December 2014 PRACTICAL NURSING COMMITTED TO EXCELLENCE Laura Klassen with one of the many cataract patients she cared for while working post-operatively on the Mercy Ship. 2 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba live the life you always wanted discover nursing opportunities right here in manitoba You’ll earn a competitive salary and enjoy an incredibly affordable quality of life. Stay close to family and friends while enjoying friendly communities, a thriving arts and cultural scene plus access to beaches, lakes and parkland and enjoy a healthier balance between your work as a nurse and your personal life. 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For more information, please visit our website at www.manitoba.ca/health/nurses In Winnipeg: 204-788-6668 Toll Free in Canada: 1-877-681-4983 Email us at: [email protected] 3 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba PRESIDENT Christy Froese LPN BOARD OF DIRECTORS District I – Elisa Wiebe LPN District II – Cheryl Geisel LPN District III – Rodney Hintz LPN District IV – Lindsay Maryniuk LPN District V – Jodi La France LPN District VI – Yvonne Maguet LPN Public Members – Darlene Barbe – Tricia Conroy – Judy Harapiak – Diwa Marcelino – Susan Swan EXECUTIVE DIRECTOR Jennifer Breton LPN, RN, BN EXECUTIVE OFFICE Vicky Bering Executive Assistant Barbara Palz, HB Com, CGA Business Manager Renata Neufeld, BA (Hons), MPA Consultant, Policy, Process and Communications REGISTRATION DEPARTMENT Kathy Halilgan, BA (Hons), CTESL, CACE Consultant, Credential Assessment Kristy Rennie, LPN Consultant, Registration Tavia Palmer-Scott Administrative Assistant, Registration PROFESSIONAL CONDUCT DEPARTMENT Nikki Brett, LPN Consultant, Conduct Alyssa Harder Administrative Assistant, Conduct PROFESSIONAL NURSING PRACTICE DEPARTMENT Tracy Olson, LPN Consultant, Practice Carrie Funk, LPN Consultant, Practice EDUCATION AND PROGRAM EVALUATION DEPARTMENT Michael Roach, BScN Consultant, Education Programs Evaluation RECEPTION Dina Bering Receptionist ADVERTISING To advertise in the Practical Nursing Journal, please contact: McCrone Publications Inc. Email: [email protected] Toll Free: 1-800-727-0782 Fax: 1-866-413-9328 TABLE OF CONTENTS President’s Message 4 Getting Ready for the RHPA 6 Lindsay Maryniuk— Meet the New Vice President of the CLPNM 6 Call for Nominations: Board of Directors 8 Regulatory Bulletins 10 10-11 Ask a Practice Consultant CCP Audit Facts 12 Nursing Fatigue 13 Manitoba Has an Apology Act 14 The Reserved Acts 15 New Code of Ethics 16-17 Pray and Jump In: Healing the World’s Poor Aboard the Africa Mercy 18-19 Intercultural Competence: Serving and Protecting the Public 20 2015 College Excellence Awards 21 2015 CLPNM Excellence Awards Nomination Form 22-23 2014 Office Closure Dates Office closes 2:00pm December 23, 2014 and re-opens 9:30am January 2, 2015 January 28, 2015 May 18, 2015 September 7, 2015 February 16, 2015 June 1, 2015 October 12, 2015 April 3 and April 6, 2015 July 1, 2015 November 11, 2015 August 3, 2015 Fragrance-Free Notice In response to health concerns, CLPNM has a Fragrance-Free Policy and is a scent-free environment. Please do not use scented products while on the CLPNM premises for work, education, appointments, or other business. College of Licensed Practical Nurses of Manitoba 463 St. Anne’s Road Winnipeg, MB R2M 3C9 Telephone: (204) 663-1212 Toll Free: 1-877-663-1212 Fax: (204) 663-1207 Email: [email protected] Publications Agreement #40013238 4 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba PRESIDENT’S MESSAGE Hello LPN colleagues, It is hard to believe that 2015 is just around the corner! I appreciate the New Year as a time to reflect on the past and to look ahead to the future. Reflecting on this past year, the CLPNM staff and Board of Directors have been extremely busy and have certainly accomplished a lot: • Approval of the new Code of Ethics • Distribution of new Regulatory Bulletins • Movement of the Licensed Practical Nurses Foundation under the Winnipeg Foundation • Appointment of the CLPNM to fall under the RHPA – Regulated Health Professions Act • Review of President Succession Planning • Appointment of a Vice President: Lindsay Maryniuk • Launch of the new National Nursing Assessment Service (NNAS) • Approval of new Investigation Committee Policies • Revisions to Board Policies • The provision of new Board Education • Renovations to the CLPNM building to allow for a second bathroom and additional meeting space • Redesign of CLPNM’s website Looking ahead to the upcoming year, the CLPNM will continue to work on revising all documents to align with the RHPA. The Board will also see changes this next year. Nominations will be taking place in Districts 2, 4 and 6, and a new President will be appointed. I have resigned my position as President effective June, 2015. The Board of Directors will appoint a new President at the spring Board meeting. I have enjoyed serving as President of the CLPNM tremendously, and I look forward to my last months with the CLPNM. -Christy Froese LPN Season’s Greetings to all LPNs from the Board of Directors and the College of Licensed Practical Nurses of Manitoba! Thank you to all nurses who will be working this holiday season. Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba 5 6 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba LINDSAY MARYNIUK—MEET THE NEW VICE PRESIDENT OF THE CLPNM much to teach us. It is rewarding to hear people’s stories as each and every one of them teaches us so much about life; they have made a lasting impact on my life and have shaped who I am as a nurse, and for that I am forever grateful. Lindsay Maryniuk and Christy Froese. In September 2014 the Board of Directors of the College of Licensed Practical Nurses of Manitoba (CLPNM) appointed a Vice President, Lindsay Maryniuk. The President of the CLPNM, Christy Froese, sat down with Lindsay to learn more about her decision to enter nursing and her passion for the profession after a lengthy career as a civilian aircraft engineering journeyman. Can you tell me a little bit about yourself? I am a 38-year-old married mother of 3 rambunctious, busy boys. My eldest is 12 and the twins are 8. I spend a lot of time running to various sporting activities i.e. hockey, judo, baseball and school sports. Prior to my career in nursing, I spent 13 years working as a civil aircraft engineering journeyman on a military contract in Southport, Manitoba where I worked on turbine and piston engines as well as helicopters. December 2010 I graduated from an LPN program. I enjoy volunteering at numerous sporting events; I have volunteered as a canvasser for both the Heart and Stroke Foundation of Manitoba and the Alzheimer’s Society of Manitoba. What made you decide to go into nursing? Having had to make a career change, I decided to go into a profession where I could really make an impact on people’s lives. Before I got into aviation, I was a health care aide working in geriatric care in Portage la Prairie. I loved how rewarding it was to work with people that really needed someone to care for them. People are very vulnerable when we meet them as nurses, and they have so We all need people in our lives that care. I have experienced vulnerability three times in my life—once myself, once with my child and once with my grandfather. Words cannot describe how it feels to have someone you do not know, but that you completely trust, help you get through these really difficult times. As a result, the word that always comes to my mind is magnificent. The nurses I met were just that—magnificent! Therefore, when I chose the profession of nursing, I firmly decided that I would make an impact on my clients’ lives. I would make sure to really listen to their stories and advocate on their behalves. I also made a promise to myself that I would continue to develop professionally, so that I, too, could be that magnificent person for someone else. How long have you been nursing? I have been nursing since December 2010. Where are you employed and in which area of nursing? I work at the Portage District General Hospital on the surgical ward. I enjoy every aspect of surgical nursing, but I also have a passion for end-of-life and palliative care. When did you join the CLPNM Board of Directors? I joined the Board in 2012. On behalf of the CLPNM’s Board of Directors and staff, congratulations on your new appointment Lindsay! Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba 7 8 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba CALL FOR NOMINATIONS: BOARD OF DIRECTORS In accordance with Article III Section 3.5[a] of the by-laws, election of the Board of Directors shall be held by May 1 each year. The districts below are now open for nomination. District 2 – Parkland and Interlake Regions District 4 – South Westman and Central Regions District 6 – Winnipeg Region All registrants on the active practicing register of the College of Licensed Practical Nurses of Manitoba who are practicing in the electoral District that is accepting nominations are invited to submit names of nominees. Nomination Form A current resume of the nominee must be submitted along with the nomination form by February 20, 2015. Forms that are not accurately completed will not be accepted. For the complete list of nomination rules (policy BG-12), please visit the CLPNM website at www.clpnm.ca. If you have any questions, please contact the CLPNM at (204) 663-1212. Nominator Information: We (1) Print: (full name) _______________________________________________ , Registration Number _____________________ Signature: _____________________________________________________ , Date ___________________________________, (2) Print: (full name) _______________________________________________ , Registration Number _____________________ Signature: _____________________________________________________ , Date ___________________________________, (3) Print: (full name) _______________________________________________ , Registration Number _____________________ Signature: _____________________________________________________ , Date ___________________________________, Registrants in good standing on the active practicing register of the College of Licensed Practical Nurses, in accordance with policy BG-12: Nomination Rules, do hereby nominate (print name) ________________________________________________to represent District _________ on the Board of Directors of CLPNM. Nomination Acceptance I (print name),__________________________________________________, certify that I have no involvement or affiliation with the Manitoba Nurses’ Union beyond what is required by my employer for employment. I (print name),__________________________________________________, registration number _____________________, a registrant in good standing on the active practising register of the College of Licensed Practical Nurses residing or employed in District _______________ do hereby accept the nomination for election to the position of Director to the Board of the College of Licensed Practical Nurses of Manitoba, and if elected do hereby consent to serve in that capacity to the 2017 Annual General Meeting. Signed this ____________________________________ day of ______________________________, 20_______. Signature: ___________________________________________________________________________ (nominee). Please Note: A resume must be completed and submitted with this nomination form to the CLPNM office on or before the deadline date of February 20, 2015. For the complete list of nomination rules (policy BG-12), please visit the CLPNM website at www.clpnm.ca. Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba 9 10 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba REGULATORY BULLETINS The College of Licensed Practical Nurses of Manitoba’s (CLPNM’s) regulatory bulletins are practice directions that guide licensed practical nurses (LPNs), graduate practical nurses (GPNs), and student practical nurses (SPNs) in understanding their responsibilities and legal obligations; thus, enabling them to make safe and ethical decisions. You can find the following regulatory bulletins, available to all registrants, employers and members of the public, under the Resources tab on the CLPNM’s website (www.clpnm.ca): • Graduate Practical Nurse (GPN) Practice • Electronic Communication and Social Media • Duty to Care • Independent Practice • Nursing Foot Care • Delegation to Unregulated Health Care Providers All CLPNM registrants are expected to comply with the direction found within the regulatory bulletins. Failure to do so may be deemed as professional misconduct. The CLPNM notifies registrants and stakeholders through email regarding any changes to its regulatory bulletins. Communication can also be found within the CLPNM’s PN Journal and on the CLPNM website to assist with the circulation of this information. Should you have any questions regarding regulatory bulletins, or any other practice-related concerns, please contact the CLPNM’s practice department: CLPNM Practice Department 204-663-1212 [email protected] or [email protected] ASK A PRACTICE CONSULTANT Q: “The morale at my workplace is at an all-time low. Many seem worried about being mandated to work overtime hours because of frequent sick-time and the amount of recent staff turn-over. I am worried about the quality of client care and of our work environment. What can we do to improve our workplace?” A: Nurses1 are key contributors to the delivery of quality health care in the ever-changing and demanding health care system. Maintaining quality client2 care and creating a work-life balance can be challenging. A quality work environment is where goals and needs of both clients and care providers are met; while collaborating to meet clients’ individual and optimal health objectives within legal, economical and quality frameworks mandated by the organization(s) and jurisdiction(s) in which care is provided. The College of Licensed Practical Nurses of Manitoba’s (CLPNM) Code of Ethics (December 2014) serves as the foundation for the nurse’s professional practice. Further, the Code of Ethics: • outlines the nursing profession’s commitment to respect, promote, protect, and uphold the fundamental rights of people who are both the recipients and the providers of health care; • describes the accepted standards for ethical decision-making, ethical practice, and the professional conduct expected of nurses, and • provides a framework for professional integrity, accountability, and responsibility. All nurses, in all roles and settings, are held accountable for understanding, upholding, and promoting the ethical standards of the profession. The Code of Ethics articulates specific values that underpin the ethical standards of the profession. One of these values includes quality work environments. Undoubtedly, a substandard work environment will have a negative effect on the therapeutic nurse-client relationship. Negative consequences of working in a dysfunctional atmosphere may have adverse effects on client care and on care providers’ physical and psychological health, which may increase clients’ uncertainties and fears for their well-being. Safe, competent and ethical client care delivery is a responsibility shared by nurses, employers, health authorities, regulatory bodies, unions, educational institutions, accreditation organizations, governments, communities and individuals. Leadership is also a shared responsibility and is an essential element for quality professional practice environments. 1 In this article, “nurse(s)” refers to the following CLPNM registrants: licensed practical nurses (LPNs), graduate practical nurses (GPNs), and student practical nurses (SPNs). 2 In this article, “client(s)” refers to the person with whom the nurse is engaged in a professional therapeutic relationship. The client may also include the natural supports and/or substitute decision-makers for the individual client. The client may also be a family, group/aggregate, or a population residing in a specific community. Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba The public depends on nurses to practice leadership competence by advocating for their health care needs and well-being. An effective nurse leader is an individual who elicits input from others to formulate a clear vision of the preferred future, and collaborates with others to make that vision happen. All practitioners are expected to provide leadership in the identification and resolution of professional practice issues. When issues arise, it is important to continue to communicate and work towards a common resolve by: • clarifying the issue by identifying what type of violation it is (i.e. ethical, labour relations, work environment, etc.); • using the professional Standards of Practice as a framework; • being objective and by documenting concerns where appropriate; • presenting concerns to the appropriate person(s); and • continuing to work towards resolving the issue. Nurses, as members of a selfregulating profession, are responsible for knowing the Code of Ethics, are accountable for their actions and decisions, and are answerable to the CLPNM for their practice. It is the expectation that the nurse will: • participate in creating and maintaining safe and equitable social and economic working conditions in nursing; • use resources effectively and efficiently when providing nursing services; • promote a practice environment that supports ethical behaviour and practice; • advocate for developing, implementing, and evaluating best practice guidelines, and • promote an environment in which the human rights, values, customs, and spiritual beliefs of the individual, family, and community are respected (CLPNM, Code of Ethics December 2014). Building an organizational infrastructure that creates a climate that stresses a common mission and core values starts with explicitly stated expectations. These expectations, which may include the following list (but are not limited to it), are: • effective communication and collaborative processes and systems; • health team members who participate in the development of policies, allocation of resources and provision of client care; • sufficient staffing levels to support holistic therapeutic relationships for the delivery of safe, competent and ethical care in accordance with jurisdictional practice standards, and • team members who participate in reflective and professional development practices. Achieving quality and healthy work environments requires a willingness to change with interventions that target underlying workplace and organizational factors. Changes that involve current best practices can be successfully implemented only where there are adequate planning processes, resources, 11 organizational and administrative supports, along with appropriate and shared facilitation. Implementing positive and effective changes will make a difference for safe, competent and effective client care delivery, and for a nurse’s work-life balance. The CLPNM practice department provides consultation to registrants, employers and other stakeholders regarding LPN practice. The practice department may be reached by phone at (204) 663-1212 extension 110 or 111; as well as by email at [email protected] or [email protected]. 12 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba CCP AUDIT FACTS Purpose The purpose of the Continuing Competence Program (CCP) audit is to allow the College of Licensed Practical Nurses of Manitoba (CLPNM) to ensure the continual, lifelong learning of practicing Licensed Practical Nurses (LPNs) in Manitoba. The purpose of this document is to provide employers and CLPNM registrants with important dates and considerations regarding the CCP audit. About the CCP audit Important dates Mid-February Notifications of Audit Phase One (1) results are sent out. Early March The annual CCP audit process is conducted through three (3) phases. After each audit phase, the CLPNM contacts audited registrants to inform them of the audit outcome. If a registrant meets the requirements, they do not have to go to the next phase. Notifications of Audit Phase Two (2) results are sent out. Audit One Early May The first phase of the CCP audit takes place in January, and registrants are notified of the results in mid-February. Notifications of Audit Phase Three (3) results are sent out. Registration renewal Registrants selected for the CCP audit who have met all other requirements for registration renewal shall be subject to a conditional 2015 license. The audited individual’s ability to practice fully as an LPN is not affected by the condition. Upon successful completion of the CCP audit, the condition shall be removed. Audit Two The second phase of the CCP audit takes place at the end of February, and registrants are notified of the results in early March. Audit Three The third and final phase of the CCP audit takes place at the end of April, and registrants are notified of the results in early May. Notification of Results After each audit phase, results are sent to the registrants via email and by regular or registered mail. If a registrant has not met the requirements of the CCP audit at any point during the audit phases, there are time sensitive follow-up requirements imposed on the registrant; there is also a requirement for the registrant to forward an employer(s) verification form to their current employer(s). The employer(s) is required to complete this form and forward it to the CLPNM. Employer verification forms are not accepted if submitted by the registrant. If a registrant has not met the CCP audit requirements during any phase of the audit and fails to comply with directions provided by the CCP auditors and/or the Executive Director within the deadline imposed, the registrant’s active practicing registration may be cancelled. This means their registration will no longer be valid, and they will not be authorized to practice as a licensed practical nurse (LPN) in Manitoba. It is the responsibility of each registrant to ensure their registration is active and in good standing in order to practice as an LPN. Therefore, if a registrant has not received notification from the CLPNM with regard to the results of their CCP audit, they are responsible to contact the CLPNM for verification of their audit results. Audit Completion Once a registrant has successfully completed the CCP requirements during any point of the CCP audit, the CLPNM notifies the registrant and the employer(s) (as listed on the registrant’s file at the CLPNM) that the LPN’s registration status is no longer conditional as they have now met all of the CCP requirements. For further information regarding the CCP audit, please visit the CLPNM website at www.clpnm.ca or contact the CLPNM office at 204-663-1212 or 1-877-663-1212. Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba 13 NURSING FATIGUE This article was originally printed in the RPN Journal, summer edition, 2013, a publication of the Registered Practical Nurses Association of Ontario, and is reprinted with their permission. Sue Bookey-Bassett has no illusions about the massive toll fatigue can take on nurses. an extra shift when they are already exhausted. Or nurses may work in institutions that frown upon taking breaks. One of her colleagues, a fellow nurse, was driving home after working a long, tiring shift one morning when she got into a car accident. She later died from her injuries. These types of attitudes need to change, according to Bookey-Bassett. Health-care leaders need to recognize that having tired, stressed out or even burned out nurses can compromise patient safety. Health-care leaders should have an open, honest discussion about the reality of nursing fatigue and develop strategies to combat it. The tragic event inspired Bookey-Bassett to pursue her research interests into further understanding the work-related causes of fatigue faced by nurses. And what she has discovered is both eyeopening and troubling. Nurses are at high risk of suffering from fatigue, stress and burnout as a result of long hours, irregular shifts, inability to take breaks and other job-related demands. The consequences of fatigue are significant and can result in increased absenteeism, medication errors, difficulty concentrating and other problems that could potentially put patients at risk. Nurses who suffer from prolonged fatigue are also more likely to leave the profession and even develop health problems, such as cardiovascular disease, depression and obesity. “I can’t emphasize enough how important this issue is,” says Bookey-Bassett, who is a part-time faculty member and doctoral student studying at McMaster University in Hamilton, Ont. “Nurses need to know about the risks of fatigue so they can do something about it.” Although the term “fatigue” is often used to cover everything from everyday tiredness to overwhelming exhaustion, it can actually be separated into three separate categories. Fatigue describes general tiredness and can be quite common, while stress sets in when nurses face too many demands, aren’t able to take breaks or face other serious challenges. Burnout is at the extreme end of the spectrum. It occurs when people are exhausted and cynical about the work they do. It can have a major impact on the way nurses interact with patients and families. “Nurses experiencing burnout are so exhausted and they become so lackadaisical in their work. They just don’t care anymore, “says Bookey-Bassett. A