Rainwater OIA response 24July2026.pdf

Kia ora requester,
I refer to your requests of 18 April, 24 April, 26 April, 2 May, 5 May, 11 May and 27 June. This letter is further to my email of 8 June 2026 consulting with
you about these requests. That email:
•  Advised you that you had requested a very large amount of information from the University and that it could not be provided without the
expenditure of excessive staff time.
•  Asked you to consider narrowing your requests and advise the University whether you were willing to do so.
•  Asked you to advise whether your requests had a priority order between them or within individual requests.
•  Asked you to reply by 10 June 2026.
You did not respond to my email of 8 June 2026 by 10 June 2026 as requested, and we have not received a response as at today’s date. Due to your
failure to engage in consultation with the University about your requests, we anticipate needing to refuse to provide some of the information
requested across your open requests on the basis that it cannot be provided without substantial col ation and research. This letter communicates
the University’s decision on eleven of your requests and indicates which requests are stil  being processed by our staff. The table below sets out
each of your requests and their current status.
Official Information Act requests from “CL Rainwater”
Number  UoA reference
Topic
Request Date  Response Status
1
2026-OIA-0045-Rainwater  Staff promotion/appointment information, 2022- 27/03/2026
UoA decision made and communicated on
2026
21/04/2026
2
2026-OIA-0066-Rainwater  VSPs for senior management
18/04/2026
UoA still processing request
3
2026-OIA-0067-Rainwater  Performance-based salary review
18/04/2026
UoA still processing request
4
2026-OIA-0068-Rainwater  Expenditure on external consultants, 2022-2026  18/04/2026
UoA still processing request
5
2026-OIA-0069-Rainwater  Procurement contracts, 2021-2025
18/04/2026
UoA still processing request
6
2026-OIA-0076-Rainwater  Sexual harassment, student against student,
24/04/2026
UoA decision made and communicated in this
2021-2025
letter, on 24 July 2026
7
2026-OIA-0077-Rainwater  Sexual harassment, staff against student
24/04/2026
UoA decision made and communicated in this
letter, on 24 July 2026
8
2026-OIA-0078-Rainwater  Sexual harassment (informal), student against
24/04/2026
UoA decision made and communicated in this
student, 2021-2025

letter, on 24 July 2026
1

  9
2026-OIA-0079-Rainwater  Sexual harassment (informal) staff against
24/04/2026
UoA decision made and communicated in this
student, 2021-2025

letter, on 24 July 2026
10
2026-OIA-0080-Rainwater  Sexual harassment, student against staff, 2021-
24/04/2026
UoA decision made and communicated in this
2025
letter, on 24 July 2026
11
2026-OIA-0081-Rainwater  Sexual harassment, staff against staff, 2021-
24/04/2026
UoA still processing request
2025
12
2026-OIA-0082-Rainwater  2025 Staff Engagement Survey, responses to
26/04/2026
UoA still processing request
free-text harassment questions

13
2026-OIA-0083-Rainwater  Sexual harassment (informal), staff against staff,  26/04/2026
UoA still processing request
2021-2025

14
2026-OIA-0084-Rainwater  Sexual harassment (informal), student against
26/04/2026
UoA decision made and communicated in this
staff, 2021-2025

letter, on 24 July 2026
15
2026-OIA-0095-Rainwater  Report for 2024 Gender Pay Gap
2/05/2026
UoA still processing request
16
2026-OIA-0096-Rainwater  Bul ying and harassment policy questions:
2/05/2026
UoA decision made and communicated in this
Notiﬁcation of Police

letter, on 24 July 2026
17
2026-OIA-0097-Rainwater  Bul ying and harassment policy questions:
2/05/2026
UoA decision made and communicated in this
Decisions on scope of investigation

letter, on 24 July 2026
18
2026-OIA-0098-Rainwater  Various bullying and harassment policy
2/05/2026
UoA decision made and communicated in this
questions
letter, on 24 July 2026
19
2026-OIA-0099-Rainwater  Various bullying and harassment policy
2/05/2026
UoA decision made and communicated in this
questions
letter, on 24 July 2026
20
2026-OIA-0102-Rainwater  Staff discipline process: standard of proof
5/05/2026
UoA decision made and communicated in this
letter, on 24 July 2026
21
2026-OIA-0110-Rainwater  Staff salary information
11/05/2026
UoA still processing request
22
2026-OIA-0111-Rainwater  "Strategic Advisers"
11/05/2026
UoA still processing request
23
2026-OIA-0112-Rainwater  External legal expenditure
11/05/2026
UoA still processing request
24
2026-OIA-0148-Rainwater  Names of staff appointed to professor-level
27/06/2026
UoA still processing request
positions, 2022-2026

