YOUR PROPOSED NEW MECA - New Zealand Doctor
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NZNO/DHB
MECA 2017
Ehara taku toa i te toa takitahi, ēngari he toa taki mano
14 November 2017
YOUR PROPOSED NEW MECA
Introduction from your negotiation the process. It means that the DHBs have agreed in
team principle that the work of nurses, HCA and midwives
is predominantly performed by women, has been
Kia ora koutou from your negotiation team. We historically undervalued and subject to systemic
are pleased to bring you a proposed MECA for your undervaluation. We now have a new Government
consideration. A summary is in this update and fully committed to pay equity and our aim is to have
you can get more information and vote at member resolution which will include further remuneration
meetings. increases as soon as possible.
Your negotiating team are recommending the We have also reached agreement on the
proposed MECA to members. implementation of CCDM in all DHBs by 2021,
with improved reporting requirements which are
Negotiations took longer than we hoped because
enforceable. Implementation plans now need to be
of the number and complexity of the issues. During
agreed in all DHBs within 6 months of ratification of
this time however, you kept DHBs aware of your
the MECA. Further, DHBs will be required to include
solidarity and support with highly visible campaign
CCDM in annual plans and report to the Ministry of
actions. We want to thank you all so much for your
Health on progress.
hard work. We were heartened by your support and
effort to keep our issues front and center of the The amended escalation pathway wording for
employers and governments minds. unsafe staffing in the MECA is significantly stronger
and clearer. Compliance with the escalation pathway
In the last update in October we let you know
will be a priority for NZNO in 2018 and NZNO/ DHB
we had an employers offer to bring back to you.
staff and delegates will be trained on the process.
We were not going to be able to recommend this
offer because it included a 43 month term and a Ratification Meetings
delay of six months for the first pay increase. But
on November 8 NZNO was informed that the DHB
CEOs were meeting with the Minister for approval to “It is vital that all NZNO
go beyond the financial parameter so that they could
increase the offer and that the CEOs would manage/
members attend a meeting, hear
address the additional costs within their budgets. the full detail of the proposed
Your negotiation team feels that what is being
MECA and cast your vote. This
presented is a fair settlement that delivers on is your MECA so your vote really
most key issues and provides processes with set does count!”
timeframes to address others. The over-all cost
of the offer is greater than other recent MECA
settlements in the DHB sector. Meeting details are at www.nzno.org.nz/dhb You
must attend a meeting to vote. The outcome of the
As well as the proposed wage increases, there voting will be based on a simple majority nationally
is agreement for negotiations on pay equity which of members who attend the meetings.
will begin in the new year. This is a big first step in
͙͙ 1
Summary of the Proposed MECA 3. A re-evaluation process will be undertaken
by the Job Evaluation Review Committee of an
Term agreed number of Nurse Practitioners roles.
A 33 month term from 1 November 2017- 31 July This process will be completed by 15 December
2020. and the results of the re-evaluation will inform the
DHBs/NZNO Pay Equity Working Group process.
Wage and salary increases
RNs, RMs, ENs, HCAs and Community RNs and
Leadership programme and salary
MWs
recognition
A new Leadership Progression Pathway salary
• 2% effective from 6 November 2017
scale is available for RNs and RMs who have been
• 2% effective from 6 August 2018 approved to participate in the DHBs leadership
programme. The programme outline can be viewed
• 2% effective from 5 August 2019 on our website.
See salary scales on page 5 Current clinical leadership pathways include
employer support for education, training and the
Designated Senior Nurses & Midwives
individual’s preparation for an advance or expanded
Additional percentage increases have been practice roles including future advancement to
agreed to these scales as part of our claim to a designated senior nurse role. Advance and
address relativity issues with the RN and RM expanded practice roles may be in response to
scales caused by the increased RN and RM PDRP organisational development of alternative models
allowances achieved in the previous MECA. of care or service delivery model.
• 4% effective from 6 November 2017 We do have some reservations about whether
this scale will be used fairly and equitably so we
• 2% effective from 6 August 2018 will monitor this during the term of the MECA
• 2% effective from 5 August 2019 and if required will raise any issues at the next
negotiations.
Grade 1 of the designated senior nurse and
midwifery scale shall be deleted. Nurses & midwives on the leadership
programme will not be required to work in Senior
The current grade 2 of the designated senior Nurse & Senior Midwife positions or cover for
nurse & midwifery scale will become grade 1 and vacancies unfilled.
each grade above will be adjusted accordingly.
See salary scale on page 6
See salary scale on page 6
Designated RN Prescribers
Lump Sum
Where a RN is supported by the DHB to achieve
A one-off lump sum payment of $350 (pro rata for designation as a nurse prescriber as part of
part timers) paid to permanently employed NZNO these developments they will be placed on the
members on ratification of the proposed MECA. Leadership Progression Pathway salary scale.
