Minnesota Board of Nursing For Your Information

For Your Information is pub-lished quarterly by the Min-nesota Board of Nursing

Phone number:

612-317-3000

Fax number:

612-617-2190

Web site

www.nursingboard.state.mn.us

Inside this Issue

Presidents Message 1

Health Professionals

Services Program

2-4

National Council of

State Boards of Nurs-

ing Publishes Findings

From Survey of

APRNs with Collabora-

tive Practice Agree-

5

New Diagnostic Codes for

Human Trafficking and

Exploitation

5

Simulation Use in MN

Practical and Professional

Nursing Programs

6-7

Flip the Script Campaign

for Opioid Prescribing

7

MN Board of Nursing

Account Log In Tips 7

2018 Annual Discipline

Report

Revised Complaint Forms

Nurses Peer Support

Program

8-11

12

12

Volume , Issue Spring 2019

Having just re-

turned from the

National Council of

State Boards of

Nursing (NCSBN)

Midyear Meeting, I

am again struck by

the depth and

breadth of the

offerings and ser-

vices made available to its member

boards. The NCSBN is a “bottom – up”

organization, developing its programs and

service offerings by responding to the

needs and desires of its member boards. I

could go on at length about the support

available and offered to member boards

by NCSBN. However, I will focus on an ini-

tiative for leadership development.

The theme of the 2019 midyear meeting,

“Formulating Strategy & Aligning Influ-

ence” truly embraced its focus on not only

where we are today – but where do we

want to be in the next 10 years. We must,

as regulatory boards, avoid stagnation and

embrace innovation. The presenters at

the meeting did a masterful job of demon-

strating how it strives to grow as it encour-

ages and supports the growth of its mem-

ber boards.

The meeting opened with the presenta-

tion of the results of a Leadership Assess-

ment Survey. NCSBN used focus groups,

literature review and input from its mem-

ber boards to assess the current state of

boards, as well as future focus – in person,

online and via teleconference to evaluate

competencies (and attitudes), and succession

needs. The emergent themes of the survey

revealed boards wanting access to more for-

mal leadership training for its members, as

well as mentoring/coaching, while still recog-

nizing the value of “on the job” learning.

In response, NCSBN is developing a Global

Leadership Academy of Regulatory Education

(GLARE); which will launch its first course,

“Learn and Lead Differently”, in October of

this year. GLARE is intended to foster the de-

velopment of strong board member leader-

ship and management. Glare is structured to

take how we as regulators lead and manage

right now and look at what knowledge do

each of us need, to move forward. Course

offerings will include regulation, governance,

public policy, research, measurement and

performance. Each path will be structured to

each individual regulator’s current areas of

strength and areas in which there is a need to

grow, and develop a path to completion of

this leadership education. As regulators, it is

imperative that we be well informed and for-

ward thinking. Industry trends grow and

change – we must be prepared to regulate

effectively.”

The 2019 NCSBN Midyear meeting provided

robust information and education. Fortu-

nately, four other board members were able

to attend this meeting. Each has remarked

how much they learned and will bring to their

roles as board members. I urge everyone to

access the NCSBN website and look at every

resource they make available to its members.

President’s Message: Michelle Harker

Page 2 Volume 27 Issue 2

The Health Professionals Services Program The Health Professionals Services Program (HPSP) presented its annual report to the Board of Nursing on February 7,

2019. This article will highlight aspects of that report. For more information on HPSP view the HPSP website.

HPSP was created in 1994 through efforts of the Boards of Nursing, Pharmacy and Medical Practice and their professional

associations due to concern that health professionals were not seeking help for their illnesses because of fear of board

discipline. HPSP provides monitoring services to health professionals with illnesses that may impact their ability to prac-

tice and allows illness and illness related behaviors to be monitored outside of or in collaboration with a disciplinary pro-

cess. The mission of HPSP is to protect the public by providing monitoring services to regulated health professionals whose

illnesses may impact their ability to practice safely. The goals of HPSP are to promote early intervention, diagnosis and

treatment for health professionals with illnesses, and to provide monitoring services as an alternative to board discipline.

