DHB – Nursing Review https://www.nursingreview.co.nz New Zealand's independent nursing series Thu, 22 Feb 2018 23:41:17 +0000 en-US hourly 1 https://wordpress.org/?v=4.9.4 Nurses petition almost at goal https://www.nursingreview.co.nz/nurses-petition-nearly-reaches-goal/ https://www.nursingreview.co.nz/nurses-petition-nearly-reaches-goal/#respond Thu, 18 Jan 2018 17:12:11 +0000 https://www.nursingreview.co.nz/?p=4370 The online petition launched by the New Zealand Nurses Organisation in support of their District Health Board pay campaign has almost reached its goal of 10,000 signatures.

The “I heart Nurses” petition was launched just before Christmas and NZNO industrial advisor Chris Wilson said it was pleased with the take-up over the holiday period and expected to well-exceed its original target of 10,000 signatures. The total had reached more than 9,200 on January 17.

The petition followed the NZNO’s District Health Board members voting to reject the 20 DHB’s MECA (multi-employer collective agreement) offer with strong social media feedback that many felt the offer fell short of reflecting the skills and increasing workloads of nurses. The union and employer negotiating teams are now heading for mediation on January 31 with the union not ruling out a vote on industrial action if a deal can’t be reached that members are ready to accept.

The “I heart nurses” petition is part of the union’s campaign to garner public support in the lead-up to the mediation and argues thats that nurses want pay rates that provide for “a sustainable workforce and healthy workplaces”.

“DHBs need to pay nursing and midwifery teams delivering our healthcare services fairly for their skills,” says the petition’s preamble. “We need to retain and attract enough healthcare professionals to meet our country’s growing health needs and ensure we all have a high-quality, safe and modern healthcare system in Aotearoa New Zealand.”

The petition is directed to the DHB chief executives and says nurses, midwives, and healthcare assistants are the ‘heart of our public healthcare services” and calls on the CEOs to help keep “local health services safe and sustainable” by delivering nurses a better deal.

You can view the petition here.

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Nurses back call for DHBs to reduce carbon footprint https://www.nursingreview.co.nz/nurses-back-call-for-dhbs-to-reduce-carbon-footprint/ https://www.nursingreview.co.nz/nurses-back-call-for-dhbs-to-reduce-carbon-footprint/#respond Fri, 24 Nov 2017 04:01:24 +0000 https://www.nursingreview.co.nz/?p=4173 Nurses are strongly behind a call for the newly elected government to assess and monitor district health boards’ ‘steps’ to reduce their carbon footprint, says NZNO president Grant Brookes.

Health professionals met this week in Wellington for the first Sustainable Healthcare in Aotearoa-NZ forum organised by the Sustainable Health Sector National Network NZ and OraTaiao: The NZ Climate and Health Council.

Dr Alex McMillan, co-convenor of the Council said flooding, storms and sea level rise caused by climate change were already beginning to directly impact on health sector infrastructure. In the future the sector would also have to respond to changing disease patterns caused by climate change.

Brookes said the New Zealand Nurses Organisation (NZNO) was signatory to the Council’s call for the Ministry of Health to set greenhouse gas emission reduction targets for DHBs, to mandate all DHBs to measure, manage and reduce their emissions and report progress to the Ministry of Health annually.

“There are many compelling reasons for DHBs’ to reduce greenhouse gas emissions including cost savings, population health and health equity gains, healthcare quality improvement and reducing the health impacts of climate change globally,” said Brookes.

“The connection between climate change and health is all-encompassing. It has been one of the top three priorities of the World Health Organisation for several years.

“Action on climate change almost invariably benefits health with lower carbon emissions improving air quality and reducing respiratory disease, energy efficient heating lowering energy bills which helps reduce poverty,” said Brookes. “Walking and cycling is pollution free and improves fitness, reduces risk of heart disease, obesity, and diabetes.”

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Nurses express disappointment and anger in social media at DHBs’ pay offer https://www.nursingreview.co.nz/nurses-in-social-media-express-disappointment-to-anger-at-dhbs-pay-offer/ https://www.nursingreview.co.nz/nurses-in-social-media-express-disappointment-to-anger-at-dhbs-pay-offer/#comments Fri, 17 Nov 2017 05:43:34 +0000 https://www.nursingreview.co.nz/?p=4091 Nurses have taken to social media to express frustration at the 20 District Health Boards’ pay offer of six per cent over three years, which goes to the vote from Wednesday.

