All-staff hui 22 February
•
Extend aroha and thoughts for all our whanau and staff in Hawke’s Bay and Tarawhiti
affected by adverse weather effects. We understand it is distressing for our people.
•
We are rallying to support our colleagues in those areas, thank you to the over 200 who
volunteered to go to the areas affected. We have already had 30 deployed via the national
Workforce taskforce. It is an ongoing dynamic process based on the needs of our people
affected.
•
We are at the stage of our change, particularly if you’re in enabling services or
commissioning, you will see your reporting lines had changed before Christmas to a National
executive. We now begin our next phase of changes to simplify to unify.
•
The timeline for the delivery of consultation documents is slightly delayed. Starting some
business groups, some are more ready than others. The delay was in part caused by the
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adverse weather effects and a change in Health Minister.
•
The Pulse Survey, a third of our kaimahi completed the survey. Alongside National results,
you and your team wil be getting local results also. We encourage you to reflect on these
results. Aim to sort the ‘simple stuff’ and ‘quick wins’ soon.
•
Main themes of results are the concerns shared over the resources we have available,
ensuring leaders are equipped to lead and are given necessary change information,
INFORMATION
promoting development opportunities, and supporting workplace culture. The other big
issue raised was a common understanding of Equity is needed. This is in the DNA of our
organisation.
•
Priority is recruiting front line resources. We will also ensure working on clear change
communication National y – all change information will now be one click away from local
intranets.
•
Diversity and inclusion support nationally including resources for leaders created by the
Ministry of Health.
•
Introduction to Pete Al sop – office of the CE explains his role and how it fits in to the
organisation and how he wil work to support our Kaupapa.
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All-staff hui 9 March 2022
•
New Appts – Warm welcome to Naomi Ferguson to New Board Chair. Chief Data and Digital
Officer Leigh Donohue From 1 May 2023, one of the five system shifts being using data and
digital to enable us to provide
•
Emphasise on behalf of the board that while the chair has changed our priorities to serve our
communities has not.
• We are rallying to support our colleagues in those areas, thank you to the over 750 who
volunteered to go to the areas affected. We have already had 142 deployed via the national
Workforce taskforce. It is an ongoing dynamic process based on the needs of our people
affected.
•
Nurses pay equity – We have made the bulk of the payment lift for over 34,000 nurses.
Thank you for our nursing colleague’s patience for this process. Thank you to the payroll
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teams to get this work done.
•
Midwives pay equity – We are committed to working with MIRAS and the government to
settle this claim. We met in mediation last week and we are working to find a pathway
towards settlement. Reminding you that you are an important part of our team supporting
public health.
•
Aiming to remediate Holidays Act this year, most of the country done in the next 18 months.
INFORMATION
•
Election year – timely reminding that our work is funded by taxpayer dollars. We are
politically neutral; we need to separate our work from our own personal political views. We
work for the Government of the day.
•
Union engagement and data accuracy are the key work that is ongoing in terms of the
change process so far.
•
Two groups being established – National Clinical Governance network, providing insight into
clinical safety from across national and regional colleagues. Clinical Leadership Forum,
broader and invites Primary and community services to join to create a broad-church of
leadership communities.
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All-staff hui 23 March
•
Celebrating the National Public Health team, following a Measles outbreak which included
contact tracing and supporting patients isolating. We are lifting campaigns to support mahi
around getting Tamariki in to catch up on vaccinations.
•
There are four teams that will be going out to Consultation on 30 March 2022. This change is
about bringing our organisation together. We are not quite yet unified in the way we are
working together. Given the size, complexity of change and Winter pressures we are aware
of the timeliness of this process.
•
We are at the stage of our change, particularly if you’re in enabling services or
commissioning, you will see your reporting lines had changed before Christmas to a National
executive. We now begin our next phase of changes to simplify to unify.
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INFORMATION
•
We are aiming to reduce duplications, with the end aim of doing things once nationally as
opposed to 29 times. Green Circle highlights the three business units going first with their
consultations.
•
Abbe Anderson on Commissioning – Excited about our new proposed team structure. Also
apprehensive, we do understand the impact this is going to have and is having on our staff.
Consulting on all commissioning group team structure - al tiers at the same time. Greater
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multi-disciplinary clinical leadership across our team structure.
•
Dale Service Bramley on Improvement and Innovation – Newest of the delivery groups.
Looking to consolidate the improvement functions across the motu. Developing a code of
expectations to support our people and services ensure that consumers and their whanau
get the care they need.

•
Margie Apa Public Health Service – Seeking innovative ways of our public health campaigns.
Emergency response continues to be a focus building on work already started on fol owing
COVID and Measles.
•
Enabling Functions: Rosalie Percival on Finance – All staff in enabling functions are now
reporting to tier two leaders. A big shoutout to the finance teams who have already
implemented new finance systems.
•
We are inheriting 270 Tier 2 roles across the organisation from the 28 ex agencies, this
change will move us to an estimated 110 Tier 2 and 3 roles.
•
Four Weeks for consultation, give you as much time as possible. Normal practice is 4 weeks
for this feedback. We are here to support you through this change and establishing a career
transition centre. Your local People & Culture team will be reaching out.
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INFORMATION
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Al -Staff Hui 28 July 2022
5 Key Shifts
• Our Health workforce will be valued and wel  trained, ensuring we have enough skil ed
people to meet future needs – we are mindful that we have a massive workforce shortage in
our system at the moment. There are some short-term things we can do better as one
unified organisation, so we don’t need to do lots of training, placements, and organising
where people go as individual districts of regions. We can facilitate a lot of that pipeline
work. We are mindful of the winter pressures, especially on those working in acute settings.
We have some initiatives to try expand what is available to our communities in primary care
settings so that people are getting the advice and help they need before going to a GP
practice / ED department.
• The health system will uphold Te Tiriti o Waitangi – Te Aka Whai Ora is not the Iwi
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partnership of that Te Tiriti partnership. We are a crown entity but will behave in a way that
upholds those principles and we wil  work with Iwi Māori Partnership Boards to make sure
that Iwi and the Crown are represented in the reformation of our health system. It will drive
the need to make sure our services are focused on equitable outcomes for all people and
services reach into those places more readily and it isn’t dependent on where you live.
• People and whānau wil  be supported to stay well and connected to their communities
• Digital services and technology will provide more care in people’s homes and communities
INFORMATION
• High quality specialist and emergency care will be equitable and accessible to all when it is
needed
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This is where we are sitting as an interim organisation structure. Many of you are working in district
health boards. You will see we have put in place some interim national leadership roles – I want to
shout out Dr Nick Chamberlain who has been appointed as the permanent National Director for
National Public Health Service. All districts are reporting into four regional directors to make sure

you have representatives from each region at the executive leadership team table so that we have
regional voice influencing the way we are thinking about standing up services at a national level. We
are not going to send out any consultation documents on change until September because we will
pace change, so we are not putting unnecessary pressure on our system when our focus right now is
to care for you, our staff and our patients. We have a change hub section on our website where you
can go to get updates and we have stood up a working group with the aim of talking to col eagues
about how we organise ourselves from a hospital specialist perspective. Every function will have
some national process where we are inviting you to talk to us and share ideas with each other about
how we might organise ourselves differently.
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INFORMATION
OFFICIAL