Early intervention enhances the likelihood of successful treatment, before clinical skills or public safety are compromised.

Boards and agencies that participate in HPSP are:

Behavioral Health and Therapy Nursing Home Administration Chiropractic

Occupational Therapy Optometry Pharmacy

Dietetics and Nutritionists Emergency Medical Services Physical Therapy

Marriage and Family Therapy Psychology Medical Practice

Nursing Veterinary Medicine Social Work

Podiatric Medicine Health Department Dentistry

HPSP promotes public safety in health care by implementing Participation Agreements that oversee the participants’ ill-

ness management and professional practice. A Participation Agreement may include the participant's agreement to com-

ply with continuing care recommendations, practice restrictions, random drug screening, work site monitoring, and sup-

port group participation. HPSP may request that practitioners refrain from practice if their illness is active (i.e.: not sober,

hasn’t been assessed or treated). HPSP requests that practitioners obtain assessments (substance, psychiatric and/or

medical) to determine the appropriate level of care needed and whether they are safe to return to practice. After the as-

sessments are completed and when it is determined that the practitioner has an illness that warrants monitoring, HPSP

implements Participation Agreements (monitoring contracts) and reviews the practitioners’ compliance with the terms of

the Participation Agreement, over all illness management and work performance. When exacerbations of symptoms oc-

cur, HPSP intervenes as appropriate to protect the public. Certain instances will disqualify an individual from participating

in HPSP and they are:

Diverted controlled substances for other than self-administration

Terminated from HPSP or any other state professional services program for noncompliance

Currently under a board disciplinary order or corrective action agreement, unless referred by a board

Regulated under Minnesota Statutes section 214.17 to 214.25, unless referred by a board or the commissioner of

health

Accused of sexual misconduct

Continued practice would create a serious risk of harm to the public

(cont. on pg. 3)

Page 3 Volume 27 Issue 2

(cont. from page 2)

HPSP is funded almost entirely by the health-licensing boards, whose income is generated through licensing fees. Each

board pays an annual participation fee of $1,000 and a pro rata share of program expenses based upon number of li-

censees enrolled. Nurses represent approximately 56% of HPSP participants and budget. For the 2018 fiscal year the

cost to the Board of Nursing was $434,560.90, an average cost/nurse/year of $1,375.19, or an average cost/nurse/

month of $115. The next largest participating board is the Board of Medical Practice with a 2018 fiscal year cost of

$119,326.35. If not covered by insurance, participants pay for assessments, treatments, and toxicology screening. On

average, collection fees range from $10-$35. Toxicology costs range from $15-$40, with most panels costing $15 and

$20.

Referrals to HPSP come from a variety of sources. Table 1 displays the referral source for nurses for 2014 to first half of

2019. An individual is discharged from HPSP at completion of the participation agreement, non-compliance, self-

withdrawal, or becoming illegible due to a reason noted above. Discharge data for 2014 to date are displayed in Table

2.

Table 1. Five Year Nurse Referral Trends

Table 2: Five Year Nurse Discharge

Trends – for those monitored

Page 4 Volume 27 Issue 2

(cont. from pg. 3) The type of illnesses of nurses who are participating in HPSP with a signed participating agreement on Jan-

uary 16, 2019 are displayed in Table 3, and a breakdown of the types of disorders in in Table 4.

Table 3: Types of illnesses for nurses with a signed participation agreement January 16, 2019.

Table 4: Types of disorders for nurses participating in HPSP

Minnesota’s HPSP program is unique as compared to other state health professional monitoring programs by offering a sin-

gle point of contact for all regulated health professionals, eliminating duplication of services among health licensing boards,

assisting health professionals with substance use disorder, psychiatric, and medical disorders, and centralized expertise. The

HPSP program benefits include monitoring that increases likelihood that licensees will remain treatment compliant and main-

tain recovery/stability; protection of the public by monitoring and, when necessary, limits the practice of impaired health

professionals; and provides structure to document appropriate illness management with and without board discipline. More

information on HPSP can be found on the HPSP website.

