CAP Booklet

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  • 1.` Department of Clinical Education linical dvancement rogram January 2007 Final

2. UNMHSC Clinical Operations Clinical Advancement Program (CAP) Purpose: 1. To recognize and reward individual excellence. 2. To assist in recruitment and retention of quality nurses. 3. To encourage those with clinical expertise in advancing a programmed practice model of nursing. 4. To improve employee morale and job satisfaction. 5. To provide opportunities for professional growth. 6. To promote collaboration among nurses and multi-disciplinary health care teams. Getting Started in CAP: 1. Entry into CAP requires initiation of a CBO (completion by the anniversary), see section I professional Growth, Items 1 & 2. 2. CAP is subdivided into three categories of criteria: Professional Growth Research and Education Clinical Expertise 3. The CAP book offers specific descriptions of each category. These allow the participant multiple areas from which to choose for demonstration of professional achievements. 4. The Unit Director will verify CAP eligibility and advancement for departmental employees. Policy and Application: 1. The Clinical Advancement Program is voluntary. 2. The program is available to Registered Nurses (RNs) who are employed as 0.5 FTE, or greater, regular status and deliver patient care or are immediately responsible for patient care. The program is available from the date an employee becomes regular staff, if he or she meets all requirements. 3. All RNs entering the CAP program must have a performance appraisal rating that is satisfactory or above on his or her most recent evaluation. If a nurse disagrees with the performance appraisal s/he has received, s/he may appeal through the Human Resources Department. - 1 - 3. 4. CAP Level Criteria: Points Requ ired Level Requirements Compensation Level I 60 Total of 60 points Professional Growth, # 1 & 2. $1.50/hr over base pay Level II 90 Additional 30 Points for a total of 90 points. The 30 additional points may come from any category. $3.00/hr over base pay Level III 120 Additional 30 points for a total of 120 points. The additional 30 points must include one of the following: a national nursing certification a Master's Degree in Nursing an ADN in school for a BSN, a BSN in school for an MSN, (Three-year time limit on each). $5.00/hr over base pay 5. The Unit Director maintains CAP records for their employees. 6. The Unit Director must sign all CAP application forms. 7. Unit Directors will indicate at the bottom of the CAP verification form that the employees received a satisfactory or above performance appraisal rating on the most recent evaluation. If at any time the CAP participants performance appraisal falls below satisfactory, the employee will be removed from CAP via a personnel action, until such time as the performance has improved via documentation in the form of a participants performance appraisal. Verification: 1. The verification form is used to confirm that all activities have been completed or maintained within the last 12 months. Evidence of completion may include verification of necessary documents by the Unit Director. 2. Notification of CAP status will occur via the Unit Director. If all requested documentation for verification was not included, points will not be approved. The employee may resubmit documentation to the Unit Director. 3. Pay increases will become effective at the start of the first pay period following verification of CAP enrollment. CAP status will be in effect for the next 12 months. Maintaining CAP: - 2 - 4. 1. To maintain current CAP status, the employee must complete requirements, accumulate the appropriate number of points, and successfully carry out goal development/achievement (performance appraisals). 2. The Unit Director will note the appropriate CAP level on the employee's performance appraisal cover sheet. Upgrading CAP: 1. An employee may upgrade CAP status at any time. S/he must submit an application to the Unit Director, for only the additional points required. Management Responsibilities: 1. The Unit Director or designee will complete a personnel action to change the status of the employee entering, changing, or leaving CAP status via the appropriate HR system. The personnel action will be effective at the start of the first pay period following verification of CAP enrollment or disenrollment. 2. Employees wanting point allocation for an activity not listed in the CAP booklets must submit a proposal to the Unit Director to be forwarded to the Education Council. If the activity is approved, points will be assigned as deemed appropriate for the level of activity, with the information disseminated to the Unit Directors and the CAP book will be updated. Program Administration Policies: 1. The Education Council has the responsibility for evaluating CAP annually. 