Fast Facts for Managers of Registered Nurses

RN Practice

• All RNs are held accountable to the current CRNS Registered Nurse Practice Standards and the Code of Ethics. The Registered Nurse Entry-Level Competencies (ELCs) provide details that assist RNs and others to understand the actions that demonstrate competence at an entry level. Therefore, all managers of RNs must be familiar with these documents. You can find these and other resources on the CRNS website.
• Did you know The Registered Nurses Act (1988) contains a mandatory reporting requirement indicating that if you terminate a GN, RN, RN(AAP), NP or GNP for professional incompetence or misconduct, you must report this to professionalconduct@crns.ca?
• RN Scope of Practice is evolving. RNs with Additional Authorized Practice [RN(AAP)] have established within the RN general practice category and have a broader scope of practice. Many well-established processes optimize RN practice such as RN Specialty Practices. You can learn more by visiting the Nursing Practice Resources.
• Staffing decisions should be evidence-informed. Using a decision-making framework is essential when implementing or changing staffing models. Building awareness and supporting knowledge development increase the likelihood of achieving desired outcomes. The Toolkit for Managers of RNs Coordination of Care
  document provides key information about RNs expectations when assigning and coordinating care. Working with Unregulated Care Providers
  was finalized as a collaborative project between the College of Licensed Practical Nurses, The Registered Psychiatric Nurses Association of Saskatchewan and the College of Registered Nurses of Saskatchewan and is a valuable tool that guides care delivery within a multidisciplinary team.

NP Practice

• The Prescription Review Program (PRP) monitors prescribing by physicians, pharmacists and Nurse Practitioners (NP) in the province. If you are an employer of NPs, an understanding of the purpose and functioning of this program is essential.

Licensing

• RN license renewal occurs between September and November. RNs must renew each year with the CRNS to hold a valid license effective December 1. As a manager, upon initial hire of an RN and yearly before December 1, you are responsible to verify all RNs working on your unit, in your program and/or department hold an active license with the CRNS. You can do this with our Nurse License Check.
• New nursing graduates are eligible for a Graduate Nurse (GN) license with the CRNS. A GN license is a four-month temporary license and it can be renewed for a maximum of two four-month periods. When the new graduate completes the NCLEX and meets the requirements, they can apply for an RN license. The GN license requires that the individual be supervised by an RN. It is important to know that new graduates cannot work without a GN license. Managers are sometimes asked to provide documentation and references to support new graduates seeking a GN license. For more information about this, please visit the website.
• While licensed as a GN, the registrant must immediately report to the Registrar if they have obtained a conviction or finding of guilt, and/or report as soon as is reasonably practical a charge under any criminal offence under the Criminal Code (Canada),the Controlled Drugs and Substances Act (Canada) or any similar legislation in any province, territory, state or country, or any offence concerning the practice of nursing or another profession in any jurisdiction.

Contact: Email: register@crns.ca
Phone: (Regina) 306.359.4200; (Toll free) 1.800.667.9945

Resources

• Managers of RNs are encouraged to read the CRNS News Bulletin to keep current regarding RN matters. Keep informed about the most recent business of the CRNS by accessing CRNS News Bulletins and messages from the Executive Director and President, Nursing Practice Updates, or the CRNS homepage.
• Managers of RNs (whether they are RNs themselves or non-RNs) are invited to attend the CRNS Annual Meeting.
• The CRNS has Workplace Liaison and Workplace Mentor programs to foster ongoing communication and engagement between the CRNS and registrants. As a manager, you may wish to explore whether the unit/department/facility has a Liaison or Mentor and encourage RNs to apply for the programs if there is not one currently in place.
• CRNS registrants are invited to join the CRNS Facebook group to connect with other RNs on important nursing topics.
• CRNS staff are available as a resource for managers of RNs should they have questions about registered nursing practice.

Continuing Competence Program

• Participation in the CRNS Continuing Competence Program (CCP) is mandatory for all RNs. We encourage you to discuss your RN staff’s CCP learning plans with them. There may be wonderful opportunities for them to share knowledge with peers and others, and to positively impact client outcomes while completing their CCP.