Nurses with Signed Participation Agreements Number of Nurses Percent of Nurses

Substance Use Disorders (SUD) 252 83%

Psychiatric Disorders 206 68%

Medical Disorders 50 16%

Substance Use Disorders (SUD)

Number with SUD: 252 Percent of 252 with SUD Percent of 304 Nurses with Signed Participa-

tion Agreements

Alcohol 203 81% 67%

Amphetamines 9 4% 3%

Barbiturates 2 <1% <1%

Benzodiazepine 19 8% 6%

Cannabis 18 7% 6%

Cocaine 11 4% 4%

Heroin 2 <1% <1%

Methamphetamine 8 3% 3%

Opiate 62 25% 20%

Sedatives / Hypnotics 9 4% 3%

Psychiatric Disorders Number with a Psychiat-ric Disorder: 206

Percent of 206 with a Psychiatric Disorder

Percent of 304 Nurses with Signed Participa-

tion Agreements

Depression and/or Anxi-ety

183 89% 60%

PTSD 27 13% 9%

ADD 19 9% 6%

Bipolar 16 8% 5%

Other 19 9% 6%

Medical Disorders Number with a Medical Disorder

Percent of 50 with Medi-cal Disorder

Percent of 304 Nurses with Signed Participa-

tion Agreements

Pain-Related 33 66% 11%

Other 17 34% 6%

Page 5 Volume 27 Issue 2

NCSBN Publishes Findings from Survey of Advanced Practice Registered Nurses with Collaborative

Practice Agreements

NCSBN conducted a survey of advanced practice registered nurses (APRNs) to determine the economic burden and prac-

tice restrictions placed on them by state laws. The survey findings were published in the January 2019 issue of

the Journal of Nursing Regulation.

Despite growing demand for providers and the fact that APRN have consistent positive patient outcomes comparable to

physician quality metrics, APRNs face significant barriers to independent practice. One barrier is the requirement that an

APRN have a collaborative practice agreement (CPA) with a physician. These agreements generally have few to no bene-

fits to the patient, but serve as barriers to APRN care.

The study determined that the APRNs working in rural areas and APRN-managed private clinics were one and a half to

six times more likely to be assessed CPA fees, often exceeding $6,000 and up to $50,000 annually. Similarly, APRNs sub-

ject to minimum distance requirements, fees to establish a CPA, and supervisor turnover reported a 30 to 59 percent up-

tick in restricted care. Such unnecessary regulation risks diverting health services away from and increasing costs in tradi-

tionally underserved areas, contributing to inequities in care. The study concluded it is incumbent on state legislatures to

address these disparities, remove the requirement for a CPA and make their constituents access to high-quality care a

top priority.

APRN roles include certified nurse practitioners, clinical nurse specialists, certified nurse anesthetists and certified nurse

midwives. Currently, 21 states grant all APRN roles full practice authority, which means a written CPA, supervision, and

conditions on practice are not required. The remaining 29 states have regulatory barriers that mandate reduced scope of

practice on at least one of the four APRN roles.

“The Economic Burden and Practice Restrictions Associated With Collaborative Practice Agreements: A National Survey of Advanced Practice Registered Nurses” arti-

cle, Journal of Nursing Regulation, Volume 9, Issue 4, is available for purchase at journalofnursingregulation.com.

New Diagnostic Codes Allow Health Care Providers to Better Identify

Human Trafficking and Exploitation

Human trafficking and exploitation is known to happen across Minnesota, but current estimates typically rely on the

number of victims using prevention and recovery services which can underestimate the number of people impacted. Up-

dates to the International Classification of Diseases, Tenth Revision, Clinical Modification (ICD-10-CM) codes released in

October 2018 now better differentiate between human trafficking and other types of abuse. These new codes will help

improve the understanding of the depth and breadth of the issue in Minnesota and across the country.

