Scores of Southern District Health Board middle managers on transitional contracts face uncertainty, as the board runs a ''highbrow'' discussion about their jobs, Public Service Association organiser Julie Morton says.
After dropping plans for a formal restructuring, the board is holding workshops, focus groups, and one-on-one discussions to effect the desired change of refocusing staff towards the community, rather than hospitals.
Many staff are on transitional contracts, partly because of previous restructuring. Roles affected include service and charge nurse managers.
Ms Morton said while she was glad the board eschewed ''wholesale change'', the process under way lacked ''context'', and consisted of ''roundabout highbrow conversations about vision''. She was pleased the board wanted feedback, but she preferred specific questions about departmental issues, rather than high-level discussions.
The process lacked a formal structure and risked being misunderstood.
''There will still be restructuring, and I'm not convinced that members are aware of that . . . It will happen [but it will be] bit by bit, rather than in one hit.''
Morale was low and staff did not feel valued.
''It's a bit like waiting for the axe to drop, and now it hasn't dropped, but they know that it's not over.''
She feared the process, which had no set timeframe, would discourage some people from raising unrelated workplace problems until things were settled.
She knew of up to 90 staff on fixed-term contracts who had been waiting to know their future.
Association of Salaried Medical Specialists executive director Ian Powell said while he, too, saw a positive side to the board's approach, it must be more transparent.
''It will run the risk of being seen as picking off individuals unless it's clearer about what the objectives are.''
Those on fixed-term contracts had an unclear status and needed to know the broader context of what the board wanted to achieve, he said.
New Zealand Nurses Organisation organiser Lorraine Lobb was concerned her members would not be able to attend workshops and focus groups because they were too busy looking after patients. Many of them barely had time for tea and lunch breaks.
In response to the unions' concerns, board chief executive Carole Heatly released a statement in which she said change was unsettling for staff.
''We are working hard to reassure staff as we embark on what is a new way of managing change. Where formal change is required, we will fully engage staff representatives and unions and will work through established processes which ensure we get the best outcome for staff and the community.''
