PMAANZ Matters June 2026

Kia ora PMAANZ members, and welcome to our June 2026 newsletter.

This issue shines a special spotlight on three important highlights in our PMAANZ calendar, Conference 2026, the Practice Management of the Year Award, and our biennial remuneration survey.

As we look ahead to September, there is a real sense of momentum building for our conference in Wellington, where members from across Aotearoa will come together for three days of learning, connection, inspiration, and professional growth. With an outstanding line-up of speakers, practical sessions, and opportunities to reconnect with colleagues from around the country, this year’s conference promises to be a true celebration of our profession and the strength of our PMAANZ community. 

We are also proud to highlight the Practice Management of the Year Award, which offers an important opportunity to recognise and celebrate the dedication, leadership, and impact of practice managers and administrators who make a difference every day. We encourage members to consider nominating a deserving colleague, or yourself, and help shine a light on the outstanding work happening in practices throughout New Zealand. Just as importantly, we encourage all members to complete the PMAANZ remuneration survey, as every response helps build a stronger evidence base to validate our profession, benchmark our value, and support ongoing advocacy for practice management across Aotearoa.

Together, these initiatives reflect the heart of PMAANZ: celebrating excellence, investing in growth, and strengthening the connections that support our profession.

Kia ora PMAANZ Members

It’s hard to believe we’re already halfway through 2026 — the year seems to be flying by at a remarkable pace! I know many of you are waiting with bated breath for the 1st of July Capitation announcements. There’s plenty of uncertainty ahead with the new reweighting and the ongoing PSAAP negotiations, we’re all keeping a close eye on developments. This uncertainty has made financial planning incredibly challenging — it’s difficult to know whether to introduce new services, expand clinics, or hire additional staff when future funding remains unclear.

It’s been a busy time for meetings. As PMAANZ Chair, I haven’t been able to attend as many face‑to‑face sessions as I’d like, but I’ve joined online whenever possible. We’ve had two General Practice Leaders Forum (GPLF) meetings, which bring together RNZCGP, Hauora Taiwhenua, GenPro, GPNZ, and NZNO. A key focus for this collective is advocacy with Health NZ and the Minister. I’ve also attended two General Practice New Zealand (GPNZ) Board meetings — the organisation representing around 80% of PHOs.

PMAANZ continues to have a strong presence in national discussions shaping the future of primary care. Our seat at the table ensures the practical realities of running general practices are part of the conversation — not just policy theory. It’s encouraging to see the growing recognition of the expertise and insight practice managers bring to the sector.

Alongside this, I’ve been representing PMAANZ in a range of forums — from monthly Collaborative Aotearoa meetings to quarterly Health NZ Primary Sector discussions and the ACC Primary Care Sector Engagement Group. We’re also regularly invited to contribute to working groups, including the ACC Primary Care External Reference Group, where our input helps shape initiatives that directly affect how practices operate day to day.

Conference Update

We decided to take a fresh approach this year by calling for abstracts for our plenary and workshop sessions — and were delighted by the number and quality of submissions. It’s inspiring to see so many in our industry eager to share their knowledge and ideas. I’m confident we’ve curated a programme that offers a great mix of education, innovation, and motivation.

This is your conference, and we want it to reflect what matters most to our members. I look forward to seeing many of you there and celebrating the strength and spirit of our PMAANZ community.

Ngā mihi nui,

Mary Morrissey | Chair PMAANZ

Preparing for safer digital health, together

We are privileged to be a Gold Sponsor of the PMAANZ conference this year, and we’re excited to see you there.

For Manage My Health, this is more than an event sponsorship. It is part of our commitment to staying close to general practice, listening to practice managers, and supporting the sector as digital health becomes more important to daily care.

Security

Given the number of cyber incidents affecting health organisations in New Zealand and Australia over the past year or so, cyber security has become a key theme for the primary sector.

Here at Manage My Health, we have implemented a programme of security and operational improvements. This includes mandatory multi-factor authentication for all users, stronger identity and access management controls, 24/7 real-time monitoring supported by SIEM capability and automated response, continuous threat and dark web monitoring, expanded independent security testing including regular VAPTs, and enhanced governance through an independent advisory board.

