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Cosa cambierà per gli Infermieri?
Misurazione delle performance, Merito e Premi (da art. 4 a art. 31).

Ogni azienda dovrà dotarsi di un sistema di valutazione e misurazione della performance individuale and structure for the distribution and productivity awards. In the absence of that will be banned all automatic progressions economic and recognition awards. This means that productivity will not be distributed to all in equal measure. This is for cat. D of about one month (the figure is different from company to company depending on how it was used in the base year of productivity), inclusive of monthly payments, the amounts and RAR.
The individual assessment will be carried out by management in light of the achievement of specific individual or group and the quality of the insurance contribution to the performance of the organizational unit belongs, with proven skills and professional behavior and organizational performance.
Each company will have to set the Performance Plan, three-year planning document, prepared annually by January 31, which sets targets to be achieved. In every company, an independent body should "watch" on the mechanisms of evaluation, including taking into account these surveys that staff reviewed the above will do. We will
classified into three or more bands on it (A - B - C)
The role of corporate, within the limits prescribed by law, will be critical to the definition of the percentage of personnel and resources for the distribution of prizes. Will certainly made the annual ranking and not necessarily 25% of staff will be excluded from the incentive system. By law, the periods of maternity leave, paternity and parental leave can not be considered for the purpose of individual assessment.
How will the whole system of evaluation?
The Government shall appoint by December 16, 2009 the National Commission consists of five members who shall hold office for six years. The Commission will be responsible for issuing guidelines and assessment models to support local or regional headquarters in the "independent body to assess" (instead of the internal control), which will be responsible for: Ensure the adoption of the system evaluation; propose the evaluation of leaders, and to investigate the system annually evaluate and report the results taking into account the comments of "evaluated".
The assessment will then be assigned to, in the company headquarters, the following awards: Productivity, the annual bonus of Excellence (awarded in April to 5% of premium), the Annual Award for Innovation (individual project or group of equal value of annual bonus, assigned by the independent), the economic progression, the career progression, the allocation of positions of responsibility (organizational position and coordination), access to advanced training and professional development; Award of efficiency (in the presence of savings certificates).
These rules are mandatory and must be an integral part of the next National Collective Bargaining Agreement 2010-2012.
Regions, and then the employees of the NHS must adapt their legal and business contracts with the rules, no later than 31/12/2010, otherwise the strict application of the criteria of that reform. The government, with effect from 1 January 2010, will cover vacancies in staffing for career advancement through public tenders, subject to no greater than 50% in favor of staff. The change of band will be awarded a limited amount of employees and even with the availability of the fund will not be given at all.

The principles of selectivity and excellence are already in a contract and are the basis of the reform of the IP of the 90s (corporatization), now are shot hooked to a system of managerial responsibility as a stronger disciplinary aspects.
There is certainly a problem of funds to reward merit. The credit will be awarded to isorisorse, someone will see lower salary increase other, in a situation of salary already grossly inadequate for the responsibilities and hardships that the profession entails. You will need to see the new contracts on the composition of the various funds (the bottom of the bands could go productivity: eg. RIA, nursing allowance). Rewarding performance is extremely difficult in a state of chronic understaffing. Achieving the goals is likely to put on top the amount of performance rather than the safety of patients and employees. Essentially an instrumental and demagogic use of words "merit" award "" lazy ".