survey conducted in 2010 by the Canadian Nurses Association and the Registered Nurses’ Association of Ontario found that 55 per cent of nurses say they almost always feel fatigued at work, while 80 per cent said they always feel fatigued when they finish work. Many of the nurses included in the survey said fatigue interfered with their ability to make good decisions and exercise sound judgment. Part of the problem is many nurses may not even be aware of the fact workrelated fatigue isn’t normal. Increasing awareness of the realities of fatigue—and the serious consequences it can have—is a vital factor in combatting the problem. And that means health-care organizations must get on board, too. In many centres, nurses may be reprimanded or develop a negative reputation if they decline For instance, airline pilots must take mandated breaks and are not allowed to work for extremely long periods that could compromise their cognitive abilities. The same should apply to nurses, who are responsible for the safety and well-being of patients. “It’s recognizing fatigue is an issue as well as increasing awareness and developing policies so that nurses are able to take breaks and get the rest they need when they are tired,” says Bookey-Bassett. But this also means nurses shouldn’t be afraid to speak up and talk to their colleagues about the challenges they face when it comes to overcoming fatigue. Nurses may not be able to overhaul these workplace cultures by themselves. But speaking out about fatigue and the problems it can cause could start a new conversation – one that can lead to changes that can help reduce levels of fatigue in the profession. 14 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba MANITOBA HAS AN APOLOGY ACT – LEARN MORE ABOUT IT! THE IMPORTANCE AND IMPACT OF AN APOLOGY An Information Sheet from the Manitoba Institute for Patient Safety and the Manitoba Alliance of Health Regulatory Colleges Patients a and their families expect to be told when something has happened that has harmed them or had the potential to harm them. Patients have a right to know this information. Informing them honestly and fully is the right thing to do. what has happened. They “are the second victims, devastated by having been the unwitting instrument that seriously harmed another” 5. Apologizing, expressing remorse, and a desire to make amends, can lead to forgiveness and healing for health professionals as well. How to apologize / What you can do. Disclosing and apologizing go hand in hand. After advising a patient of a harmful event, including a critical incident b, it is natural to follow with a sincere and honest expression of regret (an apology). Why patients need to hear an apology. An apology, given sincerely, can help lessen the emotional impact of the harm, be therapeutic for the patient and health professional as well as lead to healing, regaining trust, and a greater possibility of reconciliation 2,3. Apologizing – demonstrating our humanity and the concern we feel makes it possible for the patient and family to forgive. By apologizing am I admitting liability? No. An apology can’t be admitted as evidence of fault or legal liability. The majority of Canadian Provinces and Territories, including Manitoba 4, have enacted apology legislation which prohibits apologies from being used in court. Why do we have Apology Legislation? $VLJQLÀFDQWQXPEHURISDWLHQWVZDQWDVLQFHUHDSRORJ\ for what has happened to them. Health professionals may be afraid that apologizing to a patient will create legal liability, or will negatively affect their malpractice insurance coverage. This is not the case in Manitoba. The Apology Act allays these fears and concerns. Allowing health professionals to apologize freely, without creating liability, provides an opportunity to begin making amends. Why apologizing can also heal the practitioners involved. After a patient is harmed, health professionals often feel fear, remorse, guilt, shame, self-anger and depression for a Talk with your team about who will apologize and how the apology should occur. The words “I’m sorry” should be part of any apology 2. Apologize as soon as possible. Be compassionate, honest and sincere in your apology. An apology will not be as easy to accept if the patient feels you are forced to apologize or are not genuine in your apology 2,3,6. The following may take place over several meetings. These are guidelines. Check your organizational policies for further information. $FNQRZOHGJHWKDWVRPHWKLQJHJDFULWLFDOLQFLGHQW has happened. ([SODLQWKHIDFWVRIZKDWKDVKDSSHQHGZLWKRXW accepting or assigning blame. ([SODLQKRZWKHLQFLGHQWZLOODIIHFWWKHKHDOWKRIWKH patient. 0DNHDJHQXLQHDSRORJ\IRUWKHLQFLGHQWWKDWVKRZV remorse, humility and compassion. Consider using words like “I feel badly for what happened.” “We are sorry.” “We know that what happened has caused you unnecessary pain/anguish/health complications….” ([SODLQZKDWFDQKDSSHQWRKHOSUHPHG\WKHVLWXDWLRQ 'RFXPHQWWKHFRQYHUVDWLRQZLWKWKHSDWLHQWDQGIDPLO\ ,ISRVVLEOHH[SODLQZKDWZLOOFKDQJHVRWKLVVDPH situation is less likely to happen to other patients in the future. People usually want to know that some good may come about as a result of the situation that has caused them emotional or physical pain. 2QFHWKHHYHQWKDVEHHQUHYLHZHGIROORZXSZLWKWKH patient to see how they are doing and advise them on what progress has taken place to reduce the likelihood that it does not happen again to others. The term “patient” includes any recipient of care by a health professional in any setting bA critical incident1 is an unintended event that occurs when health services are provided to an individual that result in serious and undesired effects such as death, disability, injury, harm, an unplanned admission to hospital, or an extension of care in hospital. The unintended event is not as a result of the patient’s illness or the risk in treating the illness, but from the healthcare provided. Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba 15 THE RESERVED ACTS Frequently Asked Questions for LPNs The College of Licensed Practical Nurses of Manitoba (CLPNM) recently requested input from our members to help us document the health care activities LPNs are performing safely and effectively in Manitoba today. This consultation is being carried out as part of the transition to The Regulated Health Professions Act (RHPA). To date, over 600 Manitoba LPNs have responded to our surveys or met with us at one of our consultation sessions. CLPNM would like to thank all those who contributed their time and shared information about their practice. These responses will help us to demonstrate all the activities LPNs are trained and skilled to perform and their contributions to Manitoba’s health care system in communities throughout Manitoba. In their responses, some LPNs asked questions about the reserved acts or shared concerns about what this might mean to the future of the profession. These questions and concerns are addressed below. What are the “reserved acts?” The RHPA includes a new approach to regulating who does what in the provision of health care services. It does this by identifying certain health care activities as “reserved acts.” These are activities that could pose significant risk or possible harm to the public if performed by someone without the necessary competence and skill. Will other health professions also have to validate the reserved acts they are competent to perform? Yes. All regulated health professions will be required to provide to Manitoba Health, Healthy Living and Seniors a submission requesting authorization for the reserved acts their members have the competence and skill to perform. In addition, for some reserved acts, the qualifications or other specific requirements their members must meet will need to be specified. Will more than one profession be able to perform the same reserved act? Yes. The performance of a reserved act may be authorized to a number of regulated health professions. Is there an intention to reduce current LPN scope of practice? No. The intent of the RHPA is to ensure public protection and accountability and to promote interprofessional practice. The intent of the consultation process is to help CLPNM demonstrate the activities LPNs are qualified to perform and are performing safely and effectively in Manitoba today. How can I find more information? You can read more about the RHPA at http://www.clpnm.ca/rhpa.html. You can also contact Renata Neufeld, Policy, Process and Communications Consultant, at CLPNM at 204-663-1212 or 1-877-663-1212 toll free or at [email protected]. 