The new codes include two types: T codes are used for cases of suspected and confirmed forced labor and sexual

exploitation, while Z codes are used for the examination and observation of human trafficking victims. For more infor-

mation on ICD-10 codes for human trafficking abuse view the American Hospital Associations website.

The Board of Nursing is Moving!

The Board of Nursing office will relocate to Mendota Heights this summer. Watch the website for more information about the move.

Page 6 Volume 27 Issue 2

Simulation Use in Minnesota Practical and Professional Nursing Programs

During the past decade, simulation in nursing education programs has grown in use and importance due to technological

advancements and limitations in the number of clinical placements available for students. The use of simulation as a teach-

ing tool and substitute for clinical experience has been a subject of ongoing interest to both regulators and educators

(Smiley, R.A., 2019, p. 48).

Minnesota (MN) Board of Nursing (BON) Program Approval Rules, adopted on December 13, 2016, allowed the use of high

fidelity simulation to replace traditional clinical learning experiences. Minnesota Rule 6301.2340 states: “high-fidelity simu-

lation can be utilized for no more than half of the time designated for meeting clinical learning requirements”. Program ap-

proval rules can be found at https://www.revisor.mn.gov/rules/6301.2340/

High-fidelity simulation is defined in MN BON Rules, Chapter 6301. 0100 DEFINITIONS. Subpart 11a. High-fidelity simulation.

“High-fidelity” means a simulation conducted with computerized patient mannequins, virtual reality, or standardized patients

and designed to provide a high level of interactivity and realism.

A compliance report is completed annually by all approved MN prelicensure practical and professional nursing programs.

Simulation data was first requested in the annual report in September 2017 and was first analyzed in October 2018. The

table below summarizes 2018 data.

Practical and Professional Nursing Programs Clinical Hours vs. High Fidelity Simulation Hours

*Note in this table there is a variation in the range of clinical hours for each of the program types and the range of hours of simulation used to replace clinical. Also, some programs do not use simulation to replace clinical, but use it to demonstrate competency in nursing skills.

Programs often use simulation to provide clinical learning activities unavailable in clinical sites. Examples of experiences stu-

dents attain in high-fidelity simulations may include but are not limited to, a disease process such as diabetes or a high risk

head trauma. Other specialty areas that include complex care and critical understanding, such as pediatrics or obstetrics,

may also be acquired through high-fidelity simulation experiences. Given the significant requirements for high-fidelity simu-

lation, nursing programs must comprehensively and systematically assess their human, physical, and fiscal resources before

using (cont. on pg 7)

Number of Clini-

cal Hours

Number of High-Fidelity Simulation

Hours Replacing Clin-ical Hours

Percent of Clinical Re-placement with Simula-

tion Hours

Number of Programs Currently Not Using Sim-ulation Hours as Replace-

ment Clinical Hours

Program

Range in

Num-ber of Clinical Hours

Aver-age

Num-ber of

Clinical Hours

Range in Number of Simu-

lation Hours

Average Number of Simu-

lation Hours

Range in Percent of

Clinical Replace-

ment

Average Percent of

Clinical Replace-

ment

LPN 157 - 300

250.9 0 - 69 21.73 1% -

33.33% 8.71% 8/26

ADN 192 – 535

352.6 0 - 145 35.48 0% -

35.80% 10.30% 7/27

BSN-MSN 158 - 1080

559.6 0 - 188 37.83 0% -

27.23% 6.23% 11/23

Page 7 Volume 27 Issue 2

(cont. from pg. 6) simulation to replace clinical experiences. As the use of simulation-based learning increases in nursing edu-

cation, the need to evaluate students appropriately, accurately, and in reliable ways intensifies (Zitzelsberger, H., Coffey, S.,

Graham, L., Papaconstantinou, E., Anyinam, C. 2017, p. 155). MN Board of Nursing education staff will continue to collect and

share data to determine trends of simulation use and to provide nursing programs up-to-date comparisons.

