Professional Development Framework:
Contract Negotiations, 2013
The Joint Teams included the Professional Development Framework and Role Specific Advancement Model language unchanged in the 2013 contract. The 2013 Agreement remains in effect through June, 2018.
Contract Negotiations, 2011
The Joint Teams included the Professional Development Framework and Role Specific Advancement Model language unchanged in the 2011 contract except for the addition that regular (not contingent or temporary) MVN nurses covered under the Agreement are now able to apply for advancement in the Professional Development Framework or Role Specific Advancement Model. The 2011 Agreement remains in effect through June, 2014.
Congract Negotiations, 2008 | Contract Negotiations, 2004 below
The joint teams entered Contract Negotiations 2008 eighteen months following the July, 2006 implementation of the Professional Development Framework. By that time, the nursing community had a great deal of experience with the Framework, thus decisions were made based on data gathered from multiple sources over time.
Interest Based Bargaining was used. The teams had significant mutuality around the Professional Development Framework. They were actively supportive of the Framework, seeking to both maintain and improve it.
Program evaluation data revealed significant engagement with the advancement process to Levels D and E at the Central Committee level. The number of portfolios submitted and candidates interviewed was consistent with resource allocations made in creation of the Central Committee. While some individuals engaged with the unit based process for advancement to Level C, that number was substantially less than anticipated.
Based on these data, the decision was made to eliminate Level B altogether, making C the level of hire for all nurses who come to UMHS with at least one year of full time experience. Further, new graduates would be hired into Level A, and then automatically advanced to Level C on their 12 month anniversary, regardless of appointment fraction.
Negotiators built upon the existing educational infrastructure. Coaches would now have designated time within their appointment fraction to improve each applicant’s access to a coach. A formalized curriculum for advancement was agreed upon that would be made available, but not required of, all applicants. Each applicant would be required to formally declare their intent to apply.
The Domains, Subheadings, and Behaviors that had been developed during Fall 2007 moved through Negotiations 2008 with minimal revision. The behaviors reflecting leadership/contribution and “off the unit” contributions were reordered and bolded for improved clarity. The teams agreed that advancement would be made based on a preponderance of evidence of all behaviors in total, rather than within each domain.
The Central Committee and Appeals Board had already developed a solid and consistent candidate review process. Negotiations agreements, therefore, focused on the replacement process for members of these groups.
The teams were able to achieve a solution to the compensation challenges surrounding Framework by eliminating Level B, as well as creating Framework differentials to reward advancement beyond the base salary at Level C.
Framework nurses were already utilizing the Framework behaviors as the basis of their annual evaluations, and it was agreed that each nurse’s renewal process and annual evaluation would occur on their anniversary date.
Transfer language within the Professional Development Framework was further delineated, facilitating retention of level at transfer if given parameters were met. Additional language was agreed upon for situations of moving between the Professional Development Framework and the Role Specific Advancement Model.
In August of 2008 the nursing community voted to ratify the tentative agreement, ensuring the mutual commitment to the Professional Development Framework and furthering the goal to
“Create Our Destiny as Professional Nurses at Michigan”
The initiation of Professional Development Framework actually occurred based on an agreement within the 2001 contract. Included in that agreement was a Memorandum of Understanding which stated as follows:
In an attempt to create a system that recognizes professional achievement, a new framework will be designed through a joint process over the life of this agreement. The joint group will develop criteria, structure and an implementation methodology which will then be recommended to the joint negotiating team for integration into the 2004 contract negotiations.
The Framework Design Team was formed in 2003 to develop recommendations for integration into the 2004 contract negotiations. The University and UMPNC negotiations teams were comprised of over twenty representatives from Nursing Administration, Human Resources, and elected officials from the University of Michigan Professional Nurse Council.
Interest Based Bargaining was used throughout the process. The interests identified at the outset of negotiations were all considered mutual, providing a solid foundation for all decisions.
The Joint Team discovered that developing a Framework for 3200 nurses met a significant number of the interests while at the same time presented unanticipated challenges. The program needed to be broad enough to include nurses from inpatient areas, ambulatory care areas, ORs, Procedure Areas, and CSR.
The conceptual framework of Patricia Benner, utilizing a novice to expert continuum to describe evolving clinical practice, was recommended. A subgroup of the Joint Negotiations Team was formed and additional experts were added. The Domains, Subheadings, and Behaviors were refined to describe practice anywhere within UMHS.
The Joint Negotiations Team worked for 7 weeks on Framework related matters, forging agreements on Transition to Framework, Central Committee and Appeals Process, Education, and more. Many hundreds of options were offered and rated by both teams. The Joint Negotiations Team took the unprecedented step of pausing negotiations to take the program to the entire nursing community, requesting their feedback on the work to date. Presentations were offered around the clock. Attendees from the nursing community were supportive and provided feedback that was then incorporated into the agreement.
The final Joint Negotiation Team achievement was tying the Professional Framework Development progression to compensation. Once accomplished, the Framework was incorporated into the overall Tentative Agreement, and was voted on by over 1500 UMHS nurses. The vote was 4:1 in favor, thus demonstrating the nursing community’s support for the Professional Development Framework. By this time many hundred people had “touched” Framework, contributing to the ultimate goal to
“Create Our Destiny as Professional Nurses at Michigan”
The contractual agreements concerning Framework were then moved on to the Implementation Team, where work began in 2005 to prepare for the transition to Framework in July, 2006.
Last reviewed: 11/10/2015 April Stingo