Role Specific Advancement

Tools, Resources & FAQ

The Application Portfolio provides a complete picture of your nursing practice. By assembling a collection of documents - each with a particular point of view - you will enable others to comprehend your level of practice. Keep in mind that no single document needs to fully describe how you meet all Framework Behaviors, but taken as a whole, the portfolio provides a detailed, comprehensive view of your professional practice.

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Requirements to Apply

Requirements

One of the strengths of the Role Specific Advancement Model is that it allows the nurse to self-initiate the process for advancement. Additionally, there may be times that a nurse chooses to take a step back in order to pursue other professional or life priorities. Opportunities to move within the Role Specific Advancement Model are open and flexible, with a few general parameters:

The Role Specific Advancement Model application requirements were modeled after the Professional Development Framework, therefore, Contract Addendum D, Section B, 1). applies. It states: “All employees at level C or higher, with at least 6 months of service, will have the option to apply immediately for advancement to a higher level.” The corollary for Role-Specific nurses is that all employees at Competent/Role Entry or higher, with at least 6 months of service, will have the opportunity to apply immediately for advancement.

All RSAM nurses contemplating advancement to Expert or Mastery Levels are encouraged to take time for self-reflection and self-assessment to determine readiness based on the behaviors for their specific role (Clinical Care Coordinator, Educational Nurse Coordinator, RN Case Manager, and Flight Nurse Specialist (RSAM Guide for Self-Reflection) Applicants may “skip” levels, meaning a nurse at Competent/Role Entry who believes his or her practice and leadership contributions demonstrate a preponderance (vast majority) of the Mastery behaviors, may apply to Mastery level.

Regardless of level chosen, the nurse must impart, through their Application Portfolio and Interview, the ways in which they meet a preponderance (vast majority) of the behaviors at the level to which they are applying.

Discipline

(JIT Clarification of discipline in relation to application eligibility
May 30, 2006
)

The nurse with active discipline may apply per his/her own decision. The manager will utilize the Manager Assessment Tool to her/hisr perspective on the candidate. The descriptors on the tool relate to behaviors, rather than discipline. The manager will rate the nurse on these behaviors, make comments as necessary (per the usual process), but the word “discipline” will not be used nor shared with the Central Committee. Para 501A applies.

Paragraph 501A:

Six months following the issuance of a disciplinary letter, and at the employee’s request, the manager will write a second letter reflecting the employee’s current status. In addition, letters of discipline more than two years old will not be considered in transfer/promotion decisions. Such letters shall not be used in progressive discipline. For those disciplinary cases that rise to the level of disciplinary layoff or discharge, the letters of discipline which are more than two years old and indicate a trend or pattern may be used. (See Intent Note for Paragraph 501A below.)

Intent Note for Paragraph 501A:

We agree that in transfer/promotion, the Employment Office will not discuss discipline older than two years with the hiring manager. If an employee is denied transfer/promotion due to the manager’s reliance on discipline older than two years, the request for transfer/promotion will be reevaluated without consideration to the discipline.

Addendum D, Section B, 6:

Discipline will not be an automatic bar to advancement or renewal, nor will the facts giving rise to the discipline be automatically discarded from consideration of advancement.

Coach

Overview

A coach is a nurse with special training who consults and works with a Framework/RSAM applicant over the course of the application process. The consistent 1:1 relationship between the coach and nurse will foster the exploration of professional strengths/ accomplishments and promote fully developed exemplar writing. The coach may assist the applicant in managing the process of developing a portfolio and preparing for the Central Committee review panel interview.

While it is not required that you work with a coach, it is highly recommended that you take advantage of this assistance before you submit your application. A coach is now available to assist you. Our coach possesses a full understanding of Framework/RSAM processes and is skilled in helping nurses to identify and communicate to others their unique contributions, skills, strengths, and goals.

To access a coach, click here and share your interest in meeting with a coach. Please note where you work, and how you can best be reached. You can also reach the coach by opening your email, selecting “new E-mail” and filling in the “To” field with the following address: Nurse-ProfDevFramework@med.umich.edu

Meet the Coach

Joanne HazeltonJoanne Hazelton, BSN, RN

Educational Nurse Coordinator, Professional Development and Education
Staff Nurse, Level E, Pediatric Intensive Care Unit

All nurses who are considering advancement in the Professional Development Framework or Role Specific Advancement Model have the opportunity to consult with our coach Joanne Hazelton.

Joanne brings a wealth of both clinical and educational experience with her to the coach role. For over twenty years, Joanne worked in the Pediatric Intensive Care Unit, gaining expertise in the care of pediatric patients with a variety of complex conditions. Joanne contributed to a variety of clinical initiatives and over the years advanced to Level D and Level E in Framework.

Besides acting as unit preceptor of new staff, Joanne presented on various clinical topics in the PICU and in the Central Nurse and Pediatric Critical Care Orientation programs.  She has been a clinical instructor of nursing students at Eastern Michigan University and the University of Michigan School of Nursing. Joanne was member of the Framework/RSAM Central Committee for two years. In that role, she reviewed portfolios and interviewed nurses from across the Health System. Joanne looks forward to interacting with nurses and assisting them in their professional advancement.

