CLINICAL LADDERS Clause Samples

CLINICAL LADDERS. Radiology: Radiology Techs who qualify in multiple modalities, and who are willing and able to work when scheduled in the modality area, shall be paid at a higher hourly rate for all hours worked, as reflected in the scales for modality (MOD 1), 2 modalities (MOD 2) or 3 modalities (MOD 3) in the Appendix (MOD 1 applies to employees who do not qualify for multiple modalities). Employees in the category of Registered Nurse (RN), or Licensed Practical Nurse (LPN) who qualify and are approved to work in multiple departments/ modalities, and who are willing and able to work when scheduled in the additional departments/modalities, shall be paid a modality differential of $1.30 per hour only while working in the approved modality. Employees must apply for the modality by submitting the signed Ladder Agreement along with appropriate qualification sheets to the necessary management personnel. Employer has the right to determine a limit for the number of employees for each modality. Employees must work in the modality area frequently enough to maintain their skills. Employer has the right to determine competency of employees and to remove an employee from a modality who has not worked enough to maintain their skills. Employees must submit a six (6) month notice to the department director prior to dropping a modality. The available departments/modalities are as follows: L PN’s: community outreach, hospice, OB, med/surg,

CLINICAL LADDERS. Section 1. Purpose. To implement a Clinical Ladder Program which recognizes and rewards excellence in nursing practice, professional advancement and individual nurses’ contributions to patient care. The program will promote professional practice, improve patient care, promote job satisfaction, enhance recruitment and improve retention of nurses by providing a mechanism Section 2. Program Description. The Clinical Ladder Program is a mechanism whereby Registered Professional Nurses achieve promotion through demonstration of advanced levels of practice. The program provides written standards of performance for nursing specialties in the areas of clinical practice and professional leadership. The program includes shared accountability between the nurse and the nurse manager. The nurse will demonstrate his/her progression on the Clinical Ladder through the Professional Portfolio presented to the nurse manager at the time of the midyear review and the annual review. The midyear review will include a plan of clinical performance and behaviors to be demonstrated in order to achieve the ladder level desired. Section 3. Any Registered Nurse who states in writing his/her desire not to be part of the Clinical Ladder Program, shall be evaluated no less than annually using the Level I tool. Any Registered Nurse who chooses not to participate in the Clinical Ladder Program will be evaluated using the Level I tool for those areas of competency and leadership that are appropriate to that nurse. Section 4. The Clinical Ladder Task Force has approved a revised Clinical Ladder that will be implemented on or before January 1, 2015. Education will be provided to all nurses and nursing management prior to the implementation of the revised Clinical Ladder. An education schedule will be developed jointly by the Task Force and the Nursing Education Department. A team of super- users will be developed to assist with the education.

CLINICAL LADDERS. The parties agree that the following job classifications are eligible to participate in Clinical Ladders: LVN’s, Respiratory Care Practitioners, Surgical Techs and Care Partners. Upon mutual agreement of the parties, a Clinical Ladder Committee will be created to review Clinical Ladder criteria. The Committee may recommend modifications and/or new Clinical Ladders. Any Clinical Ladder Committee formed under this Section shall be with the intent of completing their work within six (6) months, though that deadline may be extended by mutual agreement. The Clinical Ladder Committee will consist of not more than three (3) Union and management representatives respectively.

CLINICAL LADDERS. Effective April 1, 2025, PPRM will implement clinical ladders for licensed health professionals to promote professional development, quality patient care, job satisfaction and retention. RNs and APCs employed at PPRM on April 1, 2025, will be placed on their respective clinical ladder level at a level equivalent to their current positional job level. All licensed health professionals must achieve and maintain a competent level (APC II/▇▇ ▇▇) on their respective clinical ladders. Employees hired into the novice level (APC I/RN I) of the ladder will be assessed for advancement from the novice level to the competent level at six (6) months of their hire date. If an employee does not achieve demonstrated competency in their role, a performance improvement plan will be developed to achieve competency, and reassessment will occur within ninety (90) days. Once promoted to a proficient (APC III/RN III) or expert level (APC IV), employees must maintain the required Elements of Performance in all Domains of Practice. For the Clinical Performance and Outcomes domain, licensed health professionals will undergo annual clinical evaluation and must achieve an equivalent Clinical Performance and Outcomes rating (inclusive of key performance indicators) to maintain their proficient or expert level on the ladder. Employees not maintaining an annual clinical evaluation rating equivalent to their promoted clinical ladder level and/or biannual maintenance of all other practice domains will be offered coaching, mentorship, and/or a performance improvement plan to realign practice to expectations of the level. Employees who are unsuccessful in improving practice within six months will be moved down the clinical ladder and may reapply for ladder advancement during their next annual review cycle. No later than January 31, 2025, the parties shall convene a clinical ladder advisory committee. The committee will consist of at least two RNs and four APCs (selected by the Union). The purpose of the committee is to provide input, recommendations, and feedback to the Clinical Leadership Team about the content of the clinical ladder. The committee shall not have decision making authority, authority to bargain, authority to reach agreement over any terms or conditions of employment, or authority to change any terms of this Agreement. The frequency of meetings will be determined by the committee.

CLINICAL LADDERS