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Performance +hay = Pay The ACC Staff Guide.

#21 User is offline   flowers 

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Posted 04 October 2008 - 08:34 AM

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#22 User is offline   flowers 

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Posted 27 October 2008 - 09:13 AM

"KPI" is Key Performance Indicators......these primarily set by mangement to monitor progress on corporations business plan's goals and objectives.

Then by employee by way of agreed "KPO's" (Key Personal Obectives, I think!) who agrees to them as steps in achieving KPI points which earns "HAY"

There was a study report done by Hazel Armstrong et.al. which clearly pointed out the dangers of KPI's in case management by way of quotes extracts of interviewed staff......Highlighting the incentive for improper practices by the staff member in persuit them..........
the more the Hay is worth the more tempting breaking and bending rules becomes desireable..............
and acknowledgements that this attitude is systematic and wide spread.

A very interesting report that, and Well worth reading.

I posted the extract from the report some where but I cannot remember where.
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#23 User is offline   doppelganger 

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Posted 27 October 2008 - 09:47 AM

View Postmaungataniwha, on Oct 27 2008, 01:17 AM, said:

Yes, it would be interesting to know what the KPI's or KPO's are.... Thank you.

...And you get dicks coming in here calling us bludgers, liars & crooks....



To date there has not been any wrong doing done by ACC staff. Until the wrong doing is placed in ACC hands so that they can not say that the wrong doing is not going on there will be no change.

Quote

K.P.I's,ARE ONLY AN INCENTIVE TO PROMOTE THIS TYPE OF CRIMINAL BEHAVIOUR
This has promoted the Adversarial Attitude and culture within ACC


Court cases will not show the wrong doing as court cases are there to follow policies by the mismanagement of claims.

Showing that policies are wrong will mean that they will need to be corrected.

The operational manager and the Policy Manager are the two to target as the operational manager can not operate with in the budget with out having policy allowing it to do so.

McGreesy has gone but Gail Kettle is an ex branch manager who used the policy to achieve there objectives.

Some have collected enough policy to show that the policy is the cause of the problem and to also show that the Auditor General report of 2004 is inaccurate as he did not find any problem in the way that the ACC policy removed injuries with out decisions.

there is a more recent report that was completed by the Auckland university in which it is reported by the university that 30% of injured did not have the correct description in the ACC records. The modified one survey that the ACC rel;eased had no mention of the incorrect injuries in it. a copy of that report is on Accfocus.

Now sparrow has obtained a new decision letter in which ACC are now claiming cover to only the injuries listed in the acceptance decision letter. Now this would limit the covered injuries and make the covered adds misleading, limit the injuries to what ACC want covered.

Now there will be something placed in from of Cog's for both the policy be changed and the decision letter to be altered but with out the template it may be difficult.

Now if you want change don't moan unless you want change.

I would suggest also that Magnacata and his group use the information at hand to discredit the ACC reports that are out and use the people that he has got behind him to show the wrong doings of the ACC.

If you want the policies changed then attack the policy manager and I think it is Mclea, the one that lied on TV about the private Investigators contract.
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#24

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Posted 28 October 2008 - 10:30 PM

It's a shame the KPI system is not covered in the above review. It would focus the scheme more on what is best for the client.....not what's best for the ACC staff $pockets!
Great to have KPI meaning up here again to make claimants aware.

KPI's are assessed twice a year, June-July and December - hence the reason for high "harassment" from ACC at these times. For those reading who asked what KPI was & don't understand the KPI system.....in leymans terms......
Every time you sign a consent form, stat declaration or rehab plan, or turn up at a meeting or assessment, or your file is passed from person to person at ACC, (the list is endless) then KPI boxes are ticked. As a result these Key Performance Indicators that are set & met, get added up & if ACC have met their KPI's it simply means staff at that branch, including Case Managers, then get an additional bonus, added to their normal wages/salary. The list is endless and KPI's $$$ just goes up and up. Sorry to ramble, but I have realized of late there are alot of people unaware of how this affects ACC staff pockets at the end of the day.
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#25 User is offline   Maraqita 

