About the Human Factors and Ergonomics Society of New Zealand (HFESNZ)

By 2016, New Zealanders with an interest in human factors/ergonomics have been represented by ergonomics societies for 50 years! We are proud of this milestone - it represents the development of a considerable depth of knowledge, and the provision of human factors/ergonomics skills to the people and businesses of New Zealand.

In 1966, the Ergonomics Society of Australia and New Zealand (ESANZ) was established. This followed on from the interest initially generated in 1964 when 90 people from Australia and New Zealand met in Adelaide at the first Australasian ergonomics conference.

During 1985, local interest in setting up an independent society developed to the point that, in February 1986, the New Zealand Ergonomics Society (NZES) was formed. This change occurred in consultation with ESANZ which has now changed its name to the Human Factors and Ergonomics Society of Australia (HFESA). In 1991, the New Zealand Ergonomics Society became a federated member of the International Ergonomics Association (IEA). In 2012, the New Zealand Ergonomics Society changed their name to the Human Factors and Ergonomics Society of New Zealand to align with worldwide understanding of the industry.  

HFESNZ Purposes

The purposes of the Human Factors and Ergonomics Society of New Zealand (from the October 2015 Rules) are:

1.  To promote the application of human/factors/ergonomics knowledge 
2.  To advance human factors/ergonomics research, education, public awareness and professional standards
3.  To perform any actions necessary or helpful to the above purposes.

Services to members

News 
The Society publishes regular e-news, distributed to members.

Conferences 
These have been every 18 months, and the society is now moving to more regular meetings/conferences. Conference proceedings are published. The society supported the inaugural HASANZ Conference in September 2016.

Member Network
Members contact information and their areas of interest are shared. Members may have specific training in human factors/ergonomics, and/or find their way to the field from a broad range of backgrounds - including: academia, architecture, engineering, industrial design, medicine, occupational health nursing, occupational therapists, physiotherapists, psychologists, rehabilitation specialists, work study practitioners, computer scientists, safety engineering, social researchers/scientists, and managers - etc!  We are brought together by our shared interest in human performance,and the understanding of the many aspects of systems that impact on this.

Professional Members

Associate Members are human factors professionals/ergonomists with education and supervised training that meets the criteria for this membership category. Certified Members have education, supervised training and experience that has  allowed them to meet the standards required. All of these members must abide a Code of Conduct, and are covered by a Complaints Policy and Disciplinary Procedures.  

 

 

 

HFESNZ Committee

Contact us via P.O. Box 802, Palmerston North, or ergonomics@gmail.com  

 Name  Role  E-mail
Marion Edwin Chairperson, HASANZ Rep, Certification Assessor marion@optimiseltd.co.nz
Dave Moore Certification Assessor dave.moore@aut.ac.nz
Hamish Mackie Events  hamish@mackieresearch.co.nz
Brionny Hooper Communications  brionnyhooper@gmail.com
Karl Bridges Treasurer, Certification Assessor karl.bridges@hfex.co.nz
Katie Buckley Committee Member voice.of.the.game@gmail.com
Leanne Hunter Certification Assessor, Communications leannesouthernergs@yahoo.co.nz
Lee Sycamore Administrator ergonomicsnz@gmail.com


Contact Us

For further information please email our Administrator, Lee Sycamore, at ergonomicsnz@gmail.com.  

To contact a Certified or Associate ergonomist - use the contact details on the Certified and Associate Human Factors and Ergonomists pages.

Professional Membership queries should be directed to the Certification Assessors via centreforcertification@gmail.com

If a member of the public wishes to make a complaint regarding unprofessional conduct against a Professional Member, these will be addressed via the Complaints Policy and Disciplinary Procedures.

HFESNZ Membership Categories

General Member   

For individuals who have an interest in human factors/ergonomics, including students and early career human factors professionals/ ergonomists not yet able to become a Professional Member. Go here for the General Member Application Form, and here for the Society Rules.

Professional Members

Associate 

Those with at least 3 years of academic formation in any field, at least one year of which is in Human Factors/Ergonomics, and one full time year of supervised practice in Human Factors/Ergonomics.  Professional Members must abide a Code of Conduct, and a complaints and disciplinary process applies to these members. Please contact the Certification Assessor for the Professional Member (Associate) Application package.

