Common use of Key Elements Clause in Contracts

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 parties. The Hospital selects and assigns the mentor for a given mentoring relationship.  At the request of any nurse, the Hospital will discuss with any unsuccessful applicant ways in which she or he may be successful for future opportunities.  The mentorship plan/arrangement for each mentoring relationship should be documented.

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 parties. The Hospital selects and assigns the mentor for a given mentoring relationship.  At the request of any nurse, the Hospital will discuss with any unsuccessful applicant ways in which she or he may be successful for future opportunities.  The mentorship plan/arrangement for each mentoring relationship should be documented. Evaluation In addition to the evaluation of the effectiveness of specific mentorship arrangements in relation to pre-established goals and expectations:  The Committee responsible for addressing professional development issues for nurses pursuant to Article 9.02 will be responsible for reviewing and making recommendations regarding the application of, and effectiveness of, mentorship relationships within the hospital.  The employer also has a responsibility for evaluating the effectiveness of mentorship arrangements and, therefore, review and evaluation of arrangements should be conducted on a regular basis. NOTE: it is mutually understood that these guidelines are “without prejudice” to either parties’ position with respect to the role of a nurse whose job duties normally include responsibility for teaching and/or educating other nurses.

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 parties. The Hospital selects and assigns the mentor for a given mentoring relationship.  At the request of any nurse, the Hospital will discuss with any unsuccessful applicant ways in which she or he may be successful for future opportunities.  The mentorship plan/arrangement for each mentoring relationship should be documented.

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 parties. The Hospital selects and assigns the mentor for a given mentoring relationship.  At the request of any nurse, the Hospital will discuss with any unsuccessful applicant ways in which she or he may be successful for future opportunities.  The mentorship plan/arrangement for each mentoring relationship should be documented.. Evaluation In addition to the evaluation of the effectiveness of specific mentorship arrangements in relation to pre-established goals and expectations:  The Committee responsible for addressing professional development issues for nurses pursuant to Article 9.02 will be responsible for reviewing and making recommendations regarding the application of, and effectiveness of, mentorship relationships within the hospital.  The employer also has a responsibility for evaluating the effectiveness of mentorship arrangements and, therefore, review and evaluation of arrangements should be conducted on a regular basis. NOTE: it is mutually understood that these guidelines are “without prejudice” to either parties’ position with respect to the role of a nurse whose job duties normally include responsibility for teaching and/or educating other nurses. APPENDIX 4 LETTER OF UNDERSTANDING Between: TRILLIUM HEALTH CENTRE And: ONTARIO NURSES’ ASSOCIATION RE: SUPERNUMERARY POSITIONS Effective for supernumerary positions established following the date of ratification or the award, the Hospital may introduce supernumerary positions to be offered to newly graduated nurses. Where such positions are introduced, the following will apply:

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 parties. The Hospital selects and assigns the mentor for a given mentoring relationship.  At the request of any nurse, the Hospital will discuss with any unsuccessful applicant ways in which she or he may be successful for future opportunities.  The mentorship plan/arrangement for each mentoring relationship should be documented.

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/ 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 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 assigns the mentor for a given mentoring relationship.  At the request of any nurse, the Hospital will discuss with any unsuccessful applicant ways in which she or he may be successful for future opportunities.  The mentorship plan/arrangement for each mentoring relationship should be documented.