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Posted 12 November 2009 - 11:36 AM

Public servants continue getting performance pay
Updated at 11:47am on 12 November 2009
New figures show hundreds of public servants are still getting performance payments, even as redundancies in the sector have hit a nine-year high.
A State Services Commission survey confirms the number of public servants laid off is up more than 80% on the previous year.
But figures released to Radio New Zealand under the Official Information Act also show performance payments of up to $25,000 being paid out.
Overall, 11 Government agencies made 1430 performance payments in the year to the end of June.
The Corrections Department made 478 performance payments, the highest $22,350.
The Ministry of Health made 379 payments, the highest $25,000.
The Ministry of Social Development made 11 payments averaging $8,140.
The ministry says some payments relate to historical contractual arrangements and since 1 July the majority of staff are no longer entitled to performance pay.
Department of Labour made three payments, the Ministry for the Environment one and Agriculture and Forestry none.
State Services Commissioner Iain Rennie says performance payments are appropriate and those receiving them are delivering important services to New Zealand.
He told Morning Report the payments are one tool to motivate public servants but he will be assessing chief executive's performances on a case-by-case basis.
Mr Rennie says other rewards, such as professional development oppportunities, can in some cases be better motivators and the state sector is moving away from using performance pay.
Public Service Association national secretary Brenda Pilott says performance payments are not a good incentive in the public sector and they need to be phased out.

Redundancies up
The State Services Commission's Human Resource Capability Survey shows in the year to the end of June, 301 employees were made redundant, an increase of 82% on the previous year.
The Commission says that's the highest number of redundancies since 2000, when 781 employees in the public service lost their jobs.
However, the average base salary in the Public Service increased by 5.3% to $62,713 (from $59,532 in 2008).
The survey also shows public service workers took an average of 7.5 days of sick and domestic leave, the highest since 2003.
Copyright 2009 Radio New Zealand
http://www.radionz.co.nz/news/stories/2009...12/1245d398f800

View PostKarney, on Jun 9 2005, 02:47 AM, said:

Hi Pet,
Its quite a few years since I worked for ACC but at that time there were not bonuses for exiting claimants. But there were targets that had to be met for the number of exits per month. Now if individual case managers didnt meet those targets they didnt qualify for the next pay rise, but to increase the pressure on staff to undertake this unpleasant task, we were treated as part of a team and the whole team had to succeed in order to get the payrise. Its hard to say "stuff it, I dont care about the money" when your workmates may desperately need the extra cash or may be trying hard for a promotion. At first we were given small targets and allowed unlimited funds for rehabilitation and retraining. Then the targets got bigger and bigger and the amount per person that we could spend was drastically cut. So I left. God knows what the system is like now but I cant imagine that it has improved any.
Apologies to any of my ex claimants out there who I had to exit.

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#26 User is offline   Moeroa 

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Posted 02 December 2009 - 08:46 PM

There you are anyxcuse...


View Postflowers, on Oct 27 2008, 11:13 AM, said:

"KPI" is Key Performance Indicators......these primarily set by mangement to monitor progress on corporations business plan's goals and objectives.

Then by employee by way of agreed "KPO's" (Key Personal Obectives, I think!) who agrees to them as steps in achieving KPI points which earns "HAY"

There was a study report done by Hazel Armstrong et.al. which clearly pointed out the dangers of KPI's in case management by way of quotes extracts of interviewed staff......Highlighting the incentive for improper practices by the staff member in persuit them..........
the more the Hay is worth the more tempting breaking and bending rules becomes desireable..............
and acknowledgements that this attitude is systematic and wide spread.

A very interesting report that, and Well worth reading.

I posted the extract from the report some where but I cannot remember where.

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#27 User is offline   jaffa 

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Posted 22 June 2012 - 12:35 AM


ACC pay shouldn't be tied to cutting claimants entitlements - Greens
HomePolitics Contributor:
Fuseworks Media Posted Image Thursday, 21 June, 2012 - 12:26 ACC claimants should not lose their entitlements so that ACC team managers and their staff can get bonus payments, Green Party ACC spokesperson Kevin Hague said today.