16 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba NEW CODE OF ETHICS CLPNM’s new Code of Ethics goes into effect on December 1st, 2014. The new Code of Ethics was developed in preparation for transitioning under the Regulated Health Professions Act (RHPA) and will replace the current Code of Ethics and Student Code of Ethics. All registrants, including licensed practical nurses (LPNs), graduate practical nurses (GPNs) and student practical nurses (SPNs) in all roles and settings are held accountable for understanding, upholding and promoting the ethical standards of the profession as outlined in the new Code of Ethics. What are ethics? Ethics is the philosophical study of what is right and what is wrong. It is the study of values, beliefs and morals. Nurses are continually making decisions about the right course of action. In Nursing, ethics are the study of good conduct, characters and motives. They are the values and standards that the profession strives to uphold and are outlined in the CLPNM Code of Ethics (Potter & Perry, 2010). What is a code of ethics? A Code of Ethics serves as the foundation for the nurse’s professional practice. It outlines the commitment to respect, promote, protect and uphold the fundamental rights of people who are both the recipients and the providers of health care. The Code of Ethics describes the accepted standards for ethical decision-making, ethical practice and the professional conduct expected of nurses; it also provides a framework for the professional conduct expected of nurses. The values of the Practical Nurse in Manitoba are outlined in the CLPNM’s Code of Ethics and are the foundation of practical nursing practice. What are values? The ethical values of the Practical Nurse in Manitoba are: Values are the foundation of ethics: the moral beliefs of an individual or group. In regards to nursing, they can be broken down into two distinct groups: personal values and professional values. Personal values are unique to each individual and are usually influenced by social and cultural norms. Both the nurse and their clients have their own personal values. Professional values are the moral beliefs of the profession. They are the broad ideal of nursing care and are established, reasonable directions for practice. Practical nurses have the responsibility to uphold their client’s values and the profession’s ethical values (Potter & Perry, 2010). In nursing, ethical dilemmas can occur when the nurse’s personal values conflict with the values and beliefs of their clients. The professional values, as outlined in the CLPNM’s Code of Ethics are designed to help guide the practical nurse through these ethical dilemmas. • Respect and dignity of the person • Compassionate care • Trustworthy professional relationships • Informed decision-making • Safety and protection of the public • Privacy and confidentiality • Justice, equity, and fairness • Quality work environments What are ethical standards and responsibilities? The ethical standards are developed to assist the practical nurse in upholding the values of the profession. They express the ideals for nursing care, establish reasonable directions for practice and govern the conduct of the CLPNM members. Much like the Standards of Practice, all members of the CLPNM are held accountable for upholding the ethical standards of the profession. Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba The six (6) Ethical Standards of the CLPNM’s Code of Ethics are: • People-centred approach • Compassionate, safe, ethical and competent care • Professional integrity and conduct • Collaboration with the health care team • Ethical management of personal information • Professional responsibility and accountability Described below each individual Ethical Standard are listed the ethical responsibilities in the Code of Ethics of each individual practical nurse. The nurse engages in these responsibilities in their daily nursing practice, and is therefore held accountable to the ethical responsibilities outlined in the Code of Ethics. The Ethical Responsibilities can also be utilized when the nurse is confronted with ethical dilemmas. 17 Where do I go for more information? The CLPNM Code of Ethics can be found on our website at www.clpnm.ca. If you have any questions regarding the Code of Ethics, please contact the CLPNM at: College of Licensed Practical Nurses of Manitoba 463 St Anne’s Road, Winnipeg, MB R2M 3C9 Phone: 204-663-1212 Toll Free: 1-877-663-1212 email: [email protected] WORKSHOPS COMING TO MANITOBA WINTER/SPRING 2015 HELPING COMMUNITIES AND ORGANIZATIONS WITH ISSUES OF CRISIS AND TRAUMA MINDFULNESS COUNSELLING STRATEGIES - ĐƟǀĂƟŶŐŽŵƉĂƐƐŝŽŶĂŶĚZĞŐƵůĂƟŽŶ Winnipeg: February 12-13, 2015 HELPING CHILDREN - WƌĂĐƟĐĂůdŽŽůƐĨŽƌŶŐĂŐŝŶŐĂŶĚ^ƵƉƉŽƌƟŶŐ Winnipeg: March 9-10, 2015 CHALLENGING BEHAVIOURS IN YOUTH - ^ƚƌĂƚĞŐŝĞƐĨŽƌ/ŶƚĞƌǀĞŶƟŽŶ Winnipeg: April 8, 2015 BULLYING INTERVENTION STRATEGIES - ZĞƐƉŽŶĚŝŶŐĨŽƌWƌĞǀĞŶƟŽŶ Winnipeg: April 9, 2015 WEBINARS No matter where you live, you can easily access some of CTRI’s workshops right from your desk. Our one hour webinars offer you the opportunity to hear, view and engage with our trainers. To purchase a pre-recorded webinar or to register for one of our live webinars, please visit our website. Each month, CTRI offers a FREE webinar. Please visit our website for more information. TO REGISTER FOR A WORKSHOP OR FOR MORE INFORMATION: 204.452.9199 DISORDERED EATING - &ƌŽŵ/ŵĂŐĞƚŽ/ůůŶĞƐƐ Winnipeg: May 11, 2015 MOTIVATING CHANGE - ^ƚƌĂƚĞŐŝĞƐĨŽƌƉƉƌŽĂĐŚŝŶŐZĞƐŝƐƚĂŶĐĞ Winnipeg: May 12-13, 2015 DE-ESCALATING POTENTIALLY VIOLENT SITUATIONS™ Winnipeg: June 3, 2015 CRITICAL INCIDENT GROUP DEBRIEFING Winnipeg: June 4, 2015 UNDERSTANDING MENTAL ILLNESS Winnipeg: July 7, 2015 COUNSELLING SKILLS - Ŷ/ŶƚƌŽĚƵĐƟŽŶĂŶĚKǀĞƌǀŝĞǁ Winnipeg: July 8-10, 2015 www.ctrinstitute.com [email protected] 18 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba PRAY AND JUMP IN: HEALING THE WORLD’S POOR ABOARD THE AFRICA MERCY “Pray & Jump in” is beautifully painted on a plaque that hangs on a wall in Laura Klassen’s home in Niverville, Manitoba. Meeting with Laura just weeks before she embarks on another nursing adventure, it was apparent that Laura’s faith and compassionate heart are what initially drove her into nursing, and that continue to fuel her passion for helping others. At the age of 41, Laura enrolled in an RN program fulfilling a life-long desire to become a nurse. Unfortunately, in 2003, Laura was involved in a motorcycle accident, which left her with broken bones, an inability to walk, and a derailed dream. Due to the severity of the accident, Laura was no longer able to continue with her nursing program; thus, she had to withdraw forcing her to put aside her desire to become a nurse. Miraculously, Laura was able to recover from her accident, and at the age of 46 she was accepted into the LPN program at Assiniboine Community College. At 48 years young, Laura graduated from the program with honours, and with her four children cheering in the audience. Laura’s interest in nursing abroad began one evening while she was watching the Discovery Channel; the television program Mighty Ships was showcasing the Africa Mercy. The Africa Mercy is currently the flagship of Mercy Ships, and is the world’s largest charity hospital ship solely dedicated to the continent of Africa. Mercy Ships in an international faith-based charity using volunteers aboard hospital ships to deliver transformational surgeries and health care to those who do not have access to health services. The mission of Mercy Ships is to bring hope and healing to the world’s forgotten poor while delivering medical excellence free of charge with integrity and compassion. This unexpected interest in the Africa Mercy turned into a new passion for Laura. The Mercy Ship docked in Conakry, Guinea where Laura boarded and began her new nursing adventure. After much prayer and discussion with her family, Laura applied in early 2012 for a six-month term position aboard the Mercy Ship as a ward nurse to begin August 2013. However, in the fall of 2012, Laura was contacted and offered the opportunity to fill a current vacancy in one of the Mercy Ship Programs, Field Operations Eye Team, as an operation assistant, which required her to leave in two short months. She was able to secure funding for her room and board on the ship, and she received a leave of absence from her employer in Manitoba’s Southern