Contact Joanne through the coach mailbox: Nurse-ProfDevFramework@med.umich.edu  Please note that this link does not work on kiosk computers in the health system, so we suggest a “cut and paste” of this address to the “TO” field in your Outlook email.

Education

There are several options available to you in order to learn more about the Professional Development Framework and Role Specific Advancement Model.

Education Options
Websites

The UMHS Nursing Community identified information provided on a website as a preferred method for learning about Professional Development Framework and Role Specific Advancement Model (RSAM). You can use these websites to learn everything you need to know about Framework and RSAM and the advancement process. An added advantage of the websites is that they can be accessed outside of the Health System.

Framework: http://med.umich.edu/nursing-PDE/framework/index.html

RSAM: http://med.umich.edu/nursing-PDE/rsam/index.html

Coach

Coach support is an option for all Framework and RSAM applicants and is available on a 1:1 or group basis. Many nurses find our coach's assistance to be extremely valuable as they create their portfolios and plan for their interviews.

See Coach section above for more information

Classes

Getting Started with Framework/RSAM: Gain an overview of Framework/RSAM and the application process, with time for your questions.

Exemplar Writing: Learn more about how to approach this element of your portfolio, including what an exemplar of practice is, and how to begin writing yours.

The Framework/RSAM Coach and/or Educational Nurse Specialist are available to come to your work setting to present "Getting Started", "Exemplar Writing", or any Framework/RSAM topic of your choice. The class will be scheduled to meet the needs of your group, unit, and shift. Unit-based sessions can be done "In-service style" or as a Unit "drop-in" session.

Resources for Review and Reading from Dr. Christine Pacini, PhD, RN Former Director of Educational Services for Nursing (now Professional Development & Education)

Additional Online Resources

The following two documents were created by Dr. Pacini in 2006 when the Professional Development Framework was first initiated. The content remains current and applicable as Framework moves into its 10th year.

Saving Your RSAM Documents

Saving Documents

Many nurses choose to use their own thumb drive to save Application Portfolio documents as they work on them. Use of a thumb drive has the advantage of portability and easy access.

Another option, if you are creating Application Portfolio documents while working on a UMHS computer, is to save them as Microsoft Word documents on your UMHS "H" drive, using the following steps:

Getting to your "H" Drive

Every RN has his or her own "H" drive. Contents are stored on a server and can be accessed from UMHS computers.

First you must log onto the Novell system. Here's how:

  1. Right click on the red "N" icon on the lower right bar of your computer screen. If the red "N" is not immediately visible, get to it by clicking on the small area on the right side of the screen.
  2. A window will pop up. Left click on "Novell Login", the topmost choice on the window.
  3. A new window will pop up "Level-2 Login". Log in with your unique name and Level-2 password (the same one you use for CareWeb).
  4. A new window may pop up that says "Applying your personal settings." Wait a moment while it finishes. You don't need to do anything.
  5. Now you can access and save items on your "H" Drive.

To save a document to your H Drive:

  1. Go to the upper Left hand corner tool bar and click on File
  2. Click on "Save As.."
  3. On the left side of the window that opens, you will see your name after the "H" drive designation
  4. Choose the "H"
  5. Name the Document, such as myresumejanuary16
  6. Click SAVE
  7. When you go back to that document to work on it at a future date, you must remember to simply click SAVE in order to save the changes.
  8. To return to the document at another time, again sign onto Novell, open Microsoft Word, and go to your "H" drive.
Submitting Your Application Portfolio

Submitting Your Application Portfolio

All applicants to all levels: Please follow these directions to ensure that your application addresses all requirements.

  1. Time:  Be sure to allow yourself enough time to complete the process. Several steps in the process rely on other people completing work such as the Manager Voice, letters of support and proofreading. Be sure to allow them enough time as well. Clearly communicate your deadline to them.
  2. Application submission deadlines: All deadlines are based on the date the documents are received, not the date they are sent.
  3. Submission of your Application Portfolio:  Application Checklist must be the cover page for your submitted materials.  Portfolio documents should be assembled in the order of the Checklist.
    • Must be “copier ready” - single-sided pages only (8½ x 11) and printed on plain white paper.
    • No binders, notebooks, plastic sleeves or section dividers.
    • No paperclips or staples on individual sections of the Portfolio.
    • Use a binder clip to hold your portfolio together.  DO NOT STAPLE THE PORTFOLIO.
    • Your name, current level within the Framework and the level to which you are applying need to be completed on the Application Checklist page.
    • No “highlighter,” shading or colored font can be used on the “Self-Assessment Tool” or “Manager Voice Tool” as these documents are printed in black and white.  (Please check the Manager Voice before submitting your Portfolio.)
    • Check to make sure that you have signed and dated the last page of your "Self Assessment" and that your manager has signed and dated the last page of the "Manager Voice Tool".  You need not sign each other's documents.
    • Any “Miscellaneous” attachments should be 8½ x 11, copier ready (no originals).
    • Make sure your Manager’s name is listed with your Unit on the “Identifying Information” page (or printed legibly on the “Manager’s Voice Tool”).
    • Check your resume to make sure your entire home address is listed (all correspondence from the Central Committee will go to your home).
    • Make sure you have a duplicate copy of your entire Portfolio (submit the original and keep the copy).

