EBOS Healthcare Overall Excellence in Aged Care Award for 2018 · 2019-03-08 · UPfrn THE CEO’S...

UPfront THE CEO’S MESSAGE

Excellence in CARE • DECEMBER 2018 .1

Excellence in CARE

One voice for the aged residential care sector www.nzaca.org.nz

ISSN 2324-5190

DECEMBER 2018 - ISSUE 14

EBOS Healthcare Overall Excellence in Aged Care Award for 2018Wyndham & Districts Community Rest Home Inc

2. Excellence in CARE • DECEMBER 2018

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ADVERTISINGFor enquiries regarding advertising or to place an advertisement in Excellence in CARE please contact: [email protected]

National OfficeNew Zealand Aged Care Association PO Box 12481 Wellington 6144 Phone: 04 473 3159

NZACA NATIONAL OFFICE STAFFSimon WallaceChief Executive [email protected]

Alyson KanaSenior Policy Analyst [email protected]

Julie EvansBusiness Support Coordinator [email protected]

John McDougallData Analyst [email protected]

[email protected]

Disclaimer:The information in this publication is given in good faith and has been derived from sources believed to be reliable and accurate. However, neither New Zealand Aged Care Association nor the publishers accept any form of liability whatsoever for its contents, including advertisements, editorials, opinions, advice or information, or any consequence of its use.

Excellence in CARE DECEMBER 2018 www.nzaca.org.nz

4 CEO report5 Effects of the pay equity

settlement8 Careerforce thank stakeholders

for supporting the Qualifications Pathway Review

9 A roaring success – Conference 2018

12 2018 NZACA/EBOS Healthcare Excellence in Care Awards

15 Feedback from the judges16 Iona is a great place for

international staff17 NZACA launches

Nurseportfolio.nz20 Professional Liability

Protection for Aged Care Nurses21 The College of Nurses

Aotearoa (NZ) 24 Virtual Reality for aged care

More than just entertainment


CEO report

I’m going to start with the Conference this year, which cannot go unnoticed because of the positive vibe amongst the 500 delegates and exhibitors in attendance. Not wishing to downplay pay equity or its impact over the past 18 months, the apparent energy from people to get on with things was helped by a theme focusing on the ‘new normal’. The awards, meanwhile, attracted a record number of entries culminating in a packed gala dinner enjoyed by all.

So now as the year draws to a close, it’s worth reflecting on some of the matters that have been front and centre for the NZACA and its members.

The nursing shortages in aged residential care (ARC) are critical and not sustainable long term. While there was already a pay gap between our nurses and those in public hospitals, the settlement of the multi-employer collective agreement (MECA) between the government and DHB nurses in August has accentuated that gap. As a result, more ARC nurses are leaving to go and work for DHBs than ever before. The Association’s comprehensive survey of members in August indicated there were at least 500 vacancies, and that shortage is growing day by day – a situation compounded by the difficulty in being able to recruit nurses from overseas.

The NZACA has been loud and visible in its advocacy to government for better pay for ARC nurses but also to ease up on immigration rules so providers can take on overseas nurses. Indeed, the government has responded to a shortage of teachers by bringing in 900 migrants, and we need the same response on nurses. And while the government has been slow in its response, the Association’s advocacy will not ease up – we need the matter resolved so we can maintain the high provision of care and the health and wellbeing of residents.

The possibility of an Aged Care Commissioner has been raised by Grey Power. While the ARC sector welcomes any measures that improve the quality of care, the establishment of an Aged Care Commissioner role would merely add more bureaucracy to a system that is well audited and regulated. Indeed there is a complaints process already in place to the DHB or through the Health and Disability Commissioner (HDC). The latest annual data from the HDC indicates that of 100 complaints made on aged care, 20 went to full investigation. That’s 20 too many, but it does demonstrate that cases are rare. The emphasis should be on better resourcing the HDC, to hasten the current process.

A few weeks ago, the Association appeared at Parliament to speak before the Justice Select Committee on the End of Life Choice Bill sponsored by ACT MP David Seymour. On behalf of its members, the NZACA reaffirmed its strong opposition to the Bill and reinforced its key messages that centre on our provision of first-class care and helping make the last stages of an older person’s life as comfortable, pain free and rewarding as possible. The Bill has received 19,000 submissions – the most received by any Committee – with the majority in opposition to the proposed legislation. With MPs’ consciences evenly divided on the matter, it will be a close vote in 2019.