Request topic: harmful sexual behaviour – alleged student perpetrator
2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater
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2026-OIA-0076-Rainwater Q1: “During [2021-2025], how many formal complaints of sexual harassment did the University receive from students that
was allegedly committed by another student?”
2026-OIA-0080-Rainwater Q1: “During [2021-2025], how many formal complaints of sexual harassment did the University receive from students that
was allegedly committed by another student?”
2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q2: “In how many of the cases of those formal complaints did the University conduct an
internal investigation of the complaint?”
2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q3: “In how many of the cases of those formal complaints did the University contract an
external investigation of the complaint?”
2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q4: “In how many of the cases of those formal complaints did the University bring disciplinary
charges against the alleged perpetrator(s)?”
2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q5a, c, d: “What was the outcome of those disciplinary proceedings:  [a] In how many was the
complaint found to be unsubstantiated? … [c] In how many was the complaint found to be substantiated? [d] What was the discipline imposed?”
The Student Conduct Office (formerly the Proctor’s Office) is the primary reference point in the University for al  matters relating to student non-
academic misconduct, including complaints against students or disputes between students. The Student Conduct Office assesses disputes
between students or complaints about student conduct and can recommend or determine the appropriate next steps, which may include a formal
reprimand, behavioural directives, or an escalation of serious misconduct allegations to the Discipline Committee.
Tables setting out statistics about the formal reports/complaints made to the Student Conduct Office relating to harmful sexual behaviour, by year,
for 2022-2025, are published in the Pastoral Code of Care reporting on our website at https://www.auckland.ac.nz/en/about-us/about-the-
university/statements-codes/pastoral-care-code-of-practice/pastoral-care-code-of-practice-self-reviews.html. We do not hold these statistics for
2021. We do not hold statistics which break these reports/complaints down by the status of the complainant as either a student or a staff member.
The term Harmful Sexual Behaviour encapsulates the ful  spectrum of behaviours and issues relating to sexual misconduct, including such
behaviours as sexual harassment, coercion, sexual harm, sexual assault, sexual violence, and retaliation. Harmful sexual behaviours are
unwelcome or offensive sexual behaviours that are signiﬁcant enough to have a harmful effect on an individual’s wel being. Harmful sexual
behaviours can occur in the physical or digital environment.
Al  the University’s investigations of formal reports/complaints about harmful sexual behaviour are “internal investigations” conducted by the
University. We do not hold statistics for the number of investigations conducted by the University for which contractors were engaged in some
capacity.
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We do not hold annual statistics for penalties imposed on students by the Discipline Committee for misconduct that constitutes harmful sexual
behaviour, by the year of the complaint. The Discipline Committee’s summary recording lists its decisions on al egations of sexual harassment by
the date of the decision, not the year the complaint was made, and so creating statistics for Discipline Committee outcomes on the same basis as
those provided by the Student Conduct Office in the Pastoral Code of Care reporting would require staff to manually review individual cases. Further,
due to the low number of sexual harassment cases heard by the Discipline Committee, we would need to withhold individual case outcomes to
protect the privacy of the affected students.
2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q5b: “Was any discipline imposed on the complainant?”
In the University’s student discipline process, the person who makes a complaint about the conduct of a student is the complainant, and the subject
of that complaint is the respondent. Penalties can only be imposed on a respondent to a disciplinary process. If the complainant is a student or staff
member, it is of course possible for them to have been the respondent in another discipline process in the past, or to become the respondent to
another discipline process in the future. We do not hold statistics on how many complainants have previously been, or later become, respondents to
University discipline processes. See our Addressing Bul ying, Harassment and Discrimination Policy and Procedures at
https://www.auckland.ac.nz/en/about-us/about-the-university/policy-hub/people-culture/employer-employee-responsibilities/addressing-bul ying-
harassment-discrimination-policy.html for rules prohibiting victimisation of complainants.
2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q6: “In how many of those cases did the University or any member of staff create an internal
record of a notiﬁable injury, il ness, incident, or event?”
2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q7: “In how many of those cases did the University or any member of staff notify WorkSafe of a
notiﬁable injury, illness, incident, or event?”
Notiﬁable events are notiﬁed to WorkSafe under the Health and Safety at Work Act 2015. For the 2021-2025 period, the University did not have any
notiﬁable events under the Health and Safety at Work Act 2015 which were the subject of harmful sexual behaviour complaints/reports against
students.

