Key Elements. ❑ A mentorship relationship includes the nurse doing the mentoring to: ❑ plan the mentorship experience based on the learning needs of the nurse being mentored, including the identification and co-ordination of learning opportunities with other health care providers; ❑ assess the ongoing competence/development of competencies of the nurse being mentored, including assessments of competence gaps, risk management in relation to patient care, and co-ordination of learning experiences; ❑ assist the nurse being mentored to effectively meet patient care needs; ❑ be responsible for the management of learning for the nurse being mentored; ❑ participate in direct skill transfer where there is responsibility for the management of learning for the nurse being mentored; ❑ evaluate the learning experience of the nurse being mentored throughout the duration of the mentorship relationship, including the provision of written and/or verbal reports to management regarding progress towards goal achievement. ❑ It is recognized that the mentor and the nurse being mentored may not be together at all times during the mentorship period. ❑ The Hospital will pay the nurse for doing this assigned responsibility [mentoring] a premium of sixty (60) cents per hour, in addition to her or his regular salary and applicable premium allowance. ❑ The Hospital will review the workload of the mentor and the nurse being mentored to facilitate successful completion of the mentorship assignment.
Key Elements. A mentorship relationship includes the nurse doing the mentoring to: • plan the mentorship experience based on the learning needs of the nurse being mentored, including the identification and co-ordination of learning opportunities with other health care providers; • assess the ongoing competence/development of competencies of the nurse being mentored, including assessments of competence gaps, risk management in relation to patient care, and co-ordination of learning experiences; • assist the nurse being mentored to effectively meet patient care needs; • be responsible for the management of learning for the nurse being mentored; • participate in direct skill transfer where there is responsibility for the management of learning for the nurse being mentored; • evaluate the learning experience of the nurse being mentored throughout the duration of the mentorship relationship, including the provision of written and/or verbal reports to management regarding progress towards goal achievement. It is recognized that the mentor and the nurse being mentored may not be together at all times during the mentorship period. The Hospital will pay the nurse for doing this assigned responsibility [mentoring] a premium of sixty (60) cents per hour, in addition to her or his regular salary and applicable premium allowance. The Hospital will review the workload of the mentor and the nurse being mentored to facilitate successful completion of the mentorship assignment. Implementation A Hospital may implement a mentorship relationship at any time during a nurse’s employment when: • the nurse is experiencing difficulty in meeting standards of practice; • the nurse has a competency gap; • one-on-one management of the learning experience from an expert/ experienced nurse will be of assistance. Mentoring may be implemented in various circumstances such as new hires to a unit; a nurse returns from a layoff or leave of absence (including sick leave or long term disability) or for purposes of cross-training. This list is not all-inclusive and, as such, other circumstances may arise where the Hospital determines that a nurse requires mentoring. The decision to implement a mentorship experience as a mechanism to assist a nurse to meet standards of practice is the responsibility of the employer. The Hospital will provide, on a regular basis, all nurses with an opportunity to indicate their interest in assuming a mentorship role, through a mechanism determined by the local ...
Key Elements. All persons who are bound by this code shall:
Key Elements. ❑ A mentorship relationship includes the nurse doing the mentoring to: ❑ plan the mentorship experience based on the learning needs of the nurse being mentored, including the identification and co-ordination of learning opportunities with other health care providers; ❑ assess the ongoing competence/development of competencies of the nurse being mentored, including assessments of competence gaps, risk management in relation to patient care, and co-ordination of learning experiences; ❑ assist the nurse being mentored to effectively meet patient care needs; ❑ be responsible for the management of learning for the nurse being mentored; ❑ participate in direct skill transfer where there is responsibility for the management of learning for the nurse being mentored; ❑ evaluate the learning experience of the nurse being mentored throughout the duration of the mentorship relationship, including the provision of written and/or verbal reports to management regarding progress towards goal achievement. ❑ It is recognized that the mentor and the nurse being mentored may not be together at all times during the mentorship period. ❑ The Employer will review the workload of the mentor and the nurse being mentored to facilitate successful completion of the mentorship assignment. IMPLEMENTATION ❑ A Employer may implement a mentorship relationship at any time during a nurse’s employment when: ❑ the nurse is experiencing difficulty in meeting standards of practice; ❑ the nurse has a competency gap; ❑ one-on-one management of the learning experience from an expert/ experienced nurse will be of assistance. ❑ Mentoring may be implemented in various circumstances such as new hires to a unit; a nurse returns from a layoff or leave of absence (including sick leave or long term disability) or for purposes of cross-training. This list is not all-inclusive and, as such, other circumstances may arise where the Employer determines that a nurse requires mentoring. ❑ The decision to implement a mentorship experience as a mechanism to assist a nurse to meet standards of practice is the responsibility of the Employer. ❑ The Employer will provide, on a regular basis, all nurses with an opportunity to indicate their interest in assuming a mentorship role, through a mechanism determined by the local parties. The Employer selects and assigns the mentor for a given mentoring relationship. ❑ At the request of any nurse, the Employer will discuss with any unsuccessful applicant ways in which she or h...
