Memorandum of Understanding Nurse Practitioners

Transcription

1 Memorandum of Understanding Nurse Practitioners The existing NP MOU (originally agreed to on 9/24/2008), paragraph 745 was revised as follows effective 9/1/2010: The University and the Association agree to the following: Salary Setting Each Nurse Practitioner will be assigned to one of three tiers upon implementation of this memorandum for incumbents and upon hire for future hires. The tier designation is determined by the work, the complexity of the assessment and management required by the patient population, the stability of those patients and the level of technical skills that must be employed. If an incumbent s base salary exceeds the maximum of the range for the NP s calculated points, that individual s base salary will not be reduced. Additional base increases may not be awarded until the individual s salary is within range, of the appropriate tier. Salary that would have been awarded in base will be provided in a lump sum gross wage payment. Salary range will be adjusted each year to reflect any institutional increase provided for Advanced Practice Professionals. Tier #1 Tier #2 Tier #3 Outpatient, primary care, psych/counseling, H & Ps and management of common problems, Inpatient, sub-acute care and/or outpatient management of complex problems of relatively stable patients and/or using technical interventions Predominately critical care of patients requirements continuous monitoring and interventions, unstable patients and highly technical interventions. Special labor market differentials/incentives as applicable Placement on the appropriate salary scale will be determined by: 1. Tiers Tier #1 = $66,580-$86,560-$106,540 (Minimum starting salary = $66,580) Tier #2 = $73,240-$95,210-$117,180 (Minimum starting salary = $76,220) Tier #3 = $80,560-$104,730-$128,900 (Minimum starting salary = $87,551) 2. The number of points, determined by NP Experience = 1 point per year Non-NP RN Experience = 0.75 point per year, 7 year maximum Related non-rn Clinical Experience, or additional RN Experience in excess of 7 years (effective February 1, 2010) = 0.50 per year, 5 year maximum. Total possible points for Non-NP RN Experience, related non-rn Clinical Experience and additional RN Experience remains 7.75 points. Intent Note: Any calculation found to be in error after the implementation of the NP MOU amendment may be brought forward to and corrected by Human Resources. 1

2 Tier #1 0-4 points = $66,580-$76, points = $74,161-$83, points = $80,861-$91, points = $87,989-$98, points = $95,028-$106,433 Tier #2 Minimum starting salary $ $76, points = $76,220-$85, points = $82,401-$92, points = $89,611-$100, points = $97,336-$108, points = $105,061-$117,182 Tier #3 (includes Neonatal and Cardiac Surgery *) 0-4 points = $87,551-$96, points = $92,907-$101, points = $98,336 - $107, points = $104,031-$115, points = $111,241-$128,895 * Cardiac Surgery/Heart Failure Special Labor Market Minimum starting salary $87, points = $92,882 - $102, points = $98,346 - $110, points = $103,810-$121, points = $115,764-$130, points = $123,584-$141,087 2

