Provincial Academic Clinical Funding Plan (ACFP) Physician Information Package

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Provincial Academic Clinical Funding Plan (ACFP) Physician Information Package"

Transcription

1 1 P age Provincial Academic Clinical Funding Plan (ACFP) Physician Information Package WHY SHOULD I BE INTERESTED? NOTICE TO READER (Please read before proceeding) The ACFP provides an opportunity to provide integrated, comprehensive, longitudinal care, inclusive of academic, administrative and research activities. The ACFP enables your practice to work more closely with the regional health authorities (RHAs) and the College of Medicine, optimizing your time and patient access while compensating at nationally competitive rates. A group of like specialty physicians on the ACFP can optimize each members time around their special interest and expertise, improve patient access and build group practice relationships. The ACFP allows you to diversify your career and experience beyond purely clinical patient service into other needed service areas, e.g. teaching, research and administration within the health system, while being equitably and competitively compensated. PURPOSE The purpose of the information herein is to: #1 Describe a new contracting alternative (e.g., alternative to your current fee for service (FFS), FFS plus College of Medicine (CoM) payments, or Regional Health Authority (RHA) contract) for eligible MD physicians currently practising, or planning to practice, in the Province of Saskatchewan. #2 Provide sufficient information to allow you to self determine whether to investigate further entering into a contract for clinical and academic (e.g., preceptor teaching) services with your proximate RHA and the University of Saskatchewan College of Medicine. PLEASE NOTE: More information, including the ACFP Framework Document, can also be found at REQUEST Please carefully read this information package and if you have interest in investigating further the possibility of leaving your current service and payment arrangement (e.g., FFS, salaried and blended salary) and entering into an Individual Service Agreement (ISA) with the ACFP, please feel free to contact one of the following: Saskatoon Health Region: Rob Gentes, Director, Practitioner Staff Affairs or

2 Regina Qu Appelle Health Region: Erin Roesch, Director, Practitioner Staff Affairs or College of Medicine: Steven Harrison, Chief Operating Officer, Once you have made contact, your interest will be recorded and any immediate questions you may have will be answered, or redirected to the appropriate organizations, if necessary. Note: there is no minimum number requirement by specialty, specialty group, region, or community. An ISA is an individual agreement. WHAT IS THE ACADEMIC CLINICAL FUNDING PLAN? The provincial ACFP development process has been led by a Provincial Oversight Committee, represented by the Ministries of Health and Advanced Education, the Saskatchewan Medical Association, University of Saskatchewan (U of S), College of Medicine (CoM), and Saskatoon and Regina Qu Appelle Health Regions. The ACFP has created a new whole time contracting opportunity for current and prospective physicians (hereinafter referred to as the Contractor ) across the province. Under the ACFP, the Contractor will enter into an ISA with their proximate RHA and the U of S, CoM. The ISA defines contractor deliverables for clinical and academic services and any enabling responsibilities of the RHA and CoM (e.g., access to facilities). The ACFP Contractor services and payment model is designed to ensure service requirements and payment rates are competitive with their clinical colleagues and other medical schools, thereby improving physician recruitment and retention in the province and ensuring appropriate access to quality services. The information that follows will provide physicians with sufficient information to determine whether to formally approach the ACFP to discuss the possibility of entering into an ISA with their RHA and the CoM and discontinue their current service and payment arrangement (e.g., FFS, salaried and blended salary). 2 P age

3 WHO IS ELIGIBLE? To enter into an ACFP ISA the physician must: A. Hold a valid, active, licensure status (in good standing) with the College of Physicians and Surgeons of Saskatchewan (CPSS); and, B. Commit to providing clinical and academic services. Academic services will include clinical supervision of learners, and may also include: (i) Education outside the patient care setting (e.g. classroom, lecture, small groups, concurrent to clinical care, etc.), curriculum development/evaluation, and educational committee work, etc.; (ii) Research, including health research and knowledge creation, and innovation, including basic, clinical, translational, and applied research; (iii) Leadership of an academic service (e.g., postgraduate training director). C. Hold clinical appointments and privileges with the relevant RHAs and an academic appointment 1 with the CoM; and, D. Not also contract to or bill any other party for the provision of clinical or academic service within the Province of Saskatchewan during the weeks of ISA contracted service; and, E. Not hold a position that requires the individual to perform management functions specific to the administration of the ACFP. Without restricting the generality of the preceding, individuals occupying the following positions are not eligible: (i) RHA Clinical Department Head, Senior Medical Officer(SMO), Vice President medicine/physician services/etc., and/or (ii) U of S/CoM of Unified Department Head, Associate Dean, Vice Dean, or Dean. For greater clarity, those occupying management positions reporting to a Clinical Department Head or Unified Department Head (hereinafter referred to as the Department Head ) are eligible to enter into an ACFP ISA, e.g. Section or Division Chief, Program Director (e.g. Clinical, Undergraduate, Postgraduate). NOTE: Interested individuals who do not currently meet all the aforementioned eligibility criteria, but intend to (e.g., senior residents or physicians new to the province), are encouraged to communicate their interest to the ACFP and obtain further detailed information. 1 i.e. Clinical Associate Professor, Clinical Assistant Professor, Clinical Professor, Professor, Assistant Professor, Associate Professor, Lecturer, or Instructor. 3 Page

4 WHO WILL SIGN MY INDIVIDUAL SERVICE AGREEMENT? ISAs will be signed by: the contracting physician, Office of the Dean at the CoM, and the SMO or VP Medical for the RHA. WHO WILL EVALUATE MY INDIVIDUAL SERVICE AGREEMENT PERFORMANCE? Individual ISA performance will be evaluated formally on an annual basis by the Clinical Head of the Department for clinical service and Associate Dean College of Medicine for academic service. Where a Unified (Clinical/Academic) Department exists, the Head will evaluate both clinical and academic services. Mid year informal two way feedback is strongly encouraged. Individuals can appeal their evaluation directly to the Office of the Dean at the CoM and the SMO or VP Medical for the RHA. Their decision is final. WHAT ARE THE TERMS OF THE ACFP AND INDIVIDUAL SERVICE AGREEMENTS? A. Contracts are Whole Time The ACFP ISA is a whole time contract. Whole time refers to all physicians clinical and academic time and services during the weeks of contracted ISA service. Contracted service can be either: (i) Full time comprised of 44 weeks (i.e., 220 scheduled worked days Monday to Friday or 440 half days), plus hours on call, of full time service per year. The remaining eight weeks of the year are outside the ACFP contract scope and terms, or (ii) Part time at not less than 50% of full time, i.e., 22 weeks at five days (M F) per week or 110 days. Part time can be any portion between 50% and 100% of full time. Such time need not be consecutive. Whether full or part time, a whole time Contractor cannot provide compensated clinical or academic service to a party other than the ACFP at any time during the: (i) 44 weeks of contracted ACFP service in the case of a full time contractor; or, (ii) 44 consecutive identified (in ISA) weeks in the case of a part time contractor. This stipulation prevents in particular the following unintended outcomes from occurring: (i) individual burnout from overwork; and/or (ii) conflicting obligations undermining quality of work. 4 P age

