Understanding New Zealand’s procurement workforce — Insights from the 2025 survey
Earlier this year we ran our first-ever Procurement Workforce Survey. The initiative was designed to build a clearer picture of the people working in procurement across the public sector — how they enter the profession, what skills they need, and the challenges they face.
The survey was distributed to all mandated agencies and local councils, with separate versions tailored for procurement managers and staff.
Overall, this work supports our broader goal of strengthening procurement capability across government by identifying workforce trends and informing future planning.
Participation and reach
The survey generated 153 responses from 76 organisations. Nearly half of respondents (48%) held managerial responsibilities, providing valuable insight into both frontline and leadership perspectives. This strong participation reflects growing interest in workforce development and the importance of procurement as a strategic function.
Key learning about the workforce
One of the most striking findings was that nearly 70% of respondents entered procurement mid-career. This highlights the need for targeted procurement training to support those transitioning into the field. The workforce is also highly experienced, with over half of respondents having more than 5 years of procurement experience, and many having held multiple roles within the profession.
While gender representation in procurement aligns with broader public service and national demographics, ethnic diversity remains low, particularly among Māori and Pasifika peoples.
Capability needs and learning priorities
Respondents identified a range of learning needs, with artificial intelligence, procurement tools, innovation, market analysis, and dispute resolution topping the list. Interestingly, nearly half of managers did not report specific skills gaps in their teams, suggesting a generally balanced level of capability. However, where gaps were identified, they were most commonly in procurement practices and digital skills.
Staffing pressures and recruitment trends
Staffing pressures vary across agencies. While 55% of managers reported no current shortages, many anticipate future needs: 42% expect to require 1–4 additional full-time equivalents (FTEs) in the next year, and 35% foresee needing five or more. Recruitment is largely external, with 70% of hires coming from outside the organisation, reflecting the specialist nature of procurement roles and the prevalence of flat team structures.
Short-term contracting is also common, used primarily to address immediate skill shortages and limited staff availability.
Job satisfaction and workplace culture
Overall, 58% of respondents reported being satisfied in their roles. Remuneration was the most valued factor, particularly among mid-career professionals, followed by supportive management, positive workplace culture, and work-life balance. These findings reinforce the importance of fostering healthy, well-supported work environments to retain talent and build capability.
You can read more about government procurement insights from the workforce survey and other key areas over the last 12 months.