Common use of INTEGRATED APPROACH TO EDUCATION AND TRAINING Clause in Contracts

INTEGRATED APPROACH TO EDUCATION AND TRAINING. There are common themes and elements of training that should become consistent across Xxxxxx Permanente. Sufficient resources will be committed, as specified in this Agreement and by the regions, to create and deliver training programs and to enable employees to take advantage of those programs, supported by planned replacement where necessary. Integrated development of program-wide training programs should provide efficiency, cost effectiveness, higher-quality training and a more consistent experience for employees across Xxxxxx Permanente. The National LMP Co-chairs will be responsible for ensuring an integrated approach to education and training, which will jointly address initiatives and topics identified as priorities for the Program. Criteria for prioritization will be: » National Agreement implementation plans; » organizational strategic objectives; and » Partnership priorities. In 2015, the parties identified the goal of creating a learning system that supports sustained behavior change, partnership and performance. To achieve this goal, the parties will: » continue to engage LMP learning experts in assessing current learning systems; » develop approaches that accommodate a range of learning styles, and deploy best practices in adult learning; » offer a range of learning modalities and conduct tests of change to determine which are most effective; » develop training, coaching and mentoring specifically to support mid-level leaders, who include management supervisors, union leaders and staff; » develop a means of measuring outcomes and ensure that evaluation, feedback and continuous improvement are part of the learning system; » create a system for selecting, coaching and certifying facilitators and trainers; and » strive for consistency across the program to achieve the same partnership and employment experience wherever one works in KP. Mid-level leader support shall include: » joint, in-person training to set foundational expectations; Union and Management will receive the same curriculum and regular refresher trainings; » refresher trainings occurring at least annually; they may include supplemental curricula delivered via new media and emerging technologies, such as online, mobile applications, WebEx and communities of practice; and » separate training programs and/or educational forums that Management or Labor may choose to create to address specific needs. Exhibit 1.E.4. contains the implementation timeline and learning modalities.

INTEGRATED APPROACH TO EDUCATION AND TRAINING. There are common themes and elements of training that should become consistent across Xxxxxx Permanente. Sufficient resources will be committed, as specified in this Agreement and by the regions, to create and deliver training programs and to enable employees to take advantage of those programs, supported by planned replacement where necessary. Integrated development of program-wide training programs should provide efficiency, cost effectiveness, higher-quality training and a more consistent experience for employees across Xxxxxx Permanente. The National LMP Co-chairs will be responsible for ensuring an integrated approach to education and training, which will jointly address initiatives and topics identified as priorities for the Program. Criteria for prioritization will be: » National Agreement implementation plans; » organizational strategic objectives; and » Partnership priorities. In 2015, the The parties have identified the goal of creating a learning system that supports sustained behavior and culture change, partnership and performance. To achieve this goal, the parties will: » continue to engage LMP learning experts in assessing current learning systems; » develop approaches that accommodate a range of learning styles, and deploy best practices in adult learning; » offer a range of learning modalities and conduct tests of change to determine which are most effective; » develop training, coaching and mentoring specifically to support mid-level leaders, who include management supervisors, union leaders and staff; » develop a means of measuring outcomes and ensure that evaluation, feedback and continuous improvement are part of the learning system; » create a system for selecting, coaching and certifying facilitators and trainers; and » strive for consistency across the program to achieve the same partnership and employment experience wherever one works in KP. Mid-level leader support shall include: » joint, in-person training to set foundational expectations; Union and Management will receive the same curriculum and regular refresher trainings; » refresher trainings occurring at least annually; they may include supplemental curricula delivered via new media and emerging technologies, such as online, mobile applications, WebEx WebEx, Skype and communities of practice; and » separate training programs and/or educational forums that Management or Labor may choose to create to address specific needs. Exhibit 1.E.4The Inter-Regional Steering Committee will be repurposed and renamed the National LMP Learning Group. contains This group will develop a plan to implement LMP training for new hires, middles (management and labor) and the implementation timeline front line as follows: » Report to LMP Executive Committee quarterly; take recommendations to the LMP Executive Committee for final endorsement and sponsorship; » Develop and update standardized LMP curriculum and content, including minimum hours for each specific class, to be curriculum, content and audience driven; » Obtain feedback on learning modalitiesprograms, measure against defined objectives and update as needed; » Include representation from the appropriate subject matter experts from the Employer and the Alliance: › Each regional LMP Council to nominate two representatives (one labor, one management) with the assumption that whomever from the region is on the national body will report back to and gain feedback from regional constituents; » Review recommendations from Regional LMP Councils for new trainings; » Focus on moving from “training” to “learning”; » Track course completion; and » Recommend the appropriate delivery methods of each class to meet the curriculum requirements. Regional LMP councils may submit alternate delivery methods to the National LMP Learning Group for approval.

INTEGRATED APPROACH TO EDUCATION AND TRAINING. There are common themes and elements of training that should become consistent across Xxxxxx Permanente. Sufficient resources will be committed, as specified in this Agreement and by the regions, to create and deliver training programs and to enable employees to take advantage of those programs, supported by planned replacement where necessary. Integrated development of program-wide training programs should provide efficiency, cost effectiveness, higher-quality training and a more consistent experience for employees across Xxxxxx Permanente. The National LMP CoTri-chairs Chairs will be responsible for ensuring an integrated approach to education and training, which will jointly address initiatives and topics identified as priorities for the Program. Criteria for prioritization will be: » National Agreement implementation plans; » organizational strategic objectives; and » Partnership priorities. In 2015, the The parties have identified the goal of creating a learning system that supports sustained behavior and culture change, partnership and performance. To achieve this goal, the parties will: » continue to engage LMP learning experts in assessing current learning systems; » develop approaches that accommodate a range of learning styles, and deploy best practices in adult learning; » offer a range of learning modalities and conduct tests of change to determine which are most effective; » develop training, coaching and mentoring specifically to support mid-level leaders, who include management supervisors, union leaders and staff; » develop a means of measuring outcomes and ensure that evaluation, feedback and continuous improvement are part of the learning system; » create a system for selecting, coaching and certifying facilitators and trainers; and » strive for consistency across the program to achieve the same partnership and employment experience wherever one works in KP. Mid-level leader support shall include: » joint, in-person training to set foundational expectations; Union and Management will receive the same curriculum and regular refresher trainings; » refresher trainings occurring at least annually; they may include supplemental curricula delivered via new media and emerging technologies, such as online, mobile applications, WebEx WebEx, Skype and communities of practice; and » separate training programs and/or educational forums that Management or Labor may choose to create to address specific needs. Exhibit 1.E.4The Inter-Regional Steering Committee will be repurposed and renamed the National LMP Learning Group. contains This group will develop a plan to implement LMP training for new hires, middles (management and labor) and the implementation timeline front line as follows: » Report to LMP Executive Committee quarterly; take recommendations to the LMP Executive Committee for final endorsement and sponsorship; » Develop and update standardized LMP curriculum and content, including minimum hours for each specific class, to be curriculum, content and audience driven; » Obtain feedback on learning modalitiesprograms, measure against defined objectives and update as needed; » Include representation from the appropriate subject matter experts from the Employer and the Alliance: › Each regional LMP Council to nominate two representatives (one labor, one management) with the assumption that whomever from the region is on the national body will report back to and gain feedback from regional constituents; » Review recommendations from Regional LMP Councils for new trainings; » Focus on moving from “training” to “learning”; » Track course completion; and » Recommend the appropriate delivery methods of each class to meet the curriculum requirements. Regional LMP councils may submit alternate delivery methods to the National LMP Learning Group for approval.

INTEGRATED APPROACH TO EDUCATION AND TRAINING. There are common themes and elements of training that should become consistent across Xxxxxx Permanente. Sufficient resources will be committed, as specified in this Agreement and by the regions, to create and deliver training programs and to enable employees to take advantage of those programs, supported by planned replacement where necessary. Integrated development of program-wide training programs should provide efficiency, cost effectiveness, higher-quality training and a more consistent experience for employees across Xxxxxx Permanente. The National LMP Co-chairs will be responsible for ensuring an integrated approach to education and training, which will jointly address initiatives and topics identified as priorities for the Program. Criteria for prioritization will be: » o National Agreement implementation plans; » o organizational strategic objectives; and » o Partnership priorities. In 2015, the The parties have identified the goal of creating a learning system that supports sustained behavior and culture change, partnership and performance. To achieve this goal, the parties will: » o continue to engage LMP learning experts in assessing current learning systems; » o develop approaches that accommodate a range of learning styles, and deploy best practices in adult learning; » o offer a range of learning modalities and conduct tests of change to determine which are most effective; » o develop training, coaching and mentoring specifically to support mid-level leaders, who include management supervisors, union leaders and staff; » o develop a means of measuring outcomes and ensure that evaluation, feedback and continuous improvement are part of the learning system; » o create a system for selecting, coaching and certifying facilitators and trainers; and » o strive for consistency across the program to achieve the same partnership and employment experience wherever one works in KP. Mid-level leader support shall include: » o joint, in-person training to set foundational expectations; Union and Management will receive the same curriculum and regular refresher trainings; » o refresher trainings occurring at least annually; they may include supplemental curricula delivered via new media and emerging technologies, such as online, mobile applications, WebEx WebEx, Skype and communities of practice; and » o separate training programs and/or educational forums that Management or Labor may choose to create to address specific needs. Exhibit 1.E.4The Inter-Regional Steering Committee will be repurposed and renamed the National LMP Learning Group. contains This group will develop a plan to implement LMP training for new hires, middles (management and labor) and the implementation timeline frontline as follows: • Report to LMP Executive Committee quarterly; takes recommendations to the LMP Executive Committee for final endorsement and sponsorship; • Develop and update standardized LMP curriculum and content, including minimum hours for each specific class, to be curriculum, content, and audience driven; • Obtain feedback on learning modalitiesprograms, measure against defined objectives, and update as needed; • Include representation from the appropriate subject matter experts from the Employer and the Alliance; • Each regional LMP Council to nominate two representatives (one labor, one management) with the assumption that whomever from the region is on the national body will report back to and gain feedback from regional constituents; • Review recommendations from Regional LMP Councils for new trainings; • Focus on moving from “training” to “learning”; • Track course completion; and • Recommend the appropriate delivery methods of each class to meet the curriculum requirements. Regional LMP councils may submit alternate delivery methods to the National LMP Learning Group for approval.