Documents released under the Official Information Act show that ACC staff working with people receiving tong term claim payments have specific targets they have to achieve. Those same worker's remuneration is tied to achieving these targets.

"ACC staff are paid a flat rate which can go up or down depending on how they perform," said Mr Hague.

"It is completely unacceptable that one of the performance mechanisms for ACC staff receiving pay is how many claimants are cut off from receiving their entitlements.

"Incentivising the withdrawal of financial support for claimants will inevitably lead to this occurring before it is clinically appropriate in some cases.

"It is also important to note that staff failing to meet ACC's self-imposed targets to move claimants off ACC may be penalised financially.

"This sort of scheme is symptomatic of a sick culture within ACC.

"ACC needs to return back to being an organisation that focuses on prioritising claimants needs," said Mr Hague.

"The Green Party has proposed a 'Rehabilitation Plan for ACC', that would see ACC return to its original Woodhouse principles of being a client focused organisation." http://www.voxy.co.n...greens/5/126990


View Posthello, on 14 June 2004 - 07:08 PM, said:

ACC Staff guide.

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#28 User is offline   hukildaspida 

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Posted 22 June 2012 - 03:06 PM

Perhaps Kevin Hague should do his research prior to making comments.

This issue has been around for years so why haven't the Greens, if they are so concerned, addressed it earlier?

In our opinion they are trying to score "brownie points".

Key Performance Pay
has been a part of those employed at
http://www.acc.co.nz renumeration packages since at least the 1990's.

For those with short memories, or before your time with ACC, the introduction of Work Capacity tests etc was when these issues first reared there head
and harmed people's entitlements.

It was around this era that ACC started to contract Independent Assessors who have been an increasing drain on our Levies.

It would ensure transparency if the costs paid to Independent Assessors themselves where publically made available from when they first started
to give an accurate account. Prior to IA's infiltrating ACC, the likes of Orthopaedic Surgeons or the Specialist you were assessed by included the
psychological effects of one's injury in there reports to ACC.

KPI's were introduced by John Saunders who previously was in the banking industry and we all know how the banking industry has given loans out
that they know for many where out of their reach to pay back. Bank staff received a percentage for each loan given.

People have lost their homes & committed suicide as a result of this practice within certain sectors where KPI's are used.



http://www.3news.co....77/Default.aspx

ACC staff rewarded for cutting off clients - MP



Thu, 21 Jun 2012 1:47p.m.

ACC Minister Judith Collins and Green MP Kevin Hague

By NZN / 3 News online staff

ACC Minister Judith Collins has confirmed that ACC staff are paid to get people off compensation, says Green Party MP Kevin Hague.

Mr Hague made the claim earlier today, saying he had documents that show staff working with people receiving long-term claim payments have specific targets to achieve.

"Those same workers' remuneration is tied to achieving these targets," he said on Thursday.

"It's completely unacceptable that one of the performance mechanisms for ACC staff is how many claimants are cut off from receiving entitlements."


Mr Hague later tweeted that Ms Collins had confirmed that staff are "financially incentivised to 'exit' long term injured people from compensation".

Ms Collins told Parliament that it made up only 15 percent of a case manager's performance measurement. She also said it was a "good thing" that case managers were incentivised to get clients back into work.

Mr Hague says staff who fail to meet their targets can have their pay cut.

"Incentivising the withdrawal of financial support for claimants will inevitably lead to this occurring before it is clinically appropriate in some cases," he said.

"This sort of scheme is symptomatic of a sick culture within ACC."

Mr Hague got the documents under the Official Information Act.

