEMENT Based on the enquiries made to this office, one of the most difficult management responsibilities salon owners seem to have is the effective management of staff who are not performing to expectation. In fact often the member enquiry starts like this – ‘I have a staff member who is not performing. How do I get rid of them?’ When I start to probe into the problem with the enquirer, more often than not I learn that very little has been done to assist the staff member to meet expectations – indeed often the staff member has not even been told what is expected of them by the salon owner! Performance management is not rocket science but it does require patience and perseverance.

FROM YOUR LEGAL ADVISOR THE BASES OF ANY PERFORMANCE SYSTEM When a staff member is not performing in accordance with their Job Description (and associated key performance indicators, if any) the staff member can be placed on a performance management plan designed to give the employee every opportunity to meet the (reasonable) expectations of the employer. Salon ‘best practice’ will make available to staff its policy on performance management. The key aspects of any performance management system follow. NB: The points alluded to below are predicated on the basis that the employee has a Position Description; and •

•

The standard of performance to avoid performance management or disciplinary consequences is an objectively reasonable standard of performance, as opposed to high performance

•

Whether the staff member is performing at a objectively reasonable level will be a question of fact. In any event a fair process must be followed

THE POSITION DESCRIPTION The starting point is to ensure that attached to the employment agreement is a Position (Job) Description which clearly sets out the expectations of the salon owner. Sometimes key performance indicators (‘KPI’s’) form part of the PD, which provide the basis for measuring the performance of the staff member.

With any performance management process the salon owner is required to act in good faith i.e. to be responsive and communicative in its dealings with the staff member - the legal requirement set out in the Employment Relations Act 2000

•

Unlike serious misconduct, with performance management a staff member is entitled to the opportunity to improve – a chance to meet the employer’s standards once they have been made aware of the issues of concern.

THE PROCESS Having regard to the above matters it is a key requirement that the staff member understands how they are not performing and what improvements are necessary to perform at the required level. The staff member is entitled to a reasonable opportunity to demonstrate an improvement in performance. Expectations should be agreed to with the staff member as should the timeframe for improvement The staff member should be offered additional training or support, if necessary – it will be a question of fact whether such support is necessary and could assist the staff member in improving their performance. The above matters involve a discussion between the parties which should subsequently be recorded in writing by the salon owner and given to the staff member. Regular meetings should be held with the staff member to review progress (or otherwise). In the event that there is not an improvement in performance after the above steps have been followed, the employer will be justified is commencing a disciplinary process i.e. first warning, final warning followed by termination of employment in the event that there is not an improvement in performance.

COMMENT I accept that the above process takes time and energy on the part of the salon owner. This has got to be balanced however against the cost to the owner who may face a claim of disadvantage and/or unjustified dismissal if non-performance is not properly managed. Until next time... David Patten (david.patten@xtra.co.nz)

FINANCIAL ASSISTANCE CAN MAKE COMPLETING YOUR APPRENTICESHIP

easier Y

ou don’t have to be receiving a benefit to qualify for some of Work and Income’s supplement payments. The Accommodation Supplement is a form of financial assistance that is available to people who are working. You may qualify for an Accommodation Supplement if you: • have accommodation costs (i.e. rent or mortgage) • are aged 16 years or older • are a New Zealand citizen or a permanent resident

• normally live in New Zealand and intend to stay here • are not paying rent for a Housing New Zealand property. The Accommodation Supplement is means tested, which means how much you qualify for depends on how much you (and your partner) earn and any money or assets you currently have. Where you live is also a factor that will considered by Work and Income when assessing whether you qualify.

Work and Income’s goal is getting as many people as possible into sustainable employment where they can learn valuable skills which will led to a better life for themselves and their family. The Accommodation Supplement is one way that may help make completing training easier. To find out if you meet our criteria you can access our calculator online or call 0800 559 009.