We continue to lobby strongly on your behalf for immigration policy settings that support both the retention and recruitment of our valuable migrant workers, not only for nurses, but for caregivers as well. Changes made by the previous government and continued by the current one mean our caregiving workforce cannot stay longer for three years, with annual renewals of their work permits. Arguably, we are in a ‘perfect storm’, as low unemployment together with an increasing aging population stymie our ability to find and recruit Kiwis. To complement its own efforts, the NZACA has also joined with other industry representatives in a collective lobby for immigration policy to support our growing businesses.

There’s plenty more on the go as well, as we move into the 2019/2020 contract negotiations, participate in the important Qualifications Pathway Review, the consultation on pharmacy and of course the Funding Model Review, which may hold some wins for us, but won’t necessarily be the panacea we are looking for. Lastly, if you haven’t already done so, I’d encourage you to look at our publication, Caring for our Older Kiwis. It’s the result of more than a year’s analysis of anonymised interRAI records and evidences the significant health and wellbeing benefits for people coming into aged residential care – evidence we should all be proud of.

Best wishes to everyone for a happy Christmas and prosperous 2019.

CEO report


Effects of the pay equity settlement

Effects of the pay equity settlement The results of the 2018 Pay Equity Settlement Survey and what this means for the sector’s future

IMPLICATIONS OF THE PAY EQUITY SETTLEMENT In April 2017, the government announced a historic $2 billion Pay Equity Settlement for care and support workers in New Zealand’s aged care, disability and community support services. The Settlement mandated an increase of wage rates for care workers, with the minimum wage for caregivers increasing by approximately 21 per cent as of 1 July 2017. Caregiver wages will continue to rise progressively over the coming three years.

With care workers constituting approximately 70 per cent of an aged residential care facility’s staff, providers expected that the rise in wages would materially impact a facility’s operations. While providers widely acknowledge that there is a need to equitably remunerate caregivers, the Settlement coincides with growing uncertainty around aged residential care provider and sector viability.

THE SURVEYTo investigate the effects of the Pay Equity Settlement, Ansell Strategic and the NZACA partnered to collect data and present timely information on the financial impact the settlement has had on the viability of aged residential care facilities and the wider sector.

A comprehensive survey was conducted with input from providers across the country. Participants in the survey submitted details of two periods of financial performance information. The survey received responses from 68 operators, providing valuable information on 321 homes and almost 23,000 beds across New Zealand. This represents approximately 60 per cent of all aged residential care places across New Zealand as at 31 December 2017.

SECTOR PERFORMANCE Since the Settlement, the survey responses found that the Pay Equity Settlement has negatively impacted providers’ long-term financial sustainability. More than half of respondents reported a negative impact to their financial viability, and the analysis of financial results found that, on average, facilities have experienced a decline in earnings.

Since FY2014, earnings have decreased and continue to decline, with the increase in costs of care surpassing the increase in contract prices for services and the ability of operators to increase other income. Not-for-profit providers have been most materially impacted over this period.

EBITDA Per Resident, Per Day FY2010, FY2014 and HY2018

Despite the Ministry of Health raising the contract prices for aged residential care services, the combination of the Pay Equity Settlement and escalating operating costs have not offset the rise in income over the past few years.


PERFORMANCE BY OPERATOR AND FACILITY CHARCTERISTICS

Operators with mid-sized portfolios (two to nine facilities) or large-sized portfolios (10 facilities or more) experienced a steeper decline in earnings between FY2017 and HY2018 than single facility operators, who instead have been able to slightly increase earnings over the same period.

EBITDA Per Resident, Per Day by Portfolio Scale FY2017 and HY2018

Smaller facilities (39 beds and under) were most materially impacted, with EBITDA results reducing by 13 per cent in six months. Small, moderate and large facilities recorded a 15 to 16 per cent increase in care wages in HY2018 compared to FY2017. This result is likely to be driven by the ability for very large facilities to benefit from economies of scale.

EBITDA Per Resident, Per Day by Facility Size FY2017 and HY2018

Facilities with higher proportions of dementia and psychogeriatric beds recorded the greatest decrease in earnings since FY2017. EBITDA on a per-resident, per-day basis declined by 11 per cent, or $4.61, in the six-month period to HY2018. Facilities with predominantly hospital beds achieved slightly higher results in HY2018.



EBITDA Per Resident, Per Day by Bed Types FY2017 and HY2018

THE FUTURE OF THE SECTOR The survey results present troubling findings for the future viability of the sector, indicating that the current funding arrangement may be unsustainable in the long term, at a time when demand is also reaching unprecedented heights.