5 B. Participation in On Call The Contractor is required to participate fully in clinical on call service as determined by the Department Head. The ACFP payment rates to Contractors are set based on full on call participation (however on call stipend payments (Tier I and Tier II) are provided separately by the region outside the ACFP contract). If a Contractor does not wish to participate fully in oncall as determined by the Department Head, the Contractor must first request and obtain Department Head approval to participate less than fully in the required on call service. If given written approval by the Department Head the Contractor payment rates for clinical service are discounted as follows: (i) Non participation in Tier II call will result in a 9% reduction in the base rate of pay. Partial participation will result in a proportionate rate reduction. (ii) Non participation in Tier I call will result in a 12% reduction. Partial participation will result in a proportionate rate reduction. Variation in stipulated (i.e., 9%, 12%) payment rate reduction may be considered by the ACFP on a specialty by specialty basis based on billing and service data for the last complete fiscal year. C. Split Service with Differing Payment Rates Individuals providing regularly scheduled services paid at differing payments rates will be paid at the rate applicable to the service for the time spent on the service. Such situations relate to a very limited number of services (e.g, specialist whom in addition to their regular work also provides regular scheduled shifts on an adult tertiary intensive care service). The sum of the two services work hours and total payments cannot exceed a 1.0 full time equivalency. D. Term and Renewal Terms will be set at time of signing of ISAs. The minimum term is three years with three, or longer, mutually agreed renewals thereafter. A Contractor choosing not to renew with the ACFP at the end of contract term is free to pursue any and all other practice options. For example, a Contractor can return to FFS (and be paid for teaching through a stipend, as arranged with the CoM) should they not renew their ACFP ISA. A contract may be terminated prior to the end of contract term but only based upon mutual agreement. E. Reporting Physicians will be expected to maintain, on a timely accurate basis, their work data (such as One 45 for teaching, shadow billing for clinical services, etc.). This reporting is mutually (ACFP and Contractor) beneficial and essential for workload and performance measurement within the ISA F. Appeal A Contractor can appeal their evaluation directly to the Office of the Dean at the CoM and the SMO or VP Medical for the RHA. Their decision is final. 5 P age

6 HOW WILL SERVICE AND COMPENSATION RATES BE DETERMINED? A. PRINCIPLES Service and compensation rates (hereinafter Rates ) will be based on the following key principles: Transparent: Rates will be based on a transparent methodology supported by benchmarked data. (See Payment Model and Rate section below) Competitive: Rates will ensure specialties are able to recruit locally and nationally. Net compensation for service, adjusted for relative workload, will be competitive with other alternate payment plans and FFS within the province and with Ontario, Manitoba, Alberta and British Columbia. Rate benchmarking across the five provinces will continue to occur at regular intervals to ensure the competitiveness of service and net compensation rates. The Rate benchmarking methodology will be clear, robust, and consistently applied to national comparison values. Consistent: Service and compensation models are the same within/by specialty across the province. The plan will respect pre existing Ministry or Saskatchewan Medical Association programs, on a case by case basis (e.g. rural/remote differentials, family practice comprehensive care program). Equal Value: Within each specialty there will be equal value for clinical, teaching, education, research, and leadership/administrative services. As noted above, a physician, under special circumstance may opt out of on call duties (if approved by the Department Head) and will receive discounted service and payment rates. Inclusive (of all professional services within the scope of the ACFP): All professional services income, within the scope of the plan, are declared and reconciled to ACFP Rates. Consistent and Transparent Scope: Third party services (e.g. WCB, private insurance) and payments are part of the 1.0 FTE workload definition for the physician, and are therefore assigned within the scope of the ACFP. Payment for these services will be directly assigned to the ACFP. Services and payments outside of the scope of the ACFP include: Group 1 income exceptions certain intellectual property (i.e. book royalties); Group 2 income exceptions Service related: hourly on call stipend payments (e.g. Tiers I and II Specialist Emergency Coverage Program) and services and payments other than insured medical services within the province earned during the eight weeks outside the 44 week per year contract period; Group 3 income exceptions external incentives: including SMA paid supplementary amounts (e.g. recruitment and retention bonus, rural and remote differentials). 6 P age

7 B. FULL TIME EQUIVALENCY (1.0 FTE) Full time equivalency (FTE) means ISA service workload levels are within the 40 th to 60 th percentile range for each specialty as determined by the ACFP specialty specific payment/workload model and methodology. C. SERVICE AND PAYMENT MODEL AND RATES (i) MODEL AND RATE The service and payment model is a simple two step grid. Level 1 applies to the first three year contract and Level 2, subject to satisfactory performance, to the second three year contract and contracts thereafter. The mid point between Level 1 and Level 2 service and payment rates is equivalent to the mean 1.0 full time equivalent services and gross (inclusive of the cost of overhead support services) income for Saskatchewan FFS, Saskatchewan blended FFS plus salary, and FFS across Ontario, Manitoba, Alberta, and British Columbia. Service and workload requirements are set at a level consistent with payment rates. Prior experience will be considered in deciding whether the individual is offered Level 1 or Level 2 service and payment rates for their first contract. (ii) INCENTIVE A five percent (5%), of the Level 1 and Level 2 payment, incentive payment is paid for exceeding the ISA quantitative (weighted 2 ) measures by 10% or more. A second 5%, of the Level 1 and Level 2 incentive payment is paid for exceeding, as determined by the Department Head, the ISA qualitative 3 measures by 10% or more. The measures used to determine the incentive payment are outlined within the position profile (see below) and will vary by specialty due to the differences in time intensity and complexity of certain services. (iii) WITHHOLDING Ten percent (10%) of the Level 1 and Level 2 payment is withheld and paid out in full after the last day of each contract year upon achievement of a satisfactory or higher performance evaluation 4 from the Department Head. In addition to the Department Head evaluation, satisfactory performance requires the timely and quality completion of the following relevant reporting information each year: (i) Teaching Service : One45 (data collection system for preceptor feedback on learners); 2 e.g., exceeding comprehensive first visit assessments by 10% has a higher relative time weighting than exceeding repeat visits by 10%. Thus, also, a Contractor can be under the quantitative target for one service and exceed the quantitative target in another service and still achieve an overall satisfactory (3) rating, and potentially also, receive a bonus payment for exceeding overall quantitative targets by 10% or more. 3 Qualitative measures will be specialty specific and informed by direct consultation with specialty representatives. 4 Four point Likert Scale from unsatisfactory (4), poor (3), satisfactory (2), and excellent (1) 7 P age

