CARE – Summer 2009 | College of Licensed Practical Nurses of Alberta

Hushed DramaLife in the OR

A Year of ProgressHealth Minister Addresses LPNs

Celebrating ExcellenceAt the Heart of Healthcare

Safety NetA Nursing Perspective

2 care | VOLUME 23 ISSUE 2

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care | SUMMER 2009 3

CARE is published quarterly and is the official publication of theCollege of Licensed Practical Nurses of Alberta. Reprint/copy ofany article requires prior consent of the Editor of Care magazine.Editor - T. Bateman

Signed articles represent the views of the author and not neces-sarily those of the CLPNA.

The editor has final discretion regarding the acceptance ofnotices, courses or articles and the right to edit any material.Publication does not constitute CLPNA endorsement of, orassumption of liability for, any claims made in advertisements.

Subscription: Complimentary for CLPNA members. $21.00 fornon-members.

summer 2009VOLUME 23 ISSUE 2

cover story

feature

Hushed DramaOperating Room Specialty education showcases the LPNrole as a scrub or circulating OR nurse.

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Future Shock?The Changing Face of HealthcareThis national project provides initiatives to assist and guideAboriginal people into healthcareers.

From the College

Know Your Healthcare TeamProfile: Psychologists

A Sip of SoupToday I Will Care For Me

The Operations RoomStay Informed with Member Information

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17

23

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24

inside

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from the college

New provincial health direction, resulting media messaging, and fear-mongeringregarding proposed changes to the ratio of LPNs to RNs in provincial healthcare hasgenerated much discussion lately. CLPNA takes this opportunity to speak out with theLPN perspective.

Today, approximately four of every 10 provincial budget dollars in Alberta are spenton healthcare. Spending has been steadily increasing; outcomes have not. An agingpopulation will challenge healthcare systems across Canada to not just tinker with thesystem, but re-imagine it to maximize efficiency. There is no question that effectivechange must occur.

To address healthcare challenges, Alberta Health Services (AHS) recentlypublished "Strategic Direction (2009-2012)." The Plan identifies three healthcarepriorities: "Access (appropriate healthcare services are available); Quality (healthcare

services are safe, effective and patient-focused); and Sustainability (healthcare services are produced within availableresources both now and into the future)”. Among eight focus areas, one ("Fit for the Future") has met with somecontention. It prescribes a shift of the LPN to RN ratio, increasing the number of LPNs relative to RNs by 5% in2009-2010, and by a further 10% in 2010-2011.

The CLPNA embraces this recommendation for a number of reasons:

1) CLPNA agrees with the government's healthcare mandate that all professions work to their full capacity. The 2007Member Survey reported 49% of Alberta LPNs believe they do not use the full range of their knowledge, skill, and

abilities. Full utilization of all nurses will result in the continued introduction of LPNs throughoutthe healthcare system, with a corresponding increase in LPN numbers.

2) AHS targets are modest and reflect healthcare trends of the last 8 years. As employersincreasingly understand the value of our profession, the LPN ratio has increased 17% (2001-2006) with continued positive patient outcomes. An average increase of just over 3% a year hasoccurred as part of a natural evolutionary process. This trend supports the CLPNA's belief thatAHS targets can be achieved with no disruption to the system and with continued positive patientoutcomes.

3) Health care needs are increasing incrementally, particularly in the area of direct nursingcare. The focus of LPN education is direct care, preparing LPNs for bedside nursing. We believeour profession has an important role in moving the healthcare system progressively forward.CLPNA advocates for best practices and collaboration that positively impacts change.

4) New research proves that LPNs must be part of the solution. As printed in the Spring 2009CARE magazine, the Enhancing Nursing Job Effectiveness through Job Redesign study, validates

that there must be more LPNs in the system to support RNs working to their full potential. Professional nursingcompetencies must be maximized. We may all need to let go of some things we have held on to for too long.

5) LPNs are well-educated, highly competent nurses whose scope of practice has significantly expanded in the lastten years. The Health Professions Act LPN Regulation in 2003 supports autonomous practice. These factors, when fullyleveraged, will impact LPN numbers in the system.