The Pay Equity Settlement could have further implications for other facility employee costs, with some enrolled nurses now being paid the same or less than caregivers despite having greater responsibilities and qualifications. In addition, minimum wages for carers is forecasted to grow an average of five per cent per annum over the next three years.

While caregivers and nurses alike should be equitably remunerated, without corresponding changes to the funding system the sector will face future uncertainty during a time when our older population is most in need of aged care services.

To find out more about the 2018 effects of the Pay Equity Settlement Survey, please contact Alyson Kana, Senior Policy Analyst ([email protected]).


AMBER CARTWRIGHT Manager – Advisory Telephone: +61 8 9468 7527 Email: [email protected]



Careerforce, the New Zealand Qualifications Authority (NZQA) –appointed qualification developer for health and wellbeing qualifications, have commenced a major review of a number of qualifications. The Qualifications Pathway Review (QPR) project is driven from a requirement of NZQA to regularly review all qualifications listed in the New Zealand Qualifications Framework to ensure they remain fit for purpose and are needed. In 2018, Careerforce started reviewing the New Zealand Certificate in Health and Wellbeing Level 2, Level 3 and Advanced Support Level 4.

“We are very appreciative that employers, tertiary education organisations and peak body organisations each took their time to support and participate in the online consultation and stakeholder meetings,” said Rod Bentham, Careerforce General Manager, Learning Solutions.

Careerforce received over 200 online and email submissions, and over 100 people came to the face-to-face stakeholder meetings held across Christchurch, Auckland and Wellington. Employers who were not able to join the meetings were given the opportunity to join a webinar session to receive updates on initial findings and to provide further feedback.

Careerforce have also previously commissioned and released sector workforce reports, based on interviews

with over 100 employers. These reports are helping to inform the review.

Bentham said that they are carefully analysing all the feedback received, and he is confident that they have enough to develop an informed report and recommendation to NZQA. Themes are certainly emerging, and he said that stakeholders can expect to continue to hear from Careerforce.

“We will work closely with peak body organisations before submitting recommendations to NZQA along with any proposed updating of qualifications, or any new qualifications.”

Careerforce aims to submit the final recommendation to NZQA early in 2019, but this is dependent on the extent of change proposed. NZQA normally then take approximately three months to process and respond to the submissions.

Bentham said 2019 is shaping up to be a busy year for the QPR team. “We are reviewing the cleaning qualifications and the remainder of the Health and Wellbeing Level 4 and Level 5 suite of qualifications.

“It is very important for us to be working closely with stakeholders so that we can ensure that any emerging skills or gaps are captured, and we will be working hard to ensure that employers and stakeholders remain engaged with and supportive of the QPR process.”

For updates on QPR, go to careerforce.org.nz/qpr

Careerforce thank stakeholders for supporting the Qualifications Pathway Review

Careerforce thank stakeholders for supporting the Qualifications Pathway Review



A roaring success – Conference 2018

After a hectic and extremely successful week at the NZACA Annual Conference in September, delegates and exhibitors returned home inspired and enlightened, with new friends and contacts. Our annual conference is about what you can learn for your business, residents and staff, as well as personally. This happens in a variety of ways: attending presentations and workshops, hearing what other providers are doing as part of the awards programme, conversing with colleagues, and learning what products and services exhibitors have available.

We had a fantastic line-up of speakers present to delegates, including Veronique Boscart, who travelled from Canada to talk to us about interRAI. We also received an update from EY on the Funding Review, from Careerforce on the Qualifications Pathway Review, from

Peter Boshier of the Office of the Ombudsman on the monitoring of dementia units, and from Rose Wall of the Health and Disability Commission. On day three we ran a series of successful workshops focusing on areas relevant to the industry.

This year we made some changes to the conference programme, with exhibitors only attending on the first two days and the third day being dedicated to the delegates, in the form of workshops. These workshops allowed the presenters to get more in depth on their topics and involve audience participation. Particularly popular were Paul Wood’s presentation on emotional fitness and Dianne Adamson and Jessica Mills’ workshop about the journey of a complaint. Given the positive feedback from these changes, it is likely the new format, or something similar, will be continued in 2019.

Conference 2018






The Excellence in Care Award winners were announced during our conference gala dinner on Wednesday 12 September at the SKYCITY Convention Centre in Auckland.