National Certificate in Hairdressing

Stand out from the rest This programme will help you form your ideas about future fashion trends, create style guides to use when developing portfolio work and demonstrate your ideas to colleagues. By the end, you will have developed your oral presentation, research, critical analysis and portfolio skills to the next level. 6 Month Programme Online learning $750 to sign-up

1. Increase & extend your cutting skills 2. Take your work to the next level 3. Gain platform presentation experience 4. Create portfolio experience 5. Fantastic for those who compete 6. Profile you and your salon 7. Get recognised for advanced skills 8. Clients will love it

To find out more check out our YouTube video www.youtu.be/ez6s1TjJaWE

“

Ask them what they want to get out of their experience.”

employers

GET THE MOST OUT OF GATEWAY

HITO Mid-Central Sales and Liaison Manager Fi Nelson takes an honest look at how employers can get more out of Gateway and work experience students in their salons.

ou will remember your first experience in a salon; not as a client, but on the other side of the counter. Were you the afterschool girl/boy helping out on late nights, was it your first day in your apprenticeship, or was it as a high school student doing Gateway? Whatever your first experience was, you will recall how daunting it was. If you were lucky, there will have been someone with a friendly face who took you under their wing and showed you the ropes. Maybe it was this friendly face that encouraged you to keep pursuing a career in hairdressing, barbering or beauty. We sometimes hear that employers have had bad experiences with Gateway or work experience students. Sadly there are many

students too who are not having a great time when they’re on a placement, even to the extent of deciding on a different career because of their negative work experience.

• If they are working for you outside of their Gateway/work experience requirements then pay them for their work.

With so many career options available today, it’s important for them to be given a positive of what it’s to work in our industry and encourage them to pursue a career. By investing into them we are making sure that our industry continues to grow.

• Never assume they know what to do at any level – it’s possible that they are starting with little or no significant life experience.

To help you get the most out of having a Gateway or work experience student in your workplace, here are some basic guidelines. The aim is that these will help both you as an employer and the student have a positive learning experience. Things to do: • Be friendly. • Welcome them into your business. • Have a positive conversation on their first day about your salon culture and what your expectations are. • Talk to them about some of the tasks you will show them. • Ask them what they want to get out of their experience. • Be approachable and supportive. • Be inspiring and motivating. • Expect mistakes and give encouragement and constructive feedback. • Give them an opportunity to see first-hand what a great industry we work in. • Contact their Gateway co-ordinator/tutor straight away if any problems arise.

Things to avoid:

• Don’t give them a hard time just because you had a hard time when you started – you should be committed to giving them a better experience than you had. • Don’t treat them as cheap/free labour – they are there to learn and work, not just to clean up. • Don’t ignore inappropriate behaviour. Instead, talk to them about it. For example, let them know that it is not okay to sit around reading magazines or turn up late every day. • Don’t say that you are “too busy” to help them. If the time isn’t right then suggest a time that is more suitable and stick to it. • Don’t pass on negative comments/ judgements about their school, provider or other organisation. By working together on positive learning opportunities everyone involved will have a great experience. If you have never been approached by a local school or provider seeking Gateway and work experience placements and you would like the opportunity to be involved, why not contact them and register your interest today.

CHANGES TO THE

HITO BOARD

The Board Appointments Panel has recently re-appointed Jaye Clark on to the HITO Board.

aye will continue in her role as an Appointed Board Member, which she was first selected for in September 2012 when the new HITO Board was formed. Before the formation of the new Board, Jaye was the Co-opted Member for beauty on the Board for three years. She is passionate about taking the hairdressing and beauty industries positively into the future, and she believes that continuing as a Board Member of HITO will enable her to contribute toward this.

JAYE CLARK

At HITO’s Annual General Meeting on 18th March employer members of HITO also voted for another person to be re-instated on the Board. Belinda Robb was voted back onto the HITO Board as an Elected Board Member. Belinda was first elected to the HITO Board in September last year when the new Board was formed. She believes that apprenticeships are key to the sustainable success of our industry, and she brings many years of business experience to the Board.

BELINDA ROBB

MEET KYLIE Kylie Dalley is excited about her new role as HITO Northern South Sales and Liaison Manager, based in Christchurch.

