Dear State Services Commissioner, Peter Hughes,

I am seeking information to inform research into how well suited the key leaders and groups in public organisations are to respond to allegations of bullying, harassment and poor treatment of staff.

Under the Official Information Act, for each organisation in the State Sector, I officially request the following information for 2018 (from 1 January to the date of this request) and each of the preceding three full calendar years:

1. The full engagement results (including analysis of each question and/or section, along with any free text results) and the results of any and all proxy measures of engagement including all culture assessments and other surveys of the mood and/or morale of staff for each of the following groups:
a. The senior leaders of the organisation excluding senior leaders within the HR department and Corporate Legal department; and
b. The HR department of the organisation;
c. The Corporate Legal department
d. The organisation as a whole excluding, to the fullest possible extent, employees of the organisation counted in categories above.

2. The core unplanned turnover rate of staff in:
a. Senior leadership roles in the organisation, excluding senior leaders within the HR department and Corporate Legal department;
b. The HR department of the organisation;
c. The Corporate Legal department;
d. The organisation as a whole excluding employees of the organisation counted in categories above.

3. The number of complaints or concerns, whether this was raised formally or informally, of bullying, harassment and/or poor management practice and/or poor treatment of other employees (including those who have management responsibilities) of the organisation made against:
a. The senior leaders of the organisation, excluding senior leaders within the HR department and Corporate Legal department; and
b. Managers and supervisors with line management responsibilities in the HR department of the organisation;
c. Managers and supervisors with line management responsibilities in the Corporate Legal department of the organisation;
d. Managers and supervisors with line management responsibilities organisation as a whole, excluding those counted in categories above.

4. In relation to each of the complaints and concerns itemised in section 3, all records about and details of the actions taken to rectify and sanctions imposed on:
a. Senior leaders of the organisation
b. Managers and supervisors with line management responsibilities in the HR department of the organisation;
c. Managers and supervisors with line management responsibilities in the Corporate Legal department of the organisation;
d. Managers and supervisors with line management responsibilities organisation as a whole, excluding those counted in categories above.

5. The number of:
a. Senior leaders of the organisation
b. Managers and supervisors with line management responsibilities in the HR department of the organisation;
c. Managers and supervisors with line management responsibilities in the Corporate Legal department of the organisation;
d. Managers and supervisors with line management responsibilities organisation as a whole, excluding those counted in categories above
who have had more than one complaint or concern, whether raised formally or informally, of bullying, harassment and/or poor management practice and/or poor treatment of other employees of the organisation (including those who have management responsibilities) made against them.

6. The total number of complaints made against each of the people, by category, in section 5 and confirmation of whether or not each of these people remain in the employment of their agency, along with confirmation of whether or not each of the people who has raised a complaint or concern detailed in section 2 remains in the employment of their agency.

7. The performance ratings applied to and average pay increases and bonuses awarded to:
a. Senior leaders of the organisation
b. Managers and supervisors with line management responsibilities in the HR department of the organisation;
c. Managers and supervisors with line management responsibilities in the Corporate Legal department of the organisation;
d. Managers and supervisors with line management responsibilities organisation as a whole, excluding those counted in categories above
who have had a complaint or concern, whether raised formally or informally, of bullying, harassment and/or poor management practice and/or poor treatment of other employees of the organisation (including those who have management responsibilities) made against them

8. The average pay increases and bonuses awarded to:
a. Senior leaders of the organisation
b. Managers and supervisors with line management responsibilities in the HR department of the organisation;
c. Managers and supervisors with line management responsibilities in the Corporate Legal department of the organisation;
d. Managers and supervisors with line management responsibilities organisation as a whole, excluding those counted in categories above
who have not had a complaint or concern, whether raised formally or informally, of bullying, harassment and/or poor management practice and/or poor treatment of other employees (including those who have management responsibilities) of the organisation made against them.

To ensure consistency between agencies and, where relevant, with SSC's HRC reports, please ensure that:

- A Senior Leader is defined as an employee who is either a tier one, two or three manager in their department.

- HR departments are defined as including every person who is or who through their line management reports directly or indirectly to the organisation's most senior HR professional, but not the head of wider corporate functions (i.e. including a Group Manager, HR but not a Head of Corporate Services to whom that Group Manager, HR reports).

- Corporate Legal departments are defined as including every person who is or who through their line management reports directly or indirectly to the organisation's most senior legal professional whose department provides advice about the corporate affairs of the organisation, but does not include the head of wider corporate functions (i.e. including the Head of Corporate Legal but not the Head of Corporate Services to whom the Head of Corporate Legal reports), To the extent that multiple legal groups exist within an organisation this does not include those groups whose functions do not include the provision of legal advice about the corporate affairs of the organisation.

- Core unplanned turnover is calculated in accordance with the HRC survey methodology, where:
Core turnover = (terminated permanent staff, who left due to resignation, retirement, dismissal, death or unknown reasons) / [(current year's permanent headcount + previous year's permanent headcount) / 2] x 100, (excludes fixed-term employees).

To facilitate my research within time constraints, I formally request that this information request be treated as urgent.

I confirm that I am a New Zealand citizen, resident in New Zealand. I request that all correspondence be delivered electronically via FYI.org.nz

Yours faithfully,

B M White

Dear SSC Enquiries [SSC],

Thank you for this response.

Can you please confirm that you are treating this as urgent, as I have requested in accordance with section 12(3) of the Official Information Act.

Yours sincerely,

B M White

Dear SSC Enquiries [SSC],

It has now been a week since I asked you to confirm that you were treating my OIA request as urgent, and you are yet to respond. Please confirm this urgently.

Yours sincerely,

B M White