Corrections News Sept-Oct 2011
Chief Executive's comment
On 1 September I stood in front of our newest recruits as they graduated from their eight-week training course. This was the first time I had seen a large group of our staff in the new blue uniform.
They looked terrific and so proud. It was great to be a part of the celebration and witness the enthusiasm of our people. Later that day the Minister of Corrections, Hon Judith Collins and I took the time to visit a number of staff at Rimutaka Prison. They too looked comfortable and smart in their new uniforms. Even the prisoners I spoke to conceded the new look was a step up from the old khaki!
Of course, the new uniforms represent far more than a simple change in hue. They are a sign of the wider changes you will see at Corrections as we move towards being a more responsive service that is committed to working with the justice sector to create lasting changes that will improve public safety and reduce re-offending.
Across Corrections, you’ll see that a number of these changes are already underway.
In this issue of Corrections News you’ll read about our contracted partner, Serco, who is managing Mt Eden Corrections Facility. Having a prison run by an international leader in the field gives us an opportunity to benchmark our performance and compare services.
You’ll find out about the opening of the Whare Oranga Ake units, as well as our new case management model that support offender rehabilitation. I’m confident both these initiatives will have a direct and positive influence on rates of re-offending. In order to be more open about how we are doing with offenders in the community, we have also begun publishing our Community Probation Services league tables.
A couple of months on from one of the biggest changes to Corrections this year, we look at the introduction of the smoking ban in prisons and find out how prisoners and staff are finding their new smokefree environment.
Finally, you might have seen some of our team in action on the popular TV One show Dog Squad. I decided to get a closer look at the action on the ground by spending a day on the frontline with one of our dog handlers and TV stars Maurice O’Connor, and his drug dog “Officer Ted”, from Waikeria Prison (photo left). I was the junior drug dog handler and undercover boss; it was a great way to see first-hand the exceptional work of our Prison Services staff.
Numeracy and literacy skills put to the test
A group of eight prisoners at Auckland Prison have successfully completed National Certificate in Mechanical Engineering Level 2 under the guidance of Light Engineering Instructor Gordon Astrop.
In the final project of their course, the prisoners had to complete a gravity driven car. They had to use a weight to pull a piece of string which unwound from the back axle causing the car to move forward. A couple of rules made the task more challenging; the car had to travel forward five metres and it had to stay in its own lane.
The prisoners built the cars themselves and did the maths calculations to work out how many times the wheel must turn to travel five metres and how much string would be required to turn the back axle the required number of turns. They also had to provide sketches of their finished car, as well as a written description of their machining and manufacturing processes.
This is an excellent example of integrating unit standard requirements and literacy and numeracy training into an engaging project.
New Case Managers to be recruited
Corrections will soon be recruiting fifty new case managers in a drive to create lasting change for New Zealand offenders.
The new case managers will ensure staff are placed where the need is greatest and help us focus on those prisoners at greatest risk of re-offending and harming others.
“We will do a better job at rehabilitating and reintegrating offenders with more case managers on hand,” says Alison Thom, General Manager Rehabilitation and Reintegration (RRS). “This is a significant step forward for us. The success of our case management model is extremely important to our ability to succeed in rehabilitation and reintegration, and to the overall success of the Department.”
The Executive Team has recently approved RRS’s plan to further develop the case management model to more fully focus on those prisoners at greatest risk of re-offending and harming others. This is in line with the direction set out in our Strategic Plan, Creating Lasting Change.
Significant progress with the Department’s case management model has been made in the last few months. Since 1 April, we have embarked on the first stages of case management implementation and recruited new case managers. “This has been going really well and with this extra support we have the opportunity to enhance case management further,” says Alison.
Decisions on where the new case managers should be located are yet to be made. It is anticipated that the Department will start recruiting the first 25 in September and recruiting the second half from February 2012.
Whare Oranga Ake - reconnecting with family and community
It’s been a few months since the two Whare Oranga Ake Units opened and the prisoners are settling in well to their new environment.
Based outside the wire at Hawke’s Bay Regional Prison and Spring Hill Corrections Facility (SHCF), in the north Waikato, the units are a new approach to successfully re-integrating prisoners back into the community.
The brain child of Associate Corrections Minister Pita Sharples, Whare Oranga Ake are designed to help soon-to-be-released prisoners get employment training and jobs; secure accommodation on release; and engage in community activities, like joining a rugby team, that will help them forge bonds in the community.