2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q8: “In how many of those cases did the University or any member of staff contact Police?”
We do not hold the requested statistics.
2026-OIA-0078-Rainwater, 2026-OIA-0084-Rainwater
2026-OIA-0078-Rainwater Q1: “During [2021-2025], how many informal complaints, disclosures, reports, al egations, or notiﬁcations of sexual
harassment did the University receive about the sexual harassment of students by another student, regardless of who made the informal complaint,
disclosure, report, or allegation?”
4

2026-OIA-0084-Rainwater Q1: During [2021-2025],, how many informal complaints, disclosures, reports, al egations, or notiﬁcations of sexual
harassment did the University receive about the sexual harassment of a staff member by a student, regardless of who made the informal complaint,
disclosure, report, or allegation?
2026-OIA-0078-Rainwater, 2026-OIA-0084-Rainwater Q2: “In how many of the cases of those informal disclosures did the University conduct an
internal investigation of the allegation?”
2026-OIA-0078-Rainwater, 2026-OIA-0084-Rainwater Q4: “In how many of the cases of those informal disclosures did the University bring
disciplinary charges against the alleged perpetrator(s)?”
2026-OIA-0078-Rainwater, 2026-OIA-0084-Rainwater Q5a,c-d: “What was the outcome of those disciplinary proceedings: [a] In how many was the
alleged harassment found to be unsubstantiated?... [c]In how many was the alleged harassment found to be substantiated? [d] What was the
discipline imposed?”
2026-OIA-0078-Rainwater, 2026-OIA-0084-Rainwater Q6: “In how many of those cases did the University or any member of staff create an internal
record of a notiﬁable injury, il ness, incident, or event?”
2026-OIA-0078-Rainwater, 2026-OIA-0084-Rainwater Q7: “In how many of those cases did the University or any member of staff notify WorkSafe of a
notiﬁable injury, il ness, incident, or event?”
2026-OIA-0078-Rainwater, 2026-OIA-0084-Rainwater Q8: “In how many of those cases did the University or any member of staff contact Police?”
We do not hold the requested statistics on informal disclosures, including which informal disclosures were fol owed by a formal report/complaint
and so are included in the statistics about investigations of harmful sexual behaviour complaints made about students provided in the Pastoral
Code of Care reporting on our website at https://www.auckland.ac.nz/en/about-us/about-the-university/statements-codes/pastoral-care-code-of-
practice/pastoral-care-code-of-practice-self-reviews.html.

2026-OIA-0078-Rainwater, 2026-OIA-0084-Rainwater Q3: “In how many of the cases of those informal disclosures did the University contract an
external investigation of the allegation?”
See our response to 2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q3 above.
2026-OIA-0078-Rainwater, 2026-OIA-0084-Rainwater Q5b: “Was any discipline imposed on the person who made the disclosure?”
Our response for 2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q5b above states that it is possible for the person who makes a complaint
about student conduct (the complainant), if they are a student or staff member, to have been the respondent in another discipline process in the
past, or to become the respondent to another discipline process in the future, and that we do not have statistics on how many complainants have
previously been, or later become, respondents to University discipline processes. This statement also applies to persons who make informal
disclosures about harmful sexual behaviour by students. See our Addressing Bul ying, Harassment and Discrimination Policy and Procedures at
5