This is laying out the steps that each workstream will go through. The Change Management Office’s
job is to support al these working groups to
THE make sure that they are stepping through these stages
carefully and that we are being consistent in the way that we are thinking about them, and then
making sure that we bring it all together so that our operating model is really clear. I do just want to
emphasize that we aren’t waiting for this process before we change the way we work. We are
working consistently nationally in 2 really important areas. One in planned care, and this is picking
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up advice from the planned care task force who’ve recommended a set of actions that we can take
to ensure that we are prioritizing people who have been waiting too long for their planned care, but
also making sure that we take a regional approach to how we bring our planned care waitlists down
or look at our demand together. It is important that we take an equity lense to how we prioritise and
book people, so that we offer certainty to people who are vulnerable and have high clinical need.
The other directive is e
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our front line. Before we leap to filling vacancies or starting new projects, we want to make sure that
we are working together to take opportunities to work best as a region.

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Te Aka Whai Ora’s organisational structure is inclusive and not hierarchical. Service development is
the commissioning group – they are the people that wil  go out and work with the 155 Kaupapa
Māori providers that we will directly commission with, and make sure that we try and simplify that
whole process by contracting for outcome and the monitoring and reporting we expect.
INFORMATION
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Our Regional Directors (white boxes) are only temporary positions to help assist with the restructure
and reform of the system. They wil  work with the Regional Directors at Te Whatu Ora to help
support the initiatives that are happening and to make sure that we drive through those good
workforce programmes. We’ve got a lot of work to do in terms of building up our Māori workforce
and there wil  be many different leavers we have to work on to get that. The other tier threes will
also be responsible for helping stand up our Iwi Māori Partnership Boards to make sure that they’ve

got the right kind of supports that they need out there to make them successful. The Iwi Māori
partnerships will help frame up our localities.
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INFORMATION
OFFICIAL
THE
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18 August Al -staff hui
Summary of the key topics covered:
• Winter peak beginning to plateau
• Pressures across our system are still significant due to covid
• Hospital occupancy has been very high
• Primary care is seeing between 8-9% - same volume as seen same time last year
• Gradually starting to build a picture that we can share with you – we are collecting data from
across the system, and we aim to put that information on the website so that you can see
how your district compares to others
• Update on building our new team: our current accountability and organisation structure - if
you’re inside a DHB - it won’t feel too different because you still have a district director. All
districts report in through a Regional Director (in place of a board). There are four Regional
Directors.
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• From the national role recruitment process, we have 2 permanent positions in place now:
Nick Chamberlain – National Director National Public Health Service and Markerita Poutasi –
National Director Pacific Health.
• In the districts, your reporting line is still through your manager, who comes up through a
Regional Director. If you’re part of the ministry teams who have come over to us, you will be
reporting to a National Director.
• 3 key workstreams wil  progress to December 2022:
o Transition 2.0 finalising the merger process of entities / people into T
INFORMATION  e Whatu Ora
and determining national functions
o Operating Model design: function working groups will design their ways of working
with an immediate view of having in place the capabilities, structures, and decision-
making processes to drive short term to medium benefits from reform
o Implementation: Action Government Policy Statement, Te Pae Tata (interim NZ
Health Plan)
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•  The four big ones which have been going for some time now are data and digital,
infrastructure, hospital and specialist services, and commissioning.
•  The key challenge for us is that while we are developing all these individual components, we
make sure they come together as a unified organisation.
1982
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INFORMATION

•  We have a lot being done in the workforce development space and one of the key things for
us is ensuring that we are increasing the number of Māori in both the clinical and non-
clinical spaces throughout the sector
•  The Iwi Māori Partnership Boards are continuing to work through their recruitment
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processes
THE
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27 September 2022
• Te Aka Whai Ora appointments
o Merewaakana Kingi - Deputy Chief Execu�ve for Finance and Support Services
• Te Whatu Ora appointments
o Dr Dale Bramley – Na�onal Director for Improvement & Innova�on
o Rosalie Percival – Chief Financial Oﬃcer
o Abbe Anderson – Na�onal Commissioner
o Markerita Poutasi – Na�onal Director for Paciﬁc Health
• Te Whatu Ora has been formed by bringing together 29 diﬀerent organisa�ons.
We’ve brought together the 7 shared service agencies, 20 District Health Boards
(DHBs), many func�ons transferring from the Ministry of Health and the Health
Promo�on Agency.
• This is now a single crown en�ty with a total funding revenue of $24.6B (budget
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expenditure set at same level).
Personnel – $10,262m
Primary and Community Services - $8,029m
Infrastructure and non-Clinical Services - $2,750m
Clinical Supplies - $2,264m
Outsourced Services - $1,333m
INFORMATION
Funding pathway and budget
Government budget: a mul�-year approach to funding the health sector.
• Ini�al two years to 2024
• Then proposed three years – 2024-2027 aligned with a 3-year health plan
Te Whatu Ora has been given a 2-year funding path for 2022/2023 and 2023/2024.
A mul�-year funding path gives us a chance to plan and budget diﬀerently.
It gives us certainty around funding overall, enables more ﬂexibility and gives us room to
change how we do things.
Funding upli� in opera�ng revenue across al  parts of Te Whatu Ora from the 2021/2022
year to the current year is $2.26 billion.
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The increase covers:
• Stabilising the system to remove historic deﬁcits
• Funding for cost and demographic pressures
• Funding for government approved new ini�a�ves
The budget approach for 2023/24 wil  be standard across the organisa�on.