NZN / 3 News

Read more: http://www.3news.co....x#ixzz1yUG9EWuT
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#29 User is offline   hukildaspida 

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Posted 26 June 2012 - 03:13 PM

Appointments
The National Business Review - 24 Oct 1997 : Page 51
PEOPLE


The Accident Rehabilitation and Compensation Insurance Corporation has appointed John Saunders (right) as its general manager, human resources. Mr Saunders joins ACC from the National Bank where he was responsible for implementing human resources strategy in the areas of performance-based pay, incentive schemes and executive accountabilities. Previous experience in the banking sector included the role of general manager human resources for Trustbank. Following the sale of that bank to Westpac he played a key role in the integration of the two banks. Earlier experience includes human resources executive roles for IBM, KPMG and Broadcast Communications, a subsidiary of TVNZ. Wayne Thornton, who previously held responsibility for human resources, has been appointed to a new role of general manager services with responsibility for improving and developing services for Maori and Pacific Islanders, managing the national (local and corporate office) premises and property and for special projects.
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#30 User is offline   so ovr sensitiveclaimsunit 

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Posted 07 July 2012 - 04:59 PM

View Posthello, on 14 June 2004 - 07:18 PM, said:

eight


RE the information on KPI's which someone ever so carefully posted them up on Forum.

To my helpful and supportive claimant networking friends, is there anyone that could please save these pages into another format to enable me to print them off more easily. Having heaps of problems trying to save and print thru thumbnails - whatever that is!! Rather technologically dumb!!

Thank you in anticipation.
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#31 User is offline   so ovr sensitiveclaimsunit 

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Posted 07 July 2012 - 05:02 PM

View Posthello, on 14 June 2004 - 07:18 PM, said:

eight



Can anyone please help me and save these pages - two - eith into another format so I can also save them and print off more easily - having heaps of problems doing so.

Thank you in anticpation
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#32 User is offline   StrontiumDog 

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Posted 08 July 2012 - 02:34 PM

View Postso ovr sensitiveclaimsunit, on 07 July 2012 - 05:02 PM, said:

Can anyone please help me and save these pages - two - eith into another format so I can also save them and print off more easily - having heaps of problems doing so.

Thank you in anticpation


Hi,

The easiest way I know how to do this is:


1. Open "notepad" (or Microsoft Word, Open office or whatever wordprocessor you use)

2. Click on the forum page you wish to copy

3. Hold down 'Crtl' key and press 'a' key ( this should turn the text blue. You can also select 'Edit' from the top menu and 'select all')

4. Hold down 'Crtl' key and press 'c' key (you can also select 'Edit' then 'Copy' from top menu)

5. Click on 'notepad' (or your word processor)

6. Hold down 'Ctrl' key and press 'v' key (you can also select 'Edit' then 'Paste' from top menu)


The page should be 'copied and pasted to your word processor (Notepad, Word, Open office or other)
You can save and print this, and you can edit and reformat it if need be.
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#33 User is offline   hukildaspida 

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Posted 09 July 2012 - 10:45 PM

Here's some books that were written by Douglas Hay who we understand may have party to the Hay Method of Job Evaluation.


http://www.haygroup...._Evaluation.pdf
H a y J o b E v a l u a t i o n F o u n d a t i o n s a n d A p p l i c a t i o n s
The Hay Method of Job Evaluation continues to be the most widely accepted
worldwide, in use by over half of the world’s 50 largest companies as well as in
government, public, and not-for-profit institutions.
The process of evaluating jobs enables many important applications, such as
designing effective organizations; clarifying interdependencies and accountabilities;
managing succession and talent; and setting competitive, value-based pay policies.


http://www.workplace...z/training.html

Course facilitator is Douglas Hay. He is an Associate Professor in Occupational Safety and Health at Massey University.




The Changing Face of Reward

http://www.haygroup....obal_report.pdf

http://www.workplace...blications.html


Workplace Press Publications


Below is information on six health and safety publications that would be valuable additions to your professional library.



Workplace Press Publication.ACC Workplace Safety Management Practices: An Audit Handbook
Third Edition

Douglas M Hay

This Audit Handbook helps an employer undertake a self assessment prior to an independent audit and provides comprehensive information for employers on the requirements of the ACC Workplace Safety Management Practices audit.

Table of contents:

Employer commitment to safety management practices
Planning, review and evaluation
Hazard identification, assessment and management
Information, training and supervision
Incident and injury reporting, recording and investigation
Employee participation in health and safety management
Emergency planning and readiness
Protection of employees from on-site work undertaken by contractors and subcontractors
Workplace observations

ISBN: 0 9582004-7-5
Publication date: November 2007
Recommended selling price: $198.00 (inc GST)

Download order form here (PDF, 1 page, 50Kb.)