New Zealand Nurses Organisation negotiators have given the DHBs’ offer a thumbs-up after the change of government saw DHBs improving the initial deal. The DHBs have also agreed to commence separate pay equity talks with the union in February for the about 27,000 nurses, midwives and health care assistants NZNO members covered by the multi-employer collective agreement (MECA).

But the immediate MECA pay rise offer – a two per cent increase, backdated to November 6, for the majority of nurses and midwives covered by the MECA and further two per cent pay rise in August 2018 and August 2019 – has been given a thumbs-down by most of the nurses posting on NZNO Facebook pages.

Other nurses have called for members angry or uncertain about the offer to turn up, ask questions and vote at the ratification meetings that start on Wednesday, particularly as in 2015 only about 30 per cent of members voted in the first round of meetings and an “embarrassing” 15 per cent in the second round.

It is not known whether the Facebook posters reflect the mood of all DHB nurses but many posters are expressing disappointment that the pay offer is at about or below inflation, frustration that growing work pressures and responsibilities on nurses weren’t reflected by the two per cent increase and anger that it wouldn’t reinstate the pay relativity lost by this year’s $2 billion pay equity settlement to care and support workers in the aged care and disability sector.

In the MECA update bulletin posted this week the NZNO negotiators said the 20 DHBs agreeing in principle to start pay equity talks in the new year was the first big step in the process of gaining pay equity.

In a pay equity terms of reference document, tabled by the DHBs’ negotiators on October 11, the DHBs say they would like to work in partnership with NZNO to further explore the level of the current pay equity issue for DHB-employed nurses. The DHB said they were not in complete agreement over some statements in the NZNO equity claim, for example the relationship between the 2005 ‘pay jolt’ settlement and pay equity, but still saw benefit in exploring pay equity further.

The NZNO bulletin was optimistic of a pay equity settlement stating that “we now have a new Government fully committed to pay equity and our aim is to have resolution which will include further remuneration increases as soon as possible”, with the goal of achieving an outcome later in 2018.

“This is a real opportunity to deal with gender equity with a broader brush across a longer term rather than for example pursuing pay parity which would not necessarily deliver equity across all groups in a set of MECA negotiations,” said the negotiators in the NZNO bulletin.

But many nurses posting on Facebook said they were not willing to wait any longer. One commenter, who said she was an NZNO delegate, said she was unhappy with the offer and not happy that negotiators were recommending it. “Feel very conflicted as go home feeling very tired for a profession that I do love but is understaffed and this is a major issue which the DHBS have not addressed properly. I am sick of them playing hardball with our lives.”

Another nurse said gone were the days of considering nursing as a vocational career to help people and the pay should be reflecting not just the work nurses did but keeping up with the ever-growing cost of living.

“We as nurses are working under increasing pressures, we are seeing increasing volumes of patients through Emergency Departments, the ward staff under pressures to move patients on and out to make room. Being called in on days off to cover sickness and roster gaps. More is expected of us with little or no more time to do what is required.”

NZNO President Grant Brookes said he was unable to comment to the media on the social media backlash but in Facebook posts he pointed out that the pay rises in the DHBs’ offer did meet the projected consumer price index increases over the three-year term of the MECA.

When asked about his own pay rise, he pointed out that he had pledged when he stood for the full-time president’s role in 2015 to continue accepting only a DHB staff nurse salary.  “So, like the rest of you, I have not had a pay rise this year. My last increase was 2 per cent in July 2016.”

Lesley Harry, the NZNO industrial advisor and lead negotiator, posted on the official NZNO Facebook page that everyone was entitled to express their opinion but it was important that alternative views were also respected. “The negotiating team has worked hard on your behalf and now it’s up to members to decide.”

The DHBs’ negotiating team spokesperson has not returned Nursing Review calls this week.

Ratification meetings for DHB NZNO members begin on Wednesday November 22 and run until Friday December 8. A full schedule of the meetings can be viewed here.