Consolida�on of ﬁnancial informa�on and processes
The combined diﬀerent en��es are required to report standardised, consolidated ﬁnancial
informa�on from day one.
The Financial Procurement Informa�on Management (FPIM) Oracle system is already in use
in pockets across Te Whatu Ora and is now being rolled out to the whole organisa�on.
The roll out will take �me – in the mean�me we have a consolida�on instance that captures
and standardises data from the various ﬁnancial systems. For example, we have over 3
million diﬀerent responsibility centre and account code combina�ons.
Consolida�on enables us to look across the sector in a way that can support decision
makers.
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FPIM Oracle – Unifying and consolida�ng systems represents an opportunity to reduce
duplica�on and improve value for money.
INFORMATION
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6 October 2022
• Cyber security is a big focus for our ways of working and boils down to some small
things that you can do to keep yourself safe. When you get an email, it helps to run
the mouse over the top of the email address, this will show if there is an addi�onal
address there.
• Te Aka Whai Ora appointments
o Juanita Te Kani – Deputy Chief Execu�ve Strategy, Policy, and Monitoring
o Lucinda Cassin – Clinical Director Oranga Hinengaro
• Staﬀ transfers is something we have been naviga�ng through since February. The ﬁrst
itera�on was to transfer staﬀ from Manatu Hauora into Te Aka Whai Ora / Te Whatu
Ora.
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• When we bought the agencies together, it was then agreed prior to that we would
transfer staﬀ from Te Whatu Ora to Te Aka Whai Ora. Our staﬀ aﬀected in this space
are our staﬀ from our Māori health directorates.
• The message I really want to send is that we are one na�onal agency, and we are
commissioned to do the work for all the people of Aotearoa in one na�onal agency.
• We will have regional parts of that agency and there will also be more localised
requirements to make sure that people get the support they need.
INFORMATION
• Under the transfers, whether you have a direct repor�ng line to Te Aka Whai Ora or
Te Whatu Ora, please know we are all together on this voyage to Pae Tawhi�
• The ﬁrst itera�on will oﬃcially take place on 17 October, so by now our GMs will
have had conversa�ons with all their staﬀ to iden�fy how we are going to move
through this process. We will have an online hui to commemorate this.
• Rosemary Clements – Interim lead of P&C
• Who are P&C?
o HR – recruitment, payroll, advice, business partners
o Workforce – including the Workforce Taskforce
o Employment rela�ons – union rela�onships, collec�ve bargaining, pay equity
o Development – learning and training
o Culture – including Te Mauri o Rongo
o Diversity &inclusion
o Suppor�ng our people through change
o Health, safety and wellbeing
• This is the interim na�onal team that we’ve got now, they are interim un�l we put in
a more permanent structure
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1982
  ACT
  •  A few of our key priori�es at the moment:
•  Workforce – How do we get to a sustainable workforce, where we have the right
number of people with the right skills in the right places?
o  Workforce Taskforce: short-, medium-, and long-term ini�a�ves
o  Immigra�on, educa�on and training, reten�on
•  Culture – How do we transform our culture together to our aspira�ons – including for
equity, Tiri�-centerdness and manaakitanga?  INFORMATION
o  Te Mauri o Rongo – our charter for how we work together
o  How do we make them more than just words on the wal ?
•  Change – How do we unify and simplify how we work so we can best draw on our
exper�se from across the motu, and work beter together as a team of teams?
o  What do we excel at that others can draw o
OFFICIAL  n?
o  How do we make it easy to ﬁnd the opportuni�es as we shape our future as
Te Whatu Ora?  THE

•  Individual Employment Agreement (IEA) review process is underway at the moment
•  Taking an individualised approach
•  Conclude all our reviews b
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Vaccina�on Policy
•  Health Order now li�ed
•  Using the exis�ng policies we have in the interim
•  Single policy for all staﬀ is in development – working group of experts coming out
with a dra� po
RELEASED  licy for consulta�on with unions and staﬀ
  •  Na�onal Hospital Director will be released in the next couple of days and
appointment announcement for the infrastructure roles to come

21 October 2022
• Te Whatu Ora appointments
o Fionnagh Dougan – Na�onal Director Hospital and Specialist Services
o Jeremy Holman – Chief Infrastructure and Investment Oﬃcer
• We have a couple of big consulta�on documents coming out. The ﬁrst is the
na�onalizing of our enabling func�ons, this paper wil be released on 31 October.
Then the Procurement and Supply Chain func�on wil be pu�ng out a consulta�on
document for their teams.
• We are looking forward to pu�ng out the ‘What Say You’ applica�on, this will be a
way for you to give us your feedback on the consulta�on documents.
• Te Pae Tata will be launched next Friday
• In rela�on to media coverage of our acute services, in par�cular ED, we do want to
acknowledge that we’ve got a major challenge in our acute services. ED services are
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at a crunch point for us, and we are working with primary care to put more resources
in place. We’ve also had some challenges across the country where residen�al
facili�es have been constrained in availability. We are working on reviewing winter
measures we put in place last year so that we can look at what we need to priori�ze
to support beter ﬂow in the system.
• We are mindful of, rather than relieving a system temporarily, we want to build up a
strong ecosystem where we have a plan for now and for the future
INFORMATION
• Riana Manuel and Abbe Anderson have been on a tour around the Bay of Plenty and
the Lakes Region mee�ng with local iwi and local medical services to get a sense for
what is happening on the ground, as well as the struggles they are facing
• It is important for us to have a companion document to Te Pae Tata that contains
context about the feedback that we’ve been given by our communi�es and sector.
There is also some really good informa�on about a health needs analysis. This
document is cal ed Ola Manuia and should be launched mid-November.
• Paciﬁc Communi�es have told us they want:
o A strong emphasis on preven�on and the wider determinants of health
o To be ac�ve leaders of their wel -being, equipped with what they need to stay
wel
o A strong voice in the health system and involvement in design and
development of services
o Access to their data and to know that we are using their health informa�on
wel
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o Services that are high-quality, seamless, consistent and accessible
o To be feel conﬁdent, safe and respected when accessing services
o To see themselves in the workforce and know those workers are valued and
supported
• Paciﬁc providers and members of the Paciﬁc Health Sector have told us they want:
o To build on the successes and lessons learnt during COVID
o Strong emphasis on suppor�ng, growing and increasing the capacity and
capability of the Paciﬁc health workforce

o Support for integrated services and models of care that seamlessly address
social and health needs
o Adequate funding and resourcing for paciﬁc providers
o Commissioning that is high-trust, ﬂexible and outcomes-focused
o Timely access to up-to-date data on Paciﬁc people and communi�es and
support to build their own data infrastructure
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INFORMATION
• It is important to reﬂect on the health needs analysis as to why we have picked
priority areas. We want to build and strengthen these cri�cal founda�ons. We will
then accelerate the health gains in these areas.
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All-staff hui 2 November
• Well done to West Coast and Canterbury who recently launched their Māori Leadership
Program. This program helps increase the knowledge and connection to Te Ao Māori. It also
fast-tracks them into leadership positions in the health system by equipping them with
important parts for the leadership role.
• Shoutout to workforce team for the International Recruitment Centre, they support
candidates and their families who are coming from overseas, they aim to offer them
consistent care and support and discuss what job opportunities are available.
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• Introducing new appointments, Aroha Keremeta-Metcalf (General manager Oranga
Hinengaro), Ben Hingston (Director Service commissioning Oranga Hinengaro), Michael
Naera (Principal Advisor Suicide Prevention Oranga Hinengaro).
INFORMATION
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• Building the foundations of our new health system: ensuring sustainability of the health
system, delivering equity for all, implementing a population health approach and embedding
Te Tiriti.