Judges commented that the overall calibre of entries into the awards this year, as well as the increased number of entries, has made their task increasingly difficult. However, it is amazing to see the work being done by providers and staff in our industry to support

Care home categoriesBidfood Excellence in Food Award for Care Homes and Hospitals: Wharerangi, Oceania Healthcare in Taupo

2018 NZACA/EBOS Healthcare Excellence in Care Awards

the vulnerable people we care for and those who look after them. The winners were successful due to their entry and innovation but also for the impact they have had on residents’ lives and the outcomes that were evidenced.

The NZACA, and partner sponsor EBOS Healthcare were pleased to announce the following winners on the night.

Overall winnerEBOS Health Care Overall Excellence in Aged Care Award: Wyndham & Districts Community Rest Home Inc in Wyndham

Medi-Map Community Connections Award: Village at the Park, Arvida in Wellington

Proudly sponsored by





Excellence in CARE • DECEMBER 2018 .13 Excellence in CARE • DECEMBER 2018 .13

Arjo Training and Staff Development Award: Iona Enliven Care Home, Presbyterian Support Otago in Oamaru

QPS Benchmarking Innovative Delivery Award: Lady Allum Rest Home, Oceania Living in Auckland

Jackson Van Interiors Built and Grown Environment Award: Metlifecare Greenwich Gardens Care Home, Metlifecare in Auckland

Invacare Small Operator Industry Award: Wyndham & Districts Community Rest Home Inc in Wyndham

Care home categories continued







Individual categories

VCare Legendary Service to the Aged Residential Care Sector Award: Cecily Munro, Malyon House in Mt Maunganui and Noeline Whitehead, Metlifecare in Auckland

The NZACA would like to thank our judges who took the time to assess these awards, which was an extremely difficult task this year: Roy Reid (Grey Power), Judith Johnson (consultant to the industry), Rhonda Sherriff (NZACA Clinical Advisor and Board Member), Lucy Milin (EBOS Healthcare), Justin Rimmer (Bidfood), David Hall (NZACA Board Member) and Simon Wallace (NZACA CE).

We would also like to thank the sponsors for their continued support, without which these awards would not be possible.

Leecare Solutions Stand-out Individual Award: Aditi Arora, Village at the Park in Wellington




Excellence in Care Awards

Feedback from the judges: what makes a successful entry

Our NZACA/EBOS Healthcare Excellence in Care awards were recently presented in Auckland to some very deserving recipients at the 2018 New Zealand Aged Care Association conference.

A panel of seven judges participated in assessing and reviewing the entries from throughout New Zealand – the largest number seen to date – in eight specific categories, along with an overall winner.

Several of the categories had 13–14 entries in each section, and each entrant had supplied significant amounts of written and video evidence to substantiate their quality initiatives. Judges were heartened to see the effort and resources invested by the entrants.

The panel looked for innovative, quality projects that enhanced or enriched the residents’ lives, with feedback to match.

The judges were also looking for qualitative evidence that substantiated the increase in resident satisfaction or family feedback – similar to quality initiatives you would achieve within your own individual sites.

The industry is seeing some amazing innovation with projects using the latest technology that incorporates staff and residents socialising together and enjoying many different activities.

The food award entries and eventual winner especially demonstrated the ever-increasing standards and restaurant-style quality that is becoming the norm throughout the aged care industry.

The overall facility winner was from Wyndham in the deep south, and the facility’s entry showcased how the team of dedicated management and staff had achieved a four-year certification with limited resources, from its previous two-year certification audit. This was a major transition in one certification cycle.

Congratulations to all of the winners of their respective categories and to the overall winner.

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UPfront THE CEO’S MESSAGEIona is a great place for international staff

Iona Enliven Care Home in Oamaru was thrilled to be announced as a category winner during at the 2018 NZACA/EBOS Healthcare Excellence in Care Awards at the NZ Aged Care Association Conference.

The Connecting Cultures programme, which has been developed and piloted in partnership with Immigration New Zealand at Iona for the last eighteen months, was entered in the Arjo Training and Staff Development Award Category. Iona was one of three category finalists, before being announced as the category winner.

The pilot programme primarily focused on reducing the number of international staff leaving employment at Iona. Initial results show the programme has reduced this by 75 per cent over two years.

Iona Care Home is a busy place, with over 100 staff, 80 volunteers and 78 residents who live in the facility.

Recognising high staff turnover, the diversity of cultures among staff members and the challenges this brought, Iona Manager Steph Leith knew something needed to be done differently.