Certified

Those who in addition to the education and supervised training requirements of Associate Members have also completed two full time years of professional practise, at least one year of which has been in New Zealand. Professional Members must abide a Code of Conduct, and a complaints and disciplinary process applies to these members. Please contact the Certification Assessor for the Professional Member (Certified) application package.

 

Code of Conduct

All HFESNZ Professional Members must abide this Code of Conduct:

This code is based on the International Ergonomics Association’s (IEA) ‘Code of Conduct for Ergonomists’ (July 2006). The fundamental ethical principles of this code are:  Beneficence – do good,  Veracity – truthfulness and integrity,  Autonomy – respect for persons, and Justice – fairness

Professional Conduct 

In the conduct of their profession, human factors professionals/ergonomists shall:

1.     maintain at all times personal and professional integrity, objectivity and respect for evidence.

2.     not lay false claim to educational qualifications, professional affiliations, characteristics or capacities for themselves or their organisations.

3.     refrain from making misleading, exaggerated or unjustified claims for the effectiveness of their methods, and they shall not advertise services in a way likely to encourage unrealistic expectations about the effectiveness and results of those services.

4.     limit their practice to those areas of ergonomics for which they are qualified by virtue of training and/or experience, and endeavour to maintain and develop their professional competence. Any work taken outside the competence must be conducted only with proper professional supervision or they shall give every reasonable assistance towards obtaining the required services from those qualified to provide them.

5.     always value the welfare of all persons affected by their work, protecting the privacy of individuals and organisations and follow ethical principles when conducting or reporting on research involving human participants.

6.     not use race, ethnicity, disability, gender, sexual preference, age, religion, or national origin as a consideration in hiring, promoting, or training in any situation where such consideration is irrelevant.

7.     avoid all situations that contain elements of conflict of interest, and provide full disclosure of those conflicts to all potentially affected parties.

8.     take all reasonable steps to preserve the confidentiality of information acquired through their professional practice and to protect the privacy of individuals or organisations about whom the information was collected or held. Furthermore, they shall not divulge the identity of individuals or organizations without permission from those concerned.

9.     neither solicit nor accept financial or material benefit from those receiving their services beyond what was contractually agreed. Furthermore, they shall not accept such rewards from more than one source for the same work without the consent of all parties concerned.

10.  when becoming aware of professional misconduct by a colleague, that is not resolved by discussion with the colleague concerned, they shall take steps to bring that misconduct to the attention of appropriate authorities in the professional organisations to which they belong.

11.  take all reasonable steps to ensure that those working under their supervision act with full compliance to this code of conduct.

12.  endeavour to promote the cause of ergonomics and disseminate new knowledge toward the benefit of humankind individually and collectively.

13.  show an impeccable regard for the social, cultural and moral expectations of the community in which they work.

14.  not use their position as a teacher, a granting of contracting official, an employer or an employee, or any other position of influence, to coerce or harass others.

15.  present their educational background in detail where a brief summary statement of qualifications would be deceptive or misleading.  Furthermore, they shall not allow their names to be used in connection with their services in such a way as to misrepresent the nature and efficiency of their services.  When such a misrepresentation has occurred, the members should do everything to correct the situation as soon as they become aware.

16.  hold the safety of the person, property, and health of individuals potentially affected by their work of paramount importance.

17.  restrict criticism to professional issues and refrain from personal censure.

Conduct of Research

All human factors professionals/ergonomists shall comply with the Geneva Convention and Helsinki Accord in treating both human and animal subjects, in addition to obeying national and local laws and regulations, as well as generally accepted procedures within the scientific community.  In particular, human factors professionals/ergonomists shall:

1.   where there is any potential for harm, seek and act on guidance from a competent ethics advisor or committee.

2.   identify all potential sources or causes of harm in the research they are conducting.  These hazards must then be effectively managed, including compliance with any requirements of the ethics advisor, to ensure that the risk of harm to participants is minimised.

3.   ensure that participants are fully informed of the outcome of the risk assessment and of any requirements identified by the independent ethics advisor before seeking informed consent.

4.   obtain prior written informed consent from human participants. Information must be provided in writing and orally to human participants in plain and clear language indicating the terms of participation, particularly about any hazards involved. Occasionally there may be exceptions in which the human participant is not able to consent. In such cases prior informed consent should be obtained from a person with (preferably legal) responsibility for the participant.

