PRIVILEGES AND OBLIGATIONS OF PARTNERSHIP Sample Clauses

PRIVILEGES AND OBLIGATIONS OF PARTNERSHIP designed to increase individual employee skills training, learning opportunities, and growth and development. The Value Compass sets forth the way in which this National Agreement becomes a key operating strategy for ▇▇▇▇▇▇ Permanente. To improve performance measures by focusing on the needs of our patients and members requires involvement from everyone. We seek to move from projects to pilots to whole systems improvement, recognizing that all four points of the Value Compass impact the whole value that the organization creates. The Value Compass is designed to achieve the KP Promise, which ensures our members always have the best health care experience. The KP Promise is a commitment to our members to provide health care that is: » quality you can trust; » convenient and easy access; » caring with a personal touch; and Section 1 presents an integrated approach to service quality, performance improvement, workforce development, education and training, and creation of an environment responsive to organizational, employee and union interests. In addition, it provides a process to solve problems as close to the point at which they arise as possible, respecting the interests of all parties. The Alliance-▇▇▇▇▇▇ Permanente Dispute Resolution process in Section 3.D. is meant to be used as a last resort. With this Agreement, the Alliance and ▇▇▇▇▇▇ Permanente assume a set of privileges and obligations. These include, but are not limited to, employment and income security, union security, access to information, including the responsibility to maintain confidentiality concerning sensitive information, participation in the governance structure and participation in performance-sharing plans. There is a joint commitment to identify, and by mutual agreement, incorporate our own successful practices and those of other high-performance organizations into each facility. The parties will work diligently to increase and enhance flexibility in work scheduling and work assignments to enhance service, quality and financial performance while meeting the interests of employees and their unions. We share a willingness to work in good faith to resolve jurisdictional issues in order to increase work team flexibility and performance, and we share a commitment to marketing ▇▇▇▇▇▇ Permanente as the Employer and care provider of choice. In addition, it is absolutely critical for KP to grow its membership and adapt to a changing health care market. We believe that much of the new growth ...

PRIVILEGES AND OBLIGATIONS OF PARTNERSHIP. A. COMMITMENT TO PARTNERSHIP Section 1 presents an integrated approach to service quality, performance improvement, workforce development, education and training, and creation of an environment responsive to organizational, employee and union interests. In addition, it provides a process to solve problems as close to the point at which they arise as possible, respecting the interests of all parties. The Partnership Agreement Review Process in Section 1.L.2. applies to disputes arising out of Section 1, but is meant to be used as a last resort. With this Agreement, the Coalition and ▇▇▇▇▇▇ Permanente assume a set of privileges and obligations. These include, but are not limited to, employment and income security, union security, access to information, including the responsibility to maintain confidentiality concerning sensitive information, participation in the governance structure and participation in performance sharing plans. There is a joint commitment to identify, and by mutual agreement, incorporate our own successful practices and those of other high-performance organizations into each facility. The parties will work diligently to increase and enhance flexibility in work scheduling and work assignments to enhance service, quality and financial performance while meeting the interests of employees and their unions. We share a willingness to work in good faith to resolve jurisdictional issues in order to increase work team flexibility and performance, and we share a commitment to marketing ▇▇▇▇▇▇ Permanente as the Employer and care provider of choice. In addition, it is absolutely critical for KP to grow its membership and adapt to a changing health care market. We believe that much of the new growth opportunities could come from new government initiatives that emerge out of national health care reform. The parties commit to the involvement of high-level Union, ▇▇▇▇▇▇ Permanente and Kaiser Health Plan leaders to work together on growth strategies. The parties will work in a proactive manner on other growth potential, including discussing both contiguous and non-contiguous opportunities, new geographies and regions, mergers and acquisitions that best position opportunities for KP to grow more quickly and respond to opportunities, and will explore new health care vehicles that could be made available to union trust funds, multiemployer trust funds and single employers. Members of the Labor Management Partnership, including ▇▇▇▇▇▇ Permanente and all indivi...

PRIVILEGES AND OBLIGATIONS OF PARTNERSHIP. Section 1:

PRIVILEGES AND OBLIGATIONS OF PARTNERSHIP. The KP Promise is a commitment to our members to provide health care that is: » quality you can trust; » convenient and easy access; » caring with a personal touch; and » affordable.

PRIVILEGES AND OBLIGATIONS OF PARTNERSHIP solve the same problem or achieve like goals. Partnership should become the way business is conducted at ▇▇▇▇▇▇ Permanente at all levels, including national functions and shared services as well as regional and local levels. In order to achieve this goal, these parallel Labor Management Partnership structures should be integrated into existing operational structures of the organization at every level. This would result in dissolution of parallel labor management committees that are redundant with ongoing business committees (e.g., department meetings, project teams, planning committees). Parallel structures may still be required where there is no existing function, where existing structures are not adequate for a particular function, initiative, or area of focus, or where they are necessary because of legal or regulatory requirements. New initiatives should include labor participation from their inception. Integration of labor into the normal business structures of the organization does not mean co-management, but rather full participation in the decision- making forums and processes at every level of the organization as described on pages 14–16 of the Labor Management Partnership Vision: Reaffirmation & Understandings, and subject only to the capacity of the unions to fully engage and contribute. The parties will work together to ensure that union capacity issues are adequately addressed.

PRIVILEGES AND OBLIGATIONS OF PARTNERSHIP performance-based pay; » quality; » patient safety; and

PRIVILEGES AND OBLIGATIONS OF PARTNERSHIP a. CKPU Growth

PRIVILEGES AND OBLIGATIONS OF PARTNERSHIP b. Unit-Based Teams

PRIVILEGES AND OBLIGATIONS OF PARTNERSHIP as appropriate. Regional Teams will create and maintain a program to meet the goals set out in this Agreement and the 2005 Workforce Development BTG recommendations. They will also align, integrate and coordinate all workforce planning and development efforts on a regional level. Regional Teams will work directly with the National Team to: » assess needs; » deliver and implement programs; » create policies to support workforce development; » coordinate the delivery of programs to ensure that barriers to job placement and training opportunities are eliminated; and » provide guidance and oversight in order to effectively coordinate with Facility Teams (as appropriate).