The pilot programme was undertaken in partnership with Immigration New Zealand, and involved developing and facilitating inclusion workshops for all staff, and establishing a ‘Connecting Cultures’ group. Various staff and external organisations are involved, and a passionate resident is also part of the group.

Iona is a great place for international staffThe aim is to grow respect for different cultures, increase awareness of other cultures (for New Zealanders and international staff), and create a happy, safe environment for residents, staff, and volunteers.

Different cultures are now being celebrated and showcased every two months at Iona – Indian, Filipino and Kiwi cultures have been the focus in recent months. This is done through noticeboards explaining aspects of the chosen culture, a food-sharing activity/exhibition, and activities with involvement from residents.

Iona resident Joan stated, “Connecting Cultures gives us more of an insight into the staff cultures… It’s a good exercise to learn how other people live and get on.”

Feedback, and the results, have been very positive. Iona staff feel there is more connection between cultures, and more understanding of how to avoid unintentionally offending someone of a different culture.

Iona Manager Steph Leith is positive about the impact of the programme and the difference it makes for the Iona staff team and residents. “We must embrace our migrant workforce and make them feel comfortable, because they are a wonderful part of our team and they are increasing in number every year. Without them we wouldn’t be able to continue at Iona.”

Congratulations to everyone at Iona for helping to spread knowledge, understanding, awareness and respect for all cultures through the Connecting Cultures programme.


NZACA launches Nurseportfolio.nz


There’s a new way to present a nursing portfolio, and the NZACA have an agreement with the College of Nurses Aotearoa (NZ) to provide Nurseportfolio.nz to member organisations.As a regulated workforce, registered nurses (RNs) have a professional responsibility to maintain their competence to practise. Evidence of continuing competence, or ‘practice evidence’ is sought by the Nursing Council of New Zealand (Council) every year, first in the form of an annual declaration as part of the Annual Practising Certificate (APC) process, which is required of every nurse. Then, alongside this, Council also randomly audit five per cent of the currently 57,000-strong nursing workforce for a ‘recertification audit’ – this means providing evidence of continuing competence to support the APC declaration. This comes in the form of a ‘portfolio’.

There is often confusion and anxiety for nurses if they are selected for this audit process, however only four pieces of evidence are requested for a recertification audit:

1. verification of practice hours

2. verification of professional development hours

3. self-assessment against the competencies

4. senior nurse or peer assessment against the competencies.

To assist nurses who are working in organisations that have NZACA membership, the NZACA has an agreement with the College of Nurses Aotearoa (NZ) to provide an online portfolio site, Nurseportfolio.nz, for nurses who need to provide a portfolio for a Council recertification audit.

The College of Nurses (NZ) Inc is a professional organisation of New Zealand nurses which aims for excellence in nursing practice and healthcare delivery by supporting nurses in their ongoing professional development.

Created by NZ nurses for NZ nurses, Nurseportfolio.nz is a flexible electronic portfolio, using Mahara software. The College has tailored an NZACA ‘institution’ with three ‘collections’ of Council competencies for:

1. RNs in clinical practice

2. RNs in clinical management

3. RNs in management.

Nurses should select the collection which best describes their practice.

Nurseportfolio.nz can be accessed on any device – PC, laptop, phone or tablet – and, as it’s web-based, it can be used anywhere at any time. Nurses can also be reassured that the portfolio cannot be seen by anyone but the individual nurse, unless it is deliberately ‘shared’ by the nurse.


To access this new resource, nurses can follow the steps below.

1. On the College website www.nurse.org.nz click on NURSEPORTFOLIO.NZ

2. REGISTRATION AND LOGIN PAGE. Register on the link under the login button. Select NZ Aged Care Association.

3. DASHBOARD: Once registered on Nurseportfolio.nz you will see a ‘Dashboard’ or home page screen.

4. MENU: In the MENU drop down, select portfolio, then pages and collections.



5. PAGES AND COLLECTIONS: select copy.

6. COMPETENCIES: Select the collection most relevant to your practice (most RNs will be ‘clinical’). Click on ‘Copy collection’.

Once you have copied your collection, a tailored set of competencies relevant for your practice will have populated your own personal professional portfolio. You can now personalise and add in your evidence for self-assessment. You could add in your peer review or senior nurse assessment on the same page, or upload any documents relevant to your recertification requirements.

See below for an example of a competency with some self-assessment comments.

You can ‘share’ your portfolio with others on the site on the site or using a secret URL. Check out the HELP guides in ‘Links and resources’ for further support.

Remember, in a recertification audit, only include the evidence you have been asked to supply. Checklists are available on the Council website.