 

 

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DHB’s “Motivational Monday” tweet pulled after flak https://www.nursingreview.co.nz/dhbs-motivational-monday-tweet-pulled-after-flak/ https://www.nursingreview.co.nz/dhbs-motivational-monday-tweet-pulled-after-flak/#respond Tue, 14 Nov 2017 21:01:47 +0000 https://www.nursingreview.co.nz/?p=4017 A “Motivational Monday” tweet to “Don’t stop when you’re tired. Stop when you are done” was pulled yesterday by MidCentral District Health Board after getting flak from staff.

For a number of years the DHB has posted to Twitter and Facebook a series of “Motivational Monday” messages and the board said these had been well received by followers.

But in an apology posted on Facebook and the DHB’s website yesterday it said Monday’s “Don’t stop when you’re tired. Stop when you are done” message was one of a set of messages that had “unfortunately” not gone through its usual vetting process.

“MidCentral DHB sincerely apologises to all of our staff for posting the message,” said the apology.

“Its content is not aligned to the values, culture and working environment that we all strive for in our DHB. We do not condone people working when tired or past their limit and apologise to anybody who was offended.”

 

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Safe staffing shortfall leads to $1M boost in nursing staff https://www.nursingreview.co.nz/safe-staffing-shortfall-leads-to-1m-boost-in-nursing-staff/ https://www.nursingreview.co.nz/safe-staffing-shortfall-leads-to-1m-boost-in-nursing-staff/#comments Mon, 13 Nov 2017 00:08:06 +0000 https://www.nursingreview.co.nz/?p=3987 Safe staffing software confirming nursing shortages in some wards at Hawke’s Bay Hospital has led to a $1 million boost in nursing staff.

The Hawke’s Bay District Health Board has announced it will spend more than $1 million over the next two years to create around 17 new full-time equivalent (FTE) registered nurse (RN) roles and about 10 FTE care associates (health care assistant) positions.

The announcement by DHB chief executive Kevin Snee is thought to be the first time that a DHB has announced a major boost to nursing staffing as a result of using the Care Capacity Demand Management safe staffing tools (see more about CCDM and the Safe Staffing Health Workplace Unit that created CCDM below).

Snee said hard work by all the DHB staff mean it was in the “enviable” financial position to be able to respond to the CCDM findings that were designed to establish the right nursing resource to meet patient demand.

Speeding up implementing the CCDM safe staffing system across all District Health Boards was a major component of the recent DHBs and New Zealand Nurses Organisation collective agreement negotiations.

Chris McKenna, the DHB’s chief nursing officer, said it had been almost two years of hard work to do the CCDM methodology groundwork to be able to analyse the FTE staffing needs of its medical and surgical directorates based on patient acuity data.

McKenna said the CCDM staffing analysis did confirm the nursing team’s “intuitive” judgment that some wards and units were understaffed.

“We knew we were challenged with RNs in intensive care (ICU) and we knew were challenged with RNs in our acute assessment area – and the analysis confirmed that those two areas were quite short.”

The analysis also found that coronary care and the cardiac ward were short and a surgical area. She said some work had been done several years ago in the medical wards and staffing had been increased in the medical directorates at that time.

Lisa Skeet, director of the Safe Staffing Healthy Workplaces (SSHW) Unit, said the DHB and its health union partners were to be congratulated and should be proud of their achievements.

“It is also excellent to see the DHB chief executive really backing having the staffing workforce right, which is one of the key things to ensuring positive patient outcomes.”

Skeet said Hawke’s Bay DHB was a pilot site for new web-based software developed by the unit which had made the process of calculating the safe staffing FTEs a lot more easy, accessible and straightforward than the previous spreadsheet-based system. “So DHBs can speed up their [safe] staffing calculations.”

McKenna said the additional nursing FTES would be equivalent to about 30 posts, because of nurses working part-time, with the majority of those posts to be filled in February next year and the remainder in the second half of the year.

At the same time the DHB, which has a primary nurse model of care, was also looking at increasing and upskilling its Care Associates (CAs).