https://www.auckland.ac.nz/en/about-us/about-the-university/policy-hub/people-culture/employer-employee-responsibilities/addressing-bul ying-
harassment-discrimination-policy.html for rules prohibiting victimisation of complainants.
Request topic: Harmful sexual behaviour – alleged staff perpetrator
2026-OIA-0077-Rainwater
2026-OIA-0077-Rainwater Q1: “During [2021-2025], how many formal complaints of sexual harassment did the University receive from students that
was allegedly committed by a member of staff?”
2026-OIA-0077-Rainwater Q2: “In how many of the cases of those formal complaints did the University conduct an internal investigation of the
complaint?”
2026-OIA-0077-Rainwater Q4: “In how many of the cases of those formal complaints did the University bring disciplinary charges against the alleged
perpetrator(s)?”
2026-OIA-0077-Rainwater Q5a, c, d: “What was the outcome of those disciplinary proceedings: [a] In how many was the complaint found to be
unsubstantiated? … [c] In how many was the complaint found to be substantiated? [d] What was the discipline imposed?”
2026-OIA-0077-Rainwater Q8: “In how many of those cases did the University or any member of staff contact Police?”
The Human Resources Advisory team is the primary reference point in the University for all matters relating to staff misconduct and/or serious
misconduct. The Human Resources Advisory team supports managers and academic heads to assess disputes between staff, students and staff, or
complaints about staff conduct, and ensures that the appropriate next steps and process are fol owed.
Tables setting out statistics about the complaints made by students relating to harmful sexual behaviour by staff, by year, for 2022-2025, are
published in the Pastoral Code of Care reporting on our website at https://www.auckland.ac.nz/en/about-us/about-the-university/statements-
codes/pastoral-care-code-of-practice/pastoral-care-code-of-practice-self-reviews.html. We do not hold these statistics for 2021.
2026-OIA-0077-Rainwater Q3: “In how many of the cases of those formal complaints did the University contract an external investigation of the
complaint?”
Al the University’s investigations of complaints about harmful sexual behaviour are “internal investigations” conducted by the University. We do not
hold statistics for the number of investigations conducted by the University for which contractors were engaged in some capacity.
2026-OIA-0077-Rainwater Q5b: “Was any discipline imposed on the complainant?”
See our response to 2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q5b above - the same applies to student complainants who complain
about harmful sexual behaviour by staff.
6

2026-OIA-0077-Rainwater Q6: “In how many of those cases did the University or any member of staff create an internal record of a notiﬁable injury,
illness, incident, or event?”
2026-OIA-0077-Rainwater Q7: “In how many of those cases did the University or any member of staff notify WorkSafe of a notiﬁable injury, il ness,
incident, or event?”
Notiﬁable events are notiﬁed to WorkSafe under the Health and Safety at Work Act 2015. For the 2021-2025 period, the University did not have any
notiﬁable events under the Health and Safety at Work Act 2015 which were the subject of harmful sexual behaviour complaints/reports against
students.
2026-OIA-0079-Rainwater
2026-OIA-0079-Rainwater Q1: “During [2021-2025] how many informal complaints, disclosures, reports, allegations, or notiﬁcations of sexual
harassment did the University receive about the sexual harassment of students by a member of staff, regardless of who made the informal
complaint, disclosure, report, or allegation?”
2026-OIA-0079-Rainwater Q2: “In how many of the cases of those informal disclosures did the University conduct an internal investigation of the
allegation?”
2026-OIA-0079-Rainwater Q4: “In how many of the cases of those informal disclosures did the University bring disciplinary charges against the
al eged perpetrator(s)?”
2026-OIA-0079-Rainwater Q5a, c-d: “What was the outcome of those disciplinary proceedings: [a] In how many was the alleged harassment found
to be unsubstantiated?... [c] In how many was the al eged harassment found to be substantiated? [d] What was the discipline imposed?”
2026-OIA-0079-Rainwater Q8: “In how many of those cases did the University or any member of staff contact Police?”
We do not hold the requested statistics on informal disclosures, including which informal disclosures were followed by a complaint and so are
included in the statistics about investigations of harmful sexual behaviour complaints made about staff provided above in Table 2.
2026-OIA-0078-Rainwater, 2026-OIA-0084-Rainwater Q3: “In how many of the cases of those informal disclosures did the University contract an
external investigation of the allegation?”
See our response to 2026-OIA-0076-Rainwater, 2026-OIA-0080-Rainwater Q3 above.
2026-OIA-0079-Rainwater Q5b: “Was any discipline imposed on the person who made the disclosure?”
See our response to 2026-OIA-0078-Rainwater, 2026-OIA-0084-Rainwater Q5b above - the same applies to persons who make informal disclosures
about harmful sexual behaviour by staff.
2026-OIA-0077-Rainwater Q6: “In how many of those cases did the University or any member of staff create an internal record of a notiﬁable injury,
illness, incident, or event?”
7