• Planned care: We are looking at reset and restore, which includes looking at the current
ways of working, the challenges we face, the opportunities we have and having an outlined
roadmap to reduce the waiting lists and build a more resilient system.
• Continuum from access to community and primary care services through outpatient
services, diagnostics and then through to therapeutic interventions. There are changes we
can make at each of these points to improve the planned care system, however some will
require government support.
• Overall, we have looked at the opportunities of the reform and believe; they are
considerable to improve access and outcomes, will reduce health inequities, will remove
boundaries, will have clinical consistency, better use of resources, appropriate roles for our
workforce, and allow us to work smarter not harder- for example, overlap between
specialties.
• What do we need to do: we should be working on clinical consistency, interdistrict
cooperation, valuing patient time and making small changes locally that make a big
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difference nationally.
• There are 101 recommendations, this reflects that planned care is across the entire system.
• Taskforce have handed that report over to us for implementation.
• We have a consultation paper coming out, this will talk about a proposal to shift and enable
reporting lines to national rather than district. There are 255 teams currently that we are
trying to shift to national reporting. We are launching a portal where you can send us your
feedback on this.
INFORMATION
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All-staff hui 1 December
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• National Kaumātua Service Provider Conference: Shout out to the team as th
INFORMATION e entire
conference was planned by Kaumātua. It was great to take surveys and use the opportunity
to speak to Kaumātua.
• The next iteration for staff transfers will take place on Monday 6 December. There will be 59
people in this transfer. They will be doing the same work, just reporting nationally.
• The International Recruitment Centre is up and running. They are one of the first national
teams and are establishing one way to support people that are coming into the country.
They are doing a great job working closely with Immigration New Zealand.
• Workforce sent offers to 1,300 nursing graduates. 600 people have applied for subsidies to
apply for nursing/return to nursing.
• Shoutout to Christchurch Emergency Department team, ICare have launched a blood test
that can determine whether someone has had a heart attack.
• Hawkes Bay Hospital Registered Nurses Prescribing: 25 people graduated from the program
last week.
• Procurement and Supply team have issued a decision document, this indicates where we are
going to defer leadership roles.
• Survey on how teams are working: we are asking staff to complete the survey so we can get
feedback and work to make changes.
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• Abbe Anderson, National Director of Commissioning says localities and locality prototypes
are taking place. We are using a place-based approach to planning, it’s about localities
coming together and gaining lots of community input. This is so we can determine what the
needs are, the priorities and where we need to go from there. Once the plans are
developed, we have allocation basis to grant budgets. It is then about the localities deciding
what priorities should be implemented.
• We will continue to work closely with prototypes.

All-staff hui 15 December
•
New appointments: Egan Bidois - Director Lived Experience, Oranga Hinengaro, Dean
Rangihuna - Te Kaihapai Principal Advisor Lived Experience, Oranga Hinengaro, Donna
Thorburn - Team Coordinator, Service Development
•
Last Monday, we welcomed over 100 staff from Te Whatu Ora to the Te Aka Whai Ora
whānau. The last of our transfers included hauora Māori kaimahi that support in functions of
tikanga, commissioning, mental health, workforce and strategy. Most of the staff who have
transferred will maintain their current reporting lines.
•
There will be an announcement about the Iwi-Māori Partnership Boards in the
afternoon. The IMPBs (Iwi-Māori Partnership Boards) are an important partner to ensure the
representation of local Māori perspectives on health matters within the IMPB rohe.
•
The nurses pay equity application has been successful. Most nurses will receive a 14% pay
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increase. We have 20 payrol systems so a bit of time to organise, may take 6-8 weeks.
•
With regards to vaccination consultation, we’re developing a single vaccination policy for our
employees. They are currently different across many of our districts. Consultation opens
next week and runs into the New Year.
•
Pulse Survey: More than 25,000 have completed the survey.
INFORMATION
•
We will be releasing results on ‘unify to simplify’ today in a webinar, we have spoken to the
people whose roles are affected.
•
Jeremy Holman has started as Chief Infrastructure and Investment Officer.
•
Delivering Pae Ora: We are almost 6 months in and have been doing lots of the discovery
work for operational model etc.
•
We’re working on our next set of priorities and wil share that early next week. We will
announce the decisions on ‘unify to simplify’ and this will allow us work more
collaboratively.
•
We now have three out of four Regional Directors for HSS confirmed (Hospital Specialist
Services).
Dr Nick Chamberlain’s update: National Public Health Service (NPHS) National Director
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INFORMATION
•
Te Pae Tata actions NPHS is leading- The 5 big priorities are immunisation, screening, Te
Tiriti dynamic, kaimahi wellbeing, commercial determinants of health, tobacco, alcohol and
food.
•
Measles: The World Health Organisation (WHO) and Centres for Disease Control (CDC) have
warned that falling vaccination rates and reduced surveil ance during the COVID-19
pandemic have created an ‘imminent threat’ of meas
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word.
•
Strengthening our protection function by designing new models:

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•
We are continuing our COVID-19 response, there has been 7,500 new cases and a significant
increase in surge. We are expecting more cases, so we need to be prepared and have a
response for future surges as well as this one. We are working with providers to keep
managing this. Vaccination is our biggest protection.
•
Human Papilloma Virus (HPV) Primary screening and self-testing: The new testing wil  look
for HPV. This is different from current testing which looks for cell changes.  From July 2023,
INFORMATION
there wil  be the option to self-test, however this wil  not be the only option available.
•
The Aotearoa Immunisation Register (AIR) will replace National Immunisation Register (NIR)
and supersede the Covid Immunisation Register (CIR).
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•
Digital Investment: Getting our staff onto a common desktop and full communicable disease
management/ surveil ance team.

6 April 2023 All-staff hui
Summary of the key topics covered:
• Riana Manuel opened with a mihi
• Margie Apa thanked immunisation teams
• Acknowledged Andrew Slater new People and Culture Officer joining – day four
• Pulse Survey results should be with teams, encouraged to discuss with managers
• Te Aka Whai Ora colleagues and teams are part of Te Whatu Ora services and delivery so they
should have access to everything. Work in partnership
Change updates:
• 2,000+ registered on What Say You to give feedback
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• Over 400 comments so far
• Hospital and Specialist Services change timeframe had a TBC
• We weren’t going to impact frontline/patient facing roles and teams, so we don’t disrupt care
for our patients
• Confirm we’re not making changes to HSS except for a couple areas (Fionnagh talk to later)
• We will put in place National Clinical Leadership roles and processes needed and National
Clinical Governance Group
• Te Whatu Ora is a large part of implementing the Government reforms. Those g
INFORMATION oals are to
achieve five things, as can be seen on the slide below along with how we intend to achieve
them.
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• The changes we’re going through are to enable us to achieve those goals. Having brought 29
entities together what are the roles, nationally and regionally, that we can bring together to
simplify and reduce duplication?
• Margie acknowledged that change is a challenging process for many of us
• We are not disestablishing 1,600 roles in this process as reported by the media. They may be
impacted due to changes in reporting lines/teams

• We can move to make permanent appointments to roles that have currently been held by
interim appointments
Fionnagh Dougan - National Director, Hospital & Specialist Services
•
We have determined that there are a couple of areas where we need to provide clarity about
what the future looks like. We are consulting on the formation of the team that sits under two
roles; Strategy Planning and Purchasing and the National Delivery Group.
•
In the next couple of weeks potential structures wil be coming out. We are speaking to Unions
and aim to go to consultation on 27 April
• Local leadership roles to replace current District Director roles are going to be consulted on
• We want to create certainty, so every District know who their leader is
• Procurement and Supply Chain consultation wil be released 13 April
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INFORMATION
RELEASED UNDER THE OFFICIAL