8 (ii) (iii) (iv) Research Service: CVMS (Curriculum Vitae Management System); Leadership Service Academic Profile System: including: Leadership Education, Leadership Research, Leadership Managerial, and Leadership Clinical; and Clinical Service quantitative reporting i.e., Shadow Billing (iv) PAYMENT RATE CHANGES ACFP payment rates will be adjusted according to MOH/SMA negotiated changes (e.g. annually) for insured clinical services under the Medical Services Plan. These changes will flow to the ACFP payment rates Levels 1 and 2 by specialty. (v) BENEFITS The ACFP ISA is an independent contract and therefore does not pay benefits (e.g., health, dental, life insurance coverage, etc.) of any type. (vi) PAYMENTS Payments will be monthly based upon the number of scheduled days worked in the month as a percent of total scheduled days to be worked in a year, less 10% withholding. Such payment will be paid to the Contractor on the last day of each month following submission of their monthly services invoice. (vii) OVERHEAD Level 1 and 2 payment rates are gross payments inclusive of overhead support service costs (per A above). The Contractor can either: (i) In the case of a private office and practice location pay for and manage their own support services and costs based at a private office location, e.g., office space, utilities, transcription, secretarial, shadow billing clerk, etc.; or (ii) In the case of an RHA (e.g., hospital) or College (e.g., faculty building) facility based office and practice location purchase support services from a menu of services provided by the building owner/operator. The Contractor physician will be invoiced monthly at a standard cost recovery based rate for overhead support services. WHAT IS INCLUDED IN EACH INDIVIDUAL SERVICE AGREEMENT? A Contractor schedule of deliverables (see template example on last page) will be developed by the Department Head in consultation with the Contractor consistent with the ACFP specialty specific service workload standards at the 40 th to 60 th percentile. The Department Head will prepare a draft position profile, which will then be discussed, revised and agreed upon with the Contractor. Position profiles will list the services of the physician, the physician s objectives and agreed upon supporting resources needed to achieve the services. 8 P age

9 The profile will also include the responsibilities of the CoM and RHA (such as provision of operating room time, etc.). The duties and responsibilities in the position profile will include: clinical care services by setting (e.g. inpatient, ambulatory/office, OR, etc.); on call services (e.g. frequency, duration); and concurrent clinical teaching. The duties and responsibilities in the position profile may include: academic services (e.g. education, concurrent clinical teaching); leadership services (clinical and academic, e.g. clinical program director, residency coordinator); and other contracted responsibilities. A standard whole time position profile will be consistent with the FTE definition by specialty. The general definition is 44 weeks, comprised of 440 half days, plus on call service. The remaining eight weeks of the year are not contracted or paid and can be used for personal time, CME, statutory holidays, skills training, etc. Exceptions to the general definition will exist where warranted by the specific clinical service requirements, e.g., Emergency Medicine. The ACFP will determine the exceptions in consultation with RHA and CoM management and with input from specialty representative(s). Each specialty has unique attributes; therefore specialty specific ISA detail will be developed in consultation with each individual specialty. The position profile will be reviewed annually to ensure it continues to meet the needs of the RHA, CoM, and physician. Changes to contracted services can be made at the annual yearly review based upon mutual agreement. HOW WILL ONGOING WORKFORCE PLANNING BE INCORPORATED FOR MY DEPARTMENT/DISCIPLINE? Throughout the ACFP process, concerns have been raised about workforce planning within departments/specialties. A quality workforce plan is integral to the ACFP. A provincial physician resource plan is currently being developed, with an expected completion date of fall Ongoing workforce planning will continue to occur at regular intervals within the ACFP. The plan will be evidence based, sustainable, transparent, and will strive to ensure population need is being met. 9 P age

10 WHEN WILL THE ACFP BE IMPLEMENTED? Implementation will begin in a phased approach in the Fall 2014 time period. Prioritization, if necessary, will be determined by the ACFP Provincial Oversight Committee once the level of interest of physicians across specialties in the province is determined. 10 P age

11 Appendix Individual Services Agreement Sample Template 11 P age

UNIVERSITY OF BRITISH COLUMBIA, FACULTY OF MEDICINE CLINICAL FACULTY COMPENSATION TERMS FOR TEACHING IN THE MD UNDERGRADUATE AND POSTGRADUATE PROGRAMS

UNIVERSITY OF BRITISH COLUMBIA, FACULTY OF MEDICINE CLINICAL FACULTY COMPENSATION TERMS FOR TEACHING IN THE MD UNDERGRADUATE AND POSTGRADUATE PROGRAMS Approved by Faculty Executive Committee July 21,2015 UNIVERSITY OF BRITISH COLUMBIA, FACULTY OF MEDICINE CLINICAL FACULTY COMPENSATION TERMS FOR TEACHING IN THE MD UNDERGRADUATE AND POSTGRADUATE PROGRAMS

More information

PHYSICIAN RECRUITMENT STRATEGY

PHYSICIAN RECRUITMENT STRATEGY PHYSICIAN RECRUITMENT STRATEGY Introduction Physicians play a vital role in health care. Working along side other health care professionals, they diagnose illnesses, prescribe medication and treatments,

More information

TERMS OF REFERENCE ACHRI CLINICAL RESEARCH FELLOWSHIPS

TERMS OF REFERENCE ACHRI CLINICAL RESEARCH FELLOWSHIPS TERMS OF REFERENCE ACHRI CLINICAL RESEARCH FELLOWSHIPS POLICIES REGARDING ACHRI CLINICAL RESEARCH FELLOWSHIP FUNDED RESEARCH POSITIONS IN CHILD AND WOMEN S HEALTH, CUMMING SCHOOL OF MEDICINE, UNIVERSITY

More information

Ministry of Health and Health System. Plan for 2015-16. saskatchewan.ca

Ministry of Health and Health System. Plan for 2015-16. saskatchewan.ca Ministry of Health and Health System Plan for 2015-16 saskatchewan.ca Statement from the Ministers We are pleased to present the Ministry of Health s 2015-16 Plan. Saskatchewan s health care system is

More information

The University of Western Ontario

The University of Western Ontario The University of Western Ontario Faculty of Medicine & Dentistry CONDITIONS OF APPOINTMENT: PHYSICIANS APPOINTED IN CLINICAL DEPARTMENTS AND CLINICAL DIVISIONS OF BASIC SCIENCE DEPARTMENTS (1999) (updated

More information

Rural General Practitioner Locum Program (RGPLP) Policy. Ministry of Health

Rural General Practitioner Locum Program (RGPLP) Policy. Ministry of Health Rural General Practitioner Locum Program (RGPLP) Policy Ministry of Health Revised June 2014 Chapter: Rural General Practitioner Locum Program (RGPLP) Page: 2 of 10 Section: 1 Description, Administration,

More information

Faculty of Medicine Policy

Faculty of Medicine Policy Faculty of Medicine Policy Policy Name: Alternate Routes of Entry to Residency - Transfer, Re-Entry, Non-CaRMS Application/ All Postgraduate Trainee Programs Scope: Approved (Date): PGME Executive Committee,

More information

Approved and Effective as of 28 February 2011 THE ALBERTA HEALTH SERVICES MEDICAL STAFF BYLAWS

Approved and Effective as of 28 February 2011 THE ALBERTA HEALTH SERVICES MEDICAL STAFF BYLAWS Approved and Effective as of 28 February 2011 THE ALBERTA HEALTH SERVICES MEDICAL STAFF BYLAWS Table of Contents DEFINITIONS... 3 PART 1 GENERAL PROVISIONS... 9 1.0 General... 9 1.2 Binding Effect... 10

More information

CONTRACT FOR PROVISION OF CLINICAL AND MEDICAL SERVICES

CONTRACT FOR PROVISION OF CLINICAL AND MEDICAL SERVICES CONTRACT FOR PROVISION OF CLINICAL AND MEDICAL SERVICES THIS AGREEMENT made effective as of day of, 2012 BETWEEN: MOOSE MOUNTAIN HEALTH CARE CORP. (hereinafter referred to as MMHCC or Corp. ) - and - (hereinafter