Workplace Press Publication.Principal and Contractor Health & Safety: An Audit Handbook Second Edition


Douglas M Hay

An Audit handbook which provides comprehensive information to Principals and Contractors on their responsibilities under the HSE Act. It monitors compliance and allows managers to identify where improvements are needed and how to monitor them. Audit forms on electronic disk.

Table of contents:

Case law & Contractual arrangements
Major Contracts
health & safety specifications
selection of contractor
negotiation of contract terms
review of contractor performance
Minor Contracts
Health & safety specifications
Selection & negotiation of contract terms
Information for contractor
Monitoring, intervention and review
Contractor self review audit
Accident insurance
Electronic audit forms

ISBN: 0 9582004 4 0
Publication date: 2005
Recommended selling price: $198.00 (inc GST)

Download order form here (PDF, 1 page, 50Kb.)

Workplace Press Publication.Office Health & Safety – An Audit Handbook (2nd ed)

Douglas M Hay

The audit handbook helps an employer undertake a self assessment in the office environment in order to assess their levels of compliance to the HSE Act and regulations. Guidelines are provided to help employers meet and understand their statutory duties. Includes employee participation. Audit forms on electronic disk.

Table of contents:

Equipment purchase and selection
Work organisation
Office environment
Recruitment, Induction training
On the job training and information
Emergency procedures
Accident reporting, recording and investigation
Principals, contractors and subcontractors
Active management commitment and Employee participation
Electronic Audit Forms

ISBN: 0 9582004 5 9
Publication date: 2005
Recommended selling price: $198.00 (inc GST)

Download order form here (PDF, 1 page, 50Kb.)

Workplace Press Publication.Health and Safety in Employment Act: An Overview Revised Edition


Douglas M Hay and Ian B Campbell

This new edition now includes commentary on the Health and Safety in Employment Amendment Act 2002 and a chapter on Employee Participation and Health and Safety Representatives.

Table of contents:

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Changes introduced by the Principal Act
How the Courts are interpreting the Principal Act
Complying with the legislation
Employee participation and health and safety representatives
Conclusions – co-operation in the workplace

ISBN: 0 9582004 1 6
Publication date: October 2003
Recommended selling price $69.95 (inc GST)

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Workplace Press Publication.‘Health and Safety Compliance – An Audit Handbook for Managers and Supervisors 3rd Edn 2011
Douglas M Hay

The audit handbook helps an employer undertake a self assessment in order to assess their level of compliance to the HSE Act and regulations. Useful guidelines are provided to help an employer meet and understand their statutory duties. Includes employee participation. Audit forms on electronic disk.

Table of contents:

Hazard identification assessment and control
Emergency Procedures
Accident reporting recording and investigation
Information training & supervision
Principals, contractors, subcontractors
Active Management Commitment and employee participation
General Environment and other duties
Accident compensation
Electronic Audit forms



ISBN: 978 0 9864516 1 4
Publication date: 2011
Recommended selling price: $198.00 (inc GST)

Download order form here (PDF, 1 page, 50Kb.)

Workplace Press Publication.Hazardous Substances Handbook - A guide to imlementing the HSNO legislation for Manargers, Persons in Charge and Approved Handlers

Peter O'Donnell and Douglas Hay

This handbook is intended for those people who:



Are Managers and Persons in Charge where hazardous substances are present.
Require reference information on how to implement the HSNO legislation
Are responsible for ensuring that all legal requirements of HSNO legislation is correctly managed
Wish to be certified as an approved handler

This handbook and the accompanying CD contains all the material a Manager, Person in Charge or Approved Handler need to understand the HSNO legislation. For those wishing to become an Approved Handler by correspondence there are worksheets to be completed and sent to the Workplace Press.