5.   empower human participants to terminate their involvement in the research at any time without prejudice.

6.   terminate any research process or experiment immediately if the participant's exposure to hazards exceeds commonly accepted thresholds. Further, if necessary, medical treatment must be provided.

7.   keep the identity of human participants confidential unless permission is obtained from the participants.

8.   not coerce any potential human research subject to participate as a subject in a research project, nor use undue monetary reward to induce subjects to take risks they would not otherwise take.

9.   ensure these ethical guidelines are followed by their collaborators, assistants, students, and employees.

Reporting of Research 

In pursuit of their profession, human factors professionals/ergonomists who are engaged in research and scholarly activities have an obligation to report their work to the scientific community.  In particular, human factors professionals/ergonomists shall:

1.   ensure the integrity and accuracy of the data recorded before reporting results and conclusions to the scientific community.

2.   maintain the highest degree of objectivity when they are reviewing or editing works of other colleagues,  In particular, they must ensure that their objectivity is not impaired by their own views even if the data and the reported results conflict with their own previously published work.

3.   identify original sources (i.e. not plagiarise) and give credit to those who have contributed on a professional level to the work.

4.   pay special attention to communication of research findings so as to facilitate their practical application.

Complaints Policy and Disciplinary Procedures

Code of conduct

HFESNZ’s ‘Associate and Certified Professional Members’ must abide by the HFESNZ Code of Conduct. Complaints of unprofessional conduct and breaches of the Code of Conduct will be referred to The Committee, and addressed via the following Complaints Policy (and as per 16.3 and 16.4 of the HFESNZ Rules).

Membership (all HFESNZ membership categories) may be terminated, if The Committee is of the view that the HFESNZ Member:

-          Is breaching the HFESNZ Rules, or

-          Acting in a manner inconsistent with the purpose of the society, or

-          May bring the society into disrepute (including professional misconduct), in these cases the Committee may give written notice of this to the       HFESNZ Member (see 16.4 in the Rules for the full wording and detail). 

In summary, The Committee’s Notice must:

-       Explain the breach, inconsistency, or risk of disrepute;

-       State what the HFESNZ Member must do to remedy the situation, or state that the member must write to The Committee giving reasons why     The Committee should not terminate membership;

-       State that, if in 14 days from the HFESNZ Member receiving The Committee’s Notice that if The Committee is not satisfied, The Committee may terminate the membership;

-       State that, if HFESNZ membership is terminated (via a Termination Notice), the Member may appeal at the next committee meeting. This must be done by giving written notice to the Secretary, within 14 days of the Termination Notice being received. On appeal, the Member has the right to be fairly heard at a meeting within the following 28 days. Further, the Society’s decision, following this fair hearing, will be final. 

Complaints policy and disciplinary procedures

The following is guidance for complaints that may be made against Professional Members in regards to the Code of Conduct. The Society has a responsibility to advance human factors/ergonomics professional standards in New Zealand, and thus has the authority to address such complaints. This policy will help Society members, and other interested parties, understand how the code will be enforced. 

The policy is intended to provide practical guidance to establish fair, impartial and reasonable processes. It is not, in itself, a legal commitment by HFESNZ or The Committee. This process may be changed, if experience and external circumstances indicate it is necessary. The Committee acknowledges that this procedure may not be appropriate in all circumstances, and reserves the right (at its absolute discretion) to change the procedure as appropriate.

The Committee has the right to exercise all other powers it considers necessary to deal with an allegation of unprofessional conduct, with the following principles: 

a)     Timeliness – The Committee will seek to expedite issues or specific cases with as much speed as possible. This will occur with due regard to fair process and other demands on the time of The Committee Members involved.

b)     Objectivity – Each person involved, in any of the process, will deal with the information as presented. They will not be unduly affected by any prior knowledge or pre-judgements.

c)      Confidentiality – Each person involved is committed to maintaining confidentiality of privileged information, conforming to the principles of the Privacy Act 1993. The Committee will release information about steps taken, information received, Committee and Investigating Committee (see below for more details) discussions, findings etc. only in a controlled way by those persons duly authorised by Committee.

d)     Records – All records of case processes will be held in secure and confidential storage in the Society’s files. They will not be retained by individuals as long-term private records.