A secure system still needs to work for the patient who is not confident online. It needs to work for the older person who may not understand verification codes. It needs to work for the receptionist who is trying to help someone at the front desk while the phone is ringing.

We recognise that practice managers are at the centre of this work. They help translate security requirements into everyday practice processes. They support front-desk teams, answer patient questions, manage communication, and help ensure new processes are understood and used consistently.

That is why our focus is not only on technical safeguards. It is also on practical implementation, clear communication and support for the people using digital tools every day.

Multi-factor support

One area of focus is safer sign-in.

Multi-factor authentication is an important part of protecting patient information. It adds another step when a person signs in, usually by asking them to enter a verification code. This helps confirm that the person accessing the account is the right person.

That is why we are developing practical resources that practices can use with patients.

These include existing videos that explain the sign-in process, a new help webpage, a poster with a QR code that practices can display, a PDF that practices can send to patients, and a flyer for reception teams to hand out.

The goal is to help patients understand what they need to do, why the extra step matters, and where to go for help.

Primary sector investment

We also see industry events as part of this work. Alongside PMAANZ, we are supporting GP26, GPCME Rotorua and Christchurch, and the Digital Health Leadership Forum, among others.

These forums give us the opportunity to hear directly from the sector about what is working, what is difficult, and what practices need from digital health providers.

The next stage of digital health will require more than new features. It will require practical support, safer access, clear communication and ongoing investment in security.

That is where our focus sits.

We want to work alongside practice managers, GPs, health leaders and sector partners to help prepare general practice for the next phase of digital healthcare. Not just with technology, but with the information, tools and support needed to use it safely.

Why Your Voice Matters in our Biennial Remuneration Survey

Every second year, our remuneration survey provides one of the clearest pictures of what Practice Managers and Administrators in our industry are earning, the benefits they receive, and whether location has an impact on earnings. The value of the survey depends entirely on participation from our members, so I encourage you to take a few minutes to complete the survey.  By doing so you are contributing to a stronger, more accurate understanding of remuneration trends across the profession. The more responses we receive, the more meaningful and reliable the results become.

Members regularly use the survey findings to:

• Benchmark salaries and benefits
• Prepare for performance and salary reviews
• Understand market trends and emerging roles
• Compare remuneration across regions and sectors
• Make informed career and recruitment decisions

The survey also helps PMAANZ to strengthen advocacy efforts on behalf of Practice Managers and Administrators within general practices, specialist clinics and allied health services. Reliable remuneration data gives us evidence to help ensure the profession remains sustainable, competitive, and attractive to future talent.

Confidential and Important

All responses are treated confidentially and reported only in aggregated form. Individual responses are never identified.  Even if you think your situation is “typical,” your response matters. A broad range of experiences and salary levels is essential to building an accurate picture of the profession.

Please Take Part

If you have received the survey invitation, we encourage you to complete it as soon as possible and no later than 26 June 2026 so that we can collate and distribute the results before our conference in September.

Please complete the survey by 26 June 2026 to ensure results are available before our September conference. Click the link below to begin.

Thank you to everyone who takes the time to participate and support this important initiative.

Wendy Harris | Treasurer

We have sent quite a few e-blasts recently, and I apologise if you have received any duplicates. I hope the information has been useful and relevant.

I also hope you have enjoyed our recent webinars. I believe they have provided valuable insights and practical information for attendees.

I am currently working on future webinar topics, with the next session focusing on Office 365. My aim is to continue delivering webinars that are informative, practical, and beneficial to your day-to-day work.

For any new Practice Managers or Allied Health staff, please feel free to contact me with suggestions for future webinar topics. I am always happy to explore new ideas and develop content that will be useful and relevant to everyone.

Personal Note

As a small rural Practice Manager, life can be incredibly busy. Many of you will know exactly what I mean, you may be covering reception, helping with HCA duties, managing your own responsibilities, and keeping on top of Cornerstone and Foundation Standards, along with countless other tasks.

For new managers, it can feel especially overwhelming. One of the most important lessons I learned was not being afraid to delegate. There may be a champion within your team that you have not yet discovered. Give staff members opportunities to help and contribute where they can.