More information

ASMBS Compensation and Practice Style Survey

ASMBS Compensation and Practice Style Survey ASMBS Compensation and Practice Style Survey Teresa LaMasters MD, FACS Medical Director Bariatric Surgery UnityPoint Clinic Weight Loss Specialists 6600 Westtown Parkway Suite 220 West Des Moines, IA 50266

More information

Certified Practices Course Review Policies

Certified Practices Course Review Policies Certified Practices Course Review Policies College of Registered Nurses of British Columbia 2855 Arbutus Street Vancouver, BC Canada V6J 3Y8 T: 604.736.7331 F: 604.738.2272 Toll-free: 1.800.565.6505 1

More information

ARTICLE 15 SALARIES. 15.01 Base Salary. A. Basic Contract Length. 1. Instructional Faculty and Library Faculty

ARTICLE 15 SALARIES. 15.01 Base Salary. A. Basic Contract Length. 1. Instructional Faculty and Library Faculty ARTICLE 15 SALARIES The parties are committed to the fair and rational allocation of unrestricted funds to a faculty salary structure based upon the principles of equity, consistency, and the rewarding

More information

Rural General Practitioner Anaesthesia Locum Program (RGPALP) Policy. Ministry of Health

Rural General Practitioner Anaesthesia Locum Program (RGPALP) Policy. Ministry of Health Policy Ministry of Health Revised June 2014 Page: 2 of 10 Section: 1 Description, Administration, and Funding Effective: June 2014 1.1 Description The helps eligible rural general practitioners who provide

More information

Clinical Faculty Remuneration Policy. Date: January 27, 2015 Policy ID: 1.630 Status: Final

Clinical Faculty Remuneration Policy. Date: January 27, 2015 Policy ID: 1.630 Status: Final Clinical Faculty Remuneration Policy Date: Policy ID: 1.630 Status: Final Contact Office: Controller Dean s Office, School of Medicine PO Box 800796 Charlottesville, VA 22908 phone: 434-924-8412 fax: 434-924-8173

More information

Guidelines for Departmental Faculty Compensation Plans. University of Massachusetts Medical School & UMass Memorial Healthcare, Inc.

Guidelines for Departmental Faculty Compensation Plans. University of Massachusetts Medical School & UMass Memorial Healthcare, Inc. Guidelines for Departmental Faculty Compensation Plans University of Massachusetts Medical School & UMass Memorial Healthcare, Inc. September 12, 2008 1 I. INTRODUCTION The University of Massachusetts

More information

Frequency of Assessment. Every three years and at any time of change of mission/philo sophy of the parent institution or the program.

Frequency of Assessment. Every three years and at any time of change of mission/philo sophy of the parent institution or the program. BSN PROGRAM CCNE Standard I: The mission, philosophy, and expected outcomes of the program are congruent with those of the parent institution, reflect professional nursing standards and guidelines, and

More information

Faculty Compensation Plan. Department of Family Medicine and Community Health. UMass Memorial Health Care/University of Massachusetts Medical School

Faculty Compensation Plan. Department of Family Medicine and Community Health. UMass Memorial Health Care/University of Massachusetts Medical School Faculty Compensation Plan Department of Family Medicine and Community Health UMass Memorial Health Care/University of Massachusetts Medical School Faculty Compensation Plan Department of Family Medicine

More information

Questions & Answers: 0.5% Physician Payment Discount (Bulletin #4597) Questions Summary

Questions & Answers: 0.5% Physician Payment Discount (Bulletin #4597) Questions Summary Questions Summary 1. What is the 0.5% physician payment discount?... 2 2. How long is the 0.5% discount in effect?... 2 3. Who is subject to the 0.5% discount?... 2 4. Do physicians have to reduce their

More information

Member Handbook. Regina Civic Employees Long Term Disability Plan

Member Handbook. Regina Civic Employees Long Term Disability Plan Member Handbook Regina Civic Employees Long Term Disability Plan Table of Contents About the Plan.. Eligibility and Enrollment.... Contributions Definition of Disability.. Applying for Benefits... Qualifying

More information

Associate Director, Rural Residency Stream AND Unit Director, Parkland Residency Training Unit (PRTU)

Associate Director, Rural Residency Stream AND Unit Director, Parkland Residency Training Unit (PRTU) POSITION DESCRIPTION TITLE REPORTS TO Associate Director, Rural Residency Stream AND Unit Director, Parkland Residency Training Unit (PRTU) Director, Postgraduate Education (for educational issues) QUALIFICATIONS

More information

OFFICE OF HUMAN RESOURCES MANAGEMENT CODE OF PRACTICE REGARDING INSTRUCTIONAL STAFF TITLES: TITLE DESCRIPTIONS AND MINIMUM QUALIFICATIONS

OFFICE OF HUMAN RESOURCES MANAGEMENT CODE OF PRACTICE REGARDING INSTRUCTIONAL STAFF TITLES: TITLE DESCRIPTIONS AND MINIMUM QUALIFICATIONS OFFICE OF HUMAN RESOURCES MANAGEMENT CODE OF PRACTICE REGARDING INSTRUCTIONAL STAFF TITLES: TITLE DESCRIPTIONS AND MINIMUM QUALIFICATIONS PREAMBLE INDEX I. ADMINISTRATIVE POSITIONS 1. SENIOR VICE PRESIDENT

More information

MARKET SUPPLEMENT PROGRAM. Report of the Market Supplement Review Committee. Occupational Therapist

MARKET SUPPLEMENT PROGRAM. Report of the Market Supplement Review Committee. Occupational Therapist MARKET SUPPLEMENT PROGRAM Report of the Market Supplement Review Committee Occupational Therapist March 1, 2015 OBJECTIVE The objective of the Saskatchewan Market Supplement Program is to ensure that Saskatchewan

More information

Guidelines for Graduate Teaching Assistantships and Instructional Assistants at The George Washington University

Guidelines for Graduate Teaching Assistantships and Instructional Assistants at The George Washington University Guidelines for Graduate Teaching Assistantships and Instructional Assistants at The George Washington University Graduate assistantships are merit-based graduate student assistance that provide financial

More information

SENIOR MANAGEMENT PERSONNEL POLICY

SENIOR MANAGEMENT PERSONNEL POLICY SENIOR MANAGEMENT PERSONNEL POLICY A POLICY OF THE CITY OF AUBURN, NEW YORK, TO PROVIDE A COMPENSATION AND BENEFIT PLAN FOR SENIOR MANAGERS AND NON- UNION EMPLOYEES. The Senior Management Policy is designed

More information

COMPARISON OF CLINICIAN TEACHER AND SALARIED CLINICAL FACULTY PATHWAYS, PSYCHIATRY AND BEHAVIORAL SCIENCES 9/22/14

COMPARISON OF CLINICIAN TEACHER AND SALARIED CLINICAL FACULTY PATHWAYS, PSYCHIATRY AND BEHAVIORAL SCIENCES 9/22/14 COMPARISON OF CLINICIAN TEACHER AND SALARIED CLINICAL FACULTY PATHWAYS, PSYCHIATRY AND BEHAVIORAL SCIENCES 9/22/14 Clinician Teacher Primary responsibilities Clinical care Teaching and/or supervision Scholarship