N KYLIE DALLEY

“

I know from experience that it is a great way to train & learn.”

ew to the garden city, Kylie has recently relocated from the Manawatu. She is thrilled to be joining the HITO team, and is looking forward to meeting everyone in her region and assisting with training. Kylie has been in the hairdressing industry for 18 years, beginning as an apprentice herself in Fielding. Since completing her apprenticeship she has owned her own salon and worked as a colour technician. She comes to the HITO team with strong hairdressing, business and training skills, and a passion for apprenticeships.

“I really believe that the apprenticeship programme is the way forward in your business,” Kylie says. “I know from experience that it is a great way to train and learn.” Kylie is also excited about the advanced qualifications offered at HITO. She’s looking forward to helping people continue their training even after they have gained their National Certificate. You can get in touch with Kylie on kylie@hito.org.nz or 027 483 2405. Like Kylie’s Facebook page (facebook. com/HITOnorthernsouth) for news and updates from the Northern South region.

FORMA MAGAZINE | ISSUE 9 | 41

YOU KNOW OUR HITO REGIONAL MANAGERS, BUT WHAT DO THEY DO? If you are training in an apprenticeship or you have apprentices in your salon, you will be familiar with your regional HITO Sales and Liaison Manager. Not everyone knows what our regional managers do and how they can help. WHAT DOES HITO DO? Before we get into what HITO Sales and Liaison Managers do, it’s good to have a look at the role of HITO. As the Hairdressing Industry Training Organisation (HITO), there are four main areas we focus on: • ARRANGING TRAINING We arrange training and manage the apprenticeship programmes. We raise awareness of apprenticeships with employers and trainees. • QUALIFICATIONS We offer National Certificates in Hairdressing, Barbering, Beauty, Salon Support, Salon Management and Advanced Cutting. We are committed to the continual development of quality and relevant national qualifications, and we’re focused on increasing the number of qualified people working in our industry. We also provide qualifications to up-skill those already in the industry. • SETTING THE STANDARD We connect with the wider community to set the standards of New Zealand’s only nationally (and internationally) recognised hairdressing, barbering and beauty qualifications. We make sure that the information and skills being taught are correct and relevant. • SUPPORT We’re committed to building our industry and providing a leadership role. We offer support for quality training and learning opportunities in the workplace, and we support those in industry training with literacy issues.

SO WHAT PART DO THE SALES AND LIAISON MANAGERS PLAY? Our Sales and Liaison Managers play a key part in arranging training. They are there to sign people into our programmes and give

them support while they complete their chosen qualification. Some of the main ways that HITO Sales Managers are there to support our trainees are: • VISITS All HITO apprentices fall into one of two categories – Modern Apprentices (those who begin their training when they are 21 years old or under) or Industry Trainees (those who are over 21 years old, or doing a programme other than Hairdressing or Barbering, such as Nail Technology). Our Sales Managers visit Modern Apprentices four times a year, while Industry Trainees are visited two times a year. In these visits the Sales Managers: • Monitor the training and assessments that have happened. • Help with planning for upcoming training in the salon. • Make sure they are on track with completing their qualification, that they are achieving their assessments and getting everything done in the right amount of time.

• MONITORING THE TRAINEE’S PROGRESS AND THE AMOUNT OF TIME THEY HAVE BEEN DOING THEIR QUALIFICATION Another part of the HITO Sales Managers role is to keep an eye on their trainees’ progress and how long they have been doing their qualification. The Tertiary Education Commission (TEC) have certain rules around how long it should take to do each qualification and how many credits you should be achieving. The Sales Managers make sure that everyone is getting through their training at a good pace, and enforce the consequences if not. • SUPPORT TRAINEES TO COMPLETE THEIR TRAINING We want all our trainees to succeed! The Sales Managers are there to help and support trainees to finish their training and get their National Certificate. • IF YOU ARE AN EMPLOYER WITH AN APPRENTICE, THE HITO SALES AND LIAISON MANAGERS ALSO PROVIDE SUPPORT FOR YOU WITH: • Growing your business through training