3 Neonatal Nurse Practitioners An employee in the Neonatal Nurse Practitioner role will be eligible for a quarterly bonus of $1000 retroactive to January 1, Bonuses shall be prorated for part-time employees. The quarterly bonus periods shall begin on January 1, April 1, July 1, and October 1, as the case may be. Eligibility for a bonus payment shall be forfeited if a full-time employee is absent for any reason, except for scheduled Paid Time Off or holiday time off, in excess of one hundred twenty (120) hours in a given quarter. Part-time employees shall have absences prorated when making this calculation. Salary Progression Once placed at the appropriate base salary upon hire (or implementation of this agreement), salary progression will occur annually, based on an annual performance review, through merit increases awarded at the discretion of the University, consistent with the department s salary program and/or labor market adjustments. On October 1, 2010, following the September implementation of the salary program (see attached Letter of Intent), the Association, Nursing Administration and HR will jointly review the distribution of salary increases to NPs to identify any salary increase of less than 2%, and review the rationale which led to the decision. An NP receiving a salary increase of less than 2% may employ the dispute resolution procedure. Additional Pay: A. Additional Hours 1. Workload Review: NPs may be required to periodically work extra hours to meet the needs for patient care without compensation. NPs may request a workload review meeting with Nurse Manager/Clinical Director and Association Representative to review concerns of excessive workload or persistent additional hours related to patient care. The meeting will take place within seven (7) calendar days of request. Following a review of data, the Employee, Nurse Manager/Clinical Director, and Association Representative will review a number of possible actions, including but not limited to temporary modification of task expectations, obtaining additional personnel, resources and modification of work load. The issue(s) presented and the outcomes of the meeting will be documented by the Nurse Manager/Clinical Director and provided to the Director of Nursing, Association Leadership and Human Resources within seven (7) calendar days of the meeting s occurrence. 2. Additional Compensation: If the excessive workload or persistent additional hours continue after a workload review meeting is held, additional compensation, if approved in advance by the Nurse Manager, Nursing Director and/or Department Administration, may be provided when additional effort is expected for an extended period of time. Reasons for additional compensation can include, but are not limited to: a) Staffing Shortage b) Work schedule does not permit flexibility c) Work cannot be delayed to a different time period or transferred to other staff. Approval for additional compensation will not be unreasonably withheld. B. Additional Shifts: NPs who work additional shifts of at least four hours that cannot be provided an equal amount of time off within three (3) months will be compensated for that time at their regular rate of pay. At the time that the work is occurring and with mutual agreement, the three (3) month time frame for providing equal time off may be extended to six (6) months. 3

4 On-Call: $6.13 per hour for all Tiers. Shift Differential: Effective February 1, 2010, $3.00 per hour for Evening and Night Shifts Evening: Shift starting at or after noon but before 8:00 p.m. Night: Shift starting at or after 8:00 p.m. but before 4:00 a.m. Additionally, Departments may choose to individually fund additional pay to cover off-shifts, weekends and holidays. Professional Development: Each Nurse Practitioner will receive a minimum of $1500 per year prorated by appointment fraction for the purpose of professional development & continuing education (CE). The approval process related to the use of professional development funds will be determined by each unit/department. Other certifications, including but not limited to ATLS, PALS, NRP or ACLS, required by a section or department will be funded separately by each department and will not be included in the annual allocation of professional development funds for the individual nurse practitioner. Use of professional development funds may include, but is not limited to: membership to professional organizations, funding for specialty certifications, books, online continuing education programs, and computer software designed to enhance professional growth and development. Posting and Selection Process The University will post open positions in the following manner: The position Nurse Practitioner will be posted in those instances in which the work involved is uniquely appropriate to be performed by a person who is qualified as a Nurse Practitioner. A posting for an Advanced Practice Professional is one for which the body of work is reasonably undertaken by a Nurse Practitioner or another non-physician professional credentialed to perform delegated medical functions When the University posts a position for a non-physician professional credentialed to perform delegated medical functions, nurse practitioners may also be considered. Eligibility to apply will be indicated on the posting. Postings for all such positions will clearly describe the required and desired qualifications that will be the selection criteria. Hiring decisions will be made using most qualified selection criteria. If the Nurse Practitioner applicants are equally qualified, then the selection will be made on the basis of seniority, highest to lowest. Other Provisions In areas in which NPs work and provide cross-coverage with other non-physician professionals credentialed to perform delegated medical functions, scheduling of work and time off will be integrated to the extent feasible; if a Reduction-In-Force occurs, the order of reduction will begin with the staff member with the least University service (seniority), except that the University may retain employees, irrespective of service, who possess the necessary skills, knowledge, and abilities to perform the available work which are not possessed to the same degree by other employees in the same classification. In the event an employee believes the placement on a tier and/or within a point range is not correct, the University of Michigan Health System Human Resources Department will review the matter, provided the request for review is made within the thirty (30) calendar day period following the date of execution of this Agreement. 4

5 Parties will meet no later then January, 2010, to consider the terms of this MOU and the internal and external labor market conditions as potential for change in these terms, and otherwise to consider the interests of either party in connection with the employment of Nurse Practitioners. Unless otherwise provided by this MOU, all other terms and conditions of the existing agreement will apply. 5