Nzdf Medical Requirements

For each leave, the reason for medical leave was determined and coded using the International Classification of Diseases, Tenth Revision, Australian Amendment (ICD-10-AM), World Health Organization, Geneva, Switzerland. Two additional codes in order of importance were used to designate other serious illnesses detected by the medical examiner at the time of discharge. These conditions may have contributed to the decision, but were not the reason for the release. The discharge category assigned by physicians at the time of discharge (DG1 and DG2) was also recorded. Soldiers with an illness resulting in permanent disability will be released from DG1, and those who have fallen below an acceptable medical standard will be released from DG2 category. As the war progressed and casualties increased, it became clear that more medical personnel were needed to treat them. Defense Secretary James Allen has proposed sending medical staff to a hospital hospital in Egypt, including eight officers and 50 nurses. New Zealand medical personnel served in Samoa, Egypt, Palestine, Gallipoli, France, Belgium, Serbia and the United Kingdom. Hospitals serving New Zealand staff in the UK included No.

1 General Hospital in Brockenhurst, Hampshire; New Zealand No. 2 General Hospital, Walton-on-Thames; [5] [6] [7] and No. 3 General Hospital in Codford. [3] No. 2 General Hospital came under the control of the New Zealand Expeditionary Force in April 1916 and was located on the confiscated Mount Felix estate from the 15th century until mid-1919. [5] [8] There were also seven other military hospitals of various types serving the Expeditionary Force in Britain, France and Egypt. [3] In some cases, your preferred role may not be available to you due to the special health requirements of trading. In this case, your FEC can discuss other more appropriate options with you. Dismissal for health reasons must comply with relevant New Zealand laws, such as the Human Rights Act 1993, which requires employers to take “reasonable steps” to accommodate disabled workers. The NZDF may legitimately exclude those who are unable to perform the duties required by a member of the military or who would be exposed to an increased risk to their health or that of others.

The results suggest that the three services differ in their approaches to accommodating injured or ill staff. While a standard management approach is warranted, recruitment and accommodation is highly dependent on the individual`s proposed employment and, therefore, the individual service ability to safely manage these individuals may vary. Further studies are recommended to account for differences in medical leave between occupations to identify problem areas. The mean age ± standard deviation [SD] at the time of publication was 26.40 ± 7.93 years for the New Zealand Army, 26.22 ± 10.80 RNZAF and 20.89 ± 6.34 years for the NNDR. The majority (67.9%) of medical referrals in all services were male (Table 1) and were primarily represented by younger members (Figure 2). Contrary to this general trend, within the RNZAF, 62% (14/37) of medically discharged patients were women. The proportion of women discharged from the New Zealand Army and RNZN was 23.3 per cent and 34.4 per cent, respectively. It`s worth being completely honest with us, and if you`re unsure about your medical history, contact your candidate engagement facilitator. If you do not disclose a history of a medical condition that could affect your performance, your application will be rejected. Methods We conducted a retrospective study examining the medical records and personnel data of all Regular Armed Forces members who were released under a medical discharge category over a six-year period between January 1, 2006 and January 1, 2013. The main source of data was the NZDF Electronic Health Record (EHR) system, which has been operating across the NZDF since late 2005. Discharge rates do not capture the true burden on mental health.

It is not known how many of those who seek or are referred for medical support for a mental health problem are subsequently released. In NZDF, there are several ways to support mental health, including public health workers, psychologists, and pastors. However, there are significant barriers in the military due to the stigma of mental illness and seeking care.22-24 Seeking mental health services is often seen as a sign of weakness, and many doubt that mental health services can remain confidential for those who need to know.23 Gould et al.22 and Warner et al.24 both found that military skepticism more often stemmed from their concern about how they would be treated by their peers. and especially by their own leaders. A recent study by Rand25 showed that 20% of military personnel returning from Iraq and Afghanistan reported symptoms of post-traumatic stress disorder or major depression, but only about half sought treatment. Given that stigma exists and the perceived barriers are similar to those of other national military services, including 22.26 NZDF, one wonders how many personnel are not seeking or receiving the medical assistance they need. It is recommended that mental illness and terminations be analyzed against current health screening processes and guidelines. Further analysis is also needed to examine the etiology and epidemiology of mental illness and behavioural disorders in the NZDF, as well as an examination of barriers to mental health care in day-to-day operations at home and abroad. Living in a medical and health role can require everything from compassion and emotional intelligence to a high level of medical knowledge.

Whatever your role, you will be challenged to put your skills to the test, where they are needed most. There are some limitations to this report. First of all, it is important to highlight the possible inaccuracy of the data entered in the EHEA and the way in which the staff was managed. While some processes were put in place to ensure standardization of reporting and management, not all cases were treated equally, such as, for example, some cases were “medicalized” when they should have been released administratively and vice versa. Local customs, lack of policies and seniority of staff can all contribute to the way business is handled within NZDF. Therefore, it is important that this error is taken into account when interpreting the results of this study. Second, the study was unable to link clinically important comorbidities, relationships, and commonalities beyond ICD-10 chapters. Some of the terms and expressions used to designate a reason for dismissal were in fact synonymous with the same term.

Misclassification bias can therefore occur when ill-defined descriptions of medical leave are given. More research is needed to examine mapping epidemiological data like this, from strict single-hierarchical taxonomy like ICD-1028 to polyhierarchical systems like SNOMED CT29, which may reveal richer relationships of common codes. Your medical history is confidential and will not be shared with anyone who is not authorized to store the information. If you are considering corrective photorefractive surgery (such as LASIK), you should speak to your doctor and Candidate Engagement Facilitator (CEF) before proceeding, as some vision correction procedures do not meet our medical standards. For all other media inquiries, please contact Defence Public Affairs on 021 487 980 or media@nzdf.mil.nz women were significantly over-represented in medical discharges. Compared to their male counterparts, women were 2.42 times more likely to be medically discharged; In addition, they were laid off earlier in their careers and at a younger age. This is consistent with observations from many other studies showing higher rates of injuries and release from the military among women aged 4.15 to 18. The results pose a direct challenge to equal opportunities legislation and health and safety legislation. To ensure that the selection and training processes under equal employment opportunity and health and safety legislation are fair, further analysis is recommended to determine the reasons and factors that lead to an increase in the number of medically released women among female military personnel in the New Zealand Force. In general, any applicant who requires regular or long-term medication to control a medical condition (contraception excluded) is unfit.

This is because a supply of medicines cannot be guaranteed in the situation used and medicines may be destroyed/degraded (by heat and humidity) or are not available for a period of time. During the period under review, women accounted for 16.38 per cent of the total regular armed forces. The probability of medical discharge for women compared to men was 2.39 (95% CI: 1.93-2.95) and was statistically significant (p < 0.0001). Between 2006 and 2012, the medical referral rate from women to men was 8.7:3.6 It was also found that women received their medical leave much earlier than men. The average length of service before dismissal was 1478.5 ± 211.0 days for men, 870.0 ± 107.8 days for women, and the median length of service for men and women was 806.0 and 321.0 days, respectively.