University of Michigan Health System
Professional Development Framework

Negotiations 2008

January-August, 2008

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 Negotiations 2004 moved through Negotiations 2008 with minimal revision.  Aside from the elimination of Level B, 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”.