References Smiley, R.A., (2019). Survey of simulation use in prelicensure nursing programs: Changes and advancements, 2010-2017. Journal of Nursing Regulation, 9(4), 48-61. Zitzelsberger, H., Coffey, S., Graham, L., Papaconstantinou, E., & Anyinam, C. (2017). Exploring simulation utilization and simulation evaluation practices and approaches in undergraduate nursing education. Journal of Education and Practice, 8(3), 155-164. Retrieved from https://files.eric.ed.gov/fulltext/EJ1131768.pdf

Campaign offers Minnesota health care professionals tools to “flip the script” and offer alterna-

tives to opioids for pain

A new education campaign developed by the Minnesota Department of Human Services (DHS), in collaboration with the medi-

cal community, aims to change the narrative around prescription opioid therapy, pain management and prescription opioid

misuse in Minnesota. The campaign urges health care professionals to “flip the script” when speaking with their patients about

opioids and pain management. The Flip the Script campaign includes a variety of resources for health care professionals,

including:

Conversations starters and other tips for discussing alternatives to opioids for pain management, with an emphasis on pre-

venting the progression from opioid use for acute pain to long-term opioid use for chronic pain (as defined in

the Minnesota Opioid Prescribing Guidelines, and improving patient safety for those patients who continue opioid

therapy.

A video testimonial from one Greater Minnesota doctor who changed his opioid prescribing practices and ended up

improving his relationship with his patients and how he thinks about his work.

A podcast developed in partnership with the University of Minnesota about the Minnesota Opioid Prescribing Guidelines.

Although available to all audiences, the online learning activity offers physicians, pharmacists and nurses an opportunity to

earn continuing education credits for learning more about the guidelines on safe opioid prescribing behavior.

The DHS also collaborated with the Minnesota Medical Association to develop three webinars providing a deeper dive into the

Minnesota Opioid Prescribing Guidelines and the DHS Opioid Prescribing Quality Improvement Program. Providers can earn up

to three continuing medical education credits through the association’s webinar series.

Minnesota Board of Nursing account log-in information:

The Minnesota Board of Nursing launched a new database on May 8, 2017. All users must register to access the site and create

a new online account - even if you had an account in the old system. Our site is accessible at https://mbn.hlb.state.mn.us/#/

login. The link to “Register to Access Site” is below the login area. Because you have a Minnesota nursing license choose

"Licensee" to create an account.

If you have problems accessing our site, try another browser (i.e. google, chrome, internet explorer). Tablets and smart

phones may not work to create an account so if you continue to have problems creating or accessing an account please try us-

ing a computer. If you have questions please contact the customer service staff at 612- 317-3000.

Page 8 Volume 27 Issue 2

2018 Annual Discipline Report

The Board of Nursing evaluates its disciplinary program on an annual basis. The Board considered the 2018 discipline report at

the February 2019 meeting. The entire report can be viewed HERE. The following is a summary of the report. The data are

reported on a fiscal year basis (July 1 to June 30).

Sources of Complaints

Any person or entity may file a complaint with the Board, including the Board itself. In specified circumstances, individuals or

entities may be required to make a report to the Board.

Employers provided the largest number of complaints in FY2018. Approximately 32% of complaints come from this source.

Complaints from patients and family members accounted for 12% of all complaints. The Health Professionals Services Pro-

gram (“HPSP”) submitted 12% of all complaints. The HPSP makes reports to the Board that involve non-compliance with a par-

ticipation agreement, discharge from the program, diversion, and issues regarding nursing practice that are outside of its juris-

diction. In FY2018, the Board initiated 17% of all complaints.

Number of Complaints Received

The number of jurisdictional complaints received in FY2018 is slightly more than in the two previous fiscal years. There has

been a steady and significant decline in the number of complaints received since FY2014 but the decline has leveled off. The

Board received 69 non-jurisdictional complaints in FY2018.