2026-OIA-0077-Rainwater Q7: “In how many of those cases did the University or any member of staff notify WorkSafe of a notiﬁable injury, il ness,
incident, or event?”
Notiﬁable events are notiﬁed to WorkSafe under the Health and Safety at Work Act 2015. For the 2021-2025 period, the University did not have any
notiﬁable events under the Health and Safety at Work Act 2015 which were the subject of harmful sexual behaviour complaints/reports against
students.
2026-OIA-0081-Rainwater; 2026-OIA-0083-Rainwater
University staff are stil  processing these requests.
Request topic: Bullying and Harassment Policy; Staff Discipline Process
2026-OIA-0096-Rainwater
“The University’s Addressing Bul ying, Harassment and Discrimination Procedures and Guidelines contain no reference to the Police, even though
many of the examples of sexual harassment contained in the Guidelines would also be criminal offences – eg, harmful online communications, rape,
assault, stalking, or criminal privacy violations.
Does the University have a policy, procedures, or guidelines governing when, whether, or how staff are permitted or required to notify Police of
allegations of bul ying or harassment that, if true, are also crimes?
If so, can you please provide a link to that policy/procedures/guidelines.
If not, how do University managers and/or HR staff determine whether to involve Police in al egations or investigations of things like sexual
misconduct?”
See the University’s website on harmful sexual behaviour at https://www.auckland.ac.nz/en/students/student-support/personal-support/be-
wel /harmful-sexual-behaviours/how-to-report-an-incident.html. In particular, the fol owing section is relevant:
“Reporting options:
University of Auckland students have a number of options if they choose to disclose or report harmful sexual behaviour. You can decide which of the
reporting options you wish to fol ow, if any.
1.  Make a disclosure – tel  the university about the incident to keep a record of but not take any formal action.
8

2.  Make a complaint – make a complaint about harmful sexual behaviour.
3.  Make a report on behalf of someone – if you receive a disclosure of sexual harm, you can report on behalf of someone provided you have
their consent.
4.  Make a police report – reporting to the University and reporting to the Police are two separate processes. If you need help, the University can
assist you in making a report to the Police.”
University staff and students may, of course, make a report to Police if they have been the victim of a crime, and the University can assist them with
that process. The University does not have a speciﬁc policy/procedure/process document within the scope of your request.
2026-OIA-0097-Rainwater
“Once the University becomes aware of al eged bul ying or harassment by a member of staff, who decides what the scope of any investigation is? On
what basis is that decision made?”
Decisions about staff misconduct and serious misconduct investigations are made in accordance with the University’s policies, procedures, the
applicable employment agreement, and New Zealand law. See the documents set out on our website at https://www.auckland.ac.nz/en/about-
us/about-the-university/policy-hub/people-culture/employer-employee-responsibilities.html. Speciﬁcally:
1.  Our Academic Staff Disciplinary Procedures are published at: https://www.auckland.ac.nz/en/about-us/about-the-university/policy-
hub/people-culture/employer-employee-responsibilities/academic-staff-disciplinary-procedures.html
2.  Our Professional Staff Disciplinary Procedures are published at: https://www.auckland.ac.nz/en/about-us/about-the-university/policy-
hub/people-culture/employer-employee-responsibilities/professional-staff-disciplinary-procedures.html
3.  Our Addressing Bul ying, Harassment and Discrimination Policy and Procedures are published at: https://www.auckland.ac.nz/en/about-
us/about-the-university/policy-hub/people-culture/employer-employee-responsibilities/addressing-bul ying-harassment-discrimination-
policy.html
4.  Our Addressing Bul ying, Harassment and Discrimination Guidelines are published at: https://www.auckland.ac.nz/en/about-us/about-the-
university/policy-hub/people-culture/employer-employee-responsibilities/addressing-bullying-harassment-discrimination-guidelines.html
5.  Our individual and col ective employment agreements are published at https://uoacol ectiveagreements.blogs.auckland.ac.nz/
Other University policies and procedures may be relevant to speciﬁc misconduct matters; see our Policy Hub
at https://www.auckland.ac.nz/en/about-us/about-the-university/policy-hub.html for these.
9