Regional Health Authority. She also managed to complete all of her immunizations and secure travel arrangements prior to departure. In November of 2012, Laura quickly jumped at the opportunity to join the Africa Mercy docked in Conakry, Guinea. Laura left for Africa in mid-November and was welcomed at the Conakry Airport by her team leader with open arms and a teaching heart. Laura had no previous experience in eye care, but she was quickly taught the necessary skills while being submerged into the country, the language, and the culture. Five mornings a week, Laura’s team, which included 10 local translators, was involved in the basic initial field screening for cataracts. Afternoons were spent in a field tent conducting more extensive and thorough cataract testing, as well as booking surgery dates and times aboard the docked ship. The ship could accommodate 10-30 surgeries per day and all of the patients required follow-up on day one postoperatively as well as two weeks later. At the six Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba 19 week mark, patients would then go to the clinic for laser surgery, and the staff held a Celebration of Sight to mark the momentous occasion. Though working off ship provided Laura with the luxury of experiencing the culture of Conakry, she states that the city itself felt challenging due to the amount of crime, corruption, and violence. The Africa Mercy’s security team would leave the ship around 4am to do crowd control as hundreds, as many as a thousand, would want to be seen. The team could perform up to 400 initial screenings per day using very basic equipment; dilation drops and a flashlight. Laura recalls many heartbreaking moments when they had to tell people that they could not be helped due to glaucoma and/or other debilitating diseases that the team was not equipped to treat. “It was hard to turn them away knowing that many would become blind. It was especially difficult to see this in babies because their lives were just beginning.” The Mercy Ship’s office where Laura helped organize and schedule upcoming surgeries. Laura recalls that life aboard the ship was lonely at times, but she states that God provided many new friends and prayer supports both locally and from home to encourage and lift her spirits. The living accommodations were small, and Laura, like many volunteers, found living in that tight community quite challenging. One large room was shared by 8 people where each bunk bed was separated by a curtain; bunkmates could not stand in the curtained off area together due to the lack of space. In addition, all 8 people shared one bathroom, which at times could prove very trying. The waiting room in Conakry, Guinea for patients requiring follow-up post-operatively. Thankfully, the occasions of joy seemed to outweigh the moments of disappointment, frustration and heartache. Laura tearfully recalls some of the more tender moments, and truly believes “it was a joy to be part of the life-altering surgeries for the poor and disadvantaged of the city in which we were docked.” One client in particular really captured Laura’s heart. This client had impairments from birth, and she had been living with her condition while raising her 12 children. Despite a potentially poor prognosis, she had surgery on both of her eyes. Post-operatively though, there was minimal change to her eye-sight and despite this outcome, the client had no regrets. Laura followed this client’s recovery and progress closely, and was able to see the joy, peace, and healing in her mind, body, and soul. Laura’s initial term with Mercy Ships in Guinea was supposed to be six months long, but due to a serious medical concern, the medical team aboard the ship thought it would be best for Laura to return home for treatment. As disappointed as Laura was to leave Africa early, she states she had peace about the whole situation. “We do not always know why things happen as they do, but they are always for our good when we are in God’s plan for our life. If you say “Yes” to his leading, He will absolutely astound you with opened doors and blessings you could only have imagined.” Laura packed her bags that night, and returned home the next day hoping that the goodbyes said would not be forever. Fortunately for Laura, her medical concern was only a scare and she was subsequently given a clean bill of health, which allowed her to dream again. “Dreams, hopes and desires are the things that make life worth living, and if we are fortunate enough during the fulfillment of our dreams to form spiritual connections with others, the rewards are immeasurable. Some people hold back from pursuing their dreams because they fear failure and covet the security of the familiar. Dreams and desires translate from the spiritual realm into our reality when we relinquish our fears and insecurities. The rewards far outweigh any fear.” Just like Laura did the first time, she prayed, jumped, and returned to the Africa Mercy. Laura accepted a nine-month term starting in September 2014 working as the Director of Field Operations in Benin, Africa. She is the liaison between the day workers, the surgeons, the ship, and the translators. She also coordinates surgeries and ensures the team has all of the necessary equipment and supplies to carry out field screenings. Though Laura has now returned to the Africa Mercy, this newest adventure still carries some unknown factors as well as some feelings of fear. But for Laura, “a leap of faith with God’s leading will always be rewarded when we offer complete trust in His direction for our lives. All I need to do is pray and jump in.” 20 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba INTERCULTURAL COMPETENCE: SERVING AND PROTECTING THE PUBLIC It is no secret that Manitoba is a multicultural province within a multicultural country. In both our professional and personal lives, each of us routinely encounter and communicate with people whose cultural background is different than our own. However, how often do we ask ourselves whether our communication and behaviour are respectful of other cultures and their inherent values and beliefs? It goes without saying that intercultural competence is crucial to the nurse-client relationship; however, it is also imperative that the nurse be interculturally competent when dealing with all members of the health care team in order to protect the health, safety and welfare of the public. Standard III: Professional Service in the Public Interest in the LPN Standards of Practice states: These questions are especially relevant to those working in the nursing profession. Intercultural competence plays a large role in serving and protecting the public. All nurses have a responsibility to make sure that they are both interculturally aware and interculturally competent. The Licensed Practical Nurse provides nursing service and collaborates with others in providing health care, while respecting individual beliefs. According to the College of Licensed Practical Nurses of Manitoba’s (CLPNM’s) Code of Ethics (Ethical Standard 1: People-Centred Approach) the ethical responsibilities of Manitoba’s practical nurses include: • • Respecting the rights, values, preferences, beliefs, cultural background and knowledge of the client, family/designate, and community when planning for or providing care and services. Advocating for the client without bias or discrimination. Intercultural competence is required for a licensed practical nurse (LPN), graduate practical nurse (GPN) or student practical nurse (SPN) to uphold these ethical responsibilities, or any other ethical responsibility listed under the six Ethical Standards in the CLPNM’s Code of Ethics (December 2014). Indicator 3 of Standard III goes on to say that the nurse: communicates and collaborates with appropriate professionals and relevant others to attain client health care outcomes. To assist the nursing profession in becoming more interculturally aware and competent, Manola Barlow, Diversity Coordinator at the Manitoba Nurses’ Union (MNU), provides intercultural workshops to MNU members. Manola offers a range of workshops. Topics in the past have included: Introduction to the Role of Culture, Creating a Welcoming Workplace, Communicating in Multicultural Teams and Intercultural Communication. Manola will conduct a needs assessment of her target audience and customize the workshop for the specific workplace. Not only does she customize workshops, she provides them for free to MNU members. The