*The Board began licensing APRNs as of January 1, 2015.

(cont. on pg. 9)

License FY2014 FY2015 FY 2016 FY2017 FY2018

RN 879 666 644 723 799

LPN 495 267 223 247 305

APRN * 126 108 102 106

Applicant 32 33 37 34 12

Total 1406 1114 1030 1106 1222

Page 9 Volume 27 Issue 2

(cont. from pg. 8) Registered nurses were the subject of 66% of the complaints received in FY2018. Licensed practical nurses

accounted for 25% of complaints, APRNs 9% and applicants for licensure triggered 1% of all complaints. The number of

complaints per 1000 nurses of each license type ranges from 0.72% for RNs to 1.42% for LPNs.

Primary Grounds of Complaints

The grounds for disciplinary action are listed in Minnesota Statutes § 148.261, Subd. 1. In many cases, a complaint will

encompass multiple statutory grounds for discipline. For purposes of organization and reporting, the ground for discipline

which constitutes the crux of the complaint against the licensee or applicant is designated to be the “primary” ground.

Failure or inability to provide safe and skillful nursing is the ground most often alleged at 29% of complaints, a slight decline

from last year’s number. The second-most common primary grounds for discipline is grounds 18, which includes violation of

a Board order, state or federal law relating to nursing practice, reports of maltreatment, and failure to pay taxes. This

ground was identified in 21% of all complaints, slightly more than FY2017. Finally, inability to practice nursing safely due to

illness, chemical use, or other mental or physical conditions represented 18% of complaints, an increase of three percent

from FY2017. The percentages of the top grounds fluctuates a bit from year to year but generally the same grounds are

identified most often.

Number of Open Cases at Year End

At the end of each fiscal year, the Board tabulates the number of cases that remain open and assesses the age of each case.

A “case” encompasses all open complaints against a particular individual. The table below reflects the age and total number

of open cases at the end of each of the respective fiscal years.

Both the number of cases open at the end of FY2018 and the percentage of complaints open for greater than 12 months

was significantly greater than the previous two years. The number of open cases is less than FY2015 but there is a larger

percent that have been open for more than a year. This increase may be attributed to the significant amount of staff turn-

over in FY2018. (cont. on pg. 10)

Top Five Primary Grounds Violated FY2018

Ground Count % of all complaints

Failure to practice nursing with reasonable skill and safety (RN or LPN)

350 28.64

Violation of Board rule/order, state or federal law related to the practice of nursing

255 20.87

Impaired Practice 217 17.76

Unprofessional Conduct 87 7.12

Conviction 61 5.07

Total 1005 82.4

Age of Open Cases at end of FY2014-2018

Months FY2014 FY2015 FY2016 FY2017 FY2018

<12 90% 91% 95% 95% 76%

>12 10% 9% 5% 5% 23%

Total 527 648 363 354 555

Page 10 Volume 27 Issue 2

(cont. from pg. 9)

Complaint Dispositions

Depending on the nature and severity of a complaint, the Board will resolve the complaint in one of the following ways:

Dismissal: A complaint may be dismissed if the Board decides that the complaint is so minor or lacking evidence that

pursuing discipline is not justified.

Referral to HPSP: If, while investigating a complaint, the Board learns of chemical use/abuse or mental health issues

that have not impacted the licensee’s practice but warrant monitoring, the Board may dismiss the complaint contingent

on the licensee agreeing to HPSP monitoring.

Agreement for Corrective Action: If the complaint arises from minor knowledge deficits, the Board may agree to an Agree-

ment for Corrective Action. This is a non-disciplinary, but public, agreement for the licensee to obtain additional education

through continuing education courses or consultations.

Disciplinary Action: If the complaint warrants public action in order to serve public safety, the Board will issue an order,

either stipulated to by the licensee or issued following a hearing, imposing discipline on the licensee. The various forms of

disciplinary action are discussed below.