Where to Submit Your Application Portfolio

Portfolios should be dropped off at the Framework/RSAM office (300 North Ingalls Building, 6th floor, room 6B04) of the Professional Development & Education department (PD&E), Monday through Friday (except holidays) from 8:00am to 3:00pm. Mailing portfolios is discouraged, but if it is necessary to do so, the correct address is: 

University of Michigan Health System
Professional Development and Education
Attention: Judy Bliss
300 N. Ingalls St, Rm. 6B04
Ann Arbor, MI, 48109-5436

  • You will receive an e-mail confirming receipt of your Portfolio and providing information on the next interview date/times.
  • Refer to the applicant calendar for Central Committee meeting dates and effective advancement dates.

Central Committee

Overview

An important feature of the Professional Development Framework and Role Specific Advancement Model is the Central Committee.  The Central Committee provides a full review of each applicant’s portfolio in the context of the Framework domains and behaviors.  Each Central Committee member participates in a two-day orientation program to deepen their understanding of Framework and RSAM as well as Central Committee responsibilities and processes, focusing on the knowledge and skills necessary to be an effective member.

The Central Committee reviews Application Portfolios and interviews candidates who seek advancement to Levels D & E in Framework or to Expert or Mastery in RSAM.  Membership is comprised of nurses who are representative of the UMHS nursing community. All Framework and RSAM nurses on the Central Committee must have themselves gone through the advancement process.  Appointed by JIT, the Central Committee is currently chaired by the Director of Professional Development and Education, Dr. Sharon Smith, PhD, RN and the Educational Nurse Specialist lead for Framework/RSAM, Stephanie Minerath, MSN, RN.  Per contract, the Central Committee members have staggered terms of two years, with half of the committee rotating off every year.  Members may be re-appointed.

The Central Committee conducts its work in accordance with group norms (see next dropdown below) created to uphold and maintain the integrity of the Professional Development Framework and Role Specific Advancement Model.

Norms

(September, 2015)

As a diverse community of nurses dedicated to maintaining the integrity of the Professional Development Framework and Role Specific Advancement Model, we agree to:

  • Treat others as they would want to be treated
  • Conduct each portfolio review and candidate interview with openness, respect, and curiosity, striving to elicit the candidate’s full professional story
  • Assure confidentiality in all aspects of the Review Panel/Central Committee process
  • Carry out our work with a sense of accountability and in accordance with established , ever mindful of maintaining consistency, objectivity, and fairness for all candidates
  • Model professionalism in all our communication with candidates and each other, utilizing active listening at all times
  • Respect each other’s perspectives, value and utilize individual member expertise, and foster an environment where each committee member feels comfortable sharing them
  • Maintain an open mind, seek to understand, strive for consensus decision making, and support all decisions made by the Central Committee
  • Instill and foster the spirit of collegiality, trust, mutual respect, and cohesiveness in our work
  • Honor, respect, value, and celebrate the work of Framework/RSAM candidates at whatever stage of their professional journey, advanced or not advanced

We hold ourselves accountable to uphold these norms

*Synthesized from Central Committee Norms discussions 2006-present; Framework Steering Committee review and input October, 2011: Central Committee review and input annually thereafter.

Members (Intranet/Employees only)

Internal link; accessible via UMHS Network or VPN only:

 

Central Committee Members
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Appeals - Professional Development Framework and Role Specific Advancement Model

Process Overview

Approved by JIT, January, 2013

The Appeals Process is coordinated through Professional Development and Education. The philosophy and processes that guide the Central Committee are applied to the Appeals Process, including deep respect for each applicant, confidentiality of the review, and a commitment to thoroughness. The Appeals Board utilizes consensus decision-making. Nurses who appeal receive a letter that explains the decision. Decisions are final and are not subject to the dispute process.

The Appeals Process provides nurses with the option of filing an appeal in two situations:

  1. Appeal of a Central Committee Decision
  2. Appeal of a Level Demotion
    associated with the annual evaluation and renewal process
Appeal of a Central Committee Decision

A first consideration for the nurse who is not advanced by the Central Committee is the feedback given about why he/she did not advance.

For example, if a certain area of the Application Portfolio is not fully developed, perhaps immediate attention to the portfolio and re-application to the Central Committee, including another interview, are all that would be needed to bring about future advancement.

Or, the nurse may receive feedback that the Application Portfolio and interview did not support practice at the level to which the nurse had applied with specific rationale and suggestions for development. Addressing that “gap” through day to day work and/or leadership contributions and reapplying in the future may be the most appropriate plan.

However, if the nurse disagrees with the decision made and believes his/her Application Portfolio and interview supported advancement, he/she can file an appeal.

Steps in the Appeals Procedure
for Appeal of a Central Committee Decision

 

File and Schedule the Appeal

From the point of receipt of notification of not being advanced, the applicant has 30 calendar days to file an Appeal.

  1. The appeal request must include:  Name, unit, date of request, date notified of not being advanced, current level, level applied to, phone number, and email address. The appeal request should be brief, and need not contain any further detail.
  2. Send your email directly to Judy Bliss in Professional Development and Education: judyblis@med.umich.edu
  3. You will receive an email containing: confirmation of receipt of your request, date of the next meeting, and available interview times.
  4. Every effort will be made to schedule your appeal within 30 calendar days of receipt of your request.
  5. Upon receiving your choice of an interview time, you will be provided with an email confirming the date, time, and location of your interview.