2026-OIA-0098-Rainwater
“The wording of the University’s Addressing Bullying, Harassment and Discrimination Guidelines seems to suggest that a victim of bullying and
harassment can only request a formal investigation after ﬁrst attempting an informal resolution. These informal processes seem inappropriate for
things like sexual assault or stalking (eg, direct discussion or mediation with the perpetrator).”
This part of your email is your comment and not a request for official information, but you should note the fol owing:
The University’s Addressing Bul ying, Harassment and Discrimination Policy and Procedures on self resolution and informal resolution state:
“Self resolution and informal resolution
12. An individual may consider approaching the person or people involved to resolve the concern, by means of direct discussion or by a
written communication.
13. If a complaint cannot be resolved by direct discussion, or an individual does not feel comfortable addressing the issue face to face or in
writing, they may discuss the matter with an appropriate person, as listed in the guidelines, and seek guidance about other options, including
making a formal complaint.”
The section of the University’s Addressing Bul ying, Harassment and Discrimination Guidelines on self resolution, informal resolution and formal
complaints begins with the following statement:
“Depending on the severity of the situation and the wishes of the complainant, different approaches are available. Please see either the Staff
Complaint Process Flowchart or Student Complaint Process Flowchart. You can consider any of the fol owing:… [Self-resolution, informal
resolution, formal complaint]”
2026-OIA-0098-Rainwater Q1 “Can an alleged victim of bul ying or harassment bypass or opt out of these informal processes and request an
immediate investigation?”
This question is answered by above and by section 14 of the University’s Addressing Bul ying, Harassment and Discrimination Policy and Procedures,
which states:
“Formal complaint
14. A complaint can may be laid at any time. However, we encourage any individual that is going to make a formal complaint to do so as soon
as they are able.”
10

2026-OIA-0098-Rainwater Q2 “If so, is an investigation automatic when requested by the al eged victim? Or does the University have the discretion to
deny the request?”
2026-OIA-0098-Rainwater Q3 “If an investigation is discretionary, who decides whether one will be conducted and on what basis?”
Not al complaints result in investigations. Decisions about whether student conduct complaints are investigated are made by the Student Conduct
Office. See, for example, the note to Table 6 of the 2025 Pastoral Care Code of Practice Attestation in respect of three sexual harm complaints made
against students in 2025 that could not proceed: “anonymous complaints where the complainant does not authorise their complaint being shared
with the respondent; not progressing for other reasons such as insufficient evidence to support the complaint”. For complaints about staff conduct,
see our response above to 2026-OIA-0097-Rainwater.
2026-OIA-0099-Rainwater
2026-OIA-0099-Rainwater Q1-5: “The University’s Addressing Bullying, Harassment and Discrimination Procedures and Guidelines distinguish
between “formal complaints” and “informal complaints”, each with different resolution “pathways”, but neither the policy and procedures nor the
guidelines deﬁne these two concepts. The Guidelines indicate that if an issue isn’t “resolved by informal means”, it may “become a formal
complaint”. [1] “What is the deﬁnition of a “formal complaint”? [2] What is the deﬁnition of an “informal complaint”? [3] What distinguishes the two?
[4] Who decides whether a complaint is “formal” or “informal”? [5] On what basis is that decision made?”
You have noted that the Addressing Bul ying, Harassment and Discrimination Policy and Procedures and Addressing Bul ying, Harassment and
Discrimination Guidelines do not prescribe deﬁnitions for “formal complaint” or “informal complaint”. No other documents held by the University
prescribe deﬁnitions for these terms as used in these documents. Initial decisions about student conduct complaints are made by the Student
Conduct Office. For complaints about staff conduct, see our response above to 2026-OIA-0097-Rainwater.
2026-OIA-0099-Rainwater Q6 “The wording of the Guidelines seems to suggest that a “formal complaint” is synonymous with a request for an
investigation of the complaint. Does this mean that the University treats complaints of bul ying and harassment by default as informal unless the
victim requests an investigation?”
No.
2026-OIA-0099-Rainwater Q7 “Does the University investigate complaints of bullying and harassment in the workplace without the victim requesting
such an investigation – eg, if managers or HR staff become aware of the alleged incidents?”
The University can investigate staff misconduct without receiving a complaint. See our response to 2026-OIA-0097-Rainwater above.
2026-OIA-0102-Rainwater
11

2026-OIA-0102-Rainwater Q1: “Does the University have a policy, procedures, or guidelines governing the processes of proof at disciplinary
proceedings involving al eged staff misconduct -- eg, the onus and standard of proof for proving misconduct?”
2026-OIA-0102-Rainwater Q2: “If so, can you please provide a copy (or a link to where it can be found on the internet)?”
2026-OIA-0102-Rainwater Q3: “If not, when the University convenes disciplinary proceedings involving al eged staff misconduct, what is the
investigating/adjudicating panel told about the burdens of production and persuasion? On whom does the onus of proof reside (the complainant, the
University, or the staff member accused of misconduct)? By what standard of proof are complaints adjudicated -- proof beyond a reasonable doubt,
a balance of probabilities, or some other standard? If the University fol ows a balance-of-probabilities standard for factual determinations, what
instructions are the panel members given about the meaning of a balance of probabilities and what amount of evidence is necessary to ﬁnd by a
balance of probabilities that the al eged misconduct occurred?”
See our response to 2026-OIA-0097-Rainwater above.
Request topic: Survey data
2026-OIA-0082-Rainwater
“In 2025, the University conducted its biannual staff engagement survey, which comprised 39 yes/no questions and two open-ended questions. The
University released what it called “high-level results” relating only to the yes/no questions. Can you please provide any responses (anonymised) to
the two open-ended questions in the 2025 Kōrero Mai, Staff Engagement Survey that relate to bul ying and/or harassment.”