Stipulation to Cease Practicing Nursing: The Board enters into stipulations to cease practicing nursing with licensees on occa-

sions where it is prudent for the Board to postpone the discipline process in exchange for the licensee agreeing to cease

practicing nursing. Often, these situations involve ongoing criminal matters. The Board resumes the investigation and discipli-

nary process once the incident giving rise to the stipulation has resolved.

The table below reflects complaint dispositions for the last five fiscal years.

In FY2018, the Board disposed of slightly fewer complaints than it received. For the biennium (FY2016-2018) there were 50

more dispositions than complaints received. The distribution of dispositions has remained fairly consistent. The average num-

ber of days from complaint receipt to resolution was 129 in FY2018, only two days longer than FY2017 and considerably less

than the preceding two years. (cont. on pg. 11)

Complaint Dispositions FY2014-FY2018

Action FY2014 FY2015 FY2016 FY2017 FY2018

Percent Total number

Dismissed/Closed 72% 67% 67% 72% 71% 820

Disciplinary Ac-

tions

23% 27% 26% 20% 23% 260

Referred to HPSP 3% 2% 3% 5% 4% 41

Agreement for

Corrective Action

1% 3% 3% 2% 2% 21

Stipulation to

Cease Practicing

<1% <1% <1% <1% <1% 10

Total Actions 1654 1228 1295 1267 1152

Page 11 Volume 27 Issue 2

(cont. from pg. 10)

Disciplinary Actions

The Board utilizes many forms of discipline ranging in severity from a reprimand to revocation of license. Each type of

disciplinary action is set forth in the table below.

As the table indicates, the Board has taken a similar number of disciplinary actions in FY2018 as FY2017. The number of ac-

tions is fewer than the preceding three fiscal years. A marked decrease is seen in the number of reprimand/civil penalties,

conditional licenses and stayed suspensions from FY2017. These decreases were off-set by increases in the number of

administrative and disciplinary suspensions.

Conclusion

The Board is committed to its mission to protect the public and is always considering methods to improve efficiency and

outcomes. As the data is analyzed and significant trends or changes in data are noted, the Board will continue to evaluate its

discipline process and strive for excellence in producing results that benefit public safety.

Disciplinary Actions FY2014-FY2018

Action FY2014 FY2015 FY2016 FY2017 FY2018

Percent Total number

Reprimand/Civil

Penalty

7% 8% 11% 7% 3.85% 10

Conditional li-

cense

6% 8% 3% 3% 3.08% 8

Limited

license

3% 2% 2% 3% 2.69% 7

Stayed suspen-

sion

19% 16% 21% 21% 13.85% 36

Voluntary Surren-

der)

8% 12% 8% 15% 11.92% 31

Suspension

(Disciplinary)

40% 36% 42% 25% 34.62% 90

Suspension

(Administrative)

13% 11% 9% 13% 24.62% 64

Denial of license,

regis. or petition

2% 4% 1% 5% 1.15% 4

Revocation

2% 3% 1% 3% 3.85% 10

Total disciplinary actions

381 329 338 257 99.63% 260

Page 12 Volume 27 Issue 2

Board of Nursing Revises Complaint Forms

The Board has revised its Complaint Registration Forms and added the ability to submit a complaint online and to upload sup-

porting documentation with the complaint. The Board has also created a new Employer and Agency Complaint Registration

Form specifically intended for employers and state and federal agencies. Use the Complaint Registration Form if you are:

Self-reporting Patient/recipient of care

Patient's representative Family member of patient

Coworker of the nurse Treating health professional of the nurse

Interested person

Use the Employer or Agency Complaint Registration Form if you are an:

Employer or supervisor Staffing agency

HPSP MN state agency

Federal agency Insurer

Other state board of nursing or agency law enforcement/court

National Council of State Boards of Nursing

National Practitioner Data Bank

If you do not fit one of the categories above, please use the Complaint Registration Form.