Participate in Interview

In a manner consistent with the original interview, the Appeals Board will seek to verify, clarify, and amplify the information contained in your original portfolio, as well as focus on the areas identified in the Interview Guidelines.  In addition, during the course of the 30 minute interview with the Appeals Board and at the applicant’s discretion, the opportunity to discuss one’s perspective regarding the Central Committee experience and decision will be made available.

Decision

The decision of the Appeals Board will be communicated to the applicant within 2 weeks of the Appeal in the form of a letter sent via US Mail. Appeals Board decisions are final and are not subject to the dispute process.

Appeal of a Level Demotion

If a Framework or RSAM nurse is demoted in the course of the defined annual evaluation and process, the nurse has the option to file an Appeal. The Appeals Board procedure also applies to the annual renewal process and is referenced in Contract Addendum D as follows:

Section C. Framework/RSAM Annual Evaluation and Renewal Process

  1. The annual evaluation and renewal process will occur simultaneously at the unit level between the employee and the nurse manager on the employee’s anniversary date and will be based upon manager, peer, and self-evaluation.
  2. All peer evaluations must be signed and made available to the employee who is being evaluated.
  3. The annual performance evaluation is aligned with the Framework/RSAM behaviors.
  4. Discipline will not be an automatic bar to advancement or renewal, nor will the facts giving rise to the discipline be automatically discarded from consideration of advancement in the Framework.
  5. If there are issues in regard to level maintenance, the Manager will notify the employee as soon as possible and institute a corrective action plan.  No employee will have their level changed without the opportunity for a corrective action plan to include Association representation and an appeals process.
  6. The Appeals board procedure will apply to the renewal process.

Instructions for annual evaluations including evaluation forms for all Framework/RSAM roles for both the nurse and his/her chosen peers are available on the JIT website:  http://www.med.umich.edu/nursing/jit/forms.htm.

It is essential that both the nurse and the manager attend to this agreed upon process for annual evaluation.

Following completion of the evaluation forms by the nurse, his/her peers, and the manager, a meeting is held. Note in 5) above, if there are issues identified in regard to level maintenance, a corrective action plan is instituted. This plan is NOT disciplinary. An Association (UMPNC) representative is present in order to ensure that the employee has the opportunity to correct any identified issues before a demotion takes place.  If, however, the plan is identified and implemented, but the manager does not see sufficient progress, a demotion may take place.  It is at that point that the nurse would have the option to appeal.

Steps in the Appeals Procedure for Appeal of a Level Demotion


File and Schedule the Appeal

From the point of receipt of notification of demotion, the nurse has 30 calendar days to file an Appeal.

  1. The appeal request must include: Name, unit, date of request, date notified of demotion, level demoted from, level demoted to, phone number, and email address.  The appeal request should be brief, and need not contain any further detail.
  2. Send your email directly to Judy Bliss in Professional Development and Education: judyblis@med.umich.edu
  3. You will receive an email containing: confirmation of receipt of your request, date of the next meeting, and available interview times.
  4. Every effort will be made to schedule your appeal within 30 calendar days of receipt of your request.
  5. Upon receiving your choice of interview times, you will be provided with an email confirming the date, time, and location of your interview.

Documents required for Appeals of Level Demotions

  1. The original application portfolio, if available (provides “baseline” for practice)
  2. Employee Evaluation form, with ratings columns filled in by both the nurse and the manager, as well as comments by both
  3. Peer feedback forms submitted at the time of evaluation
  4. Corrective Action Plan including dates and any follow up documentation

Interview

The Appeals Board will seek to verify, clarify, and amplify the information contained in the above documents. During the course of the 30 minute interview, the board will seek to determine where there is sufficient evidence that the nurse continues to meet a preponderance of behaviors at the designated Framework or RSAM level.

Decision

The decision of the Appeals Board will be communicated to the applicant within 2 weeks of the Appeal in the form of a letter sent via US Mail.  Appeals Board decisions are final and are not subject to the dispute process.

Sample Appeal Request

Appeal of a Central Committee decision for advancement to Levels D or E:

Name: John Doe
Unit: 11B
Date of request: November X, 20XX
Date notified of not being advanced: October X, 20XX
Current Level: Level C
Level applied to: Level D
I hereby request an Appeal of the Central Committee’s decision regarding my advancement to Level D.  I can be reached by phone at 333-333-3333, or by Email at johndoe@med.umich.edu. Thank you and I look forward to arranging for the interview.

 

Appeals Board Members (Intranet/Employees only)

Internal link; accessible via UMHS Network or VPN only:

 

Appeals Board Members
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Glossary
Definitions
Abundance

The assured opportunity to advance in the Professional Development Framework or Role Specific Advancement Model based on demonstrated ability to meet identified behaviors, rather than promotion through competition for a limited number of positions. Abundance in action simultaneously rewards individual excellence while promoting teamwork. Contract paragraph 82A ensures this definition of abundance.