With many prisoners having little contact with family, there is also a focus on reconnecting the prisoners with pro-social whanau.
A first for the Corrections Department, the units are run by community based service providers – Choices at Hawke’s Bay and Raukura Waikato at SHCF – who can better strengthen those community links.
Rehabilitation and Reintegration Services General Manager Alison Thom says a thorough selection process will be used to gradually build the numbers up to 16 over the next few weeks.
“Things are going well as we build an effective relationship between Corrections and the service providers,” says Alison. “They have developed individual reintegration plans for each of the prisoners and also begun working with them to reconnect with their families and find jobs – all of which is vital if they are going to live successful, crime free lives on release.”
“Already, some of the prisoners’ whanau have visited the whare to see how their men are doing and to learn more about the opportunities available to those who have been selected.”
“Work is also being done to help the men bond with each other and ensure there are good relationships amongst themselves and with Corrections staff and the service providers.”
For the Department the ultimate aim of Whare Oranga Ake is to reduce re-offending and keep the public safe by giving prisoners the skills and support they need to effectively reintegrate into the community.
The Kaupapa Maori ethos embodied in the units helps the prisoners reconnect their Maori identity, which also contributes to reduced re-offending.
Chief Probation Officer supporting the frontline
Earlier this year we introduced you to Astrid Kalders, the Department’s Chief Probation Officer, whose role is to lead professional probation practice nationwide.
Since taking up her role Astrid has visited sites around the country to observe frontline staff at work and to support the establishment of a national group of practice leaders who provide dedicated support to frontline staff.
Community Probation Services has a clear purpose; to contribute to safer communities by holding offenders to account and managing them to comply with their sentences and orders, reduce their likelihood of reoffending and minimise their risk of harm to others.
“We think of it as doing the right thing with the right offender at the right time. For probation officers, practice is about meeting our bottom line responsibilities and how we interact with offenders on a day-to-day basis to assess and mitigate the likelihood that someone will reoffend and minimise any risk of harm to others. It is also about how we work with each other and involve others from the community in our work,” says Astrid.
“Our new way of working requires staff to use their professional judgement to assess risk and make decisions about managing offenders. We encourage staff and managers to work collaboratively and take a team approach. This is quite different to the way we used to work – following detailed and rigid procedures – and the key to implementing this change is ensuring staff have direct support for their daily practice.”
CPS has seconded a group of senior probation officers as practice leaders and will soon appoint additional practice leaders to focus on our effectiveness with Maori offenders. At National Office, Astrid has a team of two practice leadership advisers who are responsible for supporting practice in the field, and providing ongoing support to the seconded practice leaders.
“This involves us visiting teams, observing practice, talking to staff, and attending practice discussions and team meetings. This is a chance for us to see how practice is evolving, where extra support is required and provide on-the-spot advice, and suggestions for development.”
“We have been having regular contact with practice leaders and their line managers to ensure they are all clear about the practice goals and messages.
“We’ve been focusing on building practice in risk assessment and risk management so that each interaction with an offender is a chance to identify and take action to mitigate risks and, ultimately, make our communities safer.“
CPS has also begun work to modernise the way it delivers services to become more effective and efficient. “We’re looking at new technology and approaches to make us more mobile and flexible. This will give us more opportunities to support staff in their practice, work alongside other agencies and groups in the community, involve the whanau and families of offenders and extend the ability for staff to create lasting change with offenders.”
Research projects at Corrections
The research projects undertaken by this team cover the breadth of services and activities that Corrections provides. Here we provide a snapshot of one of the teams’ research projects, and progress being made on-the-ground.
Double bunking findings
Double bunking has been a feature of New Zealand prisons for many years. However, in recent times there has been a steep increase in the number of cells which are double-bunked. In particular, double-bunking has been rolled out extensively in Northland Region, Spring Hill, Otago and Auckland Region Women’s Corrections Facilities over the last two years. These particular prisons were chosen for having the most modern security measures in place, with good infrastructure and are the best able to meet increased prisoner numbers.
Double bunking increased in these prisons from zero to approximately 70 percent of cells within each unit. The Strategic Analysis and Research team undertook a study lasting two years, looking at the effects of double bunking on prisoners.
