Maximizing Northern Employment
Graduate Nurse Mentorship Program
This program prepares new nurses for practice in NWT community health centres, hospitals and public health units by developing clinical skills and personal confidence needed to successfully make the transition to community and work environments.
Eligibility:
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NWT nursing graduates of diploma and degree programs since April 1, 2001.
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Must have i) been a Territorial resident for at least three (3) continuous years immediately prior to graduating from post-secondary institutions located in the NWT and who remained and resided in the NWT following graduation from the institution; OR ii) attended a post-secondary institution located outside the NWT, but resided in the NWT for at least twelve (12) continuous months immediately prior to attending the post-secondary institution.
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The candidate must be registered and licensed by the Registered Nurses Association of the Northwest Territories and Nunavut.
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The candidate must be willing to sign a return of service agreement to practice in the NWT for a period of time after the extended education program is completed dependent upon the support given by the program.
Graduate Social Worker Placement
This program assists Health and Social Services Authorities facilitate the introduction and orientation of newly hired Social Worker graduates to their work, the community and the Authority through a mentorship relationship with a qualified Social Worker.
Criteria:
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The graduate must be a Northwest Territories resident and be a newly hired employee (i.e. since April 1, 2001).
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The graduate must be hired full time in an indeterminate position in a location with sufficient supervision and support for a new graduate.
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The GNWT Affirmative Action Policy applies.
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The employee must be a recent graduate (since April 1, 2001) of an accredited Social Work program.
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The employer/supervisor, mentor and employee/mentee must agree to a written plan including goals and objectives and expected outcomes.
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The mentor may not be the employee/mentee’s supervisor or manager. Care to select the proper mentor suitable for the employee/mentee’s needs is required.
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The Authority must develop a proposal to request funds. If there are any variations anticipated in the expenditure of funds, the Authority must negotiate changes with the Department.
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The Authority must build an evaluation component into the program re:
new employee’s name, date of hire and academic achievement
the Authority’s goals and objectives of the mentorship program
projected time schedule for the program including start and end date of the mentorship and significant milestones
resume of the proposed mentor
plans to evaluate the mentorship
detailed budget
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Last Updated: March 20, 2008 |