e)     Indemnification – The Committee will indemnify Investigating Committee Members serving in official capacities in the furtherance of the implementation of the Code of Conduct, providing they have acted in good faith and with reasonable care.

f)       Report – The Committee will report on the development of the issues relating to the Code of Conduct and any summary or in full outcomes at the next Society AGM.

g)     Overseas Cases – The payment for expenses for overseas cases will be decided upon by The Committee on a case by case basis, bearing in mind the practicalities and the cost burden on The Society.

h)     Exclusions – If any Committee Member is the subject of Code of Ethics case, or has a significant interest in the outcome of the process, then that person will exclude themselves from any process or discussion related to the case.

i)       Applicability – The Code of Conduct is applicable to all Professional Members of the Society and one of the strengths of the professional body is that it is able to advertise this fact. However, the appropriateness of formal actions (and the severity of any outcomes) will be conditioned by considerations of the level of membership and motivations of the person concerned.

Systems enquiries

It is likely that all HFESNZ Members may receive general enquiries about the Code of Conduct, and its application to various circumstances that may arise.  These enquiries, and the way in which they are handled, are very important. They will sometimes enable The Committee to deal promptly with matters which otherwise would have to be submitted to the more formal procedures. ‘System enquiries’ may come from consultancies or other institutions or from the general public.

Enquiries of this nature must have the following characteristics to be accepted:

-         Must be from an identifiable source,

-         Must not relate to easily identifiable members,

-         Must be written, and addressed to the HFESNZ Administrator or HFESNZ Secretary (and will be readdressed, if initially sent to other members of the Committee).

The Administrator/Secretary will reply to an enquiry promptly. If they cannot deal with the issues alone, they may seek advice from The Committee, before answering the enquiry. In all cases, it will be reported to The Committee, via the Chairperson, that an enquiry was made and answered. Further, records of all lodged enquires will be minuted.

Replies to system enquiries will be made in good faith, based on the limited information presented. They are not made with the fuller considerations that would be part of any Investigating Committee process. They do not prejudice specific cases that may arise later, or limit The Committee’s decisions or actions. Although every attempt will be made to maintain consistency, replies to system enquiries cannot bind current or future Committees.  They do not establish binding precedents.

Allegations of unprofessional conduct

Issues under this category relate to particular cases involving named individuals. They may come from individuals, bodies or the general public. They must be from identifiable sources and in writing to the Administrator/Secretary. The Administrator/Secretary will direct the correspondence to the Chairperson and inform The Committee that an allegation has been made, but will not pass on any more details. The allegations must relate to the provisions of the Code of Conduct, although this need not be explicitly stated.

 The Chairperson will first inform the individual named of the allegation, and the identity of the complainant if the complainant has consented (in writing) to this, and will open a complaints file. The Chairperson will keep the interested parties informed of developments.

If any of the Committee (including the Chairperson) has a significant interest in the outcome of a process, they will exclude themselves from discussion or other involvement in the process. If necessary, The Committee may co-opt other Members of the Society to assist them in their deliberations and handling of the process.

The Committee will set up an Investigating Committee, unless the allegation does not relate to the Code of Conduct. Where the Committee decide that the allegation does not relate to the Code of Conduct, the matter will be closed and the Chairperson will write to the interested parties.

If the allegation does relate to the Code of Conduct then the following process is started.

Investigating Committee

Following notification from the Chairperson that a specific allegation of unprofessional conduct has been made about a HFESNZ Member, the Committee will set up an Investigating Committee.

The initial purpose of the Investigating Committee is to decide whether a prima facie case (evidence that is sufficient to establish the fact or raise a presumption of the truth unless rebutted) exists and that matter is of sufficient gravity for processing to a full hearing.

The Committee will set up the Investigating Committee of three current Members of the Society and nominate one of them as Chair (the Chair must hold HFESNZ Professional Membership, preferably Certified). If any Members have a significant interest in the outcome of the process, then they will exclude themselves from selection.

The Investigating Committee will meet as soon as is practicable. Initially it will not call witnesses, but may ask interested parties for more information to supplement that which was included in the written allegation. Discussions and proceedings of the Investigating Committee will be confidential and not recorded. If it wishes to, the Investigating Committee may seek advice in confidence from other sources. Papers will be placed on a confidential file, which in due course will be stored by the Society.

