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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