Annual Performance Review

Yearly evaluation between nurse and nurse manager that includes self-assessment, peer feedback and manager assessment. These annual evaluations will be based on the Domains and Behaviors delineated in the Professional Development Framework or Role Specific Advancement Model. All peer feedback must be non-anonymous, and any nurse providing input into another nurse’s annual performance review must have taken the Professional Development and Education class on Peer Feedback.

Annual Renewal Process

In order to maintain one's Framework or RSAM Level, each RN will demonstrate that he/she continues to meet the practice behaviors in the Domains described in the Professional Development Framework or Role Specific Advancement Model. This will be accomplished through the annual performance review at the unit level. This review incorporates self, peer and manager assessment.

Appeals Board

This group will hear appeals when application for advancement is denied by the Central Committee or a level demotion is made at the unit level. Half of the members of the Board are appointed by the UMPNC, half by the University. Decisions will be made by consensus and are final, meaning that the decision stands and cannot be taken to the dispute process.

Appeals Process

If advancement to a new level is not granted, the applicant may appeal. Appeals in relation to Central Committee decisions are resolved by the Appeals Board. Strategies for the nurse’s future success will be articulated and shared should advancement be denied. The Appeals process also applies to a level demotion. The Appeals section of this website provides details.

Application Portfolio

A set of documents providing evidence of an RN’s clinical expertise. The portfolio includes elements developed by the nurse, the nurse manager and selected peers.

Behaviors

Observable in the clinical performance of the nurse, behaviors articulate the evolving expertise on a continuum:

  • The Professional Development Framework levels begin with Level A, the Advanced Beginner new graduate and progress to the highly skilled expert clinical leader at Level E. Behaviors describe nursing practice within the five Professional Development Framework Domains. The behaviors document for Framework nurses includes all levels - A, C, D, and E.
  • The Role Specific Advancement Model (RSAM) levels begin with “Competent/Role Entry” level and progress to “Expert” and “Mastery” Levels. Behaviors for each separate RSAM role (Clinical Care Coordinator, Educational Nurse Coordinator, RN Case Manager, and Flight Nurse Specialist) are organized around ten different domains.
Central Committee

A group of RNs representative of the nursing community and appointed by the Joint Implementation Team, who reviews applications for advancement to Level D and E in the Professional Development Framework as well as to Expert or Mastery in the Role Specific Advancement Model. Central Committee members, through portfolio review and the interview process, determine whether the applicant has provided evidence of meeting a preponderance of behaviors that align with the level to which the applicant has applied. The Central Committee section of this website provides further details.

Coach

The coach is a nurse with special training who consults and works with a Framework or RSAM applicants over the course of the application process. The coach assists the nurse in exploration of professional strengths/accomplishments and promotes effective, full exemplar writing as well as thorough completion of other required portfolio elements. The coach may also assist the applicant in preparing for the interview. The Coach section of this website provides further details.

Consensus

Decisions made by general agreement or accord based on group discussion and alignment. This method contrasts with decisions made by majority vote. Consensus will be used in the Central Committee and Appeals Board processes.

Corrective Action Plan

Strategies developed by the RN, manager and a UMPNC representative to address issues raised at the Annual Evaluation concerning maintenance of Framework practice level. No loss of Level occurs until a plan is in place and sufficient time has elapsed for the RN to demonstrate designated Level behaviors. It is important to recognize that a corrective action plan in this context is NON-DISCIPLINARY.

Design Team

A group of 36 Health System RNs, representing a microcosm of the UMHS Nursing Community, that jointly designed the overall plan for a Professional Development Framework at UMHS in 2003. The plan developed by this group formed the basis for the further development of the Professional Development Framework in the 2004 Contract Negotiations.

Domains

Areas of professional nursing practice described within the UMHS Professional Development Framework. These include:

  • Clinical Skills and Knowledge
  • Therapeutic Relationships
  • Professional Relationships
  • Professional Development
  • Advancing Practice through Innovation and Research

Areas of professional nursing practice described within the Role Specific Advancement Model. These include:

  • Clinical Thinking and Judgment
  • Systems Thinking
  • Advocacy
  • Therapeutic Relations/Engagement
  • Collaboration/Communication, and Professional Relationships
  • Facilitator of Learning and Professional Development
  • Response (responsiveness; sensitivity) to Diversity
  • Advancing Practice
  • Contribution
  • Coordination
Exemplar

A detailed first person account of an RN’s clinical practice that tells a story about a specific patient, family or event. Sometimes referred to as a clinical narrative, it serves to “exemplify” an RN’s practice. The exemplars are a key element in the portfolio and show how practice aligns with the behaviors within the domains.

Framework Assessment Tools

Tools based on the grid of Framework Domains and Behaviors. There are two similar assessment tools" Self-Assessment and Manager Voice. Each facilitates review of an RN’s practice by describing behaviors at various Levels.

Implementation Team

A group of 41 Health System RNs, a microcosm of the UMHS Nursing Community, brought together to complete the infrastructure and processes for the Professional Development Framework, following Contract ratification by UMHS nurses in August, 2004. This group built upon the work of the Framework Design and Joint Negotiation Teams and sought input from the UMHS Nursing Community.