The Investigating Committee will decide whether there is a prima facie case. It will inform the Chairperson of its decision, but will communicate the decision to no other party. The Chairperson will inform The Committee. No detailed reasons for the decision will be given.

If there is no prima facia case for further processing, the Chairperson will inform the HFESNZ Member and the party making the allegation. The Chairperson will give that Member the option of The Committee publishing the outcome of the Investigating Committee. The fact that there has been an Investigating Committee that found no prima facia case to be answered will be reported by the Chairperson to Committee at the time and to the Society Membership at the next AGM.

If the Investigating Committee has decided that there is a prima facia case for further investigation, the Chairperson will inform the HFESNZ Member and the party making the allegation, but not publicise the outcome. Avoidance of undue publicity, at this stage, preserves the interests of all parties involved.  

Where a case is not sustained by an Investigating Committee, then it cannot be reopened at a future date without substantial new evidence that was not available at the time of the original allegation.

Prima facia case

The purpose of the Investigating Committee at this stage is to make the fullest enquiry about the case. Further, it will report its findings to The Committee, with recommendations for consequent actions.

The Investigating Committee shall seek to establish the facts of the case by investigative, rather than adversarial, processes. It will use balance of probabilities, rather than beyond reasonable doubt, as the criterion for judging evidence submitted to it. Evidence will not be taken on oath.

The Investigating Committee shall reach its decisions by majority voting, if unable to reach decisions unanimously. In all cases, the procedures adopted will not be released outside the Investigating Committee, even to The Committee.

When a prima facia case requires investigation, the Chairperson will write to the HFESNZ Member and the party making the allegations of professional misconduct. This correspondence will provide the relevant parts of the Code of Conduct being considered, and explaining the procedures.

The Investigating Committee will fix the date for a hearing, giving at least 30 days clear notice to the HFESNZ Member and others concerned. The Investigating Committee will go to reasonable lengths in choosing dates to enable the HFESNZ Member to appear, taking into account the member’s personal circumstances. The HFESNZ member is entitled to know as much as possible about the issue being raised, and may submit to the Investigating Committee any prior comments he or she may wish to make.

At the hearing, the HFESNZ Member has the opportunity to attend and speak to the Investigating Committee and answer its questions. The HFESNZ Member may be accompanied by another Member of the Society, and may be represented by a solicitor. The HFESNZ Member may call witnesses to give evidence, but may not examine or cross-examine witnesses (nor may the representatives, if chosen). The HFESNZ Member may present evidence or call witnesses from a variety of sources, including those outside the profession. The HFESNZ Member shall give The Investigating Committee as much advanced information as is practicable about the witnesses and the evidence they may present.

It is the purpose of the hearing to establish the facts surrounding the allogation. It is expected that each and every Member of the Society called to give it information will cooperate to the best of their abilities. The Investigating Committee will examine each witness separately, without other people being present (except in the special case of the member and their representatives as described above). The Investigating Committee may seek further information, not presented by the witnesses who attend.

The Investigating Committee will decide upon its procedures; in particular it will decide upon the sequence of witnesses and the time it needs to consider the facts it has gathered. It will consider its decisions in private and not record the contents of its discussions and deliberations.

Following its deliberations, the Investigating Committee will report in writing, on its findings and any recommendations for penalties. This will be done in confidence, and corresponded to The Committee. If the issue of non-compliance within the Code of Conduct is not sustained, the Chairperson will write to the HFESNZ Member, giving him or her option of no publicity, although the general fact that an Investigating Committee had been set up and done its work will be reported at the next AGM.

If the complaint is sustained, the Society’s Committee will decide upon the measures that it will take and the method of releasing decisions. In particular, the highest priority will be given to informing the HFESNZ Member concerned promptly that the complaint has been sustained, and has been passed to The Committee for action. The recommendation to The Committee about any publication of the details of the non-compliance with the Code of Conduct will be considered, in relation to the importance of the issue and the need for likely interested parties to know. The Committee will also consider the need to publicise the penalties that The Committee may implement.

All papers relating to the case will be put into a confidential file in due course. These may relate to the evidence submitted and the outcomes of the Investigating Committees’ deliberations, but not to the deliberations themselves. Any document relating to the deliberations will be destroyed. 

 

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