20 April 2023 All-staff hui
Summary of the key topics covered:
•  Te Aka Whai Ora new appointments: Carlton Irving, Chief Clinical Officer, Allied Health and
Heather Muriwai, Chief Cinical Officer, Midwifery
•  For those that have transferred from Te Whatu Ora into Te Aka Whai Ora we have been
undergoing a consultation process. That was completed last week so the team and ELT are
collating feedback and will provide consultation documents in due course.
•  Te Pitomata Grants launched
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ACT
INFORMATION

•  Iwi Māori Partership Boards have had 3 regional hui. The purpose of the hui is to establish the
OFFICIAL
local need and ensure there are pathways in place to serve those needs. In the next few weeks
there are the final 2 hui to be undertaken
THE
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• Introducing Andrew Slater, Chief People Officer. One of the systems' shifts was to ensure we
value our workforce. We want to grow and develop our workforce to meet the needs of our
community and whānau.
• Andrew spoke about leading Payroll, Wellbeing, Health and Safety, HR, and Communications. He
wants to be part of making this the ‘best little health system in the world’
• Andrew wants to make sure our organisation is a great place to work, and that staff have the
tools they need to do their job
• Andrew is looking forward to meeting the teams across the motu
• Next hui wil have special agenda focused on winter
• Margie is getting a fortnightly update on how we are progressing with the Pulse Survey. 2,669
actions identified across the country, that include 307 ‘quick wins’ that we can do.
• Important dates for change consultations shared (see slide above)
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• Over 13,500 have already registered on What Say You to give feedback. We have already
received about 2,600 feedback submissions
• Consultations were based on many months of workshops and lots of data. However, data was
drawn from more than 20 information systems so we will get things wrong. Margie apologises to
those for whom we have made mistakes.
• It is a time of change which can create uncertainty, we appreciate that and please reach out to
the services available to you e.g. EAP, Career Coaches.
• We have had media coverage over the week about workforce planning. The Wo
INFORMATION rkforce
Taskforce was set up last year to help us while we were pulling together the national team. That
taskforce is handing over their report, but Margie does not have it yet. This report is not the
only source of advice we have for workforce planning.
• We know we have shortages. We need more than 600 Doctors, SMOs, over 3,000 Nurses, 300
Midwives and over 1,000 Allied Health workers in the country.
• While we know workforce takes time to grow, we need to do more. We are planning initiatives
to not just retain staff but also grow staff into roles.
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5 May 2023 Al -staff hui
Summary of the key topics covered:
Naomi Ferguson – Interim Chair of the Board
•  Offered thanks on behalf of the board
•  We spend a lot of time thinking about where we’re at as an organisation, the importance of
what we do, and in all those conversations we take into account how our staff are feeling and
how we can support you.
•  We know there are inequities, inconsistencies and things that don’t work wel , pressures. As a
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board we’re committed to working our way through those and making a difference. We can in
time, tackle some of these big issues.
•  Board is keen to hear what comes out from the consultations
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•  Board committed to supporting Andrew, Margie and the team to ensure the basics are fixed.
E.g. microwaves in staff kitchens
•  Thanks for engagement with Pulse survey, you gave us lots of things to think about
•  Growing concern about the level of aggression (verbal or physical) that many are facing every
day. We spoke to colleagues at Middlemore and it was good to hear that the training rolling out
there is helping people feel better supported. This is something that the board and leadership
team want to continue to think about. How can we signal that aggression simply isn’t acceptable
INFORMATION
and support staff to deal with patients/customers when they are displaying aggression.
•  We wouldn’t deliver the health system that we do every day for New Zealanders without you.
•  Thank you to midwives as today is International Midwives Day
Selah Hart, Deputy Chief Executive Public and Population Health Te Aka Whai Ora
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•  Thank you to Smokefree practitioners and clinical staff who support people quitting tobacco –
World Smokefree May
•  Te Aka Whai Ora is going through staff
THE  consultations and transfers from Te Whatu Ora into Te
Aka Whai Ora
•  We had planned on releasing the decision document earlier this week but due to feedback from
consultation we now need to revise our next steps, go back to the drawing board and come up
with some solution-focused approaches.
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•  Kaiāwhina Workforce – $20.6 mil ion announced in funding for kaiāwhina roles in newly
introduced comprehensive care teams. Including kaiāwhina care coordinators, physiotherapists,
pharmacists and paramedics in some rural areas.
Margie Apa – Chief Executive Te Whatu Ora
•  Midwifery work
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strain this creates and thank you for your hard work.
•  Margie met with the midwifery leadership group yesterday and it was great to hear about new
initiatives and mahi going on.
•  On change we have received over 10,000 pieces of feedback. Two consultations closed last
week: Finance and Service Improvement and Innovation. National Public Health Service and
Commissioning extended, and they close today.

• Acknowledge Union col eagues who have provided feedback.
• We genuinely want to read through all feedback, carefully consider and review it. It’s important
that we take our time to do that. People have offered suggestions for improvement which may
mean we have to come back and reconsult on specific aspects, in a much shorter timeframe.
• We want to make sure our data is correct. Many have been working off incomplete information.
Before we make decisions, we do want to get that data right. We want to give certainty as soon
as possible but we need to take the time to get it right.
• We will talk to teams about moving some parts of the change earlier, we will make those
timetables available on local intranets.
• We are advertising for Chief Clinical Officer and four National Professional Leaders: Medical,
Midwifery, Nursing and Allied Health
• On Hospital and Specialist Services Fionnagh Dougan, National Director will be speaking next
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week about the next stage of development
• We are not making changes to clinical teams or frontline delivery. What may need to change is
how we work together regionally and nationally
• We are launching Clinical Networks – a great opportunity to problem solve at a national level.
• Minister Verrall has announced Winter planning. This is the first opportunity we’ve had to do
this at a national level and put in resources for Winter.
INFORMATION
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Start with  news on Nurses pay settlement
•
The end of last year the Employment Relations Authority has approved an
application from Te Whatu Ora for mediation to settle nurses’ pay equity rates and
backpay.
•
Te Whatu Ora, NZNO and PSA agree the current litigation process is a long way from
resolution and there is opportunity to get a faster resolution on both matters using
mediation directed by the ERA.
•
The New Zealand Nurses Organisation (NZNO) and Public Service Association (PSA)
have agreed to this mediation.
•
The mediation process is confidential, we can’t provide further comment at this
time.
•
What I can say is along with NZNO and PSA we are committed to resolution, moving
past this and working together to address the workforce shortages and health and safety
issues that need col ective attention.
•
For our nursing kaimahi, thank you for your ongoing contribution, and deep
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commitment, to our health system and the health needs of our whānau and
communities.
•
I wil  continue to keep you updated as appropriate.
Budget
Last week, the Minister of Health Dr Ayesha Verrall announced the Wellbeing Budget 2023.
Highlights include;
•
More than $1 billion to increase health workforce pay rates and boost staff
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numbers
•
$20 million to increase COVID-19 immunisation and screening c for Māori and
Pacific peoples.
•
$864 million for Whaikaha – Ministry of Disabled People
•
$63 million to allow an additional 500 nurses to be employed
•
$99 million towards the coming winter.
•
$118 million to help reduce waiting lists by improving patient flow
•
$400 million capital plus $51 million for operating costs to create three multi-
institution research hubs
•
Scrapping the $5 co-payment for prescriptions from July this year.
Change Updates
•
You may have seen media reports about change decisions happening tomorrow –
that is not correct
•
You gave a great deal of thoughtful and considered feedback and we need to ensure
this is considered and factored into what happens next
•
Business units are working through timelines for re-consultation where your
feedback showed proposals needed to be re-thought and changes made
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•
Proposals where there was general agreement and support will progress to final
decisions
•
We are working with the business units and unions on reviewing all of the feedback
received to ensure that we have a shared understanding
•
We wil  share the overal  timelines with you as soon as these have been developed,
and approved by ELT
•
In most cases re-consultation wil  take a minimum of 10 days but it wil  depend on
the depth and scale of the re-consultation.