Nursing Peer Support Network: Nurses Helping Nurses On The Recovery Journey

Incorporated in May 2014, the Nurses Peer Support Network (NPSN) will celebrate five years of serving Minnesota nurses with

Substance Use Disorder (SUD). While recognized as a disease from which recovery is possible, too often substance use disor-

der is met with stigma and shame by nursing colleagues, the medical profession, and the public in general. Data suggests that

1 in 8 nurses will suffer from some form of substance use disorder during their career. In a state with 130,000 licensed nurses

that could mean as many as 16,000 nurses during their professional careers. Prevalence rates are likely greater among nurses

because of the number of risk factors associated with the practice of nursing:

Lack of education about substance use disorder,

Positive attitude toward use of medication,

Role strain and poor self-care management strategies,

Enabling by nursing peers and managers, and

Nurses self-diagnosing health problems.

NPSN is not a treatment program, nor is it therapy. It is a support network of nursing peers in addiction recovery supporting

colleague nurses in recovery. NPSN works by providing meetings at locations throughout the state and on-line so that nurses

with SUD meet in a safe environment to offer hope and healing to each other.

NPSN has grown significantly since its beginning in 2014. Peer support groups numbered three at the beginning – two in the

Twin Cities and one in Mankato. The number of peer support groups is now eight: four across the Twin Cities of St. Paul and

Minneapolis and suburbs and four in greater Minnesota (Duluth, Rochester, Willmar, and St. Cloud). With the addition of an

on-line, video meeting in January 2019, (cont. on pg. 13)

Minnesota Board of Nursing Members

Mi n n eso t a Bo a rd o f Nu rs in g

Link to Board member profiles:

http://mn.gov/health-licensing-boards/nursing/about-us/about-the-board/current-board-members.jsp How to become a Board member:

http://mn.gov/health-licensing-boards/nursing/about-us/about-the-board/become-member.jsp

Page 13 Volume 27 Issue 2

(cont. from pg. 12) NPSN now has the capability to reach any nurse anywhere in Minnesota with a peer support

meeting. Attendance varies from 3 and as high as 17. The average size is 7 and while attendance is not formally docu-

mented (to assure confidentiality) informal data indicated that a total of more than 1,135 nurses attended peer support

meetings in Minnesota in 2018. One nurse’s comments is typical, “It is so wonderful to be in a room with nurses who

struggle with addiction - other AA/NA groups don't always connect with career and job loss, stigma and shame issues in

the nursing profession like NPSN groups.”

Peer support groups for nurses are not unique to Minnesota, although Minnesota’s model does represent a distinctive

difference. Most states nurse peer support programs are either a part of the state’s Board of Nursing, the monitoring

service, or the state’s nurses’ union. Minnesota’s NPSN maintains strong collaborative relationships with the Board of

Nursing, Minnesota Nurses Association and HPSP (state provided monitoring organization for health professionals) but

is independent of all three. Visit the NPSN website for further information http://npsnetwork-mn.org/.

Board Staff Member Inducted into Inaugural Class of CNS Fellows

Julie Sabo PhD, RN, APRN, CNS, FCNS, APRN Specialist at the Minnesota Board of Nursing was inducted into the Nation-

al Association of Clinical Nurse Specialist Institute inaugural class of fellows at the NACNS Annual Conference in Orlan-

do, Florida in March, 2019. Thirty-eight clinical nurse specialists from 24 states were inducted. In 2016, the CNSI was

founded as an arm of the National Association of Clinical Nurse Specialists (NACNS).

Board Member Name Board Role

Joann Brown RN Member

Sakeena Futrell-Carter APRN Member

Julie Frederick RN Member

Becky Gladis LPN Member

Michelle Harker Public Member, Board President

Bradley Haugen RN Member, Board Vice-president

June McLachlan RN Member

Robert Muster RN Member

Christine Norton Public Member

Rui Jorge Pina RN Member

Steven Strand RN Member

Eric Thompson LPN Member

Pa Chua Vang LPN Member

Laurie Warner Public Member

VACANT Public Member

VACANT LPN Member