To register for Nurseportfolio.nz email Julie Evans ([email protected]). You must be a registered nurse employed at a NZACA member care facility. There will also be a small $25.00 annual fee to access this service.




Professional Liability Protection for Aged Care Nurses Liability insurance is a vital part of any good risk management practice. Aon is the preferred partner of the New Zealand Aged Care Association (NZACA) and has been providing nurses with access to an exclusive medical liability insurance facility since 2015.

Our facility provides individual aged care nurses with indemnity protection in the event of a civil damages or malpractice claim, alleged human rights or privacy breach, competency action, coronial enquiry or other investigation by a tribunal, governing body or committee following a complaint against you into your conduct or competency.

The policy also gives nurses access to the right kind of legal advice from experienced practitioners and Aon’s own in-house claims managers who provide guidance and support through what can be a stressful time.

Benefits for members• Discounted premiums using group buying power

and Aon’s market leverage.

• Broad insurance cover designed and managed by medical liability specialists.

• Claims advocacy that ensures you receive prompt and fair treatment from your insurer.

• Advice from Aon’s speciality professional risks team – dedicated advisors with 25+ years’ experience of medical liability insurances.

Transparency Aon brokers conduct business in line with our strong ethical procedures and guidelines. Transparency and disclosure are core to our business values. The ability of insurers to meet the indemnity requirements of the policy and maintain the financial ability to pay claims is paramount to us and we are your advocates to ensure fair treatment by insurers both at renewal time and in the event of a claim notification.

About Aon Aon is the leading provider of insurance broking, risk management and associated services in New Zealand and around the world.Through access and collaboration with New Zealand’s largest and most trusted insurers, we design and place insurance for individuals, small to medium and corporate businesses, as well as industry specialists including aged care.Get in touch with us today to find out more about how we can help you. You can also find more information on the NZACA’s website (https://nzaca.org.nz/members/nurses-liability-insurance/). Anita Bradshaw t +64 4 819 4135 [email protected] www.aon.co.nz

Professional Liability Protection for Aged Care Nurses


The College of Nurses Aotearoa (NZ)

The College of Nurses (NZ) Inc is a professional organisation of New Zealand nurses which aims for excellence in nursing practice and healthcare delivery by supporting nurses in their ongoing professional development. We provide a leading voice for the nursing profession and professional commentary on issues which affect nurses, and also the health of the whole community.

A bicultural organisationSince its inception in 1992, the College has maintained equal sharing between Māori and non-Māori with regard to positions of responsibility and decision-making processes.

Strategy As the key members of the healthcare team, nurses work in diverse community and hospital settings delivering numerous health services to different population groups and cultures. The many challenges and opportunities inherent in the current healthcare environment demand a planned and tactical approach.

The purpose of the College • Promote and facilitate professional

development in the area of clinical practice, nursing management, nursing education and research.

• Monitor, comment and advise on consistency and outcomes of education for nursing practice.

• Identify, examine and act on issues of significance to nursing practice and the health of the community.

• Disseminate information on issues of significance to nurses.

• Initiate, promote and publish nursing and health-related research.

• Adopt a collegial relationship with other professional bodies.

• Align workforce development with community needCompetent and effective registered nurses (RNs) and nurse practitioners (NPs) working within models of care that make the best use of the full extent of their education and training.

• Influence health policyProviding leadership, critical advocacy and contribution to national health and socio-economic policy.

• A sustainable future for the CollegeThe College continuing to utilise its strength and maximise its growth through effective use of resources.

One of our main aims is to provide a voice for the nursing profession as a whole, speaking out on issues that affect not just nurses, but the health of the whole community. We monitor and influence policies and legislation on these issues, in the same way as other powerful health industry associations. We have done this by contributing to many committees and making submissions at all levels.





What does the College of Nurses do?• Promotes the professional nursing issues for improved

practice and health outcomes.

• Distributes a news bulletin with content from local and international news relevant to our membership.

• Produces Te Puawai, a journal/newsletter with articles of clinical and professional interest.

• Provides well-researched and carefully considered submissions on all health sector concerns.

• Provides informative, relevant and up-to-date online resources.

• Delivers workshops on a variety of subjects.

• Supports nursing research with grants and scholarships.

Professional developmentConstant change is a fact of life – in nursing as in other professions. From improvements in everyday patient care to the many technological, legal and ethical issues being raised today, the developments you need to keep track of are innumerable.