McKenna said its current CA staff were either employed with a level 3 qualification (or trained on the job to that level) and it would now be introducing a new training programme to upskill its CAs, on top of the level 3 qualification, so they could take on extra low-level tasks to support RNs on the ward. These included basic patient mobility so CAs could take patients to the toilet and transfer patients to a chair.

“We are increasing their scope so we can release RN time to do the more complex, higher end-of-scope activities.”

Skeet said a further nine DHBs now had access to the FTE calculation software used by Hawke’s Bay and were looking to running their CCDM staffing analysis via that software. She said Hawke’s Bay had joined CCDM a little later in the piece but the DHB had really driven the process and as the pilot site for the new FTE calculation software had lead the way.

“This [Hawke’s Bay announcement] is an excellent example of true partnership in action and will certainly support quality patient outcomes, a positive work environment for staff and the best use of health resources,” said Skeet.

Hilary Graham-Smith, associate professional services manager of New Zealand Nurses Organisation (NZNO) also said the DHB  was to be congratulated on the “outstanding progress” it had made. “NZNO is delighted to see the positive outcomes that will benefit patients, staff and the DHB as a whole.”

Skeet pointed out that the CCDM safe staffing FTE analysis would show up different trends in different DHBs. “In some wards gaps [in staffing] are identified but there are some areas where there are too many staff, there are also some areas where they’ve got the right number of staff but they are just at the wrong place at the wrong time,” said Skeet.

“So from the SSHW unit’s point of view the staffing methodology just provides a transparent reality of what is actually happening and what is actually required on the ward to provide the service they need for the patient demand and acuity coming through the ward door.

McKenna said the process had been very much team work between the DHB, the Safe Staffing Healthy Workplace (SSHW) Unit and the New Zealand Nurses Organisation. The DHB was now going on to carry out the analysis for other areas including paediatric, maternity and renal.

*CCDM AT A GLANCE

  • At the end of last year 14 of the 20 DHBs were in different stages of implementing the CCDM system tools.
  • The tools are built on a validated patient acuity tool (to date all are using TrendCare) and include calculating the safe staffing level required in a ward or unit based on historic and current patient acuity demand and turnover.
  • The CCDM system has been developed by the Safe Staff Healthy Workplaces (SSHW) Unit.
  • The joint DHB-NZNO unit was created in 2007 following the joint SSHW Committee of Inquiry held in 2005-2006.
  • The inquiry was held after NZNO agreed to drop pursuing mandated nurse-to-patient ratios during the negotiations leading to the historic ‘pay jolt’ in 2005.

 

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Criticism of ‘unnecessary’ delays for transplant patient https://www.nursingreview.co.nz/criticism-of-unnecessary-delays-for-transplant-patient/ https://www.nursingreview.co.nz/criticism-of-unnecessary-delays-for-transplant-patient/#respond Tue, 07 Nov 2017 04:39:15 +0000 https://www.nursingreview.co.nz/?p=3953 A woman seeking a kidney donation was forced to deal with “unnecessary” delays that made the process take a year and a half.

Health and Disability Commissioner Anthony Hill yesterday found two district health boards at fault during the process.

The woman died in 2014 while waiting for her daughter to be approved as a live donor. The woman became too sick to receive a transplant.

The 62-year-old developed a rare disease that damaged her kidneys in early 2010. Drugs were trialled to control it but by April 2011 the woman needed dialysis.

In May 2012 she was referred to a renal physician at the Auckland Regional Transplant Group to assess her suitability for a kidney transplant and was booked into a clinic at Waikato Hospital where transplants and a live donation from her daughter were discussed.

Six weeks after her assessment, a transplant nephrologist from Auckland District Health Board typed a letter to her renal physician at Waikato District Health Board.

However, the board did not get the letter until August 13, two weeks after it was typed up.

The Waikato physician referred her back to Tauranga, but the letter was erroneously sent to Waikato, which declined the referral because the tests she needed were available in Tauranga.

She was booked in in Tauranga where the doctor referred her for more tests and deferred to another doctor the decision on whether a cardiac MRI could be done safely.

After another test, an MRI was considered unsafe so Waikato doctors requested a different scan.

The results of the scan were normal so at the start of January 2013 they were sent to the Transplant Group who were asked to confirm they were satisfied with the cardiac assessment.