•
The HR teams within People and Communications are working hard to ensure all of
the people data is as accurate and up to date as possible
•
We are also ensuring consistency across role descriptions and change processes, so
people have the same experience regardless of which business unit they work for
•
We are developing an expression of interest process for people whose roles wil  be
disestablished
•
There were a lot of questions coming through around next steps, and process
matters. We are reviewing all of them and will develop a new set of FAQs which will be
published alongside re-consultation and decisions documents.
Infrastructure and Investment consultation launching
•
Infrastructure and Investment is launching its consultation tomorrow (1 June)
•
Proposed changes would bring together al  the elements responsible for the delivery
and management of infrastructure, facilities, and property, into a single Infrastructure
and Investment Group (I G).
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•
The proposal focuses on a regional and national matrix
•
It applies to T3 & T4 roles only with the intention on clarifying specialisations while
bringing together all our current I&I functions under one of the regional leads
•
It is also aimed at understanding who are our current I&I whanau out in the motu
and ensuring we are able to get our arms around them al
•
There wil  be future proposals as we move through the proposed structure
Clinical Networks
INFORMATION
(Riana and Margie)
•
Last time talked briefly about Clinical Networks
•
Now formally launched last week at To Toka Tumai Auckland
•
These national clinical networks are a key part of Te Pae Tata and the health
reforms.
•
They’re about supporting our clinicians to lead and drive change by
developing national standards and models of care.
•
Partnership with Te Aka Whai Ora.
•
They will support the delivery of consistent service quality and outcomes.
•
Increase access and improve equity so our communities can access the care
they need wherever they are in Aotearoa.
•
Next steps for clinical Networks are to invite expressions of interest for co-
leads of the networks. We’ll be starting with cardiac, stroke, renal and trauma.
•
If you have more questions about Clinical Networks join Jo Gibbs and Pete
Watson for the Breakout session on Clinical Networks.
Workforce updates
Tackling staff shortages
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•
Over the past 6 months we’ve been doing lots of work to tackle staff shortages,
including:
•
Investing in the GP pathway, such as increasing the number of GPs trained
each year to 300 by 2026.
•
Creating more educational pathways, such as establishing a post-graduate
diploma in cardiac sonography at the University of Auckland
•
Supporting our nursing professionals, such as doubling the number of nurse
practitioner training places from 50 to 80 in the 2023 academic year, and to 100
in 2024.

Changes to Immigration NZ’s Green List with new Tier 1 Health Roles
•  Additional Health Roles have been added to Tier 1 of Immigration New Zealand’s
Green List.
•  32 new health roles wil  be added to the straight to residence pathway (Tier 1) of the
list – including speech language therapist, dieticians and nurse practitioner among
others.
•  8 roles currently on the work to residence pathway (Tier 2) will be upgraded to Tier
1 – these include anaesthetic technicians, occupational therapists and sonographers.
•  This change allows us to attract new workers from offshore to help address some of
our immediate workforce pressures and retain onshore workers by giving them a
simplified direct pathway to permanently extending their stay in New Zealand.

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Student placement system project completes initial engagement
•  We recently heard from over 400 people involved in organising or delivering student
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clinical placements, through surveys, submissions and focus groups covering 16 health
professions.
•  The findings are being used to shape detailed design requirements for a nationwide
system, including a proposed digital tool to support more equitable, planned and joined-
up coordination of placements.

2023 Voluntary Bonding Scheme registrations making records
•  The scheme’s 2023 intake registration period closed 2nd April.
•  488 registrations were received.
INFORMATION
•  18.6 percent were Māori (91), the second highest number of Māori registrants
within any intake, just behind the record 2021 intake (94).
•  4.1 percent were Pacific peoples (69), the highest number and percentage within
any intake of the Scheme and a 25% increase on last year (55).
•  the highest number of mental health nurses within any intake of the Scheme (204)
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and a 9.6% increase on 2022.
•  17 Māori midwives (and 6 pacific midwives (8.5%).
•  30 rural and regional general
THE  practice trainees, 5 of whom are Māori (16.7%),

Scarce Skil s International Recruitment Campaigns
•  A refreshed international campaigns for 5 health workforces has recently been
launched – Radiation Therapists, Anaesthetic Technicians, Cardiac Sonographers, RMOs
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and Radiation Oncologists.
•  Recruitment events are happening around the motu

Mental Health and Addictions (MH&A) International Recruitment Pilot
•  The International Recruitment Centre is piloting a programme to match mental
health and addiction candidates to roles in both Te Whatu Ora and NGO service
RELEASED
providers.

Smoke Free Campaign (slide with images)
•  To coincide with World Smokefree Day, Te Aka Whai Ora and Te Whatu ora aunched
a new quit smoking campaign.
•  The campaign helps support the implementation of the Smokefree 2025 Action Plan
and Budget 2021; encouraging more quit attempts, with a focus on Māori and Pacific
smokers.