Key Elements. The key elements of the Charter School, as set forth in the application, are programs and processes that make this school unique. They will be included in the State Charter School Board annual reviews as assurances or may be included in the School Accountability Measures (number 11). • Large enough student population to offer all programmatic elements listed in the approved application; • Classrooms will be an active learning environment where constructivist interactions and group discourse drive the learning process; • Classrooms will model the university classroom in that it will, by its 5th year, have innovative and practical scientific apparati, student spaces to allow for private study and group interactions, and green space; • Faculty will employ effective and data-proven pedagogical methodologies; • Program will utilize the Peak to Peak model and adopt elements of the program design; • SGA will base the academic programs after the recommendations put forth primarily from American College Testing or The National High School Center; • Will offer Advanced Placement courses; • Minimum credits for graduation is 27.5; • Academic advisors will provide to each student counseling focusing on college and university acceptance; • Will not offer distance or online education, as defined in the application
Key Elements. (a) A mentorship relationship includes the nurse doing the mentoring to:
Key Elements. All persons who are bound by this code shall: • Not act in a manner unbecoming, or contrary to the interests of Fencing Victoria. • Treat people involved in Fencing with courtesy, respect and proper regard for their rights and obligations. • Treat another person’s property with respect and due consideration of its value. • Demonstrate a positive commitment to Fencing Victoria policies, rules and procedures. • Not misuse funds or property belonging to another party. • Respect the law and customs of the places they visit including foreign countries. • Respect the confidentiality of information, which comes to them in the course of their duties. • Uphold and not injure or compromise the standing and reputation of Fencing within Victoria.
Key Elements. The key elements of the Charter School, as set forth in the application, are programs and processes that make this school unique. They will be included in the State Charter School Board annual reviews as assurances or may be included in the School Accountability Measures (number 11). • Large enough student population to offer all programmatic elements listed in the approved application; • WWCS is a public Waldorf school that is based on a developmental approach to curriculum which uses Waldorf methods and partners with public or private Waldorf associations; • WWCS teachers actively participate in a Waldorf teacher training within 2 years of employment and complete training within the expected timeframe for the selected program; • WWCS integrates the Utah Core Standards into the existing Waldorf curriculum to seamlessly teach competencies and material; • WWCS integrates arts and hands-on activities into curriculum to promote human development and brain development, including all five of the key methods through which children build neural connections: music, art, handwork, movement, and forming personal connections to adults; • WWCS offers specialty classes taught outside Main Lessons and practice periods that further integrate and reinforce curriculum content and holistic development; • WWCS use a holistic approach of formative assessment; • WWCS teachers loop with students, staying with same group of students for multiple grades, when possible from grades I - 8; • WWCS includes a Family Council that regularly, typically monthly during the school year, to coordinate efforts to involve families, build school culture, participate in committees, and provide advice to governing board regarding family and student needs; • WWCS has a garden and farming program which partners with local farms and gardens, outdoor education programs, and local natural resource organizations to provide educational experiences to students, including instruction in gardening and cooking; • WWCS students receive regular foreign language instruction; • WWCS students receive consistent musical instruction through their class activities and specialty classes (in grades 4 - 8); • WWCS incorporates movement into Main Lesson activities and into the school day through games and eurythmy classes; • WWCS incorporates sustainable living practices, environmental stewardship, and experiential learning through outdoor experiences and sustainable practices; • WWCS uses a community-wide approach to ...
Key Elements. A mentorship relationship includes the nurse doing the mentoring to: plan the mentorship experience based on the learning needs of the nurse being mentored, including the identification and co-ordination of learning opportunities with other health care providers. assess the ongoing competence/development of competencies of the nurse being mentored, including assessments of competence gaps, risk management in relation to patient care, and co-ordination of learning experiences. assist the nurse being mentored to effectively meet patient care needs. be responsible for the management of learning for the nurse being mentored. participate in direct skill transfer where there is responsibility for the management of learning for the nurse being mentored. evaluate the learning experience of the nurse being mentored throughout the duration of the mentorship relationship, including the provision of written and/or verbal reports to management regarding progress towards goal achievement. It is recognized that the mentor and the nurse being mentored may not be together at all times during the mentorship period. The Hospital will pay the nurse for doing this assigned responsibility [mentoring] a premium of sixty (60) cents per hour, in addition to their regular salary and applicable premium allowance. The Hospital will review the workload of the mentor and the nurse being mentored to facilitate successful completion of the mentorship assignment. Implementation A Hospital may implement a mentorship relationship at any time during a nurse’s employment when: the nurse is experiencing difficulty in meeting standards of practice. the nurse has a competency gap. one-on-one management of the learning experience from an expert/experienced nurse will be of assistance. Mentoring may be implemented in various circumstances such as new hires to a unit; a nurse returns from a layoff or leave of absence (including sick leave or long-term disability) or for purposes of cross-training. This list is not all-inclusive and, as such, other circumstances may arise where the Hospital determines that a nurse requires mentoring. The decision to implement a mentorship experience as a mechanism to assist a nurse to meet standards of practice is the responsibility of the employer. The Hospital will provide, on a regular basis, all nurses with an opportunity to indicate their interest in assuming a mentorship role, through a mechanism determined by the local parties. The Hospital selects and assign...
Key Elements. The MOU includes the key elements of: • description of all services to be provided through the one-stop center, including how the services will be coordinated and delivered; Attachment A outlines the PARTNER services and delivery method; • description of methods for ensuring that the needs of job seekers, including youth, and individuals with barriers to employment, are addressed in providing access to services, including access to technology and materials; • description of methods for referral to appropriate services and activities between the one- stop operator and one-stop partners; • a funding agreement including the overall one-stop center operating budget; and • a description of the process for amending the MOU, including amendments to update the funding agreement(s).