The lump sum is not payable to casual When a RN is appointed to a position that
employees or people who join NZNO after we requires them, as an essential requirement of
notify the DHB representatives of the outcome of the job description, to be a designated nurse
the ratification meetings. This is likely to happen prescriber they will be appointed onto that salary
on Tuesday the 12 December to allow time for the scale.
scrutineers to collate the final voting count.
Allowances
The lump sum will be paid no later than 28
February 2018. PDRP (effective from 6 November 2017)
Nurse Practitioners • EN Accomplished increased from $4000 to
$4500 p.a.
The following is agreed:
• EN Proficient increased from $2500 to $3000
1. Nurse Practitioners are included in Coverage 2.1 p.a.
of the MECA
On call (effective from 6 November 2017)
2. Nurse Practitioners are currently scoped at
Grade 8 of the Senior Nurses Scale • $4.06 increased to $8.00 an hour
͙͙ 2• $6.06 increased to $10.00 an hour on a public • Implementation plans to be published by each
holiday DHB and the Safe Staffing Healthy Work Places
Unit. These plans shall comply with the CCDM
• Telephone on-call allowance of $10.00 will be standards and among other things include;
included in the MECA and preservation of higher
allowances where they apply −− timeframes for each stage/milestone of
CCDM
Higher duties allowance
−− paid release of staff for education and all
• Access now to the allowance for staff who work other components of CCDM eg steering group
12 hour shifts applies after three consecutive days meetings, CCDM council meetings
work and staff who work 10 hour shifts after four
consecutive days worked. −− education on a validated acuity tool and the
CCDM programme for all staff
Pay Equity
−− agreed resourcing to ensure implementation
“DHBs have agreed in principle of plans and consequent/ subsequent activities.
with the merit of our claim. This Very significantly implementation plans are to
is a big first step in the process, be outlined in each DHBs accountability document
and annual plan and included in the Ministry of
it means that the DHBs have Health operational policy framework.
agreed in principle that the work
Escalation process for unsafe staffing
of nurses, HCA and midwives is
predominantly performed by The current MECA escalation provisions (clause
6) is unclear and not user friendly. DHB structures
women, has been historically and processes do not assist in the operation of
undervalued and subject to the escalation pathway. The following wording will
be now added and the provisions will moved to
systemic undervaluation.” the safe staffing healthy workplaces appendix 1(b)
We have reached agreement on the process rather than in the hours of work provisions.
by which we will seek resolution of the pay equity
• Notification of unsafe staffing can be made by
issues and this includes agreed timeframes.
the nursing or midwifery team and not individuals
The process shall begin in February 2018 with
• Strengthened role of Health and Safety
the goal of achieving an outcome later in 2018. We
legislation.
will report back to members on progress as we go.
• Patients and staff safety and wellbeing being
This is a real opportunity to deal with gender
paramount objectives
equity with a broader brush across a longer term
rather than for example pursuing pay parity which • Clear response times for each part of the
would not necessarily deliver equity across all process
groups in a set of MECA negotiations.
• Timely recruitment processes to avoid
Safe Staffing unwarranted delays
A package of changes has been agreed. Overall the • DHB commitment to train managers on process
team believes that these changes will strengthen
DHBs obligations to deliver CCDM and provide • NZNO commitment to training own staff on
NZNO with greater ability to enforce the MECA if process
there are disputes.
• Clarified role of incident reporting
There is commitment to the following:
• Clarified who has authority to address each
• Full implementation of CCDM in all DHBs by 30 stage of the process
June 2021
• Ensured consideration is given to appropriate
• DHB Implementation plans shall be agreed skill mix
between the CCDM councils in each DHB and the
• A requirement for the DHBs to ensure
Safe Staffing Healthy Workplaces Governance
consideration of appropriate skill mix and
Group within 6 months of ratification of the MECA
availability of casuals/ new grads/ resource nurses
(this includes DHBs who are yet to purchase an
acuity tool)
͙͙ 3Discretionary sick leave Variations currently in operation shall be
reviewed and confirmed by letter.
Included in the Terms of Settlement is “A
reminder to DHBs of their obligations, as well as a Claims that were not able to be
statement that DHBs’ financial positions, or within progressed
reason, statutory leave balances should not be
DHBs did not agree to the following member
used as a deterrent to apply for discretionary leave
claims and the team were not able to progress
or as a reason not to grant discretionary leave”
them this time:
To progress through the term of the • Inclusion of Needs Assessor Co-ordinators
agreement who are nurses in the MECA. This issue will soon
Support for victims of domestic violence and an be tested by NZNO in the Employment Relations
alternative dispute resolution process consistent Authority.
with NZNO’s commitment to Te Tiriti o Waitangi
• Improvements to Professional Development
will be explored jointly with other unions and DHBs
provisions
during the term of the MECA.