I found one of my own stars when I was due to leave for annual leave on a Friday afternoon. We had staff off sick, no available cover, and a busy practice to keep running. One team member, who normally worked until 12.30 pm, offered to stay until 2.45 pm because her children finished school at 3.00 pm. She usually started at 7.45 am but, due to our staffing shortages, arrived at 7.00 am when I did. She simply rolled up her sleeves, did the hard mahi, and got on with the job.

So, take a look around your team and identify your star players. They may not ask for much in return, but a sincere thank you and recognition of their efforts can go a long way.

Have a great day and remember you are a fantastic Manager and I look forward to meeting you all at PMAANZ Conference soon. 

Regards

Karen Greer

March 2026

• Kim Holden - Wellington
• Lisa Zame - Waikato
• Joy Zentveld - Wellington
• Jennifer McGauley - Auckland
• Lynda Collins - Waikato
• Ali Rizvi - Waikato
• Deborah Wikitera - Auckland

April 2026

• Brooke Morris - Canterbury
• Sakshi Kumeri - Wellington
• Meghan Noecker - Nelson/Marlborough
• Dee Anne Knight - Auckland
• Sharon Church - Waikato
• Moana Palace - Waikato
• Katherine Chen
• Derrick Cherrie

May 2026

• Lia Mourie - Wellington
• Denise Rairi - Auckland
• Hannah Caunes - Auckland

Celebrate Excellence: Nominate for the Practice Management of the Year Award

We know that behind every successful practice is a skilled and dedicated Practice Manager or Administrator helping to keep everything running smoothly. From leading teams and improving systems to supporting quality patient care and strengthening the day-to-day operation of the practice, their contribution is significant. The Practice Management of the Year Award is a wonderful opportunity to recognise and celebrate those who go above and beyond in this important role.

We warmly encourage all members to consider making a nomination. If you do not wish to nominate yourself, you can still play an important part by forwarding the attached nomination letter and application form to your employer, colleagues, or staff for their consideration. Often, the people best placed to speak about the value of a Practice Manager or Administrator are the teams they support every day. A thoughtful nomination is a meaningful way to acknowledge the leadership, commitment, and positive impact that practice management professionals bring to their workplace and community.

Please take a moment to review the attached materials and submit a nomination for someone who deserves to be recognised. Supporting information, examples of achievements, and references can all help build a strong application. Let’s celebrate the outstanding work happening in practices across Aotearoa and shine a light on the professionals who make such a difference behind the scenes.

• Entry form and guidelines here.

Wellington Branch Update – June 2026

The Wellington branch has had a fantastic start to 2026, with members connecting from across the wider Wellington region.

In March, we kicked off the year with a visit to the new Lower Hutt After Hours Medical Centre, where members enjoyed a behind-the-scenes tour and learned more about the planning and work involved in establishing the facility. It was a great opportunity to see a significant local healthcare project in action.

In June, we held our mid-year dinner at Supply Room in Wellington. It was wonderful to catch up with familiar faces and particularly pleasing to welcome several new members to the branch. One of the greatest strengths of PMAANZ is the opportunity to connect with others who understand the unique challenges and opportunities of working in primary care, and it was fantastic to see new connections being made around the table, along with the sharing of a few hot tips from both new and seasoned practice managers.

Next up, we're looking forward to a collaborative event with the HealthyPractice team, who will be hosting a wine and cheese evening in July. The evening will include a presentation on recent employment legislation changes and potential future developments, along with plenty of opportunities to network with colleagues from across the Wellington region. HealthyPractice will also be inviting practice managers from their Wellington network, providing a great opportunity to introduce prospective members to PMAANZ and showcase the value of our local branch community.

We're also excited to welcome PMAANZ members from across New Zealand to Wellington for the PMAANZ Conference in September, which promises to be a highlight of the year.

Our focus remains on creating relaxed, practical opportunities for members to connect, share ideas, and support one another. Whether it's at a branch event or the PMAANZ Conference in September, we look forward to catching up with many of you throughout the year!

Ngā mihi nui,

Maisie | PMAANZ Wellington Branch

RNZCGP Foundation Standard Review survey and webinars
The College is reviewing the Foundation Standard. The review aims to:

• Improve clarity and usability
• Reduce unnecessary burden and duplication
• Maintain baseline quality and safety.