More information

QUALITY ASSURANCE OPERATIONAL FRAMEWORK. University of Liverpool. Liverpool, L69 7ZX. And. Laureate

QUALITY ASSURANCE OPERATIONAL FRAMEWORK. University of Liverpool. Liverpool, L69 7ZX. And. Laureate QUALITY ASSURANCE OPERATIONAL FRAMEWORK The University of Liverpool Liverpool, L69 7ZX And INTRODUCTION Laureate The Institutional Agreement is between (1) the University of Liverpool ( UoL ) whose registered

More information

Enrollment of Graduate Medical Education Residents and Fellows (House Staff)

Enrollment of Graduate Medical Education Residents and Fellows (House Staff) Administrative Regulation 5:4 Responsible Office: EVPHA / Provost / GME Date Effective: 2/21/2014 Supersedes Version: 4/3/1989 Enrollment of Graduate Medical Education Residents and Fellows (House Staff)

More information

DHS Policy & Procedure for Promotion of Clinical Faculty

DHS Policy & Procedure for Promotion of Clinical Faculty DHS Policy & Procedure for I. Introduction A. These standards and evaluation criteria are used to operationally define the qualifications expected for appointment or promotion of clinical faculty in the

More information

Unifying Compensation:

Unifying Compensation: Unifying Compensation: The Lehigh Valley Physicians Group Experience American Medical Group Association Orlando, FL March 15, 2013 Edward Norris, M.D. Chair, Compensation Committee Michael A. Rossi, M.D.,

More information

Public Sector Executive Compensation Reporting Guidelines Provincial Health Services Authority (PHSA) Statement of Executive Compensation 2007/08

Public Sector Executive Compensation Reporting Guidelines Provincial Health Services Authority (PHSA) Statement of Executive Compensation 2007/08 COMPENSATION DISCUSSION AND ANALYSIS is a member employer of the Health Employers Association of BC and is governed by the HEABC Compensation Reference Plan. The Plan has been developed pursuant to the

More information

Funding Alternatives for Specialist Physicians 3.07. Chapter 3 Section. Background. Audit Objectives and Scope. Ministry of Health and Long-Term Care

Funding Alternatives for Specialist Physicians 3.07. Chapter 3 Section. Background. Audit Objectives and Scope. Ministry of Health and Long-Term Care Chapter 3 Section 3.07 Ministry of Health and Long-Term Care Funding Alternatives for Specialist Physicians Background Physicians may provide specialized services in over 60 areas, including cardiology,

More information

Physician Locum Guidelines and FAQs for Recruiters

Physician Locum Guidelines and FAQs for Recruiters Physician Locum Guidelines and FAQs for Recruiters Locums in Ontario What is a locum? Locum placements in Ontario Locum Credentialing Application Program What you need to be ready to locum Guidelines for

More information

Alberta Health. Alberta Health Care Insurance Plan Statistical Supplement

Alberta Health. Alberta Health Care Insurance Plan Statistical Supplement Alberta Health Alberta Health Care Insurance Plan Statistical Supplement 2012 2013 Contact Information For inquiries concerning material in this publication contact: Alberta Health Health Benefits and

More information

MARKET SUPPLEMENT PROGRAM. Report of the Market Supplement Review Committee. Bachelors Social Worker Masters Social Worker

MARKET SUPPLEMENT PROGRAM. Report of the Market Supplement Review Committee. Bachelors Social Worker Masters Social Worker MARKET SUPPLEMENT PROGRAM Report of the Market Supplement Review Committee Bachelors Social Worker Masters Social Worker April 4, 2014 OBJECTIVE The objective of the Market Supplement Program is to ensure

More information

College of Medicine Promotion and Tenure Procedure FLORIDA ATLANTIC UNIVERSITY

College of Medicine Promotion and Tenure Procedure FLORIDA ATLANTIC UNIVERSITY College of Medicine Promotion and Tenure Procedure FLORIDA ATLANTIC UNIVERSITY Approved by majority vote of College Faculty March 25, 2014 Table of Contents Introduction... 1 Governance... 1 a. Membership...

More information

Faculty Appointments, Promotions and Titles at The Geisel School of Medicine at Dartmouth

Faculty Appointments, Promotions and Titles at The Geisel School of Medicine at Dartmouth Faculty Appointments, Promotions and Titles at The Geisel School of Medicine at Dartmouth The information contained in this document is accurate as of the date of publication. However, Dartmouth College

More information

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Equivalent in the Performance Based Principal Licensure Standards (current principal standards)

More information

HEALTH PROFESSIONALS ADVISORY COMMITTEE (HPAC) TERMS OF REFERENCE

HEALTH PROFESSIONALS ADVISORY COMMITTEE (HPAC) TERMS OF REFERENCE 975 Alloy Drive, Suite 201 Thunder Bay, ON P7B 5Z8 Tel: 807-684-9425 Fax: 807-684-9533 Toll Free: 1-866-907-5446 975, Alloy Drive, bureau 201 Thunder Bay, ON P7B 5Z8 Tél : 807-684-9425 Téléc : 807-684-9533

More information

Organization of the health care system and the recent/evolving human resource agenda in Canada

Organization of the health care system and the recent/evolving human resource agenda in Canada Organization of the health care system and the recent/evolving human resource agenda in Canada 1. Organization - the structural provision of health care. Canada has a predominantly publicly financed health

More information

TO: Vice-Presidents DATE: April 28, 2009

TO: Vice-Presidents DATE: April 28, 2009 TO: Vice-Presidents DATE: April 28, 2009 RE: Performance review and compensation A. Preamble The roles of the vice presidents are central to the activities of the University of Windsor. The positions require

More information

Alberta Health. Alberta Health Care Insurance Plan Statistical Supplement

Alberta Health. Alberta Health Care Insurance Plan Statistical Supplement Alberta Health Alberta Health Care Insurance Plan Statistical Supplement 2013 / 2014 Contact Information For inquiries concerning material in this publication contact: Alberta Health Health System Accountability

More information

MARKET SUPPLEMENT PROGRAM. Report of the Market Supplement Review Committee. Occupational Therapist

MARKET SUPPLEMENT PROGRAM. Report of the Market Supplement Review Committee. Occupational Therapist MARKET SUPPLEMENT PROGRAM Report of the Market Supplement Review Committee Occupational Therapist March 1, 2013 OBJECTIVE The objective of the Saskatchewan Market Supplement Program is to ensure that Saskatchewan

More information

Institutional Vision, Proposed Mandate Statement and Priority Objectives

Institutional Vision, Proposed Mandate Statement and Priority Objectives Ministry of Training, Colleges and Universities Institutional Vision, Proposed Mandate Statement and Priority Objectives A submission to begin the process of developing strategic mandate agreements (SMAs):

More information

Alternative Payments Program POLICY FRAMEWORK

Alternative Payments Program POLICY FRAMEWORK Physician Compensation Physician Human Resource Management Medical Services & Health Human Resources Division Updated TABLE OF CONTENTS Page: 1 of 2 Chapter 1 Alternative Payments Program (APP) 1.1 Policy