•
it has been informed by a collaborative talanoa co-design process – with Māori and
Pacific voices steering the mahi.
•
Breakfree to Smokefree is a kaupapa that makes smokers and their wider whānau
feel seen, heard and supported in the journey to quit.
•
Breakfree to Smokefree takes a provocative and disruptive approach to reach and
impact the remaining pockets of smokers who have not yet been influenced to quit. As
well as challenging the usual beliefs about smoking and quitting, this campaign will
introduce new themes such as the history of tobacco in Aotearoa and the overarching
reasons why people smoke – as well as introducing the promise of a smokefree
generation.
•
Content will roll out in stages that align to the legislative changes that are being
introduced in support of the Smokefree Aotearoa 2025 goal. The campaign has launched
with a radio advertisement, digital banner, and social media posts with TV
advertisements and On Demand video content will follow in late July.
•
More information - Smokefree.org.nz/breakfreetosmokefree
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Highlights from visits across the motu
•
Hawkes Bay visit: acknowledge the team, workforce innovation al ied health cadets
arrangement with MSD who wil then move on to
•
Opening of the new mental health facilities at Christchurch’s Hil morton Hospital
campus with the Minister of Health Dr Ayesha Verrall.
•
The work at Hillmorton is one of 16 projects under Te Whatu Ora’s Mental Health
Infrastructure Programme, which has been allocated $836.1 million in Government
funding.
INFORMATION
•
The two new buildings provide child, adolescent and family inpatient services and
services for people with eating disorders. As well as adult mental health inpatient
services.
•
Hillmorton also has a new energy centre, using sustainable technology.
•
Helping us to meet the Government’s carbon neutral targets and contributes to
improving air quality in Ōtautahi/ Christchurch.
•
Sustainability – advancing on climate changes this month –Minister announced the
EECA funding change from coal to steam.
•
This significant announcement means that, together with the $70m already
committed by Te Whatu Ora, a total of $130 million will be invested in key sustainability
projects in our nation’s hospitals and health facilities.
•
These projects will include the replacement of the 11 last remaining coal boilers
powering our hospitals with more sustainable energy sources, a considerable energy
transition programme that encompasses the conversion of natural gas boilers, the
implementation of LED lighting and the electrification of Te Whatu Ora’s vehicle fleet,
plus other energy efficiency and fossil fuel reduction initiatives.
•
Our expectation is that this mahi wil have been completed by June 2025, resulting
in a reduction in greenhouse emissions of more than 54,000 tonnes every year going
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forward.
Loafers Lodge acknowledgement
•
Our thoughts remain with the people and whanau who were affected by the tragic
fire that occurred at Loafers Lodge in Newtown– particularly the four Wellington
Regional Hospital staff who lived at the Lodge.
•
Thank you to the teams who provide support to col eagues, communities and
whanau

•
I want to acknowledge those of you who were working at the hospital when the fire
occurred, and who may have witnessed some distressing scenes as the incident
unfolded.
•
Thank you to those involved in the Coronial process
•
Although not the lead agency for this incident, it did have quite an impact on
services.
•
The Incident Management Team and their services worked hard to try to minimise
the effect on patients and ensure that services – particularly for those needing urgent
and emergency care – continued to be delivered.
Riana
Staff reassignments final embedding
Our journey to onboard staff into Te Aka Whai Ora has been a long one
1. Phase 1 of the transfer of the workforce from Te Whatu Ora to Te Aka Whai Ora was
completed in December 2022.
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2. This was to support the newly formed entities of Te Aka Whai Ora and Te Whatu Ora
as the organisations realigned our functions.
3. It was a ‘lift and shift’ operation to ensure the functions of Te Aka Whai Ora were
supported as the next phase planning was made
4. Phase 2 was more specific and aimed to embed staff into positions and teams where
their skills, experience and work history are best placed to have the most impact
5. To better effect this change we used the insights gathered from our kanohi-ki-
tekanohi kōrero about mapping options, interests and kaimahi aspiration
INFORMATION  s.
6. From the insights, feedback and kōrero Te Aka Whai Ora have released our
Consultation Decision Document
7. We are working to embed staff
8. Our final piece of this mahi will be four regional pōwhiri which is separate to the
pōwhiri we share with Te Whatu Ora
Training wananga that supports mātauranga Māori
9. Te Aka Whai Ora has contracted Te Kurahuna Ltd to provide specialist mātauranga
Māori training to the Māori health workforce.
10. Te Kurahuna specialises in training, and the ongoing professional and personal
development of the Mataora workforce.
They provide Mahi a Atua wānanga which reach across the community, recognising that
anyone has the potential to be an agent of change
11. Six-week blocks options for training are in-person wānanga and online
12. More on the wānanga and training options wil  be socialised in our respective pānui
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29 June 2023
Te Mauri o Rongo Health Charter
•
We’re engaging on the Health Charter.
•
The charter provides, principles, values and beliefs to support all health
professionals in the way we do our work.
•
Unions have been very active and supportive
•
Still time to have your say – you can find info on the Charter website – link in the Q
and A.
Holiday Act
•
We are working hard to remedy payments to staff to comply with the Holidays Act
•
Impacted staff at Te Toka Tumai Auckland will be the first group to receive
remediation payments on 28 July.
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•
This will be followed by other districts over the coming months, through into 2024.
•
There will be a national portal going live in August for former employees going back
to 1 May 2010. We’l  tell you more about this closer to the time.
•
Please continue to share updates with your teams – thanks for your support.
Change update
•
We know dates have changed while we have been consulting.
•
I know the changes are taking longer than first indicated. This has been to ensure:
INFORMATION
o we work with your union representatives and ensure they have enough time
to read information and advocate on your behalf
o we are checking thousands of names in the HR systems to ensure everyone’s
information is correct
o we must look at the impact of every decision on every staff member
o al  decisions need to be costed
o we are designing a process that ensures people whose roles are
disestablished are given proper support and help.
•
Please continue to communicate with your teams that we are working as fast as we
can. Ultimately, we want to get this correct and spend time considering your feedback and,
unfortunately, this is not a speedy process.
He Ara Tapatahi (SHEF)
•
He Ara Tapatahi is the new name for our Strategic Health Engagement forum with
unions
•
The name He Ara Tapatahi has been gifted by Te Aka Whai Ora and translates to
‘The Interwoven Paths’.  we are all travelling on various roads that eventually join, to bring
us together for a common purpose.
•
Some of the things agreed at last meeting:
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•
Establish the Strategic Health and Safety Tripartite Framework – made up of Te
Whatu Ora reps, and all Unions. It is an oversight group, that will aim to add value to the
H&S system for our employed health workers
•
Establish a group to engage with funded sector employers.   Attendees will include
Te Whatu Ora, Te Aka Whai Ora, and CTU Union reps.
•
Establish the Workforce Plan Sub-group– to monitor progress on the Workforce
plan.
Equity