• Reductions to the number of hours staff can be
Technical changes and bargaining fee required to work on-call
clause
• Two full consecutive days off work each
There were a number of amendments to address week. The DHBs’ interpretation of this clause is
legislation changes or to improve clarity and impacting on member’s ability to have adequate
reading of the MECA. rest after a period of work. This is a health and
These will be on the NZNO website www. safety issue. We are considering whether the
nzno.org.nz/dhb and available in handouts at the DHBs’ interpretation complies with the MECA
meetings, as will be the bargaining fee clause. and whether there are potential legal options to
resolve this outstanding and important issue.
͙͙ 4Salary Scales
Registered Nurse and Effective Effective Effective Effective
Registered Midwife scale 4/07/16 6/11/17 6/8/18 5/8/19
Step 5 66,755 68,090 69,452 70,841
Step 4 60,081 61,283 62,508 63,758
Step 3 56,865 58,002 59,162 60,346
Step 2 53,528 54,599 55,691 56,804
Step 1 (New Grad) 49,449 50,438 51,447 52,476
Enrolled, Obstetric, Karitane Effective Effective Effective Effective
Nurses 4/07/16 6/11/17 6/8/18 5/8/19
Step 3 50,685 51,699 52,733 53,787
Step 2 46,977 47,917 48,875 49,852
Step 1 44,505 45,395 46,303 47,229
Health Care Assistants and Effective Effective Effective Effective
Hospital Aides 4/07/16 6/11/17 6/8/18 5/8/19
Step 4 42,650 43,503 44,373 45,261
Step 3 41,894 42,732 43,587 44,458
Step 2 39,269 40,054 40,855 41,673
Step 1 36,955 37,694 38,448 39,217
Caseload Midwives (penals
and overtime do not apply Effective Effective Effective Effective
with the exception of penals 4/07/2016 6/11/17 6/8/18 5/8/19
on public holidays)
89,299 91,085 92,907 94,765
Progression: By annual increment through all steps in each scale at anniversary date.
Community Mental
Health Nurses, District
Nurses and Public
Health Nurses and
Community Midwives Effective Effective Effective Effective
4/07/2016 6/11/17 6/8/18 5/8/19
Step
8* 73,706 75,180 76,684 78,217
7* 72,290 73,736 75,211 76,715
6* 70,871 72,288 73,734 75,209
5 66,755 68,090 69,452 70,841
4 60,081 61,283 62,508 63,758
3 56,865 58,002 59,162 60,346
2 53,528 54,599 55,691 56,804
1 49,449 50,438 51,447 52,476
Progression: By annual increment at anniversary date steps 1 to 5 inclusive. Thereafter
progression is annual at anniversary date, subject to satisfactory performance which will
be assumed to be the case unless the employee is otherwise advised (*).
͙͙ 5Salary Scales continued
8.0.4 Designated Senior Nurse and Midwifery Salary Scale
Grade Effective Effective Effective Effective
4/07/2016 6/11/17 6/8/18 5/8/19
Grade 2
72,290 75,182 76,685 78,219
73,706 76,654 78,187 79,751
75,125 78,130 79,693 81,286
Grade 3
78,749 81,899 83,537 85,208
81,779 85,050 86,751 88,486
84,807 88,199 89,963 91,763
Grade 4
83,292 86,624 88,356 90,123
86,321 89,774 91,569 93,401
89,350 92,924 94,782 96,678
Grade 5
87,834 91,347 93,174 95,038
90,866 94,501 96,391 98,318
93,893 97,649 99,602 101,594
Grade 6
90,866 94,501 96,391 98,318
93,893 97,649 99,602 101,594
96,922 100,799 102,815 104,871
Grade 7
93,893 97,649 99,602 101,594
96,922 100,799 102,815 104,871
98,896 102,852 104,909 107,007
Grade 8
98,896 102,852 104,909 107,007
104,253 108,423 110,592 112,803
109,611 113,995 116,275 118,601
114,967 119,566 121,957 124,396
Progression: Movement through steps in each grade shall, subject to satisfactory
performance (see 8.1(f) below), be annual on the anniversary date of appointment to the
designated senior position. Movement between Grades shall be on the basis of
appointment to a higher graded position.
Leadership
Progression pathway 6/11/2017 6/08/2018 5/08/2019
scale
Step 1 69,100 70,482 71,892
Step 2 70,500 71,910 73,348
Step 3 72,000 73,440 74,909
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