More information

Alternative Payments and the National Physician Database (NPDB)

Alternative Payments and the National Physician Database (NPDB) Alternative Payments and the National Physician Database (NPDB) The Status of Alternative Payment Programs for Physicians in Canada, 1999/2000 Canadian Institute for Health Information Alternative Payments

More information

UNC-Chapel Hill School of Medicine CLINICAL FACULTY COMPENSATION PLAN January 1996

UNC-Chapel Hill School of Medicine CLINICAL FACULTY COMPENSATION PLAN January 1996 UNC-Chapel Hill School of Medicine CLINICAL FACULTY COMPENSATION PLAN January 1996 Revised - January 2001, June 2006, July 2008, April, 2009, June 2012, June 2013, June 2014, June 2015 I. Introduction

More information

RURAL AND REMOTE PRACTICE ISSUES

RURAL AND REMOTE PRACTICE ISSUES CMA POLICY RURAL AND REMOTE PRACTICE ISSUES The Canadian Medical Association (CMA) believes that all Canadians should have reasonable access to uniform, high quality medical care. The CMA is concerned,

More information

Rural Emergency Enhancement Fund (REEF) Policy. Ministry of Health. Revised September 2013

Rural Emergency Enhancement Fund (REEF) Policy. Ministry of Health. Revised September 2013 Policy Ministry of Health Revised September 2013 Page: 2 of 9 Section: 1 General Effective: September 2013 1.1 Description The Rural Enhancement Emergency Fund is intended to encourage the provision of

More information

BYLAWS OF THE UNIVERSITY O F TEXAS HEALTH SCIENCE CENTER AT SAN ANTONIO SCHOOL OF ALLIED HEALTH SCIENCES FACULTY PRACTICE PLAN

BYLAWS OF THE UNIVERSITY O F TEXAS HEALTH SCIENCE CENTER AT SAN ANTONIO SCHOOL OF ALLIED HEALTH SCIENCES FACULTY PRACTICE PLAN BYLAWS OF THE UNIVERSITY O F TEXAS HEALTH SCIENCE CENTER AT SAN ANTONIO SCHOOL OF ALLIED HEALTH SCIENCES FACULTY PRACTICE PLAN UT Allied Health Partners ARTICLE I PURPOSE The purpose of the UT Allied Health

More information

Veterinary Medical Sciences Graduate Program Policies and Procedures Manual July 2011

Veterinary Medical Sciences Graduate Program Policies and Procedures Manual July 2011 Veterinary Medical Sciences Graduate Program Policies and Procedures Manual July 2011 This manual summarizes background information and represents the official policies and procedures regarding graduate

More information

TITLE II New Grant Programs

TITLE II New Grant Programs TITLE II New Grant Programs PART B--ENHANCING TEACHER EDUCATION SEC. 230. AUTHORIZATION OF APPROPRIATIONS. There are authorized to be appropriated to carry out this part such sums as may be necessary for

More information

CENTRE FOR CONTINUING EDUCATION

CENTRE FOR CONTINUING EDUCATION CENTRE FOR CONTINUING EDUCATION English as a Second Language Program (ESL) Criteria Document for Tenured, Tenure-Track and Term Instructors Appointments, Evaluations, Performance Reviews, Criteria for

More information

2. All terms of compensation and workload must be included in the formal letter of offer submitted for approval to the Provost and the Chancellor.

2. All terms of compensation and workload must be included in the formal letter of offer submitted for approval to the Provost and the Chancellor. Boulder Campus Policy on Compensation for Faculty Members* Serving as Chairs, Faculty Directors, Associate and Assistant Chairs, Associate Faculty Directors, Associate and Assistant Deans, and Institute

More information

Introduction Continuing Competence Framework Components Glossary of Terms. ANMC Continuing Competence Framework

Introduction Continuing Competence Framework Components Glossary of Terms. ANMC Continuing Competence Framework continuing competence framework february 2009 Introduction Continuing Competence Framework Components Glossary of Terms ANMC Continuing Competence Framework Component Requirement PROFESSIONAL PORTFOLIO

More information

11/27/03 MARKET SUPPLEMENT PROGRAM

11/27/03 MARKET SUPPLEMENT PROGRAM 11/27/03 MARKET SUPPLEMENT PROGRAM OBJECTIVE The objective of the Market Supplement Program is to ensure that Saskatchewan health care employers can attract and retain the employees required to provide

More information

Disability Income Protection

Disability Income Protection Disability Income Protection Table of contents Introduction... 1 Highlights...2 Sick Leave plan... 4 Joining the plan...4 Cost...4...4 Exclusions... 5 In the event... 5 How to submit claims... 5 Group

More information

SALARY ADMINISTRATION APM - 670 Health Sciences Compensation Plan

SALARY ADMINISTRATION APM - 670 Health Sciences Compensation Plan July 2012 670-0 Policy The (HSCP) provides a policy framework within which Implementing Procedures will be developed by each health sciences school that participates in the Plan. School Implementing Procedures

More information

Sustainable Growth Rate (SGR) Repeal and Replace: Comparison of 2014 and 2015 Legislation

Sustainable Growth Rate (SGR) Repeal and Replace: Comparison of 2014 and 2015 Legislation Sustainable Growth Rate (SGR) Repeal and Replace: Comparison of 2014 and 2015 Legislation Proposal 113 th Congress - - H.R.4015/S.2000 114 th Congress - - H.R.1470 SGR Repeal and Annual Updates General

More information

APPROVAL PROCESS FOR NURSE PRACTITIONER EDUCATION PROGRAMS

APPROVAL PROCESS FOR NURSE PRACTITIONER EDUCATION PROGRAMS APPROVAL PROCESS FOR NURSE PRACTITIONER EDUCATION PROGRAMS 2015 This Regulatory Document was approved by ARNNL Council in 2015. Approval Process for Nurse Practitioner Education Programs Table of Contents

More information

London Borough of Lewisham Pay Policy Statement 2015/16

London Borough of Lewisham Pay Policy Statement 2015/16 London Borough of Lewisham Pay Policy Statement 2015/16 1. Introduction The Council seeks to be a fair and good employer of choice and in doing so deliver effective services in the borough. It seeks to

More information

Head, Department of Family Medicine Associate Dean, Undergraduate Education, Faculty of Medicine

Head, Department of Family Medicine Associate Dean, Undergraduate Education, Faculty of Medicine POSITION DESCRIPTION TITLE REPORTS TO Director, Undergraduate Education Head, Department of Family Medicine Associate Dean, Undergraduate Education, Faculty of Medicine QUALIFICATIONS Required: GFT in

More information

Previous Approvals: April 5, 2005; May 6, 2008; November 2, 2010; May 3, 2011, May 3, 2011, May 7, 2013

Previous Approvals: April 5, 2005; May 6, 2008; November 2, 2010; May 3, 2011, May 3, 2011, May 7, 2013 RYERSON UNIVERSITY POLICY OF SENATE PERIODIC PROGRAM REVIEW OF GRADUATE AND UNDERGRADUATE PROGRAMS Policy Number 126 Previous Approvals: April 5, 2005; May 6, 2008; November 2, 2010; May 3, 2011, May 3,