length of these workshops is determined by the worksite; however, Manola recommends 2-3 hours. She describes these workshops as significant because, “Manitoba is a diverse province, with a growing immigrant community. Nurses in Manitoba come from a range of backgrounds, and they come with a variety of skills. Learning about cultural awareness is the first step in creating a welcoming environment. Organizations that embrace principles of cultural competency are better equipped to attract and retain highly skilled new Canadian workers. They are also able to facilitate the transition of new Canadians into the workplace. Organizations that are culturally competent are healthy workplaces that prevent harassment and discrimination based on cultural misunderstandings.” Specifically in the nursing profession, a culturally competent workplace is one that can better serve and protect the public. Staff from the CLPNM will participate in a series of workshops facilitated by Manola beginning December 2014. If you or your organization is interested in finding out more about the workshops she offers, you can contact Manola at: Manitoba Nurses Union 204.942.1320 ext. 221 [email protected] Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba 21 2015 COLLEGE EXCELLENCE AWARDS Do you have a colleague who deserves recognition for their ongoing commitment to their patients, their practice, or to health care in general? The Nursing Practice Award The Educator Award The Nursing Practice Award recognizes a licensed practical nurse (LPN) who is actively practising, and through the lens of person-centered care demonstrates outstanding care, commitment, and competence. The recipient is recognized by peers as one who contributes to the betterment of the profession of practical nursing and health care in general. This LPN also participates in the community, demonstrates an ability to work collaboratively, and has an innovative outlook. The Educator Award recognizes and honours the outstanding contribution of an LPN educator who has strengthened the quality of practical nursing education in Manitoba by providing leadership, commitment, creativity and innovation in the delivery of practical nursing programming. The recipient demonstrates a commitment to educate and promote the utilization of LPNs to their full scope of practice. The educator actively promotes excellence in practical nursing education. The New Graduate Award The Leadership Award The New Graduate Award recognizes a new LPN who, within the first two (2) years of practice, has contributed energy and commitment to nursing practice by participating in activities that promote the optimal utilization of LPNs in the practice setting. The recipient demonstrates the principles of interprofessional collaboration and shows commitment to personal professional development. The Leadership Award recognizes and honours the outstanding contribution of an LPN who has played a pivotal role in licensed practical nursing by providing leadership at the regional, provincial, and/or national level. The recipient is a role model for the profession, a visionary who inspires others, a strong communicator and demonstrates the principles of interprofessional collaboration. The Nursing Mentor/Preceptor Award The Nursing Mentor/ Preceptor Award recognizes an LPN who enhances other’s intellectual and practice competencies, and guides them into the LPN professional community by providing advice, counsel, and support; as well as by providing feedback, imparting valuable information, and teaching by example. The Special Recognition Award The Special Recognition Award honours an LPN, member of the public or organization whose sustained contribution, dedication, commitment and achievement positively impact practical nursing and the health care system on a regional, provincial and/or national level. 22 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba 2015 CLPNM EXCELLENCE AWARDS NOMINATION FORM Nomination Process Submit a written statement (500 words or less) describing why the nominee deserves the award. Be clear and specific; support your nomination with examples of how the nominee meets the award criteria. This information will be used to determine the award winner; be as thorough as possible. Nominations will not be accepted without a written statement. Please forward your completed nomination form, with attached statement, on or before February 20, 2015. By Email: [email protected] By Mail: ATTN: Executive Committee Chair College of Licensed Practical Nurses of Manitoba 463 St. Anne’s Road Winnipeg MB R2M 3C9 The College of Licensed Practical Nurses of Manitoba’s (CLPNM’s) Excellence Awards will be announced and presented on June 1, 2015 at the CLPNM’s Awards & Recognition Dinner, following the Annual General Meeting (AGM). The AGM and Awards & Recognition Dinner will take place at the Viscount Gort hotel in Winnipeg, Manitoba. Award recipients will be notified in advance, so that they are able to attend the ceremony. Nominees Must (ensure that the individual you are nominating meets the following criteria): 1. 2. Hold an active practicing license with the CLPNM (exception is the Special Recognition Award & the Educator Award). Be currently employed as an LPN in Manitoba (exception is the Special Recognition Award & the Educator Award). 3. Be actively practicing in any domain of nursing (exception is the Special Recognition Award). 4. Be in good standing with the CLPNM and any other applicable professional body. How to Apply: 1. Ensure that the nominee meets the above criteria, as well as the criteria outlined in the award description. 2. Fill out the application portion of this form (see second page). 3. Ensure the application is signed by two nominators. 4. Attach a written statement (500 words or less). 5. Return to the CLPNM by mail or email no later than February 20, 2015. Note: The CLPNM may need to contact the nominee for further information if required. If you have any questions regarding the nomination process, please contact the CLPNM by phone at (204) 663-1212, or by email at [email protected]. Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba 23 2015 COLLEGE EXCELLENCE AWARDS NOMINATION FORM Please select the award (select only one): Nursing Practice Award Educator Award New Graduate Award Leadership Award Nursing Mentor/Preceptor Award Special Recognition Award Nominee Information: Name: Registration Number (if applicable): Address: Phone Number: Employer (if applicable): Education (list all formal education): Nominator Information: Name: Address: Registration Number (if applicable) : Phone Number: 1st Nominator’s Signature: Name: Address: Registration Number (if applicable): Phone Number: 2nd Nominator’s Signature: Note: Please ensure that you have read over the nomination process, and that the nominee is eligible to receive the award. If you have any questions regarding the nomination process, please contact the CLPNM at (204) 663-1212, or by e-mail at [email protected]. Please forward your completed nomination form, with attached statement, on or before February 20, 2015. By Email: By Mail: [email protected] ATTN: Executive Committee Chair College of Licensed Practical Nurses of Manitoba 463 St. Anne’s Road Winnipeg MB R2M 3C9 24 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba NOTICE TO REGISTRANTS: BY-LAW AMENDMENTS BY THE CLPNM BOARD OF DIRECTORS The CLPNM Board of Directors has amended the By-laws. The amendments will be presented for approval at the 2015 Annual General Meeting (AGM). Please contact Christy Froese LPN, President, if you have any questions or comments by phone at (204) 663-1212, or by email at [email protected]. Current By-law Wording Proposed Changes: 3.2 Term of Office 3.2 Term of Office a] Subject to subsection 3.3, the term of office of all Board members except the President shall be two years. a] Subject to subsection 3.3, the term of office of all elected Board members shall be two years; however, the incumbent may continue to hold office upon completion of a term until a successor is elected or, if required, subject to 3.8, appointed by the Board. b] Appointed Board members, who are not members of the College and subject to the Act, may serve indefinite two (2) year terms at the discretion of the Board. c] The President shall provide written notice of his/her intent to seek re-election or intent to resign at the spring Board meeting, 1 year prior to that event. d] The Vice-President’s term of office will be determined by the Board upon appointment. b] The President may serve more than one term but not more than three consecutive terms, however, the President may continue to hold office upon completion of a term until a successor is appointed or elected by the Board. c] Before the end of the two year term, the incumbent President shall provide written notice of his/her intent to seek re-election or intent to resign. d] Appointed Board members, who are not members of the College and subject to the Act, may serve indefinite two (2) year terms at the discretion of the Board. e] The Vice-President’s term of office will be determined by the Board upon appointment. Rationale Currently the President may serve indefinitely. The proposed By-law changes will limit the President’s term of office to two years, up to a maximum of three consecutive terms. The proposed By-law change also ensures the Board can continue to carry out its business while replacement Board members are appointed or elected. Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba Current By-law Wording Proposed Changes: 3.3 Eligibility to Hold Office 3.3 Eligibility to Hold Office a] Registrants on the register of practising licensed practical nurses who are in good standing shall be eligible for election or re-election to the Board, with the following exceptions: a] Registrants on the register of practising licensed practical nurses who are in good standing shall be eligible for election or re-election to the Board, with the following exceptions: i. employees of the College; or ii. individuals who hold office on the Board of a nursing bargaining unit. b] If an elected registrant ceases to be a practising licensed practical nurse, they shall cease to be a member of the Board. c] Board members seeking election to the position of President shall: i. Declare in writing their intention to run for office at the spring Board meeting prior to the annual meeting. ii. Submit a resume. iii. Provide evidence their nomination has been supported by at least three Board members. d] The President shall be eligible for re-election for indefinite terms at the discretion of the Board. e] The Vice-President must be a member of the Board to be eligible for the nominations. 25 Rationale The former 3.3 (d) has been deleted to reflect the proposed change to the President’s term of office. i. Employees of the College; or ii. Individuals who hold office on the Board of a nursing bargaining unit. b] If an elected registrant ceases to be a practising licensed practical nurse, they shall cease to be a member of the Board. c] Board members seeking election to the position of President shall: i. Declare in writing their intention to run for office at the spring Board meeting prior to the annual meeting. ii. Submit a resume. iii. Provide evidence their nomination has been supported by at least three Board members. d] The Vice-President must be a member of the Board to be eligible for the nominations. 3.7 Meetings 3.7 Meetings d] Written notice of meetings of the Board, stating the business to be transacted, shall be given to each Director not less than fifteen (15) calendar days before the meeting. Notice of any meeting or any irregularity in any meeting notice may be waived by any Director. d] Written notice of meetings of the Board, stating the business to be transacted, shall be given to each Director not less than fourteen (14) calendar days before the meeting. Notice of any meeting or any irregularity in any meeting notice may be waived by any Director. The proposed change sets the notice period for Board meetings at 14 instead of 15 days, to better reflect the administrative processes of the College. 26 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba Current By-law Wording 3.8 Vacancies a] If a Board member resigns, or dies, or is suspended and is removed from the Board, the Board shall declare the office vacated and may appoint a successor, in the manner hereinafter set out, to hold office until the end of the current term of office. b] Vacancies on the Board, so long as a quorum of Board members remains in office, shall be filled in the manner hereinafter set out: i. Vacancies among the officers shall be filled by appointment by the Board of a then incumbent Board member. ii. If an elected Director is elected to the office of President or Vice-President, the Board shall declare the Director’s position vacant and shall order that a by-election be held within the electoral district. iii. If there is a Vice-President, that person shall fill the vacancy in the office of President for the remainder of the predecessors’ term. iv. A vacancy among the Directors in the first year of the vacating Director’s term shall be filled by calling a by-election in the electoral health district from which the vacancy occurred. v. A vacancy among the Directors in the second year of the vacating Director’s term shall be filled by appointment by the Board. c] A vacancy that cannot be filled by a member in the electoral health district from which the vacancy occurs; the Board shall fill that vacancy by appointment. d] If vacancies on the Board number such that there is not a quorum of elected Directors remaining, the remaining Board Directors shall be forthwith call an election to fill the vacancies. Proposed Changes: 3.8 Vacancies Add: e] In the event that the President position becomes vacant before the end of a term; if there is a Vice-President appointed, they shall assume the role of President for the remainder of the predecessor’s term. If there is no Vice-President, the Board shall convene and appoint a new President subject to Article 3 of the College Bylaws. Delete 3.8 b(iii) Rationale The proposed addition clarifies how vacancies in the President position will be filled. Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba Current By-law Wording Proposed Changes: 27 Rationale Article IV – Duties of Officers Add: The proposed addition clarifies: 4.1 The President 4.3 Executive Director § that the Executive Director is an officer of the College; and a] The President shall preside at all meetings of the Board and the annual or special meetings, within the term elected. The President shall see that all orders and resolutions of the Board are carried into effect. a] The Executive Director shall be a licensed practical nurse appointed by and responsible to the Board. b] The President shall submit a report for the year to the registrants at the annual meeting, and report to the Board, matters which in the interest of the College may be required to be brought the Board’s attention. c] An elected Director could fulfill the President’s duties in his/her absence. 4.2 The Vice-President a] The Vice-President is voted by and from the Board when required by the Board. b] The Vice-President works under the direction of the President. c] The Vice-President performs the duties in the absence or inability of the President. d] The Vice-President performs such duties as may be assigned by the President or the Board. b] The Executive Director shall: i. Be an ex officio, non-voting member of the Board. ii. Be an ex officio, non-voting member of the College. iii. Be an ex officio, non-voting member of all committees of the College with the exception of the Investigation Committee and the Discipline Committee. c] The Executive Director shall act as treasurer of the College, including: i. Keeping all records of the College, including a record of all meetings of the College and not the Board. ii. Issuing all notices required by statute, by the By-laws, or by resolution of the Board. iii. Having custody of the seal of the College. e] The Executive Director is authorized to prescribe such forms, certificates or other documents as may be required for the purposes of the Act, Regulations, or the By-laws. f] In accordance with 6(6) of The Licensed Practical Nurses Act, the Executive Director may appoint any other staff necessary to perform the work of the College. The Executive Director shall set out the duties and remuneration for these staff in accordance with the policies and guidelines set by the Board. § the duties associated with that role. This change in the By-laws would reflect the existing role and duties of the Executive Director; it would simply make them clearer. 28 Practical Nursing | December 2014 | College of Licensed Practical Nurses of Manitoba Les services sociaux et de santé. Offrez-les. Demandez-les… en français. santeenfrancais.com
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