Interview

Each applicant meets with a 3-4 person Central Committee Review Panel for a 30-minute interview. The interview provides the RN with an opportunity to expand upon elements in his/her application and demonstrate how she/he meets behaviors required for the Level. The interview section of this website provides further details on what to expect at the interview.

JIT

Abbreviation used for the Joint Implementation Team, a group from UMHS Nursing Administration, Human Resources and the University of Michigan Professional Nurse Council that meets periodically between contract negotiations. JIT is provided with statistics on Framework and RSAM advancements. Based on recommendations of the Framework/RSAM Steering Committee, JIT selects new Central Committee members annually.

Letters of Support

Letters of Support are a required element of the Application Portfolio. They give voice to peers who work side by side with the nurse applicant. Two letters are required, each based on one of the five Framework Domains and for RSAM nurses, each one based on two of the 10 RSAM Domains. An RN Peer (from the unit or area) must write the Letter of Support on the Clinical Skills and Knowledge domain for Framework nurses. The other letter can be written by staff RN or other colleagues from the unit or area.

Levels

Framework levels A, C, D, E describe the continuum of a Novice/Advanced Beginner at Level A to Expert practice at Level E of an RN at UMHS, based in part on the work of Patricia Benner.

RSAM levels Competent/Role Entry, Expert, and Mastery describe a continuum of development in the Role Specific titles.

"Like" Units

A concept used in determining Level retention should a nurse desire to transfer to another unit. Conceptually, “like” areas of current or past practice are determined in the following manner: Units which share at least two of the three following characteristics are considered to be “like units”--

  1. Developmental level of patients (adult, pediatric, neonate/infant)
  2. Level of care (ICU, General Care, Ambulatory Care)
  3. Specialty (Cardiac, Oncology, etc.)

Refer to Contract Addendum D for further information on transfers and the “like units” concept. Also see the Transfers Across Units section below.

Manager Voice

The manager voice is heard through the use of the Manager Voice Tool. It is completed by the manager and provides perspective on the behaviors that most closely describe the applicant’s nursing practice within each Domain. This is a required part of the portfolio.

Mentor

An RN with expertise in a particular area who assists a colleague to develop greater knowledge and skill in that area.

Model Evaluation

A process of assessment and monitoring designed to evaluate the effectiveness of the Professional Development Framework and Role Specific Advancement Model. This process will help to identify successes and propose modification and improvements.

Negotiations Team

A team of nurses and Human Resources staff representing the University and the University of Michigan Professional Nurse Council who negotiated the agreement and language that set the Professional Development Framework and Role Specific Advancement Model into the Contract.

Novice to Expert Model

A conceptual model describing the ongoing development of nurses’ expertise in clinical practice over time. Our advancement models are based in part on this model of knowledge and skill acquisition, first articulated by Patricia Benner.

Professional Statement

A self-described account of an RN's current practice, practice setting, particular expertise and professional goals and objectives.

Resume

A factual written summary of one’s professional education, work experience and accomplishments.

Review Panel

A group of 3 or 4 Central Committee members. The Review Panel reviews application portfolios, interviews applicants, and makes recommendations to the Central Committee regarding advancement.

Role-specific Nurses

Role Specific Nurses include Educational Nurse Coordinators, Flight Nurse Specialists, Clinical Care Coordinators, and RN Case Managers. These nurses are not included in the Professional Development Framework. Instead, they participate in a parallel advancement program called the “Role Specific Advancement Model”, commonly known as “RSAM”. Each role has a separate set of behaviors based on the same ten domains of practice.

Self-assessment

A process designed for self-review of one’s own professional practice in the context of the behaviors as described in the five UMHS Framework Domains or for Role Specific Nurses, in the Role Specific Advancement Model domains. The process uses the self-reflective tool and is a required portfolio element.

Self-directed Process

A process driven by the RN applicant that empowers the individual to assume responsibility for his/her movement within the Professional Development Framework or Role Specific Advancement Model.

Transfer

Moving from a position in one unit to a position in another unit (see dropdown below) within the Health System. Depending upon whether the transfer is determined to be to a “like” or “unlike” area of current or past practice, it may have an effect on whether the nurse maintains his/her level.

UMPNC Member

A Registered Nurse who holds a clinical (non-management) nursing position at UMHS and thereby holds membership in the University of Michigan Professional Nurse Council.

Transfers Across Units

Over the course of their professional careers, many nurses enjoy opportunities to practice in different specialties and settings. The Contract speaks to level implications when a nurse transfers within or between Framework and RSAM. It is important to read the entire section carefully as you contemplate a transfer.

See Contract ADDENDUM D, Sections D and E for the complete agreement on:

 

UMPNC Contract - Framework (Addendum D)

 

FAQ

Frequently Asked Questions Click questions to reveal answers.

Where do I hand in my portfolio?

Submitting Your Application Portfolio

All applicants to all levels: Please follow these directions to ensure that your application addresses all requirements.