Table of Contents:

How to use the handbook
Introduction to the HSNO Act 1996
Complying with the HSNO Act 1996
Classification of hazardous substances
Hazardous substances Controls
Requirements for approved handler and location test certificates
Emergency management
Assessment of the adverse effects of hazardous substances
Introduction to group standards
Group standard conditions
Worksheets for approved handler training
Approved Handler training by correspondenc

ISBN: 0-9582004-8-3
Publication date: June 2008
Recommended selling price: $284.00 (incl. GST)

Download order form here (PDF, 1 page, 50Kb.)

Workplace Press Publication.Employee Participation: A Handbook for Health and Safety Representatives

Douglas M Hay

This is a comprehensive and practical handbook to assist health and safety representatives understand their responsibilities following changes to the Health and Safety in Employment Act.

Table of contents:

Introduction
Employee participation and the legislation
Objectives, duties and responsibilities of the legislation
Systems and practices for promoting effective employee participation
Effective communication
Fostering and promoting health and safety management practices in the workplace
Hazard management
Management of stress and fatigue
Information, training and supervision
Emergencies and incidents
Accident investigation
Rehabilitation
Department of Labour/OSH service
Health and safety committees
ACC Workplace Safety Management Practices
Sources for help



ISBN: 0 9582004 2 4
Publication date: November 2003
Recommended selling price: $59.95 (inc GST)

Download order form here (PDF, 1 page, 50Kb.)

bulk discount

Please note that Workplace Press is able to offer bulk discounts on these publications.

Contact us for more information.

home
info
mail

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©2006 Workplace Press Ltd. P.O.Box 9435, Marion Square, Wellington 6141 New Zealand.
Phone: Phone 021- 1429261
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#34 User is offline   hukildaspida 

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Posted 06 September 2012 - 09:58 AM

Credit where it's due, that was a well worded letter you wrote keentohelp.


ACC: [2 EDITION]

The Nelson Mail [Nelson, New Zealand] 19 Mar 2007: 7.

Sir, I am concerned at ACC's reply (Mailbox, February 21) to the question "how much is paid to ACC staff annually in bonuses, what for, and does the length of time each client is on weekly compensation have any bearing on their case manager's or branch's bonuses?''. People approach our office every day, unable to understand how ACC uses the language, or with problems resulting from ACC not understanding how they use the language.

According to ACC's Gerard McGreevy,
ACC has never paid its staff such bonuses. Fair enough. Yet Mr McGreevy's answer does not answer the question, and certainly not in any relation to the Nelson Mail's article (February 3). Mr McGreevy's reply is ACC-speak at its best - part answer, part denial, part advertising, and should not be allowed to go unnoticed.

If ACC does not pay "such bonuses'', could he perhaps also answer, as asked, how much is paid to ACC staff annually in bonuses (or performance-related financial incentives), and what for? Including client time frame-related matters, please.

A S GIBBONS

Access Support Services,

Nelson, February 23.

ACC general manager, human resources, Denise Cosgrove replies: "ACC does offer performance pay to a very few of its staff each year. In 2006, 4.7 percent of our staff received such a payment. These payments are mainly made to recognise exceptional staff performance, whether the person is in our injury prevention team, the mail room, a branch or any other part of the organisation. It also helps us to retain our top-performing staff in a competitive labour market. We do not, however, make payments that are tied to staff moving people off ACC.

"More generally, I would comment that our frontline staff work hard to help injured people return to their normal lives. The speed at which this happens depends on a number of things, most of which are related to the person's individual circumstances (medical, employment, family etc). However, we find that the vast majority of people are keen to get back to their normal life as soon as possible. Our role is to offer a range of resources to help them do this.''
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#35 User is offline   hukildaspida 

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Posted 06 September 2012 - 11:54 AM

Govt sector bonuses: [2 Edition]
The Nelson Mail [Nelson, New Zealand] 21 Feb 2007: 11

Sir, Saturday's article on government sector bonuses was notable for one exception (Nelson Mail, February 3).

While it is appreciated that ACC is a government-owned Insurance Corporation rather than a government department there has, over time, been considerable public interest in just how much is paid to ACC employees by way of bonuses and for just what those bonuses are paid.

