Professional Enhancement Plan (PEP) Introduction Providence as a health care organization is striving toward nursing excellence and values the professional development of its nurses. To create and demonstrate opportunities for clinical advancement and resources to maintain competency, the Professional Enhancement Plan (PEP) has been created. We currently have some rewards already in place to reward and recognize accomplishments i.e. certification and preceptor pay. This plan is designed to reward and recognize RN s who participate in activities that improve patient outcomes and enhance the profession of nursing as evidenced by participation in activities beyond the expectations outlined in their job descriptions. The PEP is a voluntary program that exists to reward nursing activities that are not evaluated within the annual performance review. Key Objectives Include: Provide rewards and recognition to RNs who remain in a direct care provider role and achieve advanced clinical skills and knowledge Foster RN participation in teaching and mentoring staff Support and recognize RN s who achieve the clinical expertise necessary to meet the changing needs of nursing practice and the profession Provide a consistent mechanism that defines advanced clinical nursing practice and thereby enhances job satisfaction for RN s practicing in the clinical setting Foster and recognize RN s participation in community activities that promote health educational and/or health maintenance Support RN participation in activities such as councils that enhance the goals of the department of nursing or the profession of nursing and the organization. Facilitate career enhancement and professional growth The model embraces recognition for nurses who demonstrate contributions in the areas of clinical, educational and leadership roles. It is initiated by the direct care nurse who already has attained certification in their specialty, who prepares an annual plan outlining areas of development and participation with 3 of 6 areas. Those areas include 1) clinical and professional expertise, 2) community involvement, 3) council participation, 4) education, 5) professional development and recognition, and 6) quality, evidence based practice and research participation. The evaluation of success of the plan is based on a documented points system collected by the direct care nurse participating in the program. The management of the program is primarily with the Manager/Director and oversight is provided by the PEP council made up of 2 administrative nurses and 2 direct care nurses. 1
A financial incentive bonus is provided based on the # of points accumulated and contains a minimum and maximum dollar amount based on achievement. For our first year, up to 70 approved plans will be included in the program. Eligibility Met all annual job competencies and requirements within the calendar year and evaluation period Most recent performance appraisal reflects overall satisfactory rating Current certification in the area of specialty Non-exempt status Plan submitted within published program timeframes Model PEP is based on professional contributions and provides rewards and recognition for increased clinical, educational and leadership performance. Points are accumulated by completing activities as outlined in the PEP criteria. Points must be accumulated in a minimum of 3 of the 6 categories (refer to the PEP point schedule). A minimum of 70 points must be accumulated to be eligible for an incentive bonus. Incentive bonus- the accumulation of points during the program year will determine the amount of the incentive bonus. The scale is as follows: 1. $ 5.00 per point 2. Minimum of 70 points is required ($350.00). If 69 points are achieved, the bonus is not rewarded. 3. Maximum of 200 points ($1000.00) Process There are two PEP 12 month program cycles. May 1 through April 30 of the following year November 1 through October 31 of the following year Applications/PEP plans are due to the department manager by the first week of April or October depending on the cycle the nurse is applying within. This allows the manager time to review and approve the plan. Manager or nurse educators are available to mentor/coach the nurse on preparation of the plan. In order to be accepted, plans must reflect measureable objectives over the course of the 12 month period which includes dates of completion with each objective. (See plan sample). Plans must demonstrate objectives representing a minimum of 3 of the 6 PEP categories. Upon approval, the nurse begins to work toward plan completion and collection of documentation/evidence of completion over the annual period. The nurse will keep a copy of the application/plan; the manager will hold a copy and submit a copy to the Chief Nursing Officer. 2