Contrary to expectations, the researchers found no evidence that double bunking is associated with increased rates of incidents such as assaults or disorder. In fact, the analysis found a small negative correlation with incident rates as double bunking increased through the 19-month analysis period (to April 2011). In other words, during the period in which double bunking increased, the overall and notifiable incident rates actually decreased slightly in those units.
A small sample of prisoners in double bunked units were also interviewed. While most of these prisoners stated that they preferred a single cell, they nevertheless reported that their cell-sharing experience was satisfactory, staff having taken reasonable care in thinking through the implications of placement decisions. About two in every five prisoners reported that they preferred to share a cell, most stated that they liked the company of another person during the hours when locked in.
Nine hundred and ninety (990) additional beds have been added to the five prisons; and approximately 350 new prison staff have been recruited to manage the significantly increased number of residents.
Department welcomes external research
The Department of Corrections welcomes approaches from external groups and individuals who wish to undertake research with prisoners, offenders managed in the community, or its staff. Every year, approximately 50 people contact the Department to ask whether they can conduct a research project.
The Department has an important duty of care with respect to the safety and well-being of its staff, the offenders under its control, and researchers. Therefore, a rigorous process using an External Research Committee, and managed by the Department’s Strategic Analysis and Research team operates to ensure that all research activity is meaningful, methodologically sound, and conducted in a safe manner.
Approval is more likely if a project has potential not only to benefit the researcher but also the Department in terms of, for example, reduced re-offending, or improved offender management. Generally, about 30 researchers a year complete all the approvals required to go ahead with their projects, and a formal research agreement with the Department is signed.
Examples of projects include:
• dental care in prison
• the experience of women prisoners
• participation in an international study on head injuries
• the role of the church in pastoral care of post-release prisoners
• testing theories of criminal careers
• an evaluation of the Storybook Dads programme.
For research enquiries contact: email@example.com
Prison farm animals well looked after
The crème de la crème
The herd of 340 Friesian cross cows cared for by the Otago Corrections Facility in Milton, South of Dunedin, are so well looked after by instructors, Tony Russell, Frans Janssen, Willie Seheri and up to 16 prisoners per day, that they are producing some of the best quality milk in the country.
These particular Otago cows have a somatic cell count amongst the lowest five percent in the country. The somatic cells (or leukocytes) are white blood cells. They’re a marker indicating possible infection within the system. A higher somatic cell count may mean infection, disease, contamination on udders, poor quality crop or general stress that the cows may be experiencing.
Local Corrections Inmate Employment Operations Manager, Roger Leslie speaks of the prisoners “getting very competitive about their cows – they really care about their health and wellbeing.”
In a letter accompanying a Certificate of Achievement for ‘low somatic cell count’, Fonterra’s Manager, Food Safety and Sustainable Production said “Congratulations… This is an outstanding record reflecting excellence in your animal health practices and an ongoing commitment to milk quality.”
The milking season runs from mid-August through to early May, and this last season the Otago herd supplied 130,000 kilos of milk solids (fat or cream) to Fonterra, via either Stirling cheese or Edendale milk powder factories.
The financial surpluses raised from the milk solids are returned to the Corrections Inmate Employment budget to continue supporting prisoner training.
Roger Leslie talks of the “real therapeutic benefit of prisoners working with animals – it really calms them down. Some prisoners have been surprised by how actively involved they become.”
Our healthy pigs!
Corrections Inmate Employment (CIE) Piggery in Christchurch has recently passed the Royal New Zealand Society for the Prevention of Cruelty to Animals’ (RSPCA) audit for the third consecutive year. This means Corrections’ pigs are kept healthy, free from disease, discomfort, pain or injury.
Twenty prisoners work daily to care for the 800 breeding sows, 65 boars and 6,000 grower pigs. The sows and boars are outside and the grower pigs are raised in ‘eco-barns’ or big sheds where they’re free to roam and have 24-hour access to food and water.
The piggery operation was expanded 13 years ago to be one of New Zealand’s largest piggeries. All pigs are sold to Fresh Pork with approximately half sold under the Freedom Farms brand where all the pigs must be accredited as ‘free farm’ in order to receive the premium fee paid.
CIE Principal Instructor Warren Chilton explained that prisoners undertake a range of work skills and training courses on the 125 acre site, including a pork production course, stock handling, all-terrain vehicles and tractor safety, First Aid, chainsaw, forklift and Growsafe courses.
