NANNM/ADM/36/Vol.i/79 13th August, 2018
The National President
All NAC Members
All NEC Members
Unit Chairmen /Secretaries
GUIDELINES FOR THE CONDUCT OF THE 8TH QUADRENNIAL UNIT ELECTIONS FROM OCTOBER 2018 TO NOVEMBER 2022.
In consonance with Article X 3f (Unit branch elections shall be by general meeting of all members or a simple majority of all the members in a unit branch) and Article xvi, of NANNM constitution, I write to inform you that there shall be an election into various offices as enumerated below at all the Unit Branches of your state Council.
The conduct of Unit election shall strictly be in compliance with the provision of NANNM constitution and the electoral guidelines. The following reports shall be presented during the conference.
(i).The Unit Chairman shall present his/her report titled “My Stewardship”
(ii) The Unit Secretary shall present a secretariat report titled “The Journey so far”.
(iii) The Unit Treasurer shall also present financial report for the period of four years (October 2014 to October 2018) stating clearly income received and
expenditure throughout the period of the tenure, preferably in tabular form.
(iv). The Unit Auditors shall present an audited report for the period of the tenure (4 years) highlighting the strength and the weakness of the outgoing executives to the congress in-session.
The financial report presented by the Unit treasurer and the auditor’s report shall be discussed by the delegates exhaustively, adopted and passed as official document for use and reference by the Association.
GUIDELINES FOR THE CONDUCT OF UNIT ELCTIONS INTO THE FOLLOWING POSITION
- Unit Branch Chairman
- Unit Branch Vice Chairman
iii. Unit Branch Treasurer
- Unit Branch Financial Secretary
- Unit Branch Internal Auditor (1)
- Unit Branch Internal Auditor (11)
vii. Unit Public Relation Officer (PRO)
viii. Unit Branch Secretary
(i). To be qualified to vote and be voted for, interested candidates must be in good financial standing in the Unit and shall not be in arrears of check-off-dues for more than three (3) months, must have paid all approved levies and other financial obligations of the Association at all the units.
(ii) Must have been actively and positively involved in the activities of the Association at the Unit levels and beyond for a period not below two years.
(iii) Must have clean records with proven evidence of such in his/her previous positions in the Association or professional practice area.
(iv) Must have registered and obtained a valid NANNM membership card and N&MCN practicing license.
(v) Must have participated in at least not less than four (4) continuing education programme of the Association at either Unit, State or National level or any of the workshops organized by N&MCN or the Nursing Department/Division.
(vi) Any member that submits membership card or official receipt for membership registration in place of membership card is legible to vote and be voted for.
(vii) The returning officer shall swear-in the newly elected members after the results have been announced.
Agenda for the Quadrennial Unit General Elections
Ø Unit Chairman’s account of stewardship
Ø Unit Secretary’s Report
Ø Unit Treasurer’s Report
Ø Unit Financial Report
Ø Unit Auditor’s Report
Ø Adoption of the Reports
Ø Dissolution of the House
Ø Report of the Screening Committee
Ø Election of the new Unit Officers
Ø Any candidate for election that has no opponent and cleared to contest shall score at least above 50% of the total number of delegates in-session to emerged duly elected un-opposed.
Ø Contestants for the Unit election must be nominated by two financial members of the branch (sponsors) who have met the above requirements.
Ø Must complete the nomination form for the election.
Ø Must prepare and submit a brief manifesto.
Ø Must appear before a screening committee constituted by the current Unit branch officials who will clear or disqualify – candidates for the election.
(i). Elections into offices must be by secret ballot.
(ii) No officer shall hold two offices (posts) in the Association at the same time either at National, State or Unit level.
(iii) Voting shall be done by all the financial members of the unit branch and results announced immediately after the counting of votes is concluded.
(iv) Agents of the candidates shall witness the counting of votes and endorse the score sheet.
TAKING AND HANDOVER.
All serving Unit Officers wishing to contest for any position, must first handover all properties under his/her care on or before the date of screening for the election.