•
A lot of media attention
•
Concern about inequities in health outcomes
•
Under our Pae Ora legislation, we are required to actively pursue health equity,
•
Key health statistics show that some groups of people are not doing as well as
others, particularly Māori, Pacific, people with disabilities and those from high
deprivation and rural areas. Large differences exist in health outcomes, including life
expectancy.
•
As long as this is the case we should be doing what we can to remove these
differences in health.
•
Achieving health equity is a long-term challenge and one that inspires me in my role
and I know many of you.
•
I know there are a very diverse range of activities and initiatives across Te Whatu
Ora to push us in the right direction; my thanks to everyone involved for your support of
this important work.
•
Share MOH definition of equity (slide)
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•
One of our Q and A breakouts today is on equity.
INFORMATION
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All Staff Hui Summary
3 August 2023
Shout outs
Main Session
Margie Apa, CEO Riana Manuel, CEO
The Tairāwhiti team treated the
Te Whatu Ora
Te Aka Wha Ora
community to some nourishing soup
along with a good kōrero on staying
Sustainability: (7.07m) We're taking a national approach to
well this winter.
make faster progress and report how we are doing against
targets set in the Carbon Neutral Government Programme.
Huge thanks to the response team
of the Auckland shooting.
Nurses Pay Equity: (8.45m) More than 30,000 of our nurses will
receive a pay increase and one-off payment after accepting the
Kai pai to Dr Rob Burrell, Tim
pay equity settlement. We appreciate the commitment of our
Emerson & Victoria Blake for being
nurses and this is a great step in recognising that.
recognised at University of Otago
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Climate Conference.
Change update: (12.18m) We've had three decision documents
released and we have started the People and Communications
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The Holiday Act Team and payroll
consultation. For more information on timelines please check your
team at Te Toka Tumai are the first
local intranet. The next decision documents to be released will be:
to remediate Holiday Act payments!
Procurement & Supply Chain - 8 Aug
Service Improvement Innovation Part 2 - 10 Aug
Reminders
Hospital & Specialist Services - 11 Aug
National Public Health Services and Pacific - 14 Aug
All change document timelines are
Data & Digital, Office of CEO and Infrastructure &
available on your local intranet.
Investment - end of August
INFORMATION
There's support set up for permanent
Te Whiri Kaha / Māori Clinical Forum: (18.32m) Te Aka Whai
disestablished roles through the
Ora is establishing Te Whiri Kaha to connect Māori clinicians from
Career Transition Centre.
across the health system to provide advice on the complex
challenges in healthcare sector.
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Q&A key themes (27.41m)
Health Workforce Plan: (22.17m) For Te Aka Whai Ora this is
an important step towards mobilising growth within our Māori
Financial savings
workforce and ensuring Māori have a clear pathway into health
THE
Encouraging young people into
mahi. This is about building on the outstanding hauora Māori
the workforce
services already available within hāpori and communities.
New localities
Iwi Māori partnership boards (IMPBs) update: (24.25m) After a
Developing equitable healthUNDER lot of work we've now established 15 IMPBs, the last four were
solutions
confirmed in June. As a key outcome of the Pae Ora health
Watch via video link on intranet
reform they represent the local needs and aspirations of Māori
living in their takiwā. Our first national hui was held and provided
an opportunity for everyone to connect and acknowledge a key
milestone.
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Breakout session: Workforce plan
Breakout session: Cyber security
The workforce plan was released last month and
With cyber security, we all have a part to play. You
aims to show us our current gaps and help us with
are our best defense. Alongside developing a
our annual and long-term planning. The goal is to
national training program, we’re also improving our
create a well-staffed and sustainable health
cyber security capability as a national function.
workforce.
A short video's been released to help you identify
The workforce plan for this year is now being
scams and promote the idea of stop, think, act.
implemented.
The video was release in the Panui on 10 August.
Video links to watch the full hui and breakout sessions are on your local intranet

All-staff hui summary
1 September 2023
Shoutouts
Main Session
Dame Dr Karen Poutasi  Margie Apa
Leigh Donoghue
Ka pai to everyone involved in the
Chairperson
Chief Executive
Chief Data & Digital
engagement and shaping of  the Te
Dame Dr Karen Poutasi: I want to thank you all for the work you
Mauri o Rongo - Health Charter.
do. My background is in public health and I’ve worked across the
motu in my career. From this I know the path we’re on will provide
Thank you to everyone involved in the
the benefits that we all need to deliver great health care. That is,
ASMS strike contingency planning.
underpinned by Te Tiriti with a drive for equity. I understand things
aren’t easy right now, we still have a long way to go, yet every day
Te Mauri o Rongo
you  do  your  best  to  deliver  really  good  services  for  all  New
Health Charter 4 Pou
Zealanders – thank you! It’s been great to hear the progress being
Wairuatanga: Working with heart.
made on winter pressures, waitlists, and our workforce plan. I look
1982
forward to us all continuing to build on the strengths of our past to
Rangatiratanga: As organisations
create new opportunities for us to do better in the future.
we support our people to lead.
Te Mauri o Rongo | Health Charter (Margie):
ACT  Te Mauri o Rongo
is part of the Pae Ora (Healthy Futures) Act, it has been endorsed
Whanaungatanga: We are a team,
by  the  Minister  and  applies  to  all  publicly  funded  health  entities.
and together a team of teams.
It’s purpose is to set out the values, principles and behaviours that
we can all aspire towards to improve the experience of healthcare
Te Korowai Āhuru: A cloak which
workers  and,  ultimately,  people  who  use  our  services.  Local
Te Mauri o Rongo 4 Pou
seeks to provide safety and comfort
teams  already  have  values  in  place,  and  I  encourage  you  to  talk
to the workforce.
within your teams about how we can align these values and bring
them  to  life.  The  pou  (value)  from  Te  Mauri  o  Rongo  that  really
View full Te Mauri o Rongo here
INFORMATION
stands out for me is - Te Korowai Āhuru, a cloak which seeks to
provide safety and comfort to the workforce.
Reminders
Te  Pae  Tata  2.0  (Margie):    If  you’re  interested  in  our  strategic
direction, I’d encourage you to read the six health strategies (NZ
As the election gets closer, we must
Health, Hauora Māori, Pacific Health, Disabled People, Women’s
remember to maintain political
Health,  Rural  Health)
OFFICIAL  released by the Ministry. These are now
neutrality. We’ll need to know of any
being incorporated into our new health plan Te Pae Tata 2.0. This
staff standing for Parliament, so we
plan sets out our direction and will take effect from July next year.
can discuss a management plan - get
THE
in touch with Peter Alsop’s team.
Board  update  (Margie):  Winter  pressure,  we’ve  had  a  great
response  to  some  initiatives.  Telehealth  paramedic  has  saved
You're invited to the Board Open
1,200  people  from  going  to  ED.  The  pharmacy  minor  ailments
Session at the end of each month.
scheme has seen over 60,000 kiwis. And GP telehealth services,
UNDER
Date, time and a link is shared in the
supporting  rural  people,  has  really  taken  off.  Waitlists,  we’re  on
Tū Mata Kōkiri Pānui.
track to have no patients waiting more than a year by December
(excluded  orthopaedics).  Workforce,  we’re  starting  to  see
progress and will keep the pressure on as this is a key priority.
Q&A key themes
Data  and  Digital  (Leigh):  We  have  some  positive  things
Individual performance agreements
happening in the digital and data space that will improve how we
National performance metrics
RELEASED
connect and collaborate. Soon you will have access to our national
Microsoft teams
intranet  Te  Haerenga  (this  doesn’t  replace  your  local  intranets),
Clinical networks
staff  directory,  and  expanded  Microsoft  Teams.  This  mahi  will
Mental health
create a simpler and more seamless experience for everyone.
Breakout session: Sustainability
Breakout session: Localities
Our sustainability work programme aims to support
Localities is place-based planning for health and
the health system from the impacts of climate
wellbeing services that connects service providers,
change. Due to technical issues we don’t have the
iwi and other stakeholders to collectively improve
recording of this session.
people’s healthcare experience. For more details
watch the full session via the link below.
Watch hui and breakout session via links below
Main session
Localities

Document Outline