Dear Health New Zealand,

I am submitting an Official Information request for information regarding the Resident Medical Officer (RMO) offices and the Northern Regional Alliance (NRA) in the greater Auckland region.

A. RMO Office/NRA Staffing, Structure, and Budget
1. Staffing Breakdown:
- The total number of staff employed in RMO offices/NRA across the greater Auckland region.
- A breakdown of staff roles, including position titles, job descriptions, and whether these roles are full-time, part-time, or contracted.
- The minimum and preferred qualifications required for each role, including any mandatory training or experience.

2. Budget and Funding:
- The total annual budget allocated to the RMO office/NRA, including a detailed breakdown of expenditure by category (e.g., salaries, operational costs, administration, recruitment, and external contracts).
- Any funding received from external sources, including Te Whatu Ora, DHBs, or private entities.
- A breakdown of how funds are allocated across different hospitals within the Auckland region.

3. Staff Training and Employment Conditions:
- Are RMO office/NRA staff required to undergo training on NZRDA SECA and STONZ SECA agreements?
- If so, what training is provided, how often, and who delivers it?
- Are RMO office staff members part of any collective employment agreements, or are they employed under individual contracts?
- How much annual leave is typically taken by RMO office staff per year?
- What financial compensation, allowances, or other benefits are provided to RMO office staff for:
- - Overtime work
- - Additional responsibilities
- - Managing urgent or unplanned workforce shortages

B. Relationship Between RMO Office/NRA and Locum Bureau
4. Division of Responsibilities:
- Where does the responsibility of the locum bureau begin, and where does the responsibility of the RMO office/NRA end?
- Are there any formal agreements, policies, or memoranda of understanding that outline the division of responsibilities?
- What specific functions are performed by each (e.g., shift allocation, vacancy tracking, financial approvals, payroll processing)?

5. Shift Allocation and Commission:
- Does the locum bureau receive any commission, bonuses, or other financial incentives for filling vacant shifts?
- If so, how is this structured (e.g., per shift, percentage-based, performance-based)?
- What criteria are used to determine whether a shift is advertised through the locum bureau or managed internally by the RMO office/NRA?

6. Transparency and Fair Access to Shifts:
- What steps are taken to ensure fair access to locum shifts for RMOs?
- Are there any priority systems or ranking mechanisms for allocating shifts?
- Are there audit processes in place to ensure locum shifts are allocated fairly and equitably?
- How does the RMO office/NRA track unfilled shifts, and what actions are taken when a shift remains vacant?

C. Senior Management Intelligence & Decision-Making
7. Data Collection and Reporting:
- What data and reports does the RMO office/NRA collect on RMO staffing, rostering, vacancies, and workforce conditions?
- How frequently is this data reported to senior management, and in what format?
- What key performance indicators (KPIs) are used to assess RMO staffing and shift coverage?
- Are historical trends and patterns in RMO workforce shortages analysed and used for workforce planning?

8. Accuracy of Workforce Intelligence:
- What mechanisms are in place to ensure that the intelligence provided to senior management accurately reflects conditions on the ground?
- Are there regular audits or cross-checks between RMO workforce reports and actual shift coverage data?
- How does the RMO office/NRA collect feedback from RMOs on the accuracy of workforce reports?

C. Complaints and Dispute Resolution
9. Handling of Complaints:
- What is the process for handling complaints related to:
- - RMO staffing and workforce shortages
- - Shift allocations and rostering disputes
- - RMO office/NRA decision-making processes
- How many formal complaints have been received in the last three years regarding:
- - Shift allocations
- - Locum shift availability
- - RMO workforce conditions

10. Resolution Process:
- What is the average timeframe for resolving complaints related to workforce planning and shift allocation?
- What escalation pathways exist for RMOs if they are dissatisfied with the handling of a complaint?
- What steps are taken to address systemic issues identified through complaints?

E. Leave, Compensation, and Workforce Trends
11. Leave and Absences:
- How much annual leave, sick leave, and unpaid leave has been taken by RMO office/NRA staff in the past three years?
- Has there been an increase or decrease in annual leave uptake over this period?

12. Workforce Stability and Staff Turnover:
- What has been the turnover rate for RMO office/NRA staff in the past three years?
- Are exit interviews conducted for departing staff, and if so, what are the common reasons cited for leaving?

13. Impact of Staffing Shortages:
- How does the RMO office/NRA handle situations where key administrative roles are vacant?
- Have there been instances where staff shortages within the RMO office/NRA have impacted shift allocations or rostering decisions?

I would appreciate receiving this information in an accessible and structured format. If any part of this request requires clarification or is likely to be refused under the OIA, please let me know as soon as possible so I can refine my request accordingly.

I look forward to your response.

Yours faithfully,

Ronald Frey