2. The Executive Director of Education with input from educators, staff, managers and executive directors is charged with the administration of CAP. 3. The established standards of CAP shall not be part of the collective bargaining agreement. 4. It is the responsibility of the Education Council to establish or modify, as needed, the standards of performance for attaining, progressing and maintaining positions in the various levels of the program. 5. The Education Council shall be consulted for its input concerning the adoption or modifications of standards prior to any changes being implemented. This council shall also have the sole authority, under the direction of the Executive Director of Education, to administer and interpret the standards of this program as well as any disputes that may arise concerning its application. The final responsibility and ultimate approval for standards and modifications rests with the hospital. NOTE: Employees entering the program in no way relinquish their rights to representation, grievance and arbitration as provided in the collective bargaining unit in other matters. - 3 - 5. This page is blank intentionally. - 4 - 6. A. Professional Growth Achievement Minimum Requirements Points Employee demonstrates the ability and willingness to promote his/her own professional practice through personal accountability for the learning and demonstration of essential elements to advance skills and knowledge level. 1. Competency-based Orientation Requirements for New Employees On-line competencies completed CBO/Equivalent Initiated Basic Life Support completed. Demonstrates accountability for receiving Unit/Department communication of Policies, Procedures and/or Guidelines. 1. Cap I Category: 60 points Employee demonstrates the ability and willingness to promote his/her own professional practice through personal accountability for the learning and demonstration of essential elements to advance skills and knowledge level. 2. Maintenance of Annual Competencies On-line competencies completed Annual skills competencies completed -Skills verified by UBE/CNS/Educator consistent with Patient Care Plan Highest level of age-appropriate Life Support based on Patient Care Plan for Unit/ Department completed. (2nd certification is worth additional 15 points). Demonstrates accountability for Unit/Department communication of Policies, Procedures and/or Guidelines 2. Cap I Category: 60 points - 5 - Revised: November 2005 7. Employee demonstrates the ability and willingness to promote his/her own professional practice through personal educational achievements in the field of nursing and participates for the advancement of nursing. NOTE #1: Courses must be applicable to the RNs current position for CAP points. 3. Completes instructor or Provider requirements for: ACLS TNATC ILS ALSO (Obstetrics) CPR (Instructor Only) First Aid (Instructor Only) TNCC PALS Neonatal Resuscitation (NRP) S.T.A..B.L.E. Emergency Nurse Pediatric Course (ENPC) RALeS Provider RALeS Enhanced Provider Fundamentals of Critical Care Support Advanced HAZMAT Life Support Advanced Disaster Life Support Psychiatric Nurse specific from CON: Advanced Physical Assessment Psychopharmacology 3. Instructor (Completed instructor course and taught a minimum number of courses for UNM Hospitals Clinical Operations to maintain instructor status): 20 pts. No maximum. Community Training Center (CTC) will provide CAP verification to instructor. 1st Provider certification applies to 60 points in CAP I. 2nd Provider certification applies to CAPII at 15 points on year of certification. 4. Instructors only: Acts as a skill validator at UNM Hospitals Clinical Operations for above stated courses beyond instructor maintenance requirements on his or her own time. 4. 1 pt. per hour of Instruction. Max 30 pts. per course. - 6 - Revised: November 2005 8. NOTE #2: Tuition reimbursement is available for successfully obtaining a national nursing specialty certification. See UNMHSC Personnel Policy Tuition Reimbursement for the guideline. 5. Successfully completes one of the following single day courses (one time only): Moderate Conscious Sedation Course First Aid provider Rapid Sequence Intubation Course Difficult Airway Management Course Advanced Procedural Sedation Course Mechanical Ventilation Curriculum (3 courses 5 pts each, cannot be combined with RALES EP) Diabetes Management Curriculum (2 courses-5points each) Asthma Management Course Spirituality Course Cardiac Surgery Course Citywide Chemotherapy Course Psychiatric Specialties Course Care of the Post-operative Patient Course Care of the Patient needing Pain Management Course Care of the Geriatric Patient Course Hemodynamics Course Diabetes during Pregnancy Intermediate 12-lead EKG Cardiac Pacing Pediatric Oncology Fundamentals States Of the Heart I or II Triage in the Emergency Department When You Dont Speak Pediatrics Ambulatory Adult and Pediatric Physical Assessment Telephone Triage for Ambulatory Tracer Training and Continuous Readiness for Staff Quality In Ambulat