Employer Guide and FAQs
The following information is helpful to you if you employ RNs, RN(NP)s or are a nursing manager. As a reminder, you can always reach out to one of our quality practice consultants if you have any questions about nursing practice.
Employer Responsibilities
Verifying registration status
Employers have a responsibility to verify that the RNs they employ have a certificate of practice with the College. You can verify the status of an RN at any time using Nurse Check, our online verification system.
Duty to Report
If you terminate or suspend an RN for professional incompetence or misconduct, you must also report this to the College. Click here for more information on conduct and reporting.
Commonly accessed resources
For a complete list of resources, including practice expectations and resources, visit our resource library.
Reserved Acts Requiring Additional Education Worksheet
This worksheet is to plan out reserved acts requiring additional education for RNs and employers.
Read more on Reserved Acts Requiring Additional Education WorksheetEmployer Handbook
This handbook is designed to include important information and resources that are helpful for Employers in Manitoba.
Read more on Employer HandbookDuty to Report
Employers have a responsibility to verify that the RNs they employ have a certificate of practice with the College. If you terminate or suspend an RN for professional incompetence or misconduct, you must also report this to the College.
Read more on Duty to ReportFrequently Asked Questions
What are reserved acts?
Reserved acts are any activities that can pose a risk to client safety. There are 21 reserved acts under the RHPA but only 12 apply to RN practice.
The RHPA is broad regulation; it shows us that as health-care professionals, we share many of the same reserved acts but our breath and depth of a reserved act may be different. Reserved acts encourage interprofessional collaborative teamwork and some even require an RN take additional education before performing one.
Are employers responsible for identifying any reserved acts in their practice setting?
Yes, employers are responsible for identifying any reserved acts that occur in their practice setting.
Employers need to ensure that RNs receive additional education that meets Council approved criteria. Employers also need to keep a current record of RNs who have successfully completed additional education for the purposes of performing reserved acts. Your list should include an RN’s name, CRNM registration number, area of practice and the date they completed the education. The College may ask you to provide this list. You can reach out to CRNM’s Quality Practice team with questions about RN scope of practice, or tools to support you to develop the additional education that meets the Council approved criteria.
What is additional education?
Additional education is a course, program of study, training or other structured process that meets approved criteria and provides an RN with the competence to perform a reserved act.
See the Employer Handbook for the criteria required.
What is a clinical decision tool?
A clinical decision tool is a document whose purpose is to guide the assessment, diagnosis or treatment of a client specific clinical problem. The clinical decision tool is used when an RN is initiating reserved act 2 and/or reserved act 10.
What is the Continuing Competency Program?
The continuing competency program (CCP) helps RNs keep their skills current so that clients receive safe, competent and ethical care. The program is not punitive and the College is here to support RNs as they complete it.