The group never responded to the letter and told the commissioner Waikato Hospital staff would usually put the patient on the agenda for an Auckland Regional Transplant Group meeting when they were satisfied a patient was a good candidate.

On March 4, the woman’s case was considered again by Waikato doctors – more than 11 weeks after her last test. But nothing more was done until the Bay of Plenty District Health Board requested an update in mid-April.

She was again presented to the Transplant Group in May and they requested further cardiac review and an MRI was again ruled unsafe.

The Transplant Group put her on to the deceased donor list on June 11.

Soon after, initial tests suggested the daughter could be a suitable donor but about that time key Waikato Hospital staff went on unplanned extended leave and the remaining staff had to take on the extra work without a handover leaving them unable to proactively check on the status of all their patients.

However, by the time the daughter was approved as a live donor in December, her mother was no longer a suitable transplant candidate because of ill health.

She died in 2014.

Hill said he believed the woman’s care was compromised by numerous errors, failures to follow procedure and lack of clarity within Waikato DHB.

He said there was almost six months between the patient’s last test and her presentation to the Transplant Group and “multiple missed opportunities for Waikato District Health Board to minimise this delay”.

He said the daughter’s evaluation as a living donor was “also unreasonably protracted”.

He was also critical of Auckland District Health Board for not providing greater clarity regarding what cardiac assessments were needed and of delays in communication.

“Auckland DHB’s role was one of guidance in this case, and there were a number of missed opportunities for it to provide greater leadership and clarity,” he said.

Neither of the two DHBs took the lead to resolve whether the woman should have a cardiac MRI and to progress her case.

Hill made a number of recommendations, including that the three DHBs work together to review their system for sharing information, and that they develop an agreed policy around renal transplants.

He recommended Waikato DHB establish guidelines for evaluating living donors, review staffing and provide a written apology to the woman’s family.

Hill also recommended Auckland DHB establish a system to provide clear instructions about what was needed for donor recipient evaluation in cases that deviate from the norm.

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DHB nurses to vote on MECA deal https://www.nursingreview.co.nz/dhb-nurses-to-vote-on-meca-deal/ https://www.nursingreview.co.nz/dhb-nurses-to-vote-on-meca-deal/#comments Wed, 18 Oct 2017 02:20:23 +0000 https://www.nursingreview.co.nz/?p=3628 After nearly four months of negotiations, a new contract deal has been struck between the 20 district health boards and nursing union NZNO and is now going to the vote.

Details of the deal – agreed to by the negotiating parties yesterday – are not yet available but NZNO said an update would be released to members prior to ratification meetings getting underway from November 20 onwards.

The proposed new DHB/NZNO multi-employer collective agreement (MECA) will cover about 27,000 registered nurse, enrolled nurse, midwife and healthcare assistant members of NZNO working for the 20 DHBs.

Kevin McFadgen, the DHBs lead advocate for the MECA negotiations, told Nursing Review that the negotiated deal would be presented to DHB representatives next week, but he was “fairly confident” it would be approved by the DHBs.

McFadgen said the safe staffing Care Capacity Demand Management (CCDM) system was part of the negotiated deal. He said there was also a possible pathway for progressing the pay equity claim tabled by NZNO at the start of the negotiations.

Lesley Harry, the NZNO’s industrial advisor, was unavailable but a MECA update on the NZNO’s website said the bargaining team would meet on November 8 to “work through” the details of the employer’s offer ready to present to members prior to the ratification meetings scheduled from November 20 to December 8.

Harry also published a blog today expressing concern about social media being used by some to attempt to “misinform and influence” decisions during the negotiations.

“NZNO has a responsibility to uphold its democratic decision-making processes and is obliged not to be swayed by influences outside of those processes, including comments on social media,” said Harry in the NZNO blog.

“NZNO has an obligation to act in good faith during bargaining with both employers and members. Suggestions on social media that members have in the past been coerced to vote in a particular way is incorrect and unhelpful.”

She stressed that a recommendation from the negotiating team and informing members of the options did “not equate to telling members how to vote”. She added that any decision to take industrial action was a collective one and was not taken lightly. “Some comments on social media suggest that strike action may occur at whim and without the need to follow due process, this is simply not the case.”

