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 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 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 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 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 Employer 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 Employer will review the workload of the mentor and the nurse being mentored to facilitate successful completion of the mentorship assignment. IMPLEMENTATION ❑ A Implementation  An 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 Employeremployer. ❑  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 he may be successful for future opportunities. ❑  The mentorship plan/arrangement for each mentoring relationship should be documented.