Throughout the year, the nurse is accountable to prepare/collect sources of evidence in an organized fashion demonstrating work toward completion of the project. Certain activities require Manager, Educator or other documentation which identify participation or work on the objectives. Additional documentation forms may include: Community volunteer activities (example- community center director initials your work completed) DEU instructor verification/documentation Mentor verification/documentation Other sources of evidence may include meeting minutes, articles written or presented, copies of presentations and sign in sheet of attendees, etc. Upon completion of the PEP program year, the nurse submits an organized binder of the PEP activities and all supporting evidence of participation and completion. Supporting documents will be organized into tabbed sections, one for each of the 6 PEP categories and one at the front with the original approved plan. For example: Tab 1- Approved Plan and Copy of Certification in Specialty Tab 2- First Category of Plan (i.e. Clinical and Professional Expertise) First Objective and brief narrative summary of what was done Second Objective within this category and brief narrative summary of what was done Tab 3- Second Category of Plan (i.e. Community Involvement) First Objective and brief narrative summary of what was done Second Objective within this category and brief narrative summary of what was done Tab 4- Third category and so forth for the rest of the plan as noted above. Submittal of the Plan Completion Documents is Due to the department manager the last week of the PEP cycle. (Last week of April or last week of October) The manager will review the completion documents within 2 weeks of submittal and review/approve the completion documents (point summary form). Both the manager and RN will sign the PEP manager summary and approval from with each keeping a copy for their file. The manager will then forward the completed PEP manager summary and approval form to the CNO and HR department. 3
NOTE: PEP packets that are not submitted in an organized manner or that do not have the required complete documentation will be returned to the staff member. A two week turn around time will be given to the nurse for resubmission of the materials to the manager. If there are any discrepancies or concerns regarding plan applications or completion approvals, those will be forwarded to a council for consideration and recommendation. This council will be named the PEP Council. The PEP Council will be made up of 2 direct care nurses (Chair and Past Chair of the Nurse Practice Council), the CNO and an AVP or Director. The process to forward concerns will be: Nurse o Provide a narrative summary of the concern and forward plan or completion materials to Joint Nursing Practice Council chair. May blind the name but include instructions on how to respond after council review. Manager o Provide a narrative summary of the concern and forward plan or completion materials to the CNO. In addition, the PEP council will review the program on an annual basis and make program changes/recommendations as appropriate. The PEP council will meet on an as needed basis.. 4
PEP Point Schedule Starred (*) activities not those that are paid time by hospital in accordance with contract. PEP Category 10 Points 20 Points 30 Points CE CI CC Clinical and Professional Expertise Community Involvement Committees/ Councils Presents at journal club 2 times a year Volunteer activity of 1-10 hours in duration *Member attending bimonthly meetings Coordinates journal club meetings held 9 times year Team captain or volunteer activity of 11-29 hours in duration *Chair - meeting 9 or less times a year Serves as mentor through formal mentor program, mentoring 1-2 nurses/year Chair/coordinator or volunteer activity 30 hours or greater in duration *Chair meeting at least 10 times a year or more *Co-chair leading/attending bimonthly meetings Ed Education *Skills Fair booth/presentation leader PDR Professional Development and Recognition Develops patient education material Member of National Professional Organization paid by self Committee member on local professional organization *Member - meeting 9 or less times a year (hospital related) *Nurse Practice Day Member- 90% attendance Coordinates and presents unit specific case study of patient event *Serves as superuser for specific project (hospital related) Officer for local or regional professional organization *Member - meeting 10 times/year or more *Nurse Practice Day Co-Chair - Attendance 90% of scheduled meetings Serves as adjunct faculty Present professional education program >60 minutes with CEARP *Leads regularly scheduled Providence sponsored patient support group (6X/year) Achieves BSN, Masters or PhD in Nursing Officer for national professional organization Published article or text (primary involvement) 5
QR Quality, Evidence-based practice and Research *Review/revise existing procedures or protocols 10 or more a year (separate from Nurse Practice day) *Completes evidence based practice internship Serves as a research or EBP mentor Principle investigator on a research project Participates as team member on EBP project, research project or quality improvement project Serves as project lead on a quality improvement project 6