• ORGANISING OFF JOB TRAINING

• Support with training plans

Although most apprenticeship training happens on the job, all of our trainees go to certain days of Off Job Training (OJT) at a polytechnic or provider as well. OJT is classroom based learning where trainees learn theory, do some practice training and assessments. Our Sales Managers organise where trainees go for OJT by directing them to their closest provider and keeping a record of their attendance. OJT is an important part of an apprenticeship and it’s important to attend. The Sales Manager will invoice trainees $100 per day if they miss OJT, unless they are sick and contact them prior to the start time. A medical certificate may be required.

• Support with your trainee in relation to their training

WHAT THEIR ROLE ISN’T… • HITO Sales and Liaison Managers aren’t there to assist with employment issues. • They aren’t there to help with the recruitment of new staff, although they will suggest placements for people if they happen to know about them. • They aren’t there to be a referee for job seekers. If you need assistance with any of the above matters, there are some other organisations we can recommend getting in touch with:

KARENZA HARRIS

• FOR ALL EMPLOYMENT RELATED QUESTIONS OR ISSUES (SUCH AS DISMISSAL, HOLIDAYS AND PAY) Please go to the Department of Labour www.dol.govt.nz • FOR RECRUITMENT First stop we’d suggest the HITO website at www.hito.org.nz/vacancies/ We also recommend visiting other job seeker websites to check out the vacancies they have listed: www.gumtree.co.nz

We have seven Sales and Liaison Managers across the country, all ready to help. Check which region you fit into and get in touch with your Sales Manager today: NORTHERN REGION KARENZA HARRIS

LORETTA THOMPSON

A: PO Box 11921, Ellerslie, Auckland P: (09) 579 4844 M: (027) 470 0169 E: karenza@hito.org.nz AUCKLAND REGION LORETTA THOMPSON

www.myjobspace.co.nz

A: PO Box 11921, Ellerslie, Auckland P: (09) 579 4844 M: (027) 443 2401 E: loretta@hito.org.nz

• FOR ADDITIONAL SUPPORT AND ADVICE

MIDLAND REGION LYNETTE CHAPMAN

Contact the Citizens Advice Bureau www.cab.org.nz

A: PO Box 11921, Ellerslie, Auckland P: (09) 579 4844 M: (027) 480 6550 E: lynette@hito.org.nz

www.trademe.co.nz www.seek.co.nz

• FOR BUSINESS RELATED ENQUIRIES We recommend contacting your industry association. Hairdressing: www.nzhairdressing.org.nz Beauty: www.beautynz.org.nz/ • HAIRDRESSING FINALS TECHNICAL QUESTIONS If you’re an apprentice and you have technical questions about your finals, first of all make sure you attend a guidelines meeting. After that, industry assessors are available to help answer additional questions. • HAIRDRESSING OJT ASSESSMENT QUESTIONS

MID-CENTRAL REGION FIONA NELSON

LYNETTE CHAPMAN

FIONA NELSON

A: PO Box 11 764, Wellington, 6142 P: (04) 499 5150 M: (027) 470 0170 E: fi@hito.org.nz CENTRAL REGION TRACY QUINN A: PO Box 11 764, Wellington P: (04) 499 5150 M: (027) 445 5758 E: tracy@hito.org.nz

TRACY QUINN

NORTHERN-SOUTH REGION KYLIE DALLEY

For technical questions regarding your Off Job Training assessments, contact your Off Job Training tutor or someone else at the training establishment you attend.

A: PO Box 1575, Christchurch P: 03 338 5376 M: (027) 483 2405 E: kylie@hito.org.nz

WHO IS MY SALES AND LIAISON MANAGER?