“The prisoners are very enthusiastic about their work and training – last year they earned 1,600 credits with ten completing the AgITO Pork Production Stockperson course,” says Warren. He also reported that one of the trainees of the Pork course has received a job contract from a large North Canterbury piggery and is taking the job offer upon his release.
Measuring up: CPS shares performance league tables
Corrections has always kept a close eye on how effectively we do our work, and now we are publishing our performance results so everyone can see how we’re doing.
The first results, available on our website, relate to our work with offenders serving sentences and orders in the community – ranging from parole to community work.
Each month, Community Probation Services managers all over the country check a sample of work to assess our compliance with our bottom line mandatory standards. The results are analysed at every level. They tell us where we are meeting our bottom line commitments and where we need to do better.
The results we publish are the same as we provide to our Minister. They show how our 12 Areas rank against each other – and how each is performing with each sentence and order.
CPS General Manager Katrina Casey says staff are committed to improving public safety.
“We’ve spent the past two years redesigning our practice so our staff are able to do the right thing, with the right offender, at the right time. Staff now work within an Integrated Practice Framework that sets out specific mandatory standards they must meet with each and every offender. Just as importantly, the framework provides guidance to staff which, together with the risk tools, helps them put more focus on working with offenders who have a higher risk of re-offending or of harming others.”
What the numbers mean
To understand the performance results, it helps to know a bit about what we’re measuring.
These particular results show how CPS is performing; they don’t measure offender compliance. We measure that factor also but in a different way.
“Our mandatory standards are our ‘bottom line’ for service delivery. They are the probation officer’s starting point for working with each and every offender. We expect these to be met 100 percent of the time by every practitioner. When that doesn’t happen we look at why and how we can fix it. If we don’t meet our mandatory standards this makes it more difficult to work closely with those offenders who present greater risks,” says Katrina.
For instance, one mandatory standard common to every sentence and order in the Integrated Practice Framework is that we will take action each and every time an offender does not comply with the requirements of their sentence or order. While we can’t always prevent an offender from breaching, we can ensure they are held accountable for it.
Results are expressed as percentages. For example, if an Area achieves 99 percent for home detention, that means 99 percent of the work sampled met every mandatory standard for that month in that sentence.
Katrina says a key focus for CPS is to consistently achieve 100 percent of mandatory standards within the Integrated Practice Framework. “Our mandatory standards are achievable and we have high, but realistic, expectations of every practitioner to achieve 100 percent.”
Community work and community detention are not yet managed under the IPF and our work in these two sentence areas is measured differently. This will change when the Integrated Practice Framework expands to include these two sentences in March 2012.
Kindergarten kids happy
Community work offenders jumped at the chance to create and build a workshop for the littlies at Murdoch Park Kindergarten in Papatoetoe.
The offenders were asked to create something they’d be proud of. The offenders understood that it wasn’t ‘just a workshop’: the kids would learn and practice many skills there. So, apart from some guidance on building techniques; decisions on the design and layout of the workshop were very much left up to the offenders themselves.
The workshop was built over a three-week period, where eight offenders spent 4 – 5 days building the rustic masterpiece. The timber-built workshop comprises all the usual vices, benches, nails, saws, hammers – except these are all in miniature for the three and four year-olds.
“The kids absolutely love it and the kindergarten staff are rapt,” says Probation Officer Mike Morgan, adding that the offenders were able to see a real and positive outcome for their efforts.
A successful transition to 100% smokefree prisons
A couple of months on since the implementation of smokefree prisons on 1 July, and prison managers are reporting a smooth transition from 67 percent of the prisoner population being smokers to a 100 percent smokefree environment!
The ban means prisoners are no longer allowed to possess tobacco or tobacco related products including lighters, matches, cigarettes, loose tobacco and tobacco papers.
When the smoking ban was announced some prisoners expressed their concerns at having to quit smoking but the vast majority accepted the change and saw it as an opportunity to kick the habit with some good support on offer. Prison managers have had reports from prisoners who have said they tried for years to give up smoking and finally were able to in prison. “Some prisoners are thanking us now for helping them to quit,” says Otago Corrections Facility Unit Manager Colin Ropiha.