Harry said the voting options to be presented at the upcoming secret ballot ratification meetings were likely to be similar to those put to the 2015 meetings, which outlined what would happen if the offer was accepted (complete and sign the MECA as soon as possible), the offer was rejected (seek mediation to attempt to improve the offer). If an improved offer was not achieved, the team would come back to members with support for an action plan that might include a ballot on some form of industrial action.

The previous DHB/NZNO MECA expired on July 31. That two-year contract included a two per cent pay increase in July 2015 and a further two per cent in July 2016. In 2015 the negotiating team did not recommend the initial offer and – based on feedback from members at the ratification meetings which rejected the offer – negotiated an improved offer, which was passed at the second round of ratification meetings.

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Waikato DHB CEO resigns over expenditure breaches https://www.nursingreview.co.nz/waikato-dhb-ceo-resigns-over-expenditure-breaches/ https://www.nursingreview.co.nz/waikato-dhb-ceo-resigns-over-expenditure-breaches/#respond Thu, 05 Oct 2017 02:29:47 +0000 https://www.nursingreview.co.nz/?p=3492 An independent inquiry into Waikato DHB chief executive Dr Nigel Murray’s expenditure has lead to the board announcing today the CEO’s immediate resignation.

Dr Murray has been on leave since July 22. It is believed concerns about his expenses were first raised by staff last year.

The inquiry identified that Dr Murray had spent “more than the agreed $25K allocated for relocation costs, and other unauthorised expenses involving potential financial breaches of the Chief Executive’s obligations”.  

In a statement, the board of Waikato DHB said it accepted Dr Murray’s resignation with immediate effect, on the basis that he repaid all outstanding amounts.

“The Board acknowledges that this has been a challenging time for Waikato DHB staff and the Waikato community,” said the statement.

The New Zealand Herald reported last night that a special meeting was to be called today to hear the outcome of an investigation into alleged unexplained spending by a district health board chief executive.

Waikato District Health Board members were to hear a report into the two-month-long investigation of chief executive Dr Nigel Murray’s expenses at the special board meeting .

The Herald understood the meeting was to determine Murray’s future at the DHB, after he went on leave on July 22 amid concerns over alleged unauthorised and unexplained spending.

A source close to the DHB told the Herald the meeting had been called to consider an “employment matter”, but the board is only responsible for employing the chief executive.

The investigation, conducted by an Auckland barrister, looked at Murray’s expenses dating back to July 2014 when he took up the $560,000 a year post.

An Audit New Zealand review of the DHB’s management of the process, including the authorisation and payment of the expenses, occurred simultaneously.

It’s believed concerns about Murray’s expenses were first raised by staff last year.

In December Murray came under fire by government watchdog the State Services Commission after the Herald revealed he had not filed expenses for his first two financial years in the role.

When they were finally disclosed in January this year, the expenses showed Murray had spent $108,000 of taxpayers’ money on international and domestic travel for the job.

By comparison, his predecessor at Waikato DHB, former chief executive Craig Climo, spent $17,670 in a two-year period.

When the Herald asked chairman Bob Simcock about Murray’s comparatively high expenses in February, Simcock said he was comfortable with them and that they included $36,000 worth of relocation costs from Murray’s former job in Canada to Hamilton, which skewed the total.

The relocation costs included $11,710 for early arrival accommodation costs because Murray finished his role at Fraser Health in British Columbia earlier than expected.

It’s understood these costs were a focus of the investigation, and accounted for three months’ accommodation.

When the investigation was first launched Simcock told the Herald its outcome would first be reported to the board’s remuneration committee, and then to the board with the public excluded.

Simcock has not responded to repeated questions from the Herald around the progress of the investigation and whether the remuneration committee has met.

Acting chief executive Neville Hablous said in late September that the remuneration committee, which includes Simcock, deputy chair Sally Webb, and board members Sally Christie, Tania Hodges and Crystal Beavis, last met on August 4 and only meets at the behest of the chair.

“The committee is concerned primarily with the payment and performance of the chief executive.”

