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ACC Survey on Assistive Technology

13th November 2017

ACC is seeking feedback for a research study on assistive technologies used by people with a disability.

Your feedback counts!

You can answer survey responses here:


Survey closes 15th December 2017.

 (Photo courtesy of Howard N2GOT -


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Pay Equity settlement for Support Workers

20th April 2017

Hon Dr Jonathan Coleman

Minister of Health

Media Statement

18 April 2017


$2 billion pay equity settlement for 55,000 health care workers


Health Minister Jonathan Coleman has today announced that some of the health sector’s lowest paid workers will share in a $2 billion pay equity settlement over five years.

The wage boost follows the TerraNova pay equity claim brought by E tū (previously the Service and Food Workers Union) on behalf of care worker Kristine Bartlett.

“This settlement recognises the work carried out by the 55,000 workers in our aged and disability residential care, and home and community support services across the country,” says Dr Coleman.

“From July 1 this dedicated and predominantly female workforce who are mostly on or around minimum wage will receive a pay rise between around 15 and 50 per cent depending on their qualifications and or experience.

“For the 20,000 workers currently on the minimum wage of $15.75 per hour, it means on July 1 they will move to at least $19 per hour, a 21 per cent pay rise. For a full-time worker, this means they will be taking home around an extra $100 a week, which is over $5,000 a year.”

For these 55,000 workers this funding boost will see wages increase to between $19 to $27 per hour over five years. Existing workers will be transitioned to positions on the new pay scale which reflect their skills, and their experience. For new workers employed after July 1 wages will be based on an individual’s level of qualifications.

A care and support worker on the minimum wage with three years’ experience and no qualifications will receive a 27 per cent increase in their hourly wage rate moving from $15.75 to $20 per hour from July 1. That rate would progressively increase to $23 by July 2021 and would rise further if they attain a higher qualification.

The $2.048 billion settlement over five years will be funded through an increase of $1.856 billion to Vote Health and $192 million to ACC.  ACC levies are set for the coming years, but may possibly increase over the next decade to support this. However, that is not definite. There may also be an increase in costs for people in aged residential care facilities, whose assets keep them above the subsidy threshold. This will be determined through the annual Aged Residential Care contract negotiations.

“To ensure the pay rises happen in the agreed manner, I will be introducing legislation to Parliament shortly,” says Dr Coleman.

“I would like to thank E tū, Public Service Association, New Zealand Nurses Organisation, and the Council of Trade Unions for their constructive and positive approach throughout the negotiations. I would also like to acknowledge the New Zealand Aged Care Association, Home and Community Health Association, and the New Zealand Disability Support Network for the vital role they have played in reaching this agreement over the past 20 months.

“I would also like to recognise the employers who will implement this new wage structure and pass the rates onto their staff.

“Home and community support, disability and aged residential care workers are widely seen as amongst the most deserving of recognition as a pay equity case. It is an historic moment for the Government to address this undervaluing with Ms Bartlett and the unions.”



Healthvision is helping transform Brain Injury Services

1st March 2017

Healthvision is helping transform Brain Injury Services

Healthvision New Zealand and ABI Rehabilitation have been working closely with the Ministry of Health, ACC, client and whanau representatives and other providers to help improve services to clients who have suffered from a moderate-severe TBI in the Auckland region.

Traumatic brain injuries (TBIs) are common, however around 90% of TBIs are considered mild. Nonetheless for individuals who have suffered from a TBI, the personal and family/whanau impact can be substantial.

Healthvision and ABI Rehabilitation co-led a highly collaborative team to design a best practice approach for discharging clients from ABI to the community.

This includes service planning with the MOH and ACC Case Managers, better coordination of services, improved client and family/whanau information sharing and better tracking of outcomes.

Healthvision’s mission is to transform services and achieve the best outcomes for clients with a long-term disability or serious injury, and the TBI pathways work forms a key part of this goal.

To date, Healthvision’s clients have seen substantial benefits from its award-winning quality standards and unique wraparound service that integrates specialised homecare, nursing and rehabilitation expertise.

Importantly Healthvision’s expert teams can facilitate seamless care, maximise functional ability and help avoid unnecessary complications.  

The TBI work is ongoing and ACC will also be holding strategic discussion sessions in the Auckland Region as it develops its long-term TBI strategy, where client and family/whanau representatives will also be closely involved in helping design the best future services.

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Healthvision Appoints New National Manager for Home & Community Support

11th September 2015 Healthvision is thrilled to announce the appointment of Helen Riesen as our new National Manager Home & Community Support for Healthvision New Zealand.


Helen comes with exceptional experience and expertise in the homecare space. Graduating with a BA in psychology and Masters in Social Work, Helen commenced her homecare management career in 1999 as Case Manager and subsequently as Regional Manager. 


Prior to moving to New Zealand early in 2015, Helen was a highly regarded Director of Bayada, a very large homecare provider with 22,000 staff and 300 offices across the U.S. 


Helen is very well known for her nurturing and collaborative management style, high integrity, exceptional communication skills, willingness to help others, proactive approach and her strong focus on quality and service delivery. This was further exemplified in Helen’s most recent role as Quality Manager for the RDNS in New Zealand.


Helen’s strong level of expertise and team approach is a great fit for Healthvision, as we continue our journey toward truly transforming service delivery in the areas of serious injury management and complex disability support.


Helen is based in Healthvision’s Auckland Head Office and will be contactable via email and via our national toll-free number: 0508 733 377.

National Success for Healthvision

18th May 2015

Healthvision is delighted to have received national recognition for excellence in workforce development.

The Service and Quality Award for Workforce Initiative was presented by the Home and Community Health ssociation, which commended us on our outstanding work with Level 3 training. Healthvision aims to provide at least 75% of its care hours by a Level 3 qualified carer, placing us well ahead of industry targets.

Indeed, supporting our workforce is a top priority for Healthvision and we provide a workforce development journey to help our carers gain a qualification. The benefits of this professional development, for Healthvision, for its clients and for its employees, have been shown time and again. Many carers report newfound confidence, especially those for whom this qualification is their first.

The win was a team effort and I would like to thank all involved for their extraordinary effort and tireless hard work. This includes:

  • Sally Brown - for her incredible dedication and passion. Sally has performed much of the training herself, helping us exceed our targets in the Auckland region.
  • Ana Djokovic - who coordinates our training programmes, manages the paperwork and liaises with Careerforce.
  • Melinda Hampshire - who also coordinates our training while helping with workforce engagement, the management of exceptions and change management support.
  • Ngaire Cullen - who helps us understand our training priorities and solve potential challenges by collating and managing the large amount of data we generate each month.
  • Russell Fernandes - who has helped develop the case mix analysis system which provides insights into our training priorities and progress.

I also need to acknowledge Careerforce, which has partnered with us in this process and provided invaluable support for all we have achieved.

Thank you to everyone who has contributed to making our workforce development journey such an outstanding success. I am extremely proud, not just because Healthvision has received national recognition for its industry-leading initiative but also because through that work, we are continuing to make a positive difference for our carers and clients.

Warm regards,

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