University staff are stil  processing these requests.
2026-OIA-0095-Rainwater
“The University’s 2024 Gender Pay Gap Report included a section (s 10.4) with detailed information about the statistical model ing that the University
used in calculating the GPG, along with tables showing the effects and interactions of the variables across academic and professional staff. That
information is noticeably missing from the University’s 2025 Gender Pay Gap Report, which claims a rather dramatic gap in the GPG from the
fol owing year. Can you please provide the same statistical model ing and Chi-square underlying the 2025 GPG report that was provided in the 2024
GPG report?”
University staff are stil  processing these requests.
Request topic: Contracts, Expenditure, Salary Information
2026-OIA-0066-Rainwater
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“The University makes Variable Supplementary Payments to senior academic staff like Deans, Deputy Deans, Associate Deans, and Heads of School
and Department, purportedly as compensation for their additional administrative roles (administrative VSPs).”
2026-OIA-0066-Rainwater Q1: “How is the amount of these administrative VSPs determined and on what criteria?”
2026-OIA-0066-Rainwater Q2: “What is the process by which these administrative VSPs are awarded?”
2026-OIA-0066-Rainwater Q3: “Who is involved in the decision making about the award of these administrative VSPs?”
2026-OIA-0066-Rainwater Q4: “Are the administrative VSPs reviewed on an annual or other periodic basis?”
2026-OIA-0066-Rainwater Q5: “Are there performance criteria attached to these VSPs? If so, what are they? Are they published?”
2026-OIA-0066-Rainwater Q6: “How much has the University paid out (or is projected to pay out) total in these administrative VSPs by year per
faculty over the period of 2022-2026?”
2026-OIA-0066-Rainwater Q7: “Is any member of staff receiving these administrative VSPs required to teach a standard .4 FTE teaching load? If so,
what percentage of the staff receiving these administrative VSPs is teaching a standard .4 FTE teaching load by faculty?”2026-OIA-0066-Rainwater
Q8: “Are any of the staff who receive these administrative VSPs on a contract for more than 1.0 FTE? If not, what is the justiﬁcation for paying these
staff members more than their 1.0 FTE contract would require without the VSP?”
University staff are stil processing these requests.
2026-OIA-0067-Rainwater
2026-OIA-0067-Rainwater Q1: “Each year, the University conducts a "performance-based salary review" for professors, associate professors, and
some professional teaching fellows, which results in discretionary pay increases for some staff in these categories. By what process does the
University determine to whom to give these pay increases and at what amount?”
2026-OIA-0067-Rainwater Q2: “What criteria govern this process?”
2026-OIA-0067-Rainwater Q3: “Are the criteria published?”
2026-OIA-0067-Rainwater Q4: “Who participates in the process, and what is each participant's role?”
2026-OIA-0067-Rainwater Q5: “Is data kept on the gender and ethnicity breakdown of those who are given pay increases? If so, what are the data for
the years 2021-2025?”
University staff are stil processing these requests.
2026-OIA-0068-Rainwater
2026-OIA-0068-Rainwater Q1a-c: “How much money has the University spent on external consultants by year for the period of 2022-2026? Can you
please break down the spending by consultancy ﬁrm and/or individual consultant? For what speciﬁc job or purpose was each consultancy ﬁrm or
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individual consultant retained?”
2026-OIA-0068-Rainwater Q2: “Are any of the consultants current or former employees of the University or partners or relatives of current of former
employees of the University?”
2026-OIA-0068-Rainwater Q3: “By what process does the University decide that outside contracting is necessary? By what process does the
University select outside consultants or consultancy ﬁrms? Is there a competitive bidding process?”
2026-OIA-0068-Rainwater Q4: “Are there performance metrics for consultants? If so, are they published? If not, what are they?”
2026-OIA-0068-Rainwater Q5: “What due diligence is performed to determine whether there are potential conﬂicts of interest in awarding these
consultancy contracts?”
University staff are stil  processing these requests.
2026-OIA-0069-Rainwater
2026-OIA-0069-Rainwater Q1: “What is the University's process for procuring contracts for services?”
2026-OIA-0069-Rainwater Q2a-b: “[a] For the period of 2021-2025, how many procurement contracts for services did the University execute? [b] Of
those contracts, how many were subject to a public tender?”
