133 Molesworth Street
PO Box 5013
Wellington 6140
New Zealand
T+64 4 496 2000
1 December 2022
J Wright
By email: [FYI request #21048 email]
Ref:
H2022016339
Tēnā koe J Wright
Response to your request for official information
Thank you for your request under the Official Information Act 1982 (the Act) to Manatū Hauora
(the Ministry of Health) on 5 November 2022 for information regarding staf turnover and end of
employment. Each part of your request is responded to below.
Unplanned staff turnover rate for this year to date
Manatū Hauora had an annualised unplanned turnover rate of 19.2% for 2022 (to 31 October).
Reasons provided for leaving
Manatū Hauora offers all employees who leave the opportunity to complete an online exit
survey. For those who have completed the survey, the reason for leaving is captured as a free
text response. These have been themed into the following:
- Lack of opportunity for growth
- Lack of opportunity for permanent employment
- Undervalued or unsupported
- High workload or burnout.
Number of personal grievances and their outcomes (how they were resolved, and total
amount paid, not required on an individual settlement level)
No personal grievances have been raised with Manatū Hauora during 2022, as at 31 October
2022.
Total pay-outs to departing staff grouped by reason
Other than contractual obligations, Manatū Hauora has not made any pay-outs to departing staff
during 2022, as at 31 October 2022.
Number of bullying complaints received over the last five years, including year to date
The information you have requested is provided below in Table 1.
Table 1: Number of bul ying-related complaints received by Manatū Hauora
Year
Bullying-related complaints
2016
2
2017
4
2018
7
2019
4
2020
5
2021
2
2022
2
Number of bullying investigations or disputes, including separate counting of ongoing
disputes
As of 31 October 2022, Manatū Hauora has undertaken two bullying investigations during 2022,
with one ongoing.
Quantitative data from staff satisfaction surveys or similar on experiences of bullying for
the last two years, including year to date
One document was identified within the scope of your request, which is attached to this letter as
Appendix 1 and has been released to you in full. This document contains the results from the
Employee Experience Survey in 2020. No survey was conducted in 2021.
The results from the 2022 survey are yet to be finalised and has therefore been withheld under
section 9(2)(f)(iv), to maintain the constitutional conventions that protect the confidentiality of
advice tendered by Ministers and officials. Where information is withheld under section 9 of the
Act, I have considered the countervailing public interest in releasing information and consider
that it does not outweigh the need to withhold at this time. We expect that this survey wil be
available in March 2023, and we invite you to make a follow-up request at that time.
I trust this information fulfils your request. Under section 28(3) of the Act, you have the right to
ask the Ombudsman to review any decisions made under this request. The Ombudsman may
be contacted by email at:
[email address] or by calling 0800 802 602.
Page 2 of 3
Please note that this response, with your personal details removed, may be published on the
Manatū Hauora website at:
www.health.govt.nz/about-ministry/information-releases/responses-
official-information-act-requests.
Nāku noa, nā
Celia Wellington
Deputy Director-General
Corporate Services | Te Pou Tiaki
Page 3 of 3
Document 1
1982
ACT
INFORMATION
Kōrero Mai Employee Experience Survey
Novem
OFFICIAL ber 2020
Ministry Overview
THE
UNDER
RELEASED
Powered by
Document 1
Understanding your results
1982
How Strongly Agree to Strongly Disagree Likert scale questions are scoredACT
Don’t
Strongly
Disagree
Somewhat
Somewhat
Agree
Strongly
INFORMATION
know
Disagree
Disagree
Agree
Agree
Each score
contributes:
No Score
0%
20%
40%
60%
80%
100%
OFFICIAL
THE
Top 10 overall
UNDER
Bottom 10 overall
Each response on this scale contributes a score as outlined below. The responses are then averaged to give your overall
question score as a %. For example, if 5 people selected ‘Strongly Agree’ and 5 people selected ‘Strongly Disagree’ the
score would be 50%
5 x Strongly Agree responses at 100% = 500% | 5 x Strongly Disagree responses x 0% = 0%
Score = 500% / 10 responses = 50%
RELEASED
2
Kōrero Mai Employee Experience Survey
Document 1
How are we doing?
1982
ACT
75% Participation
-13% since 2018
253 Comments - What is the one thing that
INFORMATION
contributes most to making the Ministry a
9% higher than the State Sector Benchmark of 66%
great place to work?
402 Comments - If you could choose one
OFFICIAL thing that you would like to change in the
61% Overall ScoreTHE
Ministry, what would it be?
+9% since 2018
This score represents the average of al the core “AskYourTeam
UNDER ” survey items.
On par with the State Sector Benchmark of 62%.
RELEASED
3
Document 1
Change since 2018
A comparison with the 2018 “Our Voice” survey
1982
ACT
27% 27%
25%
22%
This chart il ustrates that all questions we asked in 2020 that were also
INFORMATION
used in the 2018 survey had an increase in score
18%
17%
15% 15%
OFFICIAL
13% 13%
12% 12% 12% 12%
11% 11%
10% 10% 10%
THE
9%
8%
8%
7%
7%
7%
7%
7%
7%
7%
6%
6%
6%
5%
5%
5%
4%
4%
4%
4%
UNDER
RELEASED
4
Document 1
Equity
1982
The Ministry fosters an environment free from racism, discrimination and bias
73%
(race, ethnicity, age, disability etc)
ACT
I would be confident to cal out racism, discrimination or bias if I saw it within the
72%
Ministry
The Ministry is taking action to address racial inequity and institutional racism in
70%
the health and disability system
The Ministry partners with Māori, Pacific and ethnic community leaders in
68%
strategic planning and decision making
INFORMATION
Have you observed or experienced unfair treatment relating to any of the fol owing within the Ministry in the last 6 months?