The College helps to keep you up to date. We promote and facilitate professional development in the area of clinical practice, nursing management, nursing education and research.

What are the benefits of being a College member?You will be part of an active, vibrant, professional organisation and be kept up to date with professional issues. The benefits of the College are focused on nursing in general and the service nursing provides to the public. As well as the direct personal benefits, you will receive the following.

• NZ Nursing Review (bi-monthly) subscription

o Keep up to date with a copy of Nursing Review, online and delivered to your door.

• Nursing Praxis in New Zealand – Journal of Professional Nursing

o Easy access to New Zealand’s journal of professional nursing.

• Forum: Participation in online discussions through our secure forum.

• Weekly World and NZ News Bulletin by email – a service for members with articles of interest specifically selected for nurses (no need for time-consuming browsing of papers and internet to keep up to date – this is all you need).

• Nurseportfolio.nz

o F.ee to College members

o Try a new way of presenting evidence of your practice competence.

• Te Puawai The College’s own professional update, produced twice a year.

• Professional Indemnity Insurance – $1 million p/a cover for civil liability; members are covered automatically, with the exception of retired and international/overseas members.

• Professional supervision

o Add your professional supervisor profile or access a professional supervisor.

o Nursing supervision provided by nurses for nurses.



• NP resources

o Videos, links, tips and resources to support you in your role as a supervisor for NP candidates.

o Submit your application for NP registration on Nurseportfolio.nz.

College endorsementsAs part of its mandate, the College seeks to support registered nurses in their ongoing professional development within the Nursing Council’s Continuing Competence Framework (2008). To ensure nurses have access to professional development events that are of a high professional standard, the College offers opportunities for providers of conferences, courses, seminars, or workshops to seek College endorsement.

• Endorsement in this instance determines that the College is satisfied that the professional development being provided is of a high standard that will enable participants to achieve hours relevant to the 60 professional development hours required by Nursing Council.

Professional Indemnity InsuranceIt is essential that all registered nurses and nurse practitioners maintain professional individual indemnity insurance, regardless of their current working status. College Members receive indemnity insurance cover up to $1 million p/a.

Indemnity insurance is to protect you against legal costs and any fines incurred on indemnity claims only. The College of Nurses professional indemnity insurance cover provides individual and separate representation for each of our members, covering you 24 hours a day anywhere in NZ (even assisting at the site of an accident).

The New Zealand Aged Care Association also offers Professionals Indemnity (Malpractice), Public Liability and Statutory Liability insurance to registered nurses employed by member care facilities. Click here for more details.

Membership optionsThe College welcomes all nurses, from all areas of the profession, and its membership includes many clinicians, as well as educators and nurses from other fields.

What if I belong to another professional organisation?Great! The spirit of the College is about collegiality, sharing and communication. Members are free to join other organisations, and can hold joint professional organisational appointments. Many members of the College do, in fact, belong to more than one professional organisation.

For more information www.nurse.org.nz [email protected]

Membership supportIn response to receiving a complaint about your practice, we strongly recommend that you call the College office for support – whether it be a general workplace complaint or a possible indemnity case. ASK FOR ADVICE AS EARLY AS POSSIBLE. We have experienced people who can discuss your situation with you and, if required, act as your support person.

Professional support guidesWe have created a suite of online presentations designed to address some common membership concerns/worries, including bullying, portfolios, practice issues.

Keeping up to date• Facebook – you don’t have to be a College member

to join our College Facebook page.

• Email updates delivered to you each day with job vacancies, news, national consultations, scholarships and education opportunities.



http://www.nzaca.org.nz/members/nurses-liability-insurance/

http://www.nzaca.org.nz/members/nurses-liability-insurance/

https://www.nurses.org.nz/

mailto:admin%40nurse.org.nz?subject=



Virtual Reality for aged careMore than just entertainment

Virtual Reality is being recognised as a powerful therapeutic tool in aged care. It’s not just the plaything of a younger generation.

Virtual Reality, or VR, creates a computer-generated experience like nothing you have previously encountered. The player dons a headset to view an animated 3D image with realistic depth, scale, and motion tracking. It’s as though you have entered a movie as a participant.

You can interact with the characters and shape the environment using hand-held controllers and head movement. For young people, VR games involve a level of physical interaction using their whole body. These games are available to everyone, but for older people a range of more passive VR experiences will open a whole new universe of possibilities.

