The Allied/ Public Health/ Technical MECAs (Auckland Region & 18 DHBs) includes three merit processes:
| Appendix | Title | Applies To |
|---|---|---|
| Appendix A |
Career and Salary Progression (CASP) Framework |
Allied Health & Public Health Salary Scale Alcohol & Other Drug Clinicians Hauora Maori Workers (Levels 2 & 3) Health & Clinical Support Workers (Levels 2 & 3) Psychologists |
| Appendix B | Merit Progression | Technical Positions |
| Appendix C | Merit Criteria |
Dental Assistants Health Assistants Public Health Assistants Level One Hauora Maori Workers Level One Health & Support Worker Positions |
Appendices A & B were developed by the two working parties that were established as an outcome of the 2005 national terms of settlement negotiations. These working parties were bipartite in nature and many efforts were expounded to ensure that stakeholders in the DHBs & PSA were properly engaged and consulted with prior to the working parties’ final reports.
Appendix C of the MECA was developed by the DHBs and the PSA during the 2007/08 MECA negotiations. Again, the outcome reflects a consultative process with each party’s stakeholders.
The 2005 negotiations introduced a salary scale with three grades (previously called the Community Health Worker Scale), placement on which depended on the employee’s tertiary or cultural qualifications. During the 2007/08 negotiations, a small group of DHB/ PSA representatives met to discuss various aspects of the salary scale as it was being used by the DHBs. One of a number matters considered by the group, with the assistance of Te Rau Matatini, was what the term “cultural qualifications” meant and how it should be applied across the 21 DHBs. As a result of the group’s discussions, Appendix G (Hauora Maori Worker – Assessment of Clinical & Cultural Competence) was introduced to the MECA, which, for the first time, provides a nationally consistent assessment tool that can be utilised by Hauora Maori Workers as a means of seeking appropriate placement on the salary scale.
The DHBs & PSA recognise that it is important to introduce the career & salary progression/ merit progression/ merit criteria to DHBs and the PSA membership on a consistent basis. To that end, the DHBs & PSA have jointly invested in regional “train the trainer” workshops, facilitated by Philippa Branthwaite and supported by DHB/ PSA/ Te Rau Matatini representatives). The attendees at the workshops will be charged with delivering training to managers, professional advisors and employees on how to utilise the various processes in Appendices A, B, C & G.
This website page includes all of the resource information necessary to deliver training within your DHB (e.g. powerpoint slideshows). It also includes additional resources that Auckland, Counties Manukau and Otago DHBs have developed for their internal use but that may contain transferable content relevant to your own DHB (with appropriate amendments).
The negotiation teams and working party members wish DHBs and PSA members well in the implementation of the various merit/ career progression and assessment processes.
Any queries about the content of this webpage should be referred to National.Office@dhbnz.org.nz.
Initial Implementation of CASP Tech Merit
Designated Position Comparison Process