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Office of the Manitoba Fairness Commissioner

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In response to the Fairness Commissioner’s recommendations, the College of Registered Nurses of Manitoba has developed the following Action Plan as of March 2012.

OMFC RecommendationAction PlanComplete
1. That expiration policies for language tests, regulatory history and criminal record checks be reconsidered;We will continue to monitor our expiration policies on a regular basis and will adjust when reasonable and necessary.

2. That the previous registration requirement be removed;The CRNM Board of Directors will continue to monitor its policy that deals with extraordinary circumstances which may prevent a person from obtaining a copy of their verification of registration. We have a statutory mandate to request verification of registration.

3. That the new, higher application processing fee for IENs be reviewed to ensure it does not exceed cost-recovery;We will continue to review the IEN application fee each year to ensure that it does not exceed cost recovery and that it adequately covers the cost of processing IEN applications.

4. That the College’s Substantive Equivalence Assessment of qualifications be made more transparent, making explicit:

a. the academic standard employed;

a. We will make available our academic standard (as per our policy) in the Internationally Educated Applicant (IEN) portion of our website.

b. the criteria for the assessment of work experience;

b. We will review our website to ensure that it is clearly stated that IEN applicants will undergo both an evaluation of their academic and work experience as well as a clinical competence assessment.
c. detailed reasons explaining how an applicant’s work experience and academic qualifications have been assessed.

5. That a formal strategy be implemented to develop a knowledge base to support substantive equivalence determinations;

6. That the 14 year (primary, secondary, and post-secondary) criteria in the academic standard be revised to remove the primary and secondary requirement;We will revise our policy to reflect the requirement that applicants must have completed a minimum of two years of post-secondary nursing education which meets our requirements related to hours of theory and clinical practice.

7. That the College provide applicants detailed results of the Clinical Competence Assessment at the Health Sciences Centre;We will provide applicants with more detailed results from their Clinical Competence Assessments.

8. That communications policies be reviewed to ensure their effectiveness for applicants; especially for those who have difficulties with third parties or who will require bridging and a longer period to be registered;We will review and revise the information on our website and in our communication with individual applicants to ensure that we make clear the anticipated length of time for the application and registration processes.

9. That a form of supervised practice be introduced that allows IENs the ability to make up gaps in practice; We will work with Manitoba Health and Red River College to determine both fiscal and academic capacity in the system for a supervised practice program for IENs.

10. That the College work with the National Body subjecting the National Exam to a cultural review and allow for partial recognition for sections of the exam;The national exam is subject to a cultural review. As it is a comprehensive exam and does not have discrete sections, it is not possible to allow for partial recognition of sections of the exam.

11. That the College develop and implement a proper appeal process; The College will develop and implement an arms-length appeal process for IENs.

12. That the College develop a dedicated pre-appeal strategy;We will formalize the current pre-appeal process of meeting with the Director, Regulatory Services or the Executive Director.

13. With respect to the assessment and registration information provided by the College, that:

OMFC RecommendationAction PlanComplete
a.an orientation be introduced about the use and variety of registration documents that applicants need to understand, including in-person orientation session for IENs;We will prepare a PowerPoint presentation regarding our registration process and will post it on our website. We will also make clear that applicants are always welcome to contact our registration personnel for assistance with the application process, and are welcome to meet with our registration staff in person to receive clarification and assistance.

b.the timelines for the College’s assessment of qualifications and the time to secure a Clinical Competence Assessment spot be made clear;

We will make clear the timelines associated with our qualifications and clinical competence assessment processes.

c.more information be provided about the range of time and cost that the assessment and registration may take;We will provide more information regarding the range of time and costs associated with the clinical competence assessment, bridging program and registration.

d.information be provided about the likelihood of re-submitting documentation and how to plan to avoid this situation;We will provide information regarding the potential for expiry of some documents and how best to deal with this situation. We will continue to advise applicants when their documents are approaching their expiry dates.

e.better information be provided about role and use of the employment history form;We will provide information regarding the role and use of the employment history form.

f. clear information be provided about the possibility of registration for IENs without past work experience;We will provide information regarding registration of IENs with no past work experience.

g.information be provided about alternative documentation and access to records;We will advise applicants who are unable to produce academic or registration verification documents that alternative documentation may be accepted on a case-by-case basis and only in extenuating circumstances.

h.the CELBAN be better promoted in the registration information as the preferred language assessment for IENs;We are unable to promote CELBAN as a preferred language assessment. We believe it is only fair to offer options to applicants, provided they are all able to measure language ability to the extent we require.

i.the National Body’s “Candidate Performance Profile” be subject to a plain language treatment and an introduction that explains how to read and make use of the report be introduced;There is currently an explanation regarding how to read and make use of the exam report on the Canadian Nurses Association website, and we will provide a link to it from our website. This information is currently provided in the letter attached to the performance profile which is sent to candidates who were unsuccessful on an exam attempt.

j.The applicant instruction and requirement pages be re-written to convey a more welcoming tone;We will review the instruction and requirements page to ensure that the information provided is transparent and in plain language.

OMFC RecommendationAction PlanComplete
14. That the College’s policy of discarding incomplete applications and the communication around incomplete applications be reconsidered;The College will continue to review its policy with regard to incomplete applications to ensure that it is reasonable and fair.

15. That the College work in partnership with other stakeholders to develop exam preparation support and workshops for IENs;CRNM is willing to provide input to stakeholders regarding exam preparation workshops.

16. Sufficient demand notwithstanding, that the College work with MB Health to bring the Clinical Competence Assessment to rural communities;We will work with Manitoba Health to examine ways in which the Clinical Competence Assessment might be extended to rural communities.

17. That the College broaden its immigration requirement, accepting letters of interest from employers, and that the College consult with the RHAs to discuss solutions that will enable them to attract and recruit IENs.CRNM will continue to work with federal and provincial immigration departments and employers to determine whether there are mutually acceptable solutions.

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