The aged care industry is now catching up with the possibilities this medium offers as a means of treatment and as a way of stimulating mature minds. A research collaboration between the University of Queensland and

the aged care industry is using Virtual Reality to reconceptualise aging and how we view it. “Virtual Reality, new services, multi-generational communal living, and other innovative accommodation models – this is the future of senior living and the revolution has already begun,” says Professor Laurie Buys, a researcher from the Institute of Future Environments in Australia.

The Australian Aging Agenda reported on a trial of VR at three facilities in Australia with a total of 30 residents at different stages of dementia. The trial showed an improved quality of life and a significant number of residents reporting a pleasurable experience as a result of the immersive experience. Behavioural outcomes witnessed included a reduction in vocalisations, wandering, and anxiety among residents, coupled with a staff preference for VR before pharmacological intervention.

In addition to therapeutic applications, VR also provides a stimulating form of extramural activity for more able residents. Virtual Reality is a new form of public entertainment. Suppliers are opening lounge-style

Virtual Reality for aged care



facilities in shopping centres, where young and old can pay for time on VR equipment, be shown how to use it, and access the range of commercially available experiences. Aged care centre managers are able to bus groups of residents to a public lounge as an outing to experience VR at a level suitable for their personal interests and physical abilities.

Peter Laurent is an enthusiast in the medium who has recently opened The VR Club Ltd in Takapuna. He is experienced in setting up and operating VR services. He offers a street-level facility open to the public with easy access in the café heart of Takapuna.

He says, “I am keen to offer this new and exciting entertainment medium to older people as well as my regular millennial customers. The entire place can be reserved for a group of up to ten, or we can set up an off-site VR space at rest homes. We’re confident residents will have an energising, safe and enjoyable experience they will remember and talk about for a long time afterwards.”

To contact Peter, email [email protected] or web www.vrclub.co.nz

mailto:info%40vrclub.co.nz?subject=

http://www.vrclub.co.nz



Christmas Cooking timeChristmas Cake recipe from 1960Peppermint ‘bark’

Ingredients:• A block of white chocolate• Peppermint candy canes (as many as you like)

Method:Melt the block of chocolate in a double boiler or in the microwave and pour it onto a baking tray lined with baking paper.

Smash some peppermint candy canes with a rolling pin.

Sprinkle the candy cane pieces over the chocolate and press into the chocolate to ensure they stick.

Allow the chocolate to cool slightly then chill until set.

Once set, break it into pieces.

Wishing you a fantastic break from all the team at NZACA.

National office will close for the Christmas break from Friday 21 December at 5pm and will re–open on Thursday 4th January at 8.30am.

Christmas rocky roadIngredients:• Two large (180-200g) blocks of good quality white

chocolate• 200g of marshmallows cut in half• 100g of cranberries• 50g of pistachio nuts• 100g macadamia nuts• 1/3 cup of desiccated coconut

Method:Line a 20cm square cake tin with baking paper.

Combine the marshmallows, cranberries, nuts and coconut in a bowl.

Melt the chocolate in a double boiler or the microwave.

Pour the chocolate over the marshmallow mixture and mix well.

Spoon the mixture into the cake tin and press it down with the back of a spoon. Refrigerate until set. Cut into squares using a warm knife.

Ingredients:• 8oz butter (225g)• 8oz sugar (225g)• 4 eggs• 2 tbsp golden syrup• ½ tsp vanilla & lemon essence• 2 ½ cups flour• ½ tsp BP• ½ tsp salt • 2lb mixed fruit

Method:Cream butter and sugar together, add eggs and golden syrup and essences.

then add fruit and dry ingredients. Mix well.

Put into lined and greased baking tin.

Bake at 275 deg or 2 to 3 gas for about 3 ½ hours.

Test, leave in tin to cool.

Excellence in CARE • DECEMBER 2018 .27One voice for the aged residential care sector www.nzaca.org.nz

This is a member service to help answer those questions and queries which crop up from time to time around auditing, policies and procedures, the ARRC contract, clinical operational issues, standards, and dealing with diff icult residents and staff.

NZACA have contracted Rhonda Sheriff to run this service.

Rhonda has worked exclusively in the aged care sector over the last twenty years in several roles, covering quality coordination and management, facil i ty management and operational management for large groups and standalone aged care providers. These providers have been from both the for profit and not for profit sectors.

Rhonda’s time in the sector has allowed her to develop a unique understanding of the varied aspects required to operate a successful business such as ensuring quality care delivery, meeting compliance requirements, dealing with HR issues, and overall Care facil i ty management.



One voice for the aged residential care sector www.nzaca.org.nz

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