While the CLPNA strongly supports the goal of increasing the number of LPNs as an important initiative increating a quality sustainable system focused on the patient, we do see danger in fixed ratios without flexibility built intothem at the unit level. Nursing assignments must maximize the quality of patient care by focusing on client needs, nursecompetencies, and supports in the environment. Nurturing a patient-first system which is sustainable will challengeleaders and healthcare professions to relinquish turf, flatten hierarchies, and achieve full utilization. Today’s LPN plays akey role in a patient-centered sustainable system.

Hugh Pedersen, President and Linda Stanger, Executive Director

Your College Speaks Out

Nurturing a patient-first systemwhich is sustainable will challenge leaders

and healthcare professions…

RATIO TARGETS AND THE LPN


At Covenant Health, nursing is more than a job—it is a passion and a calling to make a difference in the lives of those we serve. Discover the rewards of being part of a team committed to compassionate care.

Be a part of our team!Contact us or visit www.CovenantHealth.ca for career opportunities across Alberta.

Toll Free: 1-877-450-7555email: [email protected]

Proud supporter of CLPNA


at issue

Minister Ron Liepert’sAddress atCLPNA’s 2009

SpringConference

It’s a great pleasure to be with you thismorning and have the honour of openingthe second day of your annual Spring

Conference. Your conference theme – At theHeart of Health Care – speaks volumes tothe great commitment licensed practicalnurses have made to advancing health care inthis province. Licensed practical nurses havecontinued to identify new opportunities toserve the health needs of Albertans.

You have worked to ensure that licensedpractical nurses have the education andexperience to do more in an ever-wideningrange of health care settings. You haveworked hard to recruit many new membersinto your profession – both from withinAlberta and from outside Canada. You havealso done a superb job of promoting licensedpractical nursing as a career. All of this hashelped to boost your registration numbers,and most importantly, the positive impactlicensed practical nurses have in health caretoday. I commend your efforts on all thesefronts. You have much to be proud of.

A YEAR OF PROGRESS

For me, this spring is a significant anniversary.Just over a year ago, I accepted the portfolioof Minister of Health and Wellness. Last April,

I set in motion a nine-month action plan toaddress significant areas for improvement inour health care system. Some would callthese 12 months a whirlwind year of change.Others would say it was an exercise in fast-tracking many things that needed to get done.

So what happened over the past year?As you know, Alberta Health Services official-ly became a legal entity on April 1. The oneprovincial board incorporates the nine previ-ous regional health authorities, the AlbertaMental Health Board, the Alberta CancerBoard and the Alberta Alcohol and DrugAbuse Commission. The new board governsall health services in the province and willwork in partnership with Alberta Health andWellness to ensure all Albertans have equalaccess to health services across the province.

The transition of emergency medicalservices from municipalities to the provincealso took effect April 1. This move supports aprovince wide co-ordinate EMS system that isintegrated with the health care system.Albertans will see no difference in the excel-lent service provided by highly trained profes-sionals, and will continue to access ambu-lance services by dialing 9-1-1.

April 1 also means midwifery services arenow part of the publicly-funded health systemto improve access to maternity services inAlberta. Expectant mothers across theprovince will have access to innovative, pub-licly funded midwifery services in a variety oflocations including hospitals, communitybirthing centres and in their homes. Over thenext few years we look forward to increasingthe number of midwives from the 32 who arecurrently registered in the province.

Health care premiums have now beeneliminated and the process to register for theAlberta Health Care Insurance Plan becameeasier. As of April 1, registration services havetransferred from the Alberta Health andWellness offices in Calgary and Edmonton, to20 registry agents across the province.

April 1 was also the day the Alberta RareDiseases Drug Program came into effect. Thenew program will help Albertans withextremely rare genetic disorders to pay fortheir prescription drugs, which may cost from$250,000 to $1 million annually.

Since last April we have worked on anambitious plan aimed at making theprovince’s health care system more efficientand effective. We have completed or are ontrack on initiatives to improve how we man-age the health system, expand access toservices, develop our health workforce capac-ity and promote healthy and safe communi-ties.

