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Displaying 31 - 40 results of 75 for "workforce'"

  • System performance monitoring

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    Workforce vacancy rates are improving, and workforce diversity is increasing. We have also seen an increase in people entering training to work in the mental health and addiction sector.  These improvements are positive and should be celebrated as significant steps in the right direction.

  • Service monitoring data summaries 2025

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    Resource

    Data reported on includes the number of people accessing addiction specialist services, wait times, workforce, and investment over the five-year period to June 2024. In most cases, they cover data over the five-year period to June 2024.

  • Our tools to create system change

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    Having a plan to grow the workforce and address workforce shortages, improve prevalence information, and create better data systems will provide a solid foundation for enabling system changes that are most effective in improving access and addressing gaps to mental health and addiction services.   

  • Mental health and addiction service monitoring 2026 downloads

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    Resource

    Data reported on includes the number of people accessing services, wait times, and workforce. This is released as part of our regular monitoring role. Te Hiringa Mahara – Mental Health and Wellbeing Commission is legislated to monitor mental health and addiction services.

  • Official Information Act requests

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    Recent requests Updates to He Ara Āwhina Date published: 24 June 2025 Response date: 4 March 2025 View/download PDF: MHWC2025 001 Updates to He Ara Awhina [PDF, 111KB] Parental leave entitlements Date published: 4 February 2025 Response date: 11 December 2024 View/download PDF: MHWC2024-009 Parental

  • Te Hiringa Mahara welcomes Health Quality and Safety Commission report on the mental health impacts of COVID-19 on Aotearoa

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    News

    “To deliver the services needed, given the real workforce constraints, will require transformation of the way we recruit, train, support and deploy the mental health and addiction services workforce.

  • Mental Health and Wellbeing Strategy is a positive step, but people need to see real change

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    News

    “We welcome the focus on recruitment, retention and the wellbeing of our workforce including the peer workforce.  This is a critical element for improving the effectiveness of our services.  “But there are still important gaps.

  • 2026 system performance monitoring report downloads

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    Resource

    addiction system that: Realises the potential of lived and living experience Prioritises effective services for tāngata whaiora with highest need Provides effective primary prevention and early interventions Ensures accessible and effective services Upholds human rights-based practices Is supported by a workforce

  • Commission responds to Implementation Unit’s mid-term review of 2019 mental health package

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    News

    We also echo calls for greater focus on growing our mental health and addiction workforce at pace.”

  • Holding a mirror up to the mental health and addiction system

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    News

      “Peer support services for example have seen an increase since 2018 with greater investment in the peer and lived experience workforce.