2026-OIA-0069-Rainwater Q3a-b: “[a] If more than one contractor bids for a services contract, how does the University select the winning entity? [b]
What employees and/or consultants at the University are involved in the procurement process, and what is each staff member's or consultant's
role?”
2026-OIA-0069-Rainwater Q4a-c: “[a] How does the University ensure that there are no conﬂicts of interest in the award of service contracts? [b]
What ﬁnancial disclosures, if any, does the University require from members of the University executive? [c] What ﬁnancial disclosures, if any, does
the University require from other employees or consultants involved in the procurement contracting process?”
2026-OIA-0069-Rainwater Q5a-b: “[a] Do any of the current or former employees or consultants involved in the procurement process, or anyone in a
close personal relationship to a current or former employee or consultant involved in the procurement process, including but not limited to an
intimate partner, a business partner, a child, a sibling, or a close personal friend have a ﬁnancial interest in any of the contractors to whom service
contracts were awarded in 2021-2025? [b] If so, what steps were taken by the University to avoid a conﬂict of interest?”
University staff are stil  processing these requests.
2026-OIA-0110-Rainwater
2026-OIA-0110-Rainwater Q1 “How much has the University paid or wil  the University pay in compensation (including salary, bonuses,
supplementary payments, and pensions) for the fol owing members of University leadership per annum for the years 2022-2026, inclusive: (1) the
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Vice Chancel or; (2) the Chief Operating Officer / DVC (Operations) and Registrar; (3) the Director of Human Resources”
2026-OIA-0110-Rainwater Q2 “How much has the University paid or wil the University pay in total compensation (including salary, bonuses,
supplementary payments, and pension contributions) for staff employed in the fol owing administrative units per annum for the years 2022-2026,
inclusive, broken down by the units as identiﬁed below:
Office of the Vice Chancel or
Office of the DVC-Education
Office of the PVC-Māori
Office of the PVC-Paciﬁc
Alumni Relations and Development
UniServices
Campus Environment
Communications and Engagement
Digital Services
Financial Services
Foundation Studies Programmes
Human Resources
International Office Leadership Team
Marketing and Recruitment
Organisational Performance and Improvement
Planning and Information
Research and Innovation Office
School of Graduate Studies
Student and Scholarly Services”
University staff are stil processing these requests.
2026-OIA-0111-Rainwater
2026-OIA-0111-Rainwater Q1a-d: “[a] How many strategic advisers does the University employ or has the University employed during the period of
2022-2026, inclusive? [b] In what roles? [c] For what term(s)? [d] How much is/has each strategic adviser been paid over that time period?”
2026-OIA-0111-Rainwater Q2a-b: “[a] Are any of the strategic advisers former members of University staff? [b] If so, which ones?”
2026-OIA-0111-Rainwater Q3: “Do any of the strategic advisers have personal relationships with any members of University staff?”
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2026-OIA-0111-Rainwater Q4a-d: “[a] How does the University determine when and for what tasks it retains strategic advisers? [b] Are these
positions advertised publicly? [c] Do they have competitive appointment processes? [d] Do they have any metrics for performance?”

University staff are stil processing these requests.
2026-OIA-0112-Rainwater
2026-OIA-0112-Rainwater Q1: “How much did the University pay in legal fees and costs to external barristers, solicitors, legal chambers, law ﬁrms,
and/or other legal advisors (ie, those not paid as salaried employees at the University) during the years 2021-2025, inclusive?”
2026-OIA-0112-Rainwater Q2: “Can you please break down the expenditures by year and legal services provider (eg, Simpson Grierson in 2023)?”
University staff are stil processing this request.
Where we have advised above that the information requested is not held by the University, that part of your request is refused under section 18(g) of
the Official Information Act. Where we have provided the information requested by directing you to publicly available documents, this technically
constitutes a refusal of your request under section 18(d) of the Official Information Act.
You have the right to make a complaint to an Ombudsman if you are dissatisﬁed with the University’s response.
Ngā mihi,

Landon Watt
Legal Advisor
Office of the Vice-Chancellor
Waipapa Taumata Rau | University of Auckland

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