This organisation regularly fields inquiries asking whether ACC staff receive bonuses relating to how long people injured by accident are on weekly compensation and whether ACC staff benefit financially by "exiting'' injured people from that weekly compensation in time to meet predetermined targets.

ACC, in reply generally refer to "key performance indicators'' but few details of these KPI's are publicly available.

The question then is, how much is paid to ACC staff annually in bonuses, what for and does the length of time each client is on weekly compensation have any bearing on their case manager's or branches bonuses?

A S GIBBONS

Access Support Services,

Nelson, February 5.

ACC chief operating officer Gerard McGreevy replies: "Any suggestion that our staff get bonuses linked to getting claimants off ACC is absolutely untrue. ACC has never paid its staff such bonuses.

"Our motivation for rehabilitating people quickly is simply so that injured people can return to their normal, pre-injury lives as soon as possible, therefore being able to work and enjoy their regular lifestyle, free from the constraints of injury.''
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#36 User is offline   jaffa 

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Posted 21 April 2013 - 01:46 PM


KPI's are assessed twice a year, June-July and December - hence the reason for high "harassment" from ACC at these times

View Postme0, on 28 October 2008 - 10:30 PM, said:

It's a shame the KPI system is not covered in the above review. It would focus the scheme more on what is best for the client.....not what's best for the ACC staff $pockets!
Great to have KPI meaning up here again to make claimants aware.

KPI's are assessed twice a year, June-July and December - hence the reason for high "harassment" from ACC at these times. For those reading who asked what KPI was & don't understand the KPI system.....in leymans terms......
Every time you sign a consent form, stat declaration or rehab plan, or turn up at a meeting or assessment, or your file is passed from person to person at ACC, (the list is endless) then KPI boxes are ticked. As a result these Key Performance Indicators that are set & met, get added up & if ACC have met their KPI's it simply means staff at that branch, including Case Managers, then get an additional bonus, added to their normal wages/salary. The list is endless and KPI's $$ just goes up and up. Sorry to ramble, but I have realized of late there are alot of people unaware of how this affects ACC staff pockets at the end of the day.


I don't even get $22K on WC. But still they kicked me off. Reinstated they harassed me immediately on the exit pathway..


View PostMaraqita, on 12 November 2009 - 11:36 AM, said:

Public servants continue getting performance pay
Updated at 11:47am on 12 November 2009
New figures show hundreds of public servants are still getting performance payments, even as redundancies in the sector have hit a nine-year high.
A State Services Commission survey confirms the number of public servants laid off is up more than 80% on the previous year.
But figures released to Radio New Zealand under the Official Information Act also show performance payments of up to $25,000 being paid out.
Overall, 11 Government agencies made 1430 performance payments in the year to the end of June.
The Corrections Department made 478 performance payments, the highest $22,350.
The Ministry of Health made 379 payments, the highest $25,000.
The Ministry of Social Development made 11 payments averaging $8,140.
The ministry says some payments relate to historical contractual arrangements and since 1 July the majority of staff are no longer entitled to performance pay.
Department of Labour made three payments, the Ministry for the Environment one and Agriculture and Forestry none.
State Services Commissioner Iain Rennie says performance payments are appropriate and those receiving them are delivering important services to New Zealand.
He told Morning Report the payments are one tool to motivate public servants but he will be assessing chief executive's performances on a case-by-case basis.
Mr Rennie says other rewards, such as professional development oppportunities, can in some cases be better motivators and the state sector is moving away from using performance pay.
Public Service Association national secretary Brenda Pilott says performance payments are not a good incentive in the public sector and they need to be phased out.

Redundancies up
The State Services Commission's Human Resource Capability Survey shows in the year to the end of June, 301 employees were made redundant, an increase of 82% on the previous year.
The Commission says that's the highest number of redundancies since 2000, when 781 employees in the public service lost their jobs.
However, the average base salary in the Public Service increased by 5.3% to $62,713 (from $59,532 in 2008).
The survey also shows public service workers took an average of 7.5 days of sick and domestic leave, the highest since 2003.
Copyright � 2009 Radio New Zealand
http://www.radionz.co.nz/news/stories/2009...12/1245d398f800





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