As part of this review, we have been engaging with stakeholders across the sector. This feedback has identified key issues and priorities and informed the development of a short survey. The survey includes questions on the review, along with drafted examples to illustrate the proposed approach. We would value your input before moving into more detailed drafting of the Standard.

This is a significant piece of work and strong engagement is critical to ensuring the next version of the Foundation Standard is practical and supports safe, high-quality care. We are particularly keen to hear from those who work closely with the Standard, including practice owners, practice managers, GPs, nurses and others involved in meeting it.

The survey will take approximately 15 minutes to complete, and your feedback will directly shape the next version of the Standard.

Please feel free to share this with others in your practice or network who work with the Standard.  

To participate, please click here.

The survey is open until 5:00pm, 19 June 2026. 

If you have any questions or experience any issues with the survey, please contact quality@rnzcgp.org.nz.

Attend a webinar to find out more

The College will also be hosting webinars to discuss the review in more detail.

Register for your preferred webinar below:

• Friday 5 June, 12.30–1.00pm: Please register
• Tuesday 9 June, 6.30–7.00pm: Please register
• Wednesday 10 June, 6.30–7.00pm: Please register

IPMHA Health coaching in primary care: what’s working in practice

Insights from the PREKURE & Collaborative Aotearoa training pathway

Across both general practice and community services, teams are working hard to balance increasing demand, workforce pressures, and the growing complexity of people’s health, Hauora and social needs.

Health coaching has emerged as one practical way services are responding. When embedded well, it supports a shift from “doing for” to “working with” people to support whaiora-led care, self-management, and behaviour change.

Like any workforce role, its impact depends on how well it is understood, supported, and part of routine care delivery.

How the collaboration came about

The collaboration between PREKURE and Collaborative Aotearoa was established to address an education and training gap identified by primary care and community services. We believed that people stepping into health coaching roles needed clearer preparation, stronger support, and better connection to the realities of working across practice and community settings.

Together, the IPMHA training PREKURE and Collaborative Aotearoa collaboration delivers an 18-month national Integrated Primary Mental Health and Addiction Health Coach training pathway. The partnership brings together complementary strengths. PREKURE provides structured education and applied learning, while Collaborative Aotearoa ensures the training reflects real service needs, employer feedback, and workforce realities, so learning translates into day‑to‑day practice rather than remaining theoretical.

An important milestone in this work is the NZQA Level 4 Micro-credential for Health Coach Preparation which is well underway for approval, marking an important step in formalising the training pathway for IPMHA health coaches.

“I am absolutely in awe of the level of cultural competency and detail - it feels amazing as a Pasifika and Māori to attend these wananga and feel so seen because of your approach! Thank you for a great day.” (health Coach lead)

A key strength of the pathway is the introduction of Regional Lead mentors and assessors. coordinated by Collaborative Aotearoa. Regional Leads provide local mentoring and in‑person assessment, helping connect learning directly into practice and community contexts. This role supports health coaches to apply skills confidently and consistently, while also strengthening connections between services. 

What the training focuses on

The programme provides practical, hands-on coaching capability that can be used directly in day-to-day roles,

• Core skills such as active listening, reflective questioning, and goal setting
• Motivational interviewing and behaviour change techniques
• Strengths-based, person-led approaches to long-term condition management
• Supporting equitable access to coaching conversations for priority populations
• Working effectively within multidisciplinary teams
• Embedding coaching into workflows and service delivery

Health coaches are supported to apply learning early, building confidence and competency through practice, rather than adding new layers of complexity.

Why this matters in practice

Health coaching is changing how support conversations happen - shifting from directive advice-giving to structured, whaiora-led care that supports self-management and behaviour change.

When health coaching is working well, it strengthens engagement in long-term condition care, supports more consistent self-management conversations, improves use of clinician time, and builds stronger team-based care capacity. There is also growing recognition of its role in improving equity of access to ongoing support for whānau.

These outcomes rely on clear role understanding, how the role fits within workflows, and consistent team engagement. The greatest impact comes when health coaching becomes part of routine care, rather than sitting alongside it as an add‑on. 