  1. Time:  Be sure to allow yourself enough time to complete the process. Several steps in the process rely on other people completing work such as the Manager Voice, letters of support and proofreading. Be sure to allow them enough time as well. Clearly communicate your deadline to them.
  2. Application submission deadlines: All deadlines are based on the date the documents are received, not the date they are sent.
  3. Submission of your Application Portfolio:  Application Checklist must be the cover page for your submitted materials.  Portfolio documents should be assembled in the order of the Checklist.
    • Must be “copier ready” - single-sided pages only (8½ x 11) and printed on plain white paper.
    • No binders, notebooks, plastic sleeves or section dividers.
    • No paperclips or staples on individual sections of the Portfolio.
    • Use a binder clip to hold your portfolio together.  DO NOT STAPLE THE PORTFOLIO.
    • Your name, current level within the Framework and the level to which you are applying need to be completed on the Application Checklist page.
    • No “highlighter,” shading or colored font can be used on the “Self-Assessment Tool” or “Manager Voice Tool” as these documents are printed in black and white.  (Please check the Manager Voice before submitting your Portfolio.)
    • Check to make sure that you have signed and dated the last page of your "Self Assessment" and that your manager has signed and dated the last page of the "Manager Voice Tool".  You need not sign each other's documents.
    • Any “Miscellaneous” attachments should be 8½ x 11, copier ready (no originals).
    • Make sure your Manager’s name is listed with your Unit on the “Identifying Information” page (or printed legibly on the “Manager’s Voice Tool”).
    • Check your resume to make sure your entire home address is listed (all correspondence from the Central Committee will go to your home).
    • Make sure you have a duplicate copy of your entire Portfolio (submit the original and keep the copy).

Where to Submit Your Application Portfolio

Portfolios should be dropped off at the Framework/RSAM office (300 North Ingalls Building, 6th floor, room 6B04) of the Professional Development & Education department (PD&E), Monday through Friday (except holidays) from 8:00am to 3:00pm. Mailing portfolios is discouraged, but if it is necessary to do so, the correct address is: 

University of Michigan Health System
Professional Development and Education
Attention: Judy Bliss
300 N. Ingalls St, Rm. 6B04
Ann Arbor, MI, 48109-5436

  • You will receive an e-mail confirming receipt of your Portfolio and providing information on the next interview date/times.
  • Refer to the applicant calendar for Central Committee meeting dates and effective advancement dates.
How do I contact the Framework/RSAM coach?

Use this email address to contact our Framework/RSAM coach: Nurse-ProfDevFramework@med.umich.edu Please do not use her regular email.

What are the key features of the Professional Development Framework
and Role Specific Advancement Model?
  • Framework/RSAM recognizes, rewards, and provides professional advancement opportunities for nurses who provide direct patient care as well those who are work in one of the Role Specific positions - Clinical Care Coordinator, Educational Nurse Coordinator, RN Case Manager, and Flight Nurse Specialist.

  • “Abundance” is an essential aspect of the model. Contract paragraph 82a. guarantees that there are no budgetary restrictions on the number of nurses who can apply per unit or area. Nurses do not compete with one another for a limited number of advancement opportunities. All nurses who apply for advancement and demonstrate achievement of a preponderance (vast majority) of the defined behaviors are able to advance. There is truly an abundance of talent in the UMHS nursing community!

  • Framework/RSAM advancements are self-initiated and self-directed. A nurse may apply to advance whenever he/she is ready and able to demonstrate meeting a preponderance (vast majority) of behaviors at the level to which they are applying.

  • Nurses apply for advancement by submitting a portfolio that describes their practice from their own perspective, as well as that of their manager and colleagues. This portfolio contains specific elements that, when viewed together, provide a comprehensive picture of the applicant’s practice as a Registered Nurse in their current clinical setting.

  • A Central Committee composed of nurses in both clinical and management positions that review the portfolios, interview nurse applicants, and render decisions on advancement. One requirement of membership for Framework/RSAM nurses is having experience with the process through their own advancement.

  • The Professional Development Framework and the Role Specific Advancement Model, are part of the Collective Bargaining Agreement, and are described in Addendum D, pages 212 -217 of the 2013 nursing contract.
What are the domains of the Professional Development Framework and Role Specific Advancement Model?

Framework Domains

  • Clinical Skills and Knowledge
  • Therapeutic Relationships
  • Professional Relationships
  • Professional Development
  • Advancing Practice through Innovation and Research

RSAM Domains:

  • Clinical Thinking and Judgment
  • Systems Thinking
  • Advocacy
  • Therapeutic Relationships/Engagement
  • Collaboration, Communication, and Professional Relationships
  • Facilitator of Learning and Professional Development
  • Response (responsiveness; sensitivity) to Diversity
  • Advancing Practice
  • Contribution
  • Coordination
Where can I find a description of the Professional Development Framework behaviors?

The knowledge, skill, depth of practice, critical thinking, and contributions of the nurse are evident in the Professional Development Framework and Role Specific Advancement Model Domains and Behaviors. A developmental progression for Framework nurses from Level A to Level E and RSAM nurses from Competent/Role Entry to Master are described in the BEHAVIORS for each level across all domains. The behaviors are located on the Framework website and RSAM website.

Where did the behaviors come from?

The Framework Behaviors were first drafted by the Framework Design Team who benchmarked numerous hospitals, reviewed the literature, and examined all existing UMHS Nursing position descriptions. Much thought was given to our rapidly changing practice environment in health care and the essential role of nursing. During the course of Contract Negotiations, the behaviors underwent significant revisions that were the result of dialog and open forums with nurses from across the Health System.