SOUTHERN SOUTH REGION FIONA TOWNSEND

KYLIE DALLEY

A: PO Box 1575, Christchurch P: 03 338 5376 M: (027) 470 0171 E: fiona@hito.org.nz If you’re not sure what area you fall into, take a look at our map and get in touch with one of our regional offices for assistance:

FIONA TOWNSEND

Upper North Island Office: (09) 579 4844 Lower North Island Office: (04) 499 5150 South Island Office:

(03) 338 5376

DEVELOP YOUR TEAM AND BECOME MORE PRODUCTIVE WITH SALON SUPPORT Does your business need a dedicated and exceptional support person?

upport staff are important to the day-to-day running of any business. A dedicated support team member can free up your time by assisting with tasks like phone enquiries, stocktaking, customer service and general maintenance. This lets you and your senior staff concentrate on delivering excellent service to your clients. HITO’s Salon Support qualification can help your support staff become the best they can be. In this year-long programme, they will learn about: • Basic hairdressing services • Customer service skills • Product sales • Reception skills • And more! These skills are transferable too, so they can be utilised in salons, spas, barbershops and any retail business. For aspiring hairdressers, Salon Support is also a great way to find out if hairdressing is the right career for them. For Mikaela Wright from Gavichis Hair Studio, doing Salon Support confirmed that she wants to be part of the hairdressing industry long term. MIKAELA WRIGHT

“Hairdressing is definitely where I want to be,” she says. “I knew it before, but doing Salon Support has locked it in for me. It’s such as inspiring and creative industry that’s always growing.” As someone who was completely new to hairdressing when she started at Gavichis last year, Mikaela says she has enjoyed the continual learning in Salon Support. “I’m learning every single day… just when you think you’ve learned everything, something else comes up. I’ve been training with such amazing stylists who have really inspired me, and I’ve loved everything so far.” The job market can be uncertain, so Mikaela found it really reassuring to commit to Salon Support and start training and achieving

straight away. She enjoys being able to work towards something, and this helps her to feel like part of the Gavichis team. “I would recommend Salon Support to anyone who’s thinking about getting into hairdressing. It’s a great qualification to have. If you carry on and do an apprenticeship, you have experience that many other people don’t have when they start their apprenticeship.” Mikaela’s employer Gae Keng would “absolutely recommend” Salon Support as well. Gae has learnt that people like to feel that they’re achieving something, not just coming to work. Salon Support provides that achievement at a grass roots level. “It’s a great way to introduce people to the industry and give them a sense of achievement and belonging,” she says. Signing a new employee into Salon Support has many benefits for employers. For Gae, it’s a secure way of letting people have a go at hairdressing. In the past, she has had people start an apprenticeship in her salon who then end up realising that hairdressing isn’t for them. She sees Salon Support as a fantastic starting point for a new potential apprentice. This way they are able to start training straight away and find out if hairdressing is the right career path for them before committing to an apprenticeship. “For me, starting Mikaela in Salon Support was about a long term vision for the future,” she says.

If you want to train someone in your salon to be a talented salon support staff member (who could go on to become your next apprentice) give us a call on (04) 499 1180 or get in touch with your HITO Sales and Liaison Manager.

...because all my salon needs right now is a dedicated and exceptional support person...

Great salon support staff are skilled... NATIONAL CERTIFICATE in

• • • • •

Professional reception duties Stocktaking and salon maintenance Applying global colours for senior stylists Finishing off work including blow drying Up-selling treatments.

These are just some of the skills that a qualified Salon Support person can bring to your salon. By freeing up valuable time and letting you and your team focus on being productive and profitable, a qualified salon support person will help keep your rebooking rates up. This 1 year programme of study will bring your new or existing salon support employee up to speed and get them on the path to being qualified for only $150 (employee fee) and $435* (employer fee). If you are an employer or an employee keen to set a higher standard in your salon and want to know more, call your regional HITO office.

Call HITO now to get started - it’s quick and simple North of North Island (09) 579 4844 South of North Island (04) 499 5150 South Island (03) 338 5376 e: enquiries@hito.org.nz w: hito.org.nz fb: hito.news

* If the employer is a financial member of the Regional Association of Registered Hairdressers, the employer fee is only $217 All costs are as of 1 January 2013 and liable to change.

Real skills Real Career Real Support