The role of practice managers

Practice managers play a key role in whether health coaching becomes embedded in a General Practice. A few practical steps tend to make the biggest difference.

Supporting teams to understand the role in a practical, day-to-day way is often the starting point, followed by embedding health coaching into referral pathways and existing workflows so it becomes part of how care is delivered rather than an add-on. Protecting time for training, supervision, and applied learning is particularly important in busy environments where competing priorities are constant.

Consistent use across teams, along with making use of existing resources rather than creating new systems locally, helps strengthen sustainability. The focus is not on adding complexity, but on strengthening what is already there.

Using the resources available

Through the PREKURE and Collaborative Aotearoa partnership, participating services have access to shared resources design to support implementation. These include recorded webinars, practical tools, coaching guides, and peer learning opportunities.

These are designed to support consistency and reduce duplication across services.

Looking ahead

Health coaching is most effective when it is part of both general practice and community care and not positioned a separate initiative. The PREKURE and Collaborative Aotearoa training pathway is designed with this integration in mind, building practical capability that aligns with real service delivery.

The opportunity is not to add another initiative, but to strengthen what is already in place, supporting integration, building shared understanding across teams, and making better use of tools, training, and local support already available.

When this is embedded well, health coaching moves from being an additional role to becoming part of how care is delivered every day.

For practice managers and teams involved in the programme, Collaborative Aotearoa and PREKURE provide structured training support, resources, and Regional Lead engagement to support implementation and consistency across services.

PREKURE x Collaborative Aotearoa’s IPMHA Health Coach in person Hui – Turuki Health Care, Mangere, Auckland.

Contact: IPMHA@collab.org.nz

New methylphenidate resources for patients and whānau

As methylphenidate supply and prescribing changes continue, many patients are seeking information and guidance from their healthcare team. To support these conversations, Healthify.nz has developed a set of plain language patient resources. 

The resources include: 

·     Methylphenidate for ADHD factsheet: practical information about different formulations, what to do if medicines change, and an appointment guide for ADHD care.  

·     Short educational videos covering:  

1.    changes to prescribing rules and what they mean for patients

2.    what to do if your ADHD medicine isn’t available

3.    methylphenidate and special authority access

These resources are designed to improve access to reliable information, reduce uncertainty, and support continuity of care during periods of limited supply.

Please share them with patients and whānau to help inform discussions about ADHD medicines and prescribing changes. Visit Healthify for more information: healthify.nz/methylphenidate 

Using AI in absence of a Legal or HR professional, the main risks and things to consider as a Practice Manager.

As AI tools become more common and more capable, their potential to support HR processes is growing, but so too are the risks and responsibilities that come with using them. Whether you’re already using AI in your practice or simply considering it, there are a number of important factors to keep in mind, particularly when using AI in place of, or without, human input. HR process starts at the very beginning of an employee lifecycle. Starting with recruitment and training, throughout the course of someone’s employment with performance and growth, and through until the end of the employment with resignation or termination. There is also the chance that during the employee lifecycle you may have to manage situations such as underperformance management, disciplinary processes, restructures or medical incapacity. When completing any type of HR process, it requires careful interpretation and judgement dependent on each situation, and it is important to err on the side of caution by keeping in touch with your HR or Legal professional to ensure you are getting things right.

Privacy

While AI tools are becoming more widely used in workplaces, it is important to remember that most of these systems are hosted by third parties. As a Practice Manager, you remain responsible for protecting employee information and ensure you remain compliant with the Privacy Act. Under the Privacy Act 2020, employee data must be kept confidential. While AI tools can be helpful for general guidance, entering detailed employee information into an AI systems exposes your practice to the risk that the information is mishandled and misused. As with any external system, there is always a possibility that the information you provide could be accessed or used in a way that breaches the privacy of employees. In some cases, using AI in this way could constitute a privacy breach, particularly if the employee is unaware their information has been shared. However, if you avoid sharing specific employee details, AI tools can only be useful in providing general advice, rather than guidance that is specific to an individual employee or situation. This is especially important when dealing with sensitive matters.