“We’re pleased, but not surprised, at how well it’s gone,” says Prison Services Manager Service Development Rachel Leota. “The success of the policy is due to a thorough 12-month preparation campaign. Staff worked hard to ensure its success.”
The campaign was not isolated in prison alone. It was supported by the Ministry of Health and the Quit Group. Probation service centres promoted the smokefree policy to offenders in the community who may have been heading towards prison and police stations also promoted the policy so that many prisoners were prepared and knew smoking cessation support was available. Corrections Inmate Employment instructors have also provided a vital link to the policy implementation success as they are often working with prisoners outdoors where smoking was common and they have been able to actively support prisoners to quit smoking.
Colin says the assistance and support from the health unit nurses has been pivotal. “They have championed the nicotine replacement therapy programme. When prisoners are received into prison they receive a same-day health assessment. The new prisoners may have all their tobacco taken off them but in place they are given patches and lozenges to help them through their first night.”
In the first month after the smoking ban was in place Colin visited every unit every day. “Prisoners were telling me how much extra money they had since they could no longer buy tobacco and cigarettes from the canteen. One prisoner did complain that the smoking policy had dried up his source of extra revenue. He had been trading tobacco for extra rations. From the look of his size the policy will be a good thing for him too!” says Colin.
Colin says there have been no incidents at all relating to the smokefree ban at his prison. “There have been some niggles from remand prisoners who haven’t had the benefit of the 12-month lead-in period,” says Colin.
Some prisoners are apprehensive about being released and going back to an environment which would cause them to relapse. “We want to maintain the success of becoming smokefree post-release by educating the communities and prisoners’ families that they have a role to help ex-prisoners stay smokefree.”
Staff are under no illusions; there will always be a demand for drugs, tobacco and related products and prisoners and their visitors will try to introduce these items. However, our staff will remain vigilant in preventing contraband from coming into prisons and keeping prisons a healthier environment for prisoners – and staff.
Approval for new men’s prison at Wiri
A Board of Inquiry (BOI) has issued its draft decision approving an application to alter the Resource Management Act designation of Department-owned land in Wiri, South Auckland. This designation change will enable the construction and operation of a 1,060 bed men’s prison.
“Whilst this is still only a draft decision we are pleased that the BOI recognised the robust and thorough process that the Department has followed around this application,” says Deputy Chief Executive Christine Stevenson.
“We have provided our comments on the Board’s draft decision and await their final decision. We recognise there are a number of parties in the community with a particular interest in the new prison and will actively engage with these parties to ensure strong relationships are formed.”
The Board’s final decision is expected no later than 26 September.
Serco up and running at Mt Eden
Mount Eden Corrections Facility (MECF), the country’s newest prison, comprises the new buildings constructed on the Mt Eden site and the previous Auckland Central Remand Prison, is managed by international services management company Serco.
The new buildings have been managed by Serco since 1 April 2011. Auckland Central Remand Prison, and the prisoners housed there, were handed over on 1 May 2011. During June and July prisoners were transferred from the old Mt Eden Prison into the new buildings at MECF. Groups of Department staff also transferred to become Serco employees in a co-ordinated process.
Serco has significant experience managing prisons and secure detention facilities in several countries around the world, including Acacia Prison in Western Australia, which has recently been praised in a report by the Western Ausralia Inspector of Custodial Services. It is this international experience and the company’s expertise and innovative approaches that the Department is aiming to draw on. The type of results being achieved at Acacia are exactly what the Department wants to see at MECF.
The management contract for MECF has built in incentives for excellent performance and by focusing on outcomes rather than prescriptive requirements, Serco has scope to bring new approaches to prison management. By taking a partnership approach rather than simply outsourcing management, the Department can share Serco’s knowledge and innovation and use it to improve the effectiveness and efficiency of the entire corrections system.
Most people wouldn’t want to be wearing the same style of clothes they had back in the 1970s. Our corrections officers are no different.
On 1 September, Corrections staff throughout the country waved goodbye to the green uniform that has remained virtually unchanged for three decades. The old uniform didn’t have flared trousers, wide ties or big lapels the way other 70s’ clothing did, but it was starting to show its age. In its place is a very smart, very modern new blue uniform. I have to say, it looks a whole lot better.