The RSAM Behaviors were similarly drafted by Design Teams representative of the various roles, in both clinical and managerial positions. As with the Framework process, there was a thorough review of the role, with appropriate benchmarking, organizational priorities, and additional considerations for each unique role.

The Professional Development Framework and Role Specific Advancement Model behaviors were endorsed by the entire nursing community through the process of contract ratification. The Framework/RSAM behaviors truly describe “Nursing at Michigan”!

If I want to apply for advancement, do I need anyone's "OK" to do so?

No, the decision to apply for advancement is entirely up to you.

What are the incentives for applying for advancement?

Incentives include recognition of expertise, personal satisfaction around professional goals and achievement, as well as an increase in your hourly rate.

Can I advance to Level D or E if I am not a charge nurse?

Framework represents a paradigm shift: A role, such as Charge Nurse, preceptor, or committee member, describes something you do that involves a number of specific tasks. Behaviors describe how you practice in a qualitative way.

Roles, in and of themselves, do not determine the depth of one’s nursing practice. Framework values how you practice nursing. It encompasses the depth and the scope of all of your work, and it does not require wearing the mantel of any particular role to advance. So, yes, you can advance without being a Charge Nurse.

When asking a peer for a Letter of Support for Advancement to Level D or E, can the peer be from any Level?

Yes, Letters of Support can be written by a nurse in any Level of Framework/RSAM or from a nurse that is not part of Framework, such as a Clinical Nurse Specialist or Nurse Practitioner. You cannot, however, utilize a letter from a nursing supervisor. Supervisors may complete the manager voice tool as designated by the Nurse Manager.

What happens if I want to transfer to another unit? Will my progression through the levels start over?

It depends on whether that unit is determined to be a “like” or “unlike” area of current or past practice. Through a succinct set of criteria, “like” and “unlike” areas are determined, and thus assist the nurse to maintain a level wherever possible. See Contract ADDENDUM D, Section D: TRANSFERS ACROSS UNITS.

Is there an educational requirement for advancement?

No, there is not an educational requirement to advance, although a BSN is a requirement of the Clinical Care Coordinator and RN Case Manager roles.

What happens if a nurse's application for a higher level is not granted?

The goal of Framework/RSAM is to support as well as recognize the development of a nurse’s practice from Novice to Expert. If a nurse is not advanced, suggestions will be offered to assist the nurse in achieving their goal.

If the nurse disagrees with the decision and the reasons given for not advancing, he or she may appeal the decision. The appeals process is described on the website under Tools & Resources

Will a nurse who has discipline in his/her file be automatically barred from advancement or renewal?

(JIT Clarification of discipline in relation to application eligibility
May 30, 2006
)

The nurse with active discipline may apply per his/her own decision. The manager will utilize the Manager Assessment Tool to her/hisr perspective on the candidate. The descriptors on the tool relate to behaviors, rather than discipline. The manager will rate the nurse on these behaviors, make comments as necessary (per the usual process), but the word “discipline” will not be used nor shared with the Central Committee. Para 501A applies.

Paragraph 501A:

Six months following the issuance of a disciplinary letter, and at the employee’s request, the manager will write a second letter reflecting the employee’s current status. In addition, letters of discipline more than two years old will not be considered in transfer/promotion decisions. Such letters shall not be used in progressive discipline. For those disciplinary cases that rise to the level of disciplinary layoff or discharge, the letters of discipline which are more than two years old and indicate a trend or pattern may be used. (See Intent Note for Paragraph 501A below.)

Intent Note for Paragraph 501A:

We agree that in transfer/promotion, the Employment Office will not discuss discipline older than two years with the hiring manager. If an employee is denied transfer/promotion due to the manager’s reliance on discipline older than two years, the request for transfer/promotion will be reevaluated without consideration to the discipline.

Addendum D, Section B, 6:

Discipline will not be an automatic bar to advancement or renewal, nor will the facts giving rise to the discipline be automatically discarded from consideration of advancement.
Will I have to reapply each year to retain my Framework or RSAM Level?

No, but each year you will be expected to demonstrate at your annual performance evaluation that you continue to meet the behaviors associated with your Framework or RSAM Level. The annual performance evaluation occurs at the unit level between you and your manager. The performance evaluation is aligned with the Framework and RSAM behaviors. Signed peer input, self-evaluation, and manager input are all part of the renewal process. See Contract, Addendum D, Section C. for more information on the Annual Review Process. See also the JIT website Template, Forms and Tools page for more information on the Annual Evaluation process and forms including Peer Feedback Tools for each role.

Will I be given release time to complete my application?

Application for advancement in Framework and RSAM is an individual professional choice, not a job requirement. No release or business time will be granted for the preparation of advancement applications.

 

Contact Us


We invite your thoughts, feedback, questions and comments related to the Professional Development Framework and Role Specific Advancement Model! 

Please email Stephanie Minerath at stephmin@med.umich.edu or Nurse-ProfDevFramework@med.umich.edu. Thank you!

 

 

 

 

 

 

 

 

 

Target Audience: UMHS Nursing | Author/Contact: Stephanie Minerath | Web Publisher: April Stingo | Reviewed: February 2016