Engaging a lawyer or HR professional ensures that information is handled appropriately and confidentially, the advice is specific to your situation, and professional guidance can be provided in line with legislation.

Bias and Discrimination

AI uses the data it is provided and ‘learns’ over time. Drawing on large data sets and information provided by publications or other large databases commonly found online, it also learns from how you use it. AI uses this information to determine what the most common decisions are, based on past interactions during hiring processes, employment disputes decisions or other employment data that is readily available. Because AI relies heavily on publicly available information, it may make recommendations to you that are informed by historical expectations or norms, outdate legislation or even decisions made in different countries, without considering what has changed or is most applicable. This is particularly important for managers when using AI tools for recruitment, performance management, or disciplinary processes. Workplace norms and expectations change over time, and decisions must reflect current standards, not historical ones. AI can provide a useful starting point, but it should not be relied on to make decisions about how to act or respond, especially in complex situations.

Acting as a Fair and Reasonable Employer

AI can be a helpful tool for drafting documents; however, it is always important to check for accuracy as it may produce content that appears professional and aligned with legislation, but it cannot be relied on to be right.

There have already been examples where AI has generated incorrect information, including referencing case law that does not exist. This highlights the importance of careful review and human oversight. In New Zealand, employers are required to act in a way that is fair and reasonable, which goes beyond simply following a process. You must interpret each situation individually, apply empathy and judgement throughout, and balance both procedural requirements and human factors. These decisions are often informed by case law and practical experience. Utilising Legal and HR professionals brings the knowledge of case law, experience working with people and managing complexity, and the ability to offer practical and creative solutions. For Practice Managers, this support can be critical, particularly when dealing with more challenging or nuanced situations, which they may only have to navigate once in their career.

Overall

AI can be a useful tool within a practice, particularly when it comes to drafting generic HR documents or providing general guidance, however when dealing with situations that require specific advice, careful judgement, and Legal and HR expertise, it is important to rely on qualified professionals. Doing so ensures that you are protecting employee privacy, complying with legal obligations, and acting as a fair and reasonable employer.

Ultimately, AI should be seen as a support tool, not a substitute for professional advice or human decision-making. Taking a considered and cautious approach will help ensure that you continue to manage HR processes in a way that is both effective and aligned with your responsibilities as a Practice Manager.

Books/Movies/Shows - recommended by PMAANZ members

Book reviews

Dirty Harriet Miriam Auerbach

SOMETIMES, A WOMAN'S GOT TO GET DIRTY TO GET THINGS CLEAN...Leaving the glamorous Boca Raton lifestyle behind wasn't easy for Boca-born Harriet Horowitz. But when she'd asked her physically abusive husband to make her day -- he'd agreed (in front of 500 people) -- and Harriet became single (a widow).  Though it had been a clear-cut case of self-defence, she lost everything...yet wound up finding more. Her crash from the heights of society led her to a home in the desolate, haunting Everglades, a job as a private investigator and a new identity as tough cookie Dirty Harriet.

It was a new world for Harriet. Until a murder case involving vulnerable migrant women brought her back to Boca Raton and forced her to face a past she'd thought she'd left in the dust....

Hard Fall – Phil Reade

An ex-cop with a past. A case police couldn't solve. One chance at redemption... 

 
Ex-New York detective Thomas Blume hunts the streets of London for the killers that tore his family apart. For justice, for closure, for revenge.

 
But when Blume stumbles across a case that baffled local police, he unwittingly joins a world of criminals, corruption, and cops that will do anything to stop him.

 
Now, in a country he doesn't understand, and a city stacked against him, Blume must fight to expose the truth… before it's too late.

Movie Reviews

What I’ve been watching – Chair Mary Morrissey

The Four Horsemen are back to unite with a new generation of illusionists for their most global, high-stakes magical adventure yet. Their mission: Expose the corruption of Veronika Vanderberg, a powerful diamond heiress with ties to arms dealers, traffickers, and warlords. Aided by the legendary Thaddeus, the two generations of magicians must overcome their differences to try and defeat their cunning and dangerous adversary, in this magic-fuelled heist   - Netflix

Finally watched the last season of Outlander & I wasn’t disappointed, might have cried though!!!

Conference Sponsors

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