OFFICIAL
None of the above
81%
Other (including family, marital, political and employment status)
8%
THE Age was regularly highlighted here
Sex or gender
6%
Ethnicity (including nationality)
6%
UNDER
Race (including colour)
6%
Religious or ethical belief
2%
Disability
2%
Sexual orientation
1%
RELEASED
5
Document 1
Tā Tātou Rautaki Scorecard
1982
+/
ACT -= Change since 2018
Everything we do is consistent with Tā Tātou Rautaki | Our Strategy
61%
+6%
I see Ngā Uaratanga | Our Ministry values being lived across the Ministry
61%
The Ministry’s Information Communication Technology has improved in the last
76%
INFORMATION
6 months
The Ministry is a great place to work
71%
+10%
I am confident in my understanding of the principles of Te Tiriti o Waitangi and
OFFICIAL
69%
how to apply them in my role
THE
We col aborate well with our partners and stakeholders
66%
+8%
We use data insights and evidence to drive our decisions
62%
UNDER
The Ministry has a culture of empowerment that maximises the performance of
54%
staff
+13%
RELEASED
6
Document 1
Leadership
1982
ACT +/-= Change since 2018
People are confident that our Executive Leadership Team wil implement Tā
65%
Tātou Rautaki | Our Strategy successful y
+27%
The actions of our Executive Leadership Team are consistent with Ngā
67%
Uaratanga | Our Ministry values
+22%
INFORMATION
The person I report to creates an inclusive team environment, showing concern
78%
for success and wellbeing
The person I report to is a good communicator—listens and shares information
76%
OFFICIAL
The person I report to supports my career development and discusses
76%
performance
THE
The person I report to is a good coach
74%
UNDER
The person I report to has a clear vision/strategy for the team
74%
RELEASED
7
Document 1
Culture and work environment
1982
ACT +/-= Change since 2018
I regularly have the opportunity to work flexibly (e.g work from home, flexible
79%
work hours)
I am able to maintain a balance between my personal and working life
69%
We celebrate achievements as a team
69%
+5%
INFORMATION
The Ministry shows concern for my wellbeing
67%
The contributions of individuals are recognised in my business unit
67%
+7%
OFFICIAL
There is a strong focus on how we can work together better as a team
THE
63%
+12%
I feel safe to tell the truth even when it is unpopular
61%
+10%
UNDER
We have clear and effective systems for dealing with intimidating behaviour
55%
and workplace bul ying, which are applied equal y to everyone
+12%
RELEASED
8
Document 1
Communication and Collaboration
1982
Communication
+/
ACT -= Change since 2018
I am given timely updates that keep me informed on what is happening at the
75%
Ministry
+25%
My DDG shares information with me that helps me feel engaged in my work
68%
and enables me to do my job effectively
+25%
The Ministry ensures I understand why workplace changes are made
64%
+11%
INFORMATION
Our business unit's results are provided in a clear, understandable way
58%
+4%
OFFICIAL
Collaboration
THE
We deliver value to the health and disability sector
74%
+15%
The Ministry has a good reputation for providing quality advice and services to
72%
Ministers
+18%
UNDER
We use feedback from the sector and other stakeholders to improve our
65%
service delivery
+15%
We place enough emphasis on the importance of the sector's and other
64%
stakeholders' needs in how we work
+13%
We take a genuine approach to consultation, using feedback to inform our
62%
decisions
+7%
RELEASED
9
Document 1
Managing work
1982
Planning
+/- = Change since 2018
ACT
Initiatives and projects are researched and planned effectively
54%
+7%
There are effective planning processes in the Ministry
53%
+11%
Implementation INFORMATION
People are held accountable for meeting their deadlines
59%
+6%
Changes to plans or deadlines are effectively communicated to al those
55%
affected
+6%
OFFICIAL
We use effective project management techniques for implementing projects
55%
+7%
THE
Review
UNDER
We regularly review processes and identify possible improvements
57%
+9%
The measurements we use show clearly whether or not we are on target with
55%
our strategy and projects
+7%
Projects are reviewed thoroughly to see how well the actual outcome reflected
47%
the forecast outcome
+5%
RELEASED
10
Document 1
Future focus and connection
1982
Future focus
+/- = Ch
ACT ange since 2018
The Ministry is good at looking at future demands and opportunities
54%
+12%
Responding quickly to changes in policy is one of our strengths
61%
+17%
We keep up with best practice in other relevant organisations
55%
+8%
INFORMATION
Connection
Al business units have objectives that are aligned with those of other business
53%
units
+10%
OFFICIAL
My own performance targets are aligned with the priorities of the Ministry
72%
+4%
THE
Each person in the Ministry has clearly defined roles and responsibilities which
54%
they understand
+4%
UNDER
Empowerment
I have the autonomy to make decisions with matters I am responsible for
68%
+5%
The Ministry supports people who come forward with new ideas
62%
+12%
RELEASED
11
Document 1
Other
1982
ACT
Our external providers make a positive contribution to the Ministry's
70%
performance
+7%
The health, safety and wellbeing of people in the Ministry is appropriately
63%
reflected in our systems, processes and work environment
+4%
Our remuneration structure is appropriate relative to the market
44%
+7%
INFORMATION
OFFICIAL
THE
UNDER
RELEASED
12
Document Outline