For many staff the new uniform couldn’t come soon enough. Some of the first feedback I received from staff and the CANZ union after becoming Minister was that there was unhappiness among staff about the old uniform, and a feeling that it was time for a change.
While it had performed well over the years, the green uniform was old-fashioned, uncomfortable and not as functional as it could be. In particular, it wasn’t designed to meet the needs of female staff.
Corrections staff have a demanding job to do, and we want them to have a uniform that is comfortable, practical and that they can be proud of.
There was some debate over the colour. However, the vast majority of staff who offered feedback were happy with the new blue colour that aligns the Department with the wider Justice sector as a law enforcement agency.
Any uniform is also a statement about how an organisation feels about itself. In recent years Corrections has put a lot of work into raising the bar of professionalism, accountability and excellence of staff. People can see the changes that have taken place. Trust and confidence in the Department has increased from 40 percent in June 2008, to 63 percent now.
The new uniform will be a reflection of that professionalism and excellence. Our Corrections service is world-class – now our staff will look world-class.
Minister of Corrections
As part of a Northern Region trial, a plan to prevent prisoners and their visitors from hiding behind a language other than English, is underway. Staff who can speak and read other languages are being asked to volunteer their language skills to assist with monitoring phone calls and reading mail. Forty-two applications have been received covering 36 different languages.
Operational Intelligence staff at Waikeria Prison assisted Police who were attempting to identify an active offender and only had a nickname to work with. A nickname database, established and updated by a member of Operations Intelligence, provided Police with the information they were looking for.
Talking with your mouth full is usually considered bad practice but staff confronted more than bad manners when a visitor tried to hide drugs in her mouth at Tongariro/Rangipo Prison.
During a routine visitors’ session, staff noticed a visitor was having trouble speaking clearly. When asked by staff what was in her mouth, it was discovered she was concealing cannabis.
The visitor admitted immediately that she was planning to give the drugs to a prisoner. As a result she was banned from the prison for six months, the Police were notified and attended the prison to formally detain the visitor.
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Call Crimestoppers on 0800 555 111
Better public value
As one of the largest organisations in the public sector, Corrections has a leading role to play in meeting the Government’s call to lift productivity and make greater savings across the public sector.
In his 2011 Budget address, Finance Minister Hon. Bill English outlined the Government’s plan to revive a New Zealand economy that had been “hit with the lingering effects of the global financial crisis, the two earthquakes and other unforeseeable setbacks” and called for $980 million of efficiency savings from across the public sector over three years. State Services Commissioner Iain Rennie, reinforced this message by saying, “We are in an environment where Government and public expectations about the quality of service delivery is rising and the medium to long term financial forecast is one of restraint.”
Corrections has risen to the Government’s challenge. In May 2011 Corrections’ Strategic Plan, Creating Lasting Change set the organisation’s four priorities – public safety, reducing re-offending, better public value and leadership. The plan outlined the path the organisation would take to make lasting changes, while never losing sight of the importance of providing and showing fiscal responsibility.
As part of our commitment to Creating Lasting Change, and in response to the Government’s need for increased savings across the public sector, Corrections is undergoing a year-long Expenditure Review. The review will look for opportunities to provide better public value by modernising the way we deliver our services, providing fit for purpose facilities that allow us to address the causes of offending, and producing operational savings.
Director Expenditure Review Brendan Anstiss, stresses that the review is not just about cutting costs. “Over the last couple of years Corrections has done a very good job at managing our finances while volumes have increased. We have become more innovative, have found ways to reduce our costs, and at the same time, have increased the quality of the services we deliver – this is a credit to all the staff of the Department,” says Brendan.
The review has set an ambitious target of a 10 percent reduction in recidivism rates and Brendan is confident this is achievable, “We have to be ambitious because one of the best savings we can make is to do everything we can to stop people coming back into our services. It not only makes for a safer community but helps us reduce our costs overall.”
The Expenditure Review will run for 12 months and cover the whole of Corrections, as well as its role in the wider justice sector. The review will present its final recommendations to the Government in June 2012.
Multicultural graduates off to prison
Two Rarotongan corrections officers were part of a group who graduated from the Initial Training Course at Rimutaka Prison in August. The training will assist them in their roles at Aoranga Prison in the Cook Islands.
Corrections News is published bi-monthly by the Department of Corrections:
Postal: Private Box 1206 Wellington 6140
Ph: (04) 460 3365