More information

ASSOCIATE DEAN OF NURSING, BYRDINE F. LEWIS CHAIR (Salary Range $130,000 to $160,000)

ASSOCIATE DEAN OF NURSING, BYRDINE F. LEWIS CHAIR (Salary Range $130,000 to $160,000) ASSOCIATE DEAN OF NURSING, BYRDINE F. LEWIS CHAIR (Salary Range $130,000 to $160,000) Job Description: The Associate Dean is the program administrator of the School of Nursing appointed by the Dean of

More information

FINANCIAL PLANNING GUIDELINES FOR PROFESSIONAL DEGREE SUPPLEMENTAL TUITION SELF SUPPORTING PROGRAM FEES PROFESSIONAL SCHOOLS

FINANCIAL PLANNING GUIDELINES FOR PROFESSIONAL DEGREE SUPPLEMENTAL TUITION SELF SUPPORTING PROGRAM FEES PROFESSIONAL SCHOOLS FINANCIAL PLANNING GUIDELINES FOR PROFESSIONAL DEGREE SUPPLEMENTAL TUITION SELF SUPPORTING PROGRAM FEES PROFESSIONAL SCHOOLS INTRODUCTION This document describes the financial planning required for charging

More information

ACADEMIC WORKLOAD PLANNING FRAMEWORK

ACADEMIC WORKLOAD PLANNING FRAMEWORK ACADEMIC WORKLOAD PLANNING FRAMEWORK 1.0 Introduction 1.1 This framework applies to all academic members of staff including Lecturers, Senior Lecturers, Principal Lecturers, Readers and Professors who

More information

Remuneration Policy BinckBank N.V.

Remuneration Policy BinckBank N.V. Remuneration Policy BinckBank N.V. This document is a translation of the Dutch original and is provided as a courtesy only. In the event of any disparity, the Dutch version shall prevail. No rights may

More information

MARKET SUPPLEMENT PROGRAM. Report of the Market Supplement Review Committee. Respiratory Therapist

MARKET SUPPLEMENT PROGRAM. Report of the Market Supplement Review Committee. Respiratory Therapist MARKET SUPPLEMENT PROGRAM Report of the Market Supplement Review Committee Respiratory Therapist November 12, 2015 OBJECTIVE The objective of the Saskatchewan Market Supplement Program is to ensure that

More information

SABBATICAL LEAVES OF ABSENCE

SABBATICAL LEAVES OF ABSENCE OFFICE OF THE PROVOST Overview Under certain circumstances, the University s Statutes provide that a member of the faculty who has the rank of professor, associate professor, or assistant professor may

More information

Deputy Head of Records

Deputy Head of Records University Offices Deputy Head of Records Academic Division (assigned to Student Registry) 1 Student Registry This role is within the Student Registry of the Academic Division. The Student Registry has

More information

JOHNSON-SHOYAMA GRADUATE SCHOOL OF PUBLIC POLICY EXECUTIVE INTERNSHIP MENTOR HANDBOOK

JOHNSON-SHOYAMA GRADUATE SCHOOL OF PUBLIC POLICY EXECUTIVE INTERNSHIP MENTOR HANDBOOK JOHNSON-SHOYAMA GRADUATE SCHOOL OF PUBLIC POLICY EXECUTIVE INTERNSHIP MENTOR HANDBOOK September 2015 Table of Contents PART I: OVERVIEW AND INTERN REQUEST... 3 A. Introduction... 3 B. Program Overview...

More information

Administrative Policy 05 Case Management for Certificate-based Matters

Administrative Policy 05 Case Management for Certificate-based Matters Case Management for Certificate-based Matters Takes effect on: December 7, 2015 Previous Policy: 2014 Rules Purpose: To set out protocols and guidelines for case management and billing for regular certificate

More information

Career Start Grant for Physician Assistants Graduates (2013)

Career Start Grant for Physician Assistants Graduates (2013) Career Start Grant for Physician Assistants Graduates (2013) Applicant Information Package Contents 1.0 Background 1.1 Ontario s Physician Assistant Initiative 1.2 Physician Assistant Role and Responsibilities

More information

Provincial Collective Bargaining Agreement

Provincial Collective Bargaining Agreement Provincial Collective Bargaining Agreement Effective September 1, 2010 to August 31, 2013 Between the Boards of Education and the Government of Saskatchewan and the Teachers of Saskatchewan Index Preamble...

More information

ECU Physicians Clinical Faculty Compensation Plan

ECU Physicians Clinical Faculty Compensation Plan Adopted: May 10, 1996 Amended: April 1, 2005 Approved: June 5, 2005 Amended: June 18, 2007 Approved: June 21, 2007 Amended and Approved: October 22 by the ECU Physicians Board Approved by Board of Trustees

More information

GUIDE FOR FACULTY WORKLOAD PLANNING

GUIDE FOR FACULTY WORKLOAD PLANNING GUIDE FOR FACULTY WORKLOAD PLANNING 1 Updated 13 October 2015 This document contains guidelines to assist faculty and deans develop annual workplans and is subject to the following considerations: It does

More information

Jeff Thompson Research Awards. Policies and procedures

Jeff Thompson Research Awards. Policies and procedures Jeff Thompson Research Awards Policies and procedures International Baccalaureate Organization 2015 Contents Purpose... 2 Funding... 2 Application... 3 Eligibility... 3 Selection and award process... 3

More information

MASTER OF PUBLIC ADMINISTRATION (MPA)

MASTER OF PUBLIC ADMINISTRATION (MPA) MASTER OF PUBLIC ADMINISTRATION (MPA) What is the MPA? The purpose of the course work Master of Public Administration (MPA - 07251151) is to obtain a professional post-graduate degree in public administration

More information

APPLICATION FOR APPROVAL OF APPOINTMENT INFORMATION

APPLICATION FOR APPROVAL OF APPOINTMENT INFORMATION APPLICATION FOR APPROVAL OF APPOINTMENT INFORMATION This mechanism has been formulated so that the training of Clinical Fellow/Postgraduate Trainees can be documented and the information entered into the

More information

INSTITUTIONAL QUALITY ASSURANCE POLICY

INSTITUTIONAL QUALITY ASSURANCE POLICY INSTITUTIONAL QUALITY ASSURANCE POLICY Approval: Responsibility: Contact Office: University Senate; Ontario Universities Council on Quality Assurance (Quality Council) Provost and Vice President Academic

More information

Chapter 11. Strategic Planning, Appraisal and Staff Development

Chapter 11. Strategic Planning, Appraisal and Staff Development Chapter 11 Strategic Planning, Appraisal and Staff Development 11. STRATEGIC PLANNING, APPRAISAL AND STAFF DEVELOPMENT 11.1 Strategic Planning The University of Wales: Trinity Saint David focuses on its

More information

FAMILY PHYSICIAN RECRUITMENT AND RETENTION

FAMILY PHYSICIAN RECRUITMENT AND RETENTION FAMILY PHYSICIAN RECRUITMENT AND RETENTION Retention of physicians in smaller communities has been a long standing problem. Family physicians typically have stayed in smaller communities for one to three