The Herald understands the committee was to meet last week, but questions on the issue yesterday went unanswered.

A DHB spokeswoman previously refused to answer further questions on the subject and said the DHB would not comment while the investigation is ongoing.

Multiple requests made by the Herald under the Official Information Act for information relating to Murray’s expenses have been declined by the DHB.

The board said today in its statement that it would commence a search as soon as possible for a new chief executive.

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Plan for voluntary redundancies at Counties Manukau District Health Board “mind-boggling” https://www.nursingreview.co.nz/plan-for-voluntary-redundancies-at-counties-manukau-district-health-board-mind-boggling/ https://www.nursingreview.co.nz/plan-for-voluntary-redundancies-at-counties-manukau-district-health-board-mind-boggling/#respond Thu, 28 Sep 2017 04:41:46 +0000 https://www.nursingreview.co.nz/?p=3363 A district health board has signalled its intent to offer voluntary redundancies to senior staff, raising concerns about patient safety and leading an NZNO representative to describe it as “mind-boggling”.

A letter from Counties Manukau DHB acting chief executive Gloria Johnson was sent to senior managers on Monday suggesting voluntary redundancy be offered to a number of staff on individual employment agreements and those at the top of their pay band, including all clinicians.

Counties Manukau DHB runs Auckland’s Middlemore Hospital.

NZNO DHB industrial adviser Lesley Harry said it was “mind-boggling” to see how the proposed scheme would ensure safe staffing levels and ensure the right skill mix for patient care. “This DHB is short of senior experienced nursing staff as it is.”

Association of Salaried Medical Specialists executive director Ian Powell said it was “absurd” and “bonkers” to be encouraging staff to leave when the existing workforce was overworked.

In July, the hospital warned they were seeing record demand for services and advised people to see their family doctor first unless it was an emergency.

In August, under-pressure staff at Middlemore Hospital told accident and emergency patients to go elsewhere or face a wait of up to eight hours. They made a sign and put it up at the front of the Accident and Emergency Department warning people off because of extensive delays.

A Counties Manukau DHB spokeswoman confirmed a letter was drafted for senior managers for consultation around the “possibility that some senior staff may wish for family or other reasons to cease their employment voluntarily”.

She said it was intended as “a good thing to offer staff”.

The intent of the scheme was to enable more resources to be directed into frontline services, rather than reduce clinical staffing levels, she said. Any clinical staff approved for a cessation package would be matched by increased numbers of other clinical staff more closely involved in frontline services.

Johnson said the scheme was in the discussion stage only.

Powell said there was a 50 per cent burnout rate among medical specialists and 25 per cent of specialists employed by New Zealand DHBs intended to leave in the next five years.

“When you’ve got high understaffing, you’ve got high workloads, why on earth would you be doing this,” he said. “This is one of the most stupid things I’ve ever seen.”

PSA national secretary Erin Polaczuk said nine years of underfunding in health has put DHBs like Counties Manukau in a “perilous state”.

“The DHB should be offering incentives for experienced clinicians to keep working for the DHB, not offering them costly exit payments,” she said.

“Our members are already struggling to deliver quality care when and where it’s needed. Workloads are incredibly high and there are current vacancies in many professions. Removing senior experienced staff from any role in the organisation will have serious consequences for the remaining staff and patient safety.

“Our members will be concerned that this is just the beginning and that forced redundancies of other staff will follow.”

Harry said the idea of the voluntary cessation scheme, and the way it had come about, was “unacceptable and inappropriate”. “It demonstrates that the DHB is under financial pressures due to underfunding. It is a desperate and peculiar way to attempt to make savings,” she said.

Polaczuk said losing senior staff when there were already unfilled vacancies would have a flow-on effect and put more pressure on other doctors and could create an environment where mistakes were made, and leave patients facing further delays.

She acknowledged that Counties Manukau DHB, like health boards around the country, was under increasing financial strain, but said this was not the way to manage it.

On Tuesday the association received a guarantee that the health board would not roll out the scheme and that a proper consultation process would begin with urgency, Polaczuk said.

Harry said NZNO remained concerned that offering redundancy to senior nurses and midwives and replacing them with less experienced ones was not in the best interests of the workforce or patients.

 

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