Common use of Professional Development and Recognition Programmes Clause in Contracts

Professional Development and Recognition Programmes. The PDRP is a framework that helps nurses develop their professional practice and assist them on a career pathway. The PDRP encourages nurses to reflect on their practice and to set goals to plan for their future in care delivery and leadership. Each Hospice will develop a relationship with a District Health Board (DHB) to enable the hospice to be integrated into the DHBs PDRP which will be aligned to the National Framework for Nursing Professional Development and Recognition Programmes and Nursing Council NZ and HPCA Act (2003) requirements. Each Hospice and DHB will draw up a Memorandum of Understanding (MOU) to describe the shared responsibilities and the processes to be adhered to. All Nurses (RNs and ENs) will be required to participate in annual appraisal. PDRPs shall be applied in a consistent manner to ensure transportability of recognition, accessibility, transparency and simplicity. The technical competencies for palliative care nurses will be based on the National Competency Framework for Palliative Care Nursing in NZ September 2008 or its successor. The clinical career/workforce structure requires commitment to education and development of expertise. No quotas or other in-built barriers will be established to limit the numbers at each level of the pathway. Progression through the PDRP shall be based solely on achievement of specified agreed criteria. These principles will be monitored as part of the negotiations for this SECA and will identify: • any changes or processes necessary to further the PDRP, including education • If the programme is managed consistently • the development and monitoring of the review process and/or implementation difficulties • appropriate training/information/support for all employees and managers involved in the PDRP • auditing to ensure appeals process is working

Professional Development and Recognition Programmes. The PDRP is a framework that helps nurses develop their professional practice and assist them on a career pathway. The PDRP encourages nurses to reflect on their practice and to set goals to plan for their future in care delivery and leadership. Each Hospice will develop a relationship with a District Health Board (DHB) to enable the hospice to be integrated into the DHBs PDRP which will be aligned to the National Framework for Nursing Professional Development and Recognition Programmes and Nursing Council NZ and HPCA Act (2003) requirements. Each Hospice and DHB will draw up a Memorandum of Understanding (MOU) to describe the shared responsibilities and the processes to be adhered to. All Nurses (RNs and ENs) will be required to participate in annual appraisal. PDRPs shall be applied in a consistent manner to ensure transportability of recognition, accessibility, transparency and simplicity. The technical competencies for palliative care nurses will be based on the National Competency Framework for Palliative Care Nursing in NZ September 2008 or its successor. The clinical career/workforce structure requires commitment to education and development of expertise. No quotas or other in-built barriers will be established to limit the numbers at each level of the pathway. Progression through the PDRP shall be based solely on achievement of specified agreed criteria. These principles will be monitored as part of the negotiations for this SECA the NZNO Hospice MECA and will identify: • any changes or processes necessary to further the PDRP, including education • If the programme is managed consistently • the development and monitoring of the review process and/or implementation difficulties • appropriate training/information/support for all employees and managers involved in the PDRP • auditing to ensure appeals process is workingworking All staff covered by this collective will be required to participate in annual appraisals and are encouraged to undertake PDRP.

Professional Development and Recognition Programmes. The PDRP is a framework that helps nurses develop their professional practice and assist them on a career pathway. The PDRP encourages nurses to reflect on their practice and to set goals to plan for their future in care delivery and leadership. Each South Canterbury Hospice will develop a relationship with a the South Canterbury District Health Board (DHB) to enable the hospice to be integrated into Into the DHBs PDRP which will be aligned to the National Framework for Nursing Professional Development and Recognition Programmes and Nursing Council NZ and HPCA Act (2003) requirements. Each South Canterbury Hospice and DHB the SCDHB will draw up a Memorandum of Understanding (MOU) to describe the shared responsibilities and the processes to be adhered to. All Nurses (RNs RNs, ENs and ENsHAs) will be required to participate in In annual appraisal. PDRPs shall be applied in In a consistent manner to ensure transportability of recognition, accessibility, transparency and simplicity. The technical competencies for palliative care nurses will be based on the National Competency Framework for Palliative Care Nursing in NZ September 2008 or its successor. The clinical career/workforce structure requires commitment to education and development of expertise. · No quotas or other in-built barriers will be established to limit the numbers at each level of the pathway. Progression through the PDRP shall be based solely on achievement of specified agreed criteria. These principles prtnciples will be monitored as part of the negotiations for this the NZNO Hospice SECA and will identify: • any changes or processes necessary to further the PDRP, including education • If the programme is managed consistently · • the development and monitoring of the review process and/or implementation difficulties • appropriate training/information/support for all employees and managers involved in the PDRP • auditing to ensure appeals process is working

Professional Development and Recognition Programmes. The PDRP is a framework that helps nurses develop their professional practice and assist them on a career pathway. The PDRP encourages nurses to reflect on their practice and to set goals to plan for their future in care delivery and leadership. Each Hospice The Employer will develop a relationship with a District Health Board (DHB) to enable the hospice to be integrated into the DHBs PDRP which will be aligned to the National Framework for Nursing Professional Development and Recognition Programmes and Nursing Council NZ and HPCA Act (2003) requirements. Each Hospice The Employer and DHB will draw up a Memorandum of Understanding (MOU) to describe the shared responsibilities and the processes to be adhered to. All Nurses (RNs and ENs) will be required to participate in annual appraisal. PDRPs shall be applied in a consistent manner to ensure transportability of recognition, accessibility, transparency and simplicity. The technical competencies for palliative care nurses will be based on the National Competency Framework for Palliative Care Nursing in NZ September 2008 or its successor. The clinical career/workforce structure requires commitment to education and development of expertise. No quotas or other in-built barriers will be established to limit the numbers at each level of the pathway. Progression through the PDRP shall be based solely on achievement of specified agreed criteria. These principles will be monitored as part of the negotiations for this the NZNO/North Haven Hospice SECA and will identify: • any Any changes or processes necessary to further the PDRP, including education • If the programme is managed consistently consistently. • the The development and monitoring of the review process and/or implementation difficulties difficulties. • appropriate Appropriate training/information/support for all employees and managers involved in the PDRP PDRP. • auditing Auditing to ensure appeals process is working.