More information

ANGLOGOLD ASHANTI LIMITED

ANGLOGOLD ASHANTI LIMITED ANGLOGOLD ASHANTI LIMITED Registration No. 1944/017354/06 ( AGA or the Company ) REMUNERATION AND HUMAN RESOURCES COMMITTEE TERMS OF REFERENCE APPROVED BY THE BOARD OF DIRECTORS ON 30 OCTOBER 2014 1.0

More information

National Commission for Academic Accreditation & Assessment. Standards for Quality Assurance and Accreditation of Higher Education Institutions

National Commission for Academic Accreditation & Assessment. Standards for Quality Assurance and Accreditation of Higher Education Institutions National Commission for Academic Accreditation & Assessment Standards for Quality Assurance and Accreditation of Higher Education Institutions November 2009 Standards for Institutional Accreditation in

More information

UNIVERSITY COUNCIL Academic Programs Committee REQUEST FOR DECISION. Roy Dobson; Chair, Academic Programs Committee

UNIVERSITY COUNCIL Academic Programs Committee REQUEST FOR DECISION. Roy Dobson; Chair, Academic Programs Committee AGENDA ITEM NO: UNIVERSITY COUNCIL Academic Programs Committee REQUEST FOR DECISION PRESENTED BY: Roy Dobson; Chair, Academic Programs Committee DATE OF MEETING: May 21, 2015 SUBJECT: Certificate of Leadership

More information

Southwest Baptist University

Southwest Baptist University Doctoral Program in Educational Leadership Application Packet Southwest Baptist University College of Education and Social Sciences Department of Graduate Studies in Education Page 1 Overview of Program

More information

Reducing workplace injuries

Reducing workplace injuries Reducing workplace injuries Main points... 218 Introduction... 219 Board commitment to reduce injuries... 220 Staffing to reduce injuries... 222 Active occupational health committees... 223 Steps toward

More information

REPORT TO THE BOARD OF GOVERNORS Agenda Item #3.3a

REPORT TO THE BOARD OF GOVERNORS Agenda Item #3.3a REPORT TO THE BOARD OF GOVERNORS Agenda Item #3.3a SUBJECT TUITION PROPOSAL: DOCTOR OF EDUCATION (Ed.D.) IN READING EDUCATION MEETING DATE DECEMEBER 3, 2015 Forwarded to the Board of Governors on the Recommendation

More information

Senior Leadership Team

Senior Leadership Team Healing the Body Enriching the Mind Nurturing the Soul Senior Leadership Team R. Patrick Dumelie Greg Hadubiak Dr. Jeff Robinson Karen Galenzoski Rosa Rudelich President & CEO Senior VP & COO Edm. Acute

More information

David Snadden Faculty of Medicine University of British Columbia

David Snadden Faculty of Medicine University of British Columbia Has the University of British Columbia's Northern Medical Program made any difference? David Snadden Faculty of Medicine University of British Columbia Disclaimer: I have no conflicts of interest All photographs

More information

MEDICAL STAFF BYLAWS FOR CHILDREN'S & WOMEN'S HEALTH CENTRE OF BRITISH COLUMBIA AN AGENCY OF THE PROVINICAL HEALTH SERVICES AUTHORITY

MEDICAL STAFF BYLAWS FOR CHILDREN'S & WOMEN'S HEALTH CENTRE OF BRITISH COLUMBIA AN AGENCY OF THE PROVINICAL HEALTH SERVICES AUTHORITY MEDICAL STAFF BYLAWS FOR CHILDREN'S & WOMEN'S HEALTH CENTRE OF BRITISH COLUMBIA AN AGENCY OF THE PROVINICAL HEALTH SERVICES AUTHORITY SEPTEMBER 1, 2004 Board Approved June 24, 2004 Ministry of Health Approved

More information

Resident Job Search Guide Resources for a Successful Position Search and Interview

Resident Job Search Guide Resources for a Successful Position Search and Interview Resident Job Search Guide Resources for a Successful Position Search and Interview Acknowledgements: thank you to Joseph Vitale, M.Ed., Ed.S., J.D., Director of the Cleveland Clinic Office of Physician

More information

Year 4 Course Policies Required/Selective/Elective Courses 2016-2017. Direct Links to: General Information http://www.utmb.

Year 4 Course Policies Required/Selective/Elective Courses 2016-2017. Direct Links to: General Information http://www.utmb. The University of Texas Medical Branch at Galveston Year 4 Course Policies Required/Selective/Elective Courses 2016-2017 Direct Links to: General Information http://www.utmb.edu/oce/ Ambulatory Community

More information

Western University of Health Sciences Faculty Handbook College of Graduate Nursing Spring 2005. Table of Contents

Western University of Health Sciences Faculty Handbook College of Graduate Nursing Spring 2005. Table of Contents Western University of Health Sciences Faculty Handbook College of Graduate Nursing Spring 2005 Table of Contents Section I Faculty Responsibilities 2 Section II Appointment Classifications 4 Section III

More information

Appointments, Promotion, and Tenure Criteria and Procedures. College of Nursing The Ohio State University

Appointments, Promotion, and Tenure Criteria and Procedures. College of Nursing The Ohio State University Appointments, Promotion, and Tenure Criteria and Procedures College of Nursing The Ohio State University Approved by the College of Nursing Faculty, June 2, 2005 Approved by the Office of Academic Affairs,

More information

Approval Review Process: Baccalaureate Nursing Programs in New Brunswick

Approval Review Process: Baccalaureate Nursing Programs in New Brunswick Baccalaureate Nursing Programs in New Brunswick Mission The Nurses Association of New Brunswick is a professional regulatory organization that exists to protect the public and to support nurses by promoting

More information

Agenda for Change and nurses employed outside of the NHS

Agenda for Change and nurses employed outside of the NHS Agenda for Change and nurses employed outside of the NHS Foreword Agenda for Change (AfC) is the new pay and careers modernisation package covering the million plus employees who work for the National

More information

Part III. Self-Study Report Template

Part III. Self-Study Report Template Part 3 Ministry Of Education And Higher Education Directorate General of Higher Education Part III Self-Study Report Template LABE SELF-STUDY QUESTIONNAIRE http://www.labe.org.lb General Instructions Introduction

More information

Tax Planning Opportunities Involving Professional Corporations

Tax Planning Opportunities Involving Professional Corporations Tax Planning Opportunities Involving Professional Corporations A Discussion Paper Prepared by: Alan Koop, CA Prepared for: The Saskatchewan Provincial Court Judges Association Table of Contents Executive

More information

Investigation into Medical Imaging Credentialing and Quality Assurance. Phase 1 Report

Investigation into Medical Imaging Credentialing and Quality Assurance. Phase 1 Report Investigation into Medical Imaging Credentialing and Quality Assurance Phase 1 Report D D Cochrane MD FRCSC Chair, BC Patient Safety & Quality Council March 9, 2011 Introduction Prompted by concerns regarding

More information

The University of Toledo College of Medicine and Life Sciences Faculty Tracks for Academic Rank and Criteria for Promotion

The University of Toledo College of Medicine and Life Sciences Faculty Tracks for Academic Rank and Criteria for Promotion The University of Toledo College of Medicine and Life Sciences Faculty Tracks for Academic Rank and Criteria for Promotion Faculty Tracks for Academic Rank. There are six tracks for full-time and part-time

More information