Professional Development and Recognition or Quality and Leadership Programmes Sample Clauses

Professional Development and Recognition or Quality and Leadership Programmes. In recognition of the importance of increasing the number of expert/accomplished and proficient nurses or leadership and confident midwives, an employee who reaches the following levels will receive a pro-rate allowance as long the employee maintains that level of practice. All levels of practice allowances shall be added to the base rate of pay and be payable on all hours worked, and shall attract penal rates and overtime. The rates of these allowances are as follows: RN Expert $4500 p.a. effective from 6 July 2015 RM Leadership $4500 p.a. effective from 6 July 2015 RN Proficient $3000 p.a. effective from 6 July 2015 RM Confident $3000 p.a. effective from 6 July 2015 EN Accomplished $4500 p.a. effective from 4 June 2018 EN Proficient $3000 p.a. effective from 4 June 2018 Note: A Designated Senior Nurse or Midwife placement on and progression through the salary scale is not dependent on PDRP. DHBs which have dedicated Senior Nurse or midwife PDRP programmes will continue to operate them separately from salary progression. All RNs and ENs will be able to progress within the pathway, with all RNs and ENs required to demonstrate competent level of practice. Achievement of proficient and expert (RNs) and proficient and accomplished (ENs) is voluntary. All Midwives will be able to progress within the Quality Leadership Programme, with all Midwives required to demonstrate competent level of practice. Achievement of the domains of confident and leadership is voluntary. There will be processes in place to ensure the ongoing national consistency of PDRPs and transportability of recognition between DHBs. All PDRP’s will be aligned to the “National Framework to Nursing Professional Development and Recognition Programmes”, Nursing Council NZ and HPCA Act requirements. All QLP’s will be aligned to the “National Framework for a Quality and Leadership Programme”, Midwifery Council and HPCA Act requirements. Principles
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Professional Development and Recognition or Quality and Leadership Programmes. In recognition of the importance of increasing the number of expert/accomplished and proficient nurses or leadership and confident midwives, an employee who reaches the following levels will receive a pro-rated allowance as long the employee maintains that level of practice. All levels of practice allowances shall be added to the base rate of pay and be payable on all hours worked, and shall attract penal rates and overtime. The rates of these allowances are as follows: RN Expert / Puna Rahi $4500 per annum RM Leadership $4500 per annum RN Proficient / Puna Whakatau $3000 per annum RM Confident $3000 per annum EN Accomplished $4500 per annum EN Proficient $3000 per annum Note: A Designated Senior Nurse or Midwife placement on and progression through the salary scale is not dependent on PDRP. Districts which have dedicated Senior Nurse or midwife PDRP programmes will continue to operate them separately from salary progression. All RNs and ENs will be able to progress within the pathway, with all RNs and ENs required to demonstrate competent level of practice. Achievement of proficient and expert (RNs) and proficient and accomplished (ENs) is voluntary. All Midwives will be able to progress within the Quality Leadership Programme, with all Midwives required to demonstrate competent level of practice. Achievement of the domains of confident and leadership is voluntary. There will be processes in place to ensure the ongoing national consistency of PDRPs. All PDRP’s will be aligned to the “National Framework to Nursing Professional Development and Recognition Programmes”, Nursing Council NZ and HPCA Act requirements. All QLP’s will be aligned to the “National Framework for a Quality and Leadership Programme”, Midwifery Council and HPCA Act requirements. Principles
Sample 1Sample 2Sample 3See All (8)
Professional Development and Recognition or Quality and Leadership Programmes. In recognition of the importance of increasing the number of expert/accomplished and proficient nurses or leadership and confident midwives, an employee who reaches the following levels will receive a pro-rate allowance as long the employee maintains that level of practice. All levels of practice allowances shall be added to the base rate of pay and be payable on all hours worked, and shall attract penal rates and overtime. The rates of these allowances are as follows:
Sample 1
Professional Development and Recognition or Quality and Leadership Programmes. In recognition of the importance of increasing the number of expert/accomplished and proficient nurses or leadership and confident midwives, an employee who reaches the following levels on the PDRP or QLP will receive a pro-rated allowance as long as the employee maintains that level of practice. All levels of practice allowances shall be added to the base rate of pay and be payable on all hours worked, and shall attract penal rates and overtime. The allowances are not cumulative and relate only to the level that the employee is practicing at. The rates of these allowances (calculated for 40 hours’ work) are as follows:
Sample 1

Related to Professional Development and Recognition or Quality and Leadership Programmes

  • Professional Development Plan Professional Development Plan (PDP) refers to plans developed by faculty members addressing the criteria contained in Article 22 and Appendix G.

  • Professional Development Program (a) The parties agree to continue a Professional Development Program for the maintenance and development of the faculty members' professional competence and effectiveness. It is agreed that maintenance of currency of subject knowledge, the improvement of performance of faculty duties, and the maintenance and improvement of professional competence, including instructional skills, are the primary professional development activities of faculty members.

  • Professional Development and Training 4.1 The purpose of professional development and training requirements for interpreters is to maintain the skill levels interpreters possess at the time they pass their interpreter certification examination, and to further enhance their skills and knowledge. Both the State and the Union encourage interpreters to complete training and continuing education activities.

  • COUNTY’S QUALITY ASSURANCE PLAN The County or its agent will evaluate the Contractor’s performance under this Contract on not less than an annual basis. Such evaluation will include assessing the Contractor’s compliance with all Contract terms and conditions and performance standards. Contractor deficiencies which the County determines are severe or continuing and that may place performance of the Contract in jeopardy if not corrected will be reported to the Board of Supervisors. The report will include improvement/corrective action measures taken by the County and the Contractor. If improvement does not occur consistent with the corrective action measures, the County may terminate this Contract or impose other penalties as specified in this Contract.

  • Professional Development 9.01 Continuous professional development is a hallmark of professional nursing practice. As a self-regulating profession, nursing recognizes the importance of maintaining a dynamic practice environment which includes ongoing learning, the maintenance of competence, career development, career counselling and succession planning. The parties agree that professional development includes a diverse range of activities, including but not limited to formal academic programs; short-term continuing education activities; certification programs; independent learning committee participation. The parties recognize their joint responsibility in and commitment to active participation in the area of professional development.

  • Training and Professional Development C. Maintain written program procedures covering these six (6) core activities. All procedures shall be consistent with the requirements of this Contract.

  • Professional Development Fund A budget item equal to one-half (½) of one (1) percent of employees' salaries shall be set aside annually to be used to:

  • Research and Development (i) Advice and assistance in relation to research and development of Party B;

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