For the avoidance of any doubt, those who are qualified to re-contest election in line with the provision of NANNM Constitution will not be eligible unless he/she gives an acceptable account of his/her stewardship. Those who are under probe or suspension by their Unit/States are not eligible to vote or be voted for.
State officials should exercise high degree of transparency and neutrality in handling this sensitive constitutional function as he/she will be held culpable and responsible for any lapses.
Please feel free to seek for clarification where you have doubts.
Women have always vastly outnumbered men in the nursing profession — by a lot. In fact, today, they make up nearly 90 percent of the industry’s U.S. workforce. So it begs the question: Why do their male counterparts still make so much more than them?
A recent survey of more than 4,500 registered nurses from all 50 states found that male nurses earn an average of $79,688 a year compared to $73,090 for women — a nearly $6,600 pay gap, according to Nurse.com by OnCourse Learning, an online educational resource for nurses throughout the world, which conducted the study.
According to the survey, the wage gap may boil down to the negotiation factor — that men are “more likely to negotiate their salaries” than women. The survey found that while 43 percent of men “most of the time or always negotiate,” only 34 percent of women do so. Research has found this to be the case in professions across the U.S.
According to the U.S. Census Bureau, full-time, year-round working women in 2016 earned just 80 percent of what their male counterparts earned, which is similar for full-time working women in New Jersey, who women earned 81 percent of their male counterparts, according to the nonprofit American Association of University Women.
While the overall gender wage gap in the U.S. has narrowed since the 1980s, particularly for women 25 to 34, it nonetheless remains a pervasive issue in professions nationwide, according to a report by Pew Research earlier this year.
And while the Nurse.com survey found that the wage disparity in the U.S. nursing profession is slightly better than the overall national gender pay gap, it nonetheless serves as a daunting example in an industry overwhelmingly made up of women.
There were more than 80,000 registered nurses in New Jersey in 2017, according to the U.S. Department of Labor Statistics, earning a median salary of $82,010 a year. New Jersey also ranks third for states most in need of registered nurses.
Judith Schmidt, CEO of the New Jersey State Nurses Association (NJSA), an organization that advocates for the registered nurses in the state, told NJ Advance Media that she was not surprised by the survey’s findings.
“Entry level salaries are basically the same. However, more men (around 7 to 10 percent of total nursing workforce) go into the higher salaried areas such as administration and entrepreneurial positions,” she said via email. “Female nurses are staying in direct patient care and bedside.”
Dr. Benjamin Evans, president of the New Jersey State Nurses Association, told NJ Advance Media in an email that, in his view, male nurses have tended to seek out more opportunities to advance their education and careers, whereas female nurses have often used the profession as “supplemental support for their families.”
He also said that often nurses are often at a disadvantage when it comes to their pay.
“Salaries and money flow are often set between non-nurse health care administrators, finance officers and human relations officers,” he said. “Nursing’s true cost and revenue has not been vetted well. Frequently, nursing care is lumped in with the daily bed rate in a hospital.”
Millicent Gorham, executive director of the National Black Nurses Association, said in the statement from Nurse.com that “women need to learn to negotiate for everything.”
Susan C. Reinhard, senior vice president and director of AARP’s Public Policy Institute and chief strategist at the Center to Champion Nursing in America, also noted in that statement that research has also linked higher degrees with “more career choices that can lead to better paying jobs.”
In fact, professional certifications, the statement said, is one avenue female nurses can use to narrow the salary gap. According to the survey, men with specialty certifications had a salary of only about $1,250 higher than their female counterparts.
Brent MacWilliams, president of the American Association for Men in Nursing, said in the statement that “traditionally, men have gravitated toward acute care, high-paid specialties and to management/administration, which are all higher paying” and that based on the survey, “it seems clear men are being paid significantly more than women in the profession doing comparable work.”
“I would call on employers to assess their current workforce for gender gaps and raise salaries to create parity,” he added.
Spencer Kent may be reached at email@example.com.