I mentioned the changes to health sys-tem governance, EMS integration, the rarediseases drug program and health care insur-ance plan administration. A new public healthmodel has also been established to set pub-

lic health policy and services and give our newChief Medical Officer of Health Dr. AndreCorriveau more authority to promote and pro-tect the health of Albertans.

We have also approved a number of pub-lic health initiatives, including an HPV vaccineprogram for the prevention of cervical cancerin young women, nutritional guidelines forchildren in schools and initiatives to addresssexually-transmitted infections.

Last fall, we expanded our influenzaimmunization program to provide protectionto more Albertans. We released a children’smental health strategy to optimize the mentalhealth and well-being of infants, children andyouth up to 24 years of age, as well as theirfamilies. Work to give Albertans better accessto their own health information also contin-ues. A design and implementation strategyfor a personal health portal, which will allowAlbertans to view their health informationonline, is underway. We introduced patientnavigators for cardiac care to guide patientsand their families through the health system.There are plans to introduce navigators forcancer patients and other illnesses such asmental health or diabetes.

VISION 2020

Last December we released our Vision 2020document to address the sustainability ofAlberta’s health system. Vision 2020 sets outfive goals to create a stronger, more efficientand sustainable publicly-funded health sys-tem. Through Vision 2020, the role of somesmall and underutilized hospitals in Albertamay change as we put more emphasis oncommunity-based health services. By usingphysician clinics and urgent care centres thathave expanded hours and treat less seriousemergencies, hospital beds will be freed up.

We also need more supportive livingoptions for seniors and short-stay treatmentprograms for people with mental healthneeds.The reality is that patients can receiveexcellent care outside of hospitals and from arange of health professionals.

When it comes to health professionals,we need to have paramedics treating on site,pharmacists diagnosing and prescribing,more nurse and physician practitioners andnursing care at the level required by thepatient. Vision 2020 will help us set a newdirection to define a more efficient and sus-tainable health care system.

PHARMACEUTICAL AND CONTINUING CARE STRATEGY

Last December, we released strategies toimprove how we manage seniors’ drug cover-age and continuing care services for an agingpopulation. The pharmaceutical strategy willimprove drug coverage for seniors, establish asingle government-sponsored drug plan with


a common drug list, as well as provide a pro-gram to cover catastrophic drug costs forAlbertans with rare genetic disorders.

We are listening to seniors and, becausethe economic situation has changed, we’retaking another look at the new model pro-posed for seniors’ drug coverage. Our contin-uing care strategy sets out a plan to renovatelong-term facilities, build new supportive livingspaces and provide more options for homecare for seniors and people with disabilities.

VISION 2020 AND THE WORK AHEAD

I’ve highlighted some of the progress we’vemade on our health action plan initiatives.Vision 2020 will direct our efforts for futureimprovements. The work to build a betterhealth care system is a commitment to con-tinual improvement.

We have much work to do to advance ourhealth system to a new level, and create amodel for a more accessible and sustainablehealth system of the future. We will not havean efficient and effective system unless allhealth professionals play their full part inhealth care delivery.

I want to say that everyone – policy mak-ers, health administrators, health profession-als and all Albertans – has a role to play in thework to improve our health care system.Licensed practical nurses have, and will con-tinue to have, an important job to do in thiseffort. As a regulated profession, you havetaken advantage of opportunities to expand

your scope of practice to better serveAlbertans and increase your contribution aspart of Alberta’s health care team.

Licensed practical nurses were amongthe first health professions to have regula-tions proclaimed under the HealthProfessions Act. As a regulatory college, youhave continued to review and upgrade edu-cational and competency standards for yourmembers that result in Albertans receivingquality care.

You have found ways in which licensedpractical nurses can do more to servepatients and advance efficiencies in howhealth care is delivered. You have moved intonew areas where you have not traditionallybeen allowed to practice. Some of thesefunctions include doing complete physicalassessments of patients and working moreand more in acute care units and specializedareas, such as the operating room and ortho-pedics. These responsibilities demonstratethat you are a valuable member of the inter-disciplinary health care team. You work col-laboratively with clients, families, and otherhealth care providers to ensure continuity ofcare and quality health service delivery.

The future will hold more opportunitiesfor licensed practical nurses as we build ahealth care system that is less physician-dependent. Those of you working in homecare and continuing care may have heard ofthe $41 million increase in home care sup-ports announced in last week’s budget. Thisfunding is aimed at modernizing home care

supports, expanding home care workers’capacity and providing transition services tohelp seniors and those with disabilitiesreceive care in their homes and communities.

I want to thank you for your dedicatedcare to patients, families and communities. Icommend your commitment to providing effi-cient, high quality health care. Licensed prac-tical nurses are truly at the “heart of healthcare”. The more than 7,500 LPNs working inour system are truly making a positive differ-ence in the lives of Albertans.

As Health Minister, let me say that I willalways be open to new and better ways toprovide health care services to Albertans. Andyour profession – all Alberta licensed practi-cal nurses – have an important role inadvancing this good work. We all benefitwhen all nurses work to their full extent ofeducation and expertise. And we need toidentify and reduce any barriers that preventthis from happening.

We are looking at ways to expand educa-tional opportunities for licensed practicalnurses. By 2012, our target is to have1,000 licensed practical nurses graduate.Government is funding post-diploma coursesfor licensed practical nurses, as well asrefresher programs to support lapsed LPNsto return to practice.

In closing, I want to thank you for invitingme and offering me your time this morning. Iextend my best wishes for a successful andenjoyable spring conference. n

Lifelong Learning for LPNsStay current and confident in your skills with two certificates offered jointly by Mount Royal and Bow Valley College. Expand your scope of practice in Gerontology and Adult Mental Health.

Earn your certificate by taking three designated courses in Gerontology or Adult Mental Health through Mount Royal plus the Leadership for Practical Nurses course through Bow Valley College. Each course is delivered online so you can learn anytime, anywhere.

Find out more today!Please Contact:

Mount RoyalPhone: 403.440.6075Toll-free: 1.800.240.6891mtroyal.ca/lpn

Bow Valley CollegePhone: 403.410.1499Toll-free: 1.866.428.2669

Register for Leadership for Practical Nurses online at www.bowvalleycollege.ca

Education funding is available. Go to www.clpna.com for details



You might get an idea of what it is liketo work in the operating room bywatching Grey’s Anatomy. Either thesurgical suite is a hushed, seriousplace, or it is a frenetic work environ-ment, complete with dance musicpulsing in the background. As withmany things over-exaggerated by thedrama of television, the reality of theOR falls somewhere in between.

T he OR has historically been a welcoming place for LPNs withOR training. But depending on hospital policy, many nurseshave never set foot in a surgical suite. This can make it difficult

to evaluate perioperative nursing as a career option. OR-LPNs use the same skills, experience and training that are

paramount on the nursing unit. But this is a different type of nursing.There is a significant learning curve and new knowledge required tobe an OR nurse.

MacEwan’s Perioperative Nursing program tackles this learningcurve by offering a comprehensive program that includes onlinelearning, in-person lab, and a preceptorship. Previously, the programwas a paper-based and by distance education. Before that, somefacilities offered their own hospital-based certification.

In September 2008, the course was redeveloped through a reviewof literature and current standards and practice in the OR. Thecontent is now more current and focuses on the role of the LPN in theOR with an improved depth of material.

The Director of the Centre for Professional Nursing Education atMacEwan, Shirley Galenza, explains the advantage of offering theCertificate program.

>

DRAMALife in theOR

By Sue Robins


“We have a dedicated faculty, main-tained curriculum, quality assurancecomponents, and evaluation. This is aninteractive learning environment, withpaced course content. This means whileonline learning offers flexibility – youdon’t have to be sitting in a classroombetween 8 am and 3 pm - there are week-ly deadlines to help students keep up withthe coursework.”

Students come from all over Alberta,British Columbia, the military, and evenNewfoundland, through a partnershipwith the Centre for Nursing Studies in St.John’s.

The lab is located in the gorgeous newRobbins Health Learning Centre indowntown Edmonton. The OR lab ismodern and shiny, with real workingequipment - a new OR bed, anaestheticmachine, drapes, gowning and equip-ment. It is a simulation for students topractice their skills before they have theirpreceptorship in a real operating room.

“Even after three months of clinicalpractice, we recognize that nurses do notattain OR skills overnight,” explainsShirley. “But the MacEwan programallows nurses to be prepared to practicewhen they graduate. It is recognized,however, that they are still novice andneed mentoring in the OR environmentafter they graduate, but the MacEwancourses give them the basic skills to buildtheir practice on.”

Teresa Bateman, the Director ofProfessional Practice at CLPNA, has aglimpse into the OR Specialized LPN roleonce students graduate.

“The Perioperative Nursing program,set in a formal educational setting likeMacEwan is comprehensive, credible,and accessible to LPNs throughoutAlberta. Today, to work to the full scopein an OR position, you must completeapproved education and hold an ORSpecialty Practice Permit. CurrentlyMacEwan is the only place to get thatcertification,” Teresa explains.

So what is the reality of the work thatLPNs do in the OR?

Roxanne Fox has been an instructorin the Perioperative Program atMacEwan in Edmonton for the pastseven years. Before that, she was an ORnurse at the Grey Nun’s CommunityHospital, and was an LPN (then knownas an RNA) in the mid-1980’s. Her var-ied career in nursing gives her excellentperspective on LPNs in the OR setting.

“Perioperative nursing is a differentpath in nursing. There is a special knowl-edge of anatomy and physiology and theability to see the patient as a wholehuman being,” Roxanne shares.

She tackles the question of what theOR feels like. “It is a very controlled envi-

A perioperative nurse really has to be a patient advocate.

Roxanne herself is queasy and easily getscar sick, but she says she had an amazingpreceptor in her OR rotation when shewas a student. She credits her preceptor,who concentrated in the positives andwas very interactive, for directing her to acareer in the OR.

“There’s no way to tell if you will likethe OR until you try it. It is important tofight the queasy by thinking of the personas a whole, and not just a treatment or ill-ness. That makes surgery not gory orbloody, but very controlled and veryclean,” says Roxanne.

The blood doesn’t bother CourtneyTaggart. She graduated from theNorQuest LPN program at PortageCollege in Lac La Biche two years ago.Growing up on a farm outside Athabascawith lots of animals helped desensitizeher to blood and organs, she says,smiling.

She now works on the surgical unit inSt. Mary’s Hospital in Camrose.Courtney is vivacious and enthusiastic,and shares why she decided to invest thetime and money into taking thePerioperative Nursing program.

“Working on a surgical unit, Iprepped patients for the OR, and thencared for them after they came back. Iwas curious as to what happened inbetween,” she says.

Courtney was fortunate to be invitedinto the OR at St. Mary’s, to observe withan OR-LPN for a shift. She saw orthope-dic hip and knee surgeries, and found the


ronment. This helps the patient and fam-ily feel reassured that everything is goingto be OK. As nurses, we help with stressrelief for patients in the OR – we helpwith deep breathing, cuddle babies, andcomfort parents.”

This is contrary to the notion thatnurses who work in the OR do not dealwith patients. In fact, they do requiresharp nursing skills to quickly connectand establish a bond with patients andfamilies before surgery begins. Instead ofhaving days to build a relationship on anursing unit, they have to condense thatconnection into five minutes before thepatient is anaesthetized. In that time, theyhave to assess the patient’s needs and pro-vide support and comfort measures tominimize anxiety.

“A perioperative nurse really has tobe a patient advocate. The patient is at avery vulnerable place in the OR, and the

nurse is the transitional person betweenthe family and the surgical team,”Roxanne explains.

There are skill-based procedures donein the OR, like starting IVs, and catheter-izing patients, but Roxanne says the mainchallenge is having an appreciation forthe anatomy and disease process, whilestill seeing the patient’s needs. This hap-pens while working on the best way totransition a patient from the OR back tothe unit.

“OR nurses have to be good at teamwork. They have to be excellent commu-nicators in a confined space, and be ableto encompass all different aspects of

nursing, like procedures, working withequipment, knowing the patient and thecondition they are coming in with,” shecontinues.

The OR is very controlled. Time iscarefully monitored, and there is a seriesof pre-determined activities. Despite this,no two days are the same – there are dif-ferent patients and families, new equip-ment, different diseases and surgeries. Itis constantly changing, and while thework is built on routines, the work itselfis never routine.

Roxanne addresses some of the mythsof the OR, “The OR isn’t necessarilyhushed. After the patient is intubated, aradio can be turned on, and conversationflows between the team members. But itisn’t as dramatic as television might sug-gest.”

“There is a mutual level of respect forall the team members – everybody has an

important job to play. It is a small roomto be standing in for eight hours, and it isimportant to be able to work with allsorts of personalities,” Roxanne admits.

There are some important characteris-tics to being a successful nurse in the OR,and that includes a combination of beingorganized and meticulous, but still hav-ing the ability to be calm and to adaptquickly to change. The chaos comes inthe form of the unexpected – a patientcan have a cardiac arrest, have an unex-pected reaction to latex, or be difficult tointubate.

And how about the question of reac-tion to the blood and gore of the OR?

The patient is at a very vulnerable place in the OR…

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environment warm and inviting. “It is amazing how the OR is so much

about being a team, and how you rely onthe team members. I like to see howthings get put back together, and I findthe surgeries fascinating,” Courtneyadds.

Courtney took the coursework whileshe was working full time shifts. She con-fesses to being a procrastinator and saysshe didn’t expect the courses to be somuch work.

“There’s a lot of reading in the firsttwo courses but I’ve really enjoyed finish-ing up the lab portion,” Courtney admits.“That’s where the lightbulbs go on, andthings start to make sense. It is like I cansee the pieces of the puzzle comingtogether. And the instructors are great.They give feedback and answer ques-tions.”

After a week of intensive labs and anexam, she’s moving to the final leg of theprogram – 420 hours with a preceptor ather local facility – about three months’worth of practical work.

Courtney concludes, “I’m lookingforward to gaining more confidence inthe OR. I’ve learned so much, but there’sstill so much more to learn.”

Someone who is still learning isShirley Galliford. She is a delightful OR-LPN who is further along in her careerthan Courtney. In fact, Shirley has been

The Numbers148 LPNs in Alberta are practicing

in the Operating Room, out of almost

8000 total registrants. Average age

of LPNs in the OR is 46.8 years,

higher than the total registrant

average of 41.2.

practicing for an amazing 41 years. Everyyear since her graduation in 1968 hasbeen spent in the OR.

Shirley works full time permanentevenings at the Royal Alexandra HospitalOR in Edmonton. She also works at twoprivate clinics as a Nurse Manager duringthe day – one in ophthalmology andanother in otolaryngology.

In her few waking hours left each day,she volunteers as the President ofAORTA (Alberta Operating Room TeamAssociation). AORTA is in the midst ofplanning their annual workshop, to beheld this fall in Banff. At an age whenmost nurses are getting ready to retire,Shirley is a high profile LPN with a stel-lar reputation.

“I love working in the OR. I absolute-ly love it,” she says passionately. “It is ourjob to be one step ahead of the surgeon,to make sure everything is organized andready for them to do their job.”

Through a process of equipment cartsand surgeon’s cards that reveal the sur-geon’s preferences for techniques andequipment during surgery, the ORs areprepped each morning before the surger-ies. In the private setting, Shirley is incharge of ordering equipment and keep-ing the cards up to date. In the hospital,she functions either as a circulating orscrub nurse.

Shirley has seen thousands of surger-ies over the past 41 years. The role of thenurse has been fairly standard, but thesurgeries and technologies have changeddramatically.

“Our primary role years ago was toscrub with the surgeon and be a part ofthe surgical team. This has not changed,however, in most facilities, we circulate,which means we check the patient pre-operatively which includes ensuring thereis a signed surgical consent, we assist theanaesthetist with the induction of theanaesthetic, position and prep the patientfor the procedure. We open sterile sup-plies and do the intraoperative charting.We can assume either role and share theseroles with the other team members,” sheexplains.

Today there are many more minimal-ly invasive procedures, that involvelaproscopy or thoroscopy, and don’trequire opening the patient right up.Shirley has seen brain surgery conductedwith navigation systems under localanaesthetic, and has witnessed an explo-sion of technology in the OR, including

robotics. These techniques have led toshorter recovery times and shorter hospi-tal stays.

“Some of my favourite work is har-vesting organs for transplants. I findworking with either the donor or recipi-ent really rewarding. People who receiveorgan donations are so grateful, and itcontributes to a dramatically increasedquality of life – someone gets a kidneyand doesn’t have to be on daily dialysis,or someone legally blind can now seewith a cornea transplant,” Shirley says.

Shirley sees a promising future ofLPNs in the OR, with the standardizedcertification program at MacEwan. “Ithink there will be more LPNs in the OR,and that’s a good thing. I brag that I havethe best job in the world.” n

About AORTAThe Alberta Operating Room TeamAssociation (AORTA) works to promote excellence in perioperative nursing by providing opportunity for LPNs to expandand update their nursing knowledgethrough educational sessions and tobring together nurses committed to this specialty.

AORTA holds regular workshops and an annual conference.

AORTA has both an Active Membership category ($20/year) or an AssociateMembership ($15/year).

Visit the AORTA webpage atwww.clpna.com, “Members”, “AORTA - Affiliate”.


Are you an LPN seekinga new challenge?

Perioperative nursing couldbe your next step.

MacEwan offers this four-course certificate online and through distance

delivery, providing you the skills to work in a challenging and team-oriented environment – the operating room.

Centre for Professional Nursing EducationNursing professionals’ destination of choice for continuing education.

Visit www.MacEwan.ca/LPN formore information.

FUNDING AVAILABLE

You may be eligible for an educational grantfrom the Fredrickson-McGregor EducationFoundation for LPNs. Funds are available forLicensed Practical Nurses in Alberta who hold

an active Practice Permit with CLPNA.

If approved, you could be reimbursed for the full tuition cost of the program. Reviewthe Grant Guidelines, the FAQ’s (FrequentlyAsked Questions) and the Grant Application

Form at the Foundation’s website,http://Foundation.CLPNA.com,

or contact the Grant Administrator at 780-484-8886.

The regulation of nursing practiceensures that nurses meet mini-mum standards for safe compe-

tent and ethical care. With projec-tions of significant nursing work-force shortages by 2010, there isgreat impetus to increase the num-bers of nurses working in Alberta.CLPNA has partnered in a numberof initiatives to ensure that Alberta isone step closer to a solution.One significant approach is the

active recruitment of internationallyeducated nurses (IENs). The CLPNAworked with employers, government,regulatory bodies and educationalinstitutions exploring ways to expe-dite the assessment and registrationprocesses for the IEN.CLPNA participated with government and employers in collaborative

recruitment missions to Great Britain, Nevada and Florida. The purpose ofparticipation by CLPNA was to develop an understanding of the educa-tional preparation, licensing and role of the Licensed Practical Nurse (orequivalent) in each of those jurisdictions with a goal of evaluating the poten-tial as a recruitment source. We met with regulators, educators and nurses.Many nurses from the United States expressed interest in learning moreabout living and working in Alberta. CLPNA is currently seeing an increasein the numbers of LPNs coming to Alberta from the United States.The key initiative in 2008 for CLPNA was the partnership with

NorQuest College and Capital Health to facilitate a process involving therecruitment, assessment and licensure of internationally educated regis-tered nurses (IENs) from the Philippines.NorQuest College used a variety of strategies to assess the education

preparation of Philippine IENs including articulation of the Philippine pro-gram using the NorQuest College Practical Nurse Diploma curriculum asthe comparative. Further knowledge of the Philippine nurse education;theory, skills and workplace competencies was obtained by visiting anumber of schools of nursing and hospitals, both private and governmentfunded. This process revealed both strengths and weaknesses inPhilippine competency-based curriculum related to knowledge and skill.The information gleaned from the articulation process provided the foun-dation for the development and implementation of the Canadian PracticalNurse Bridge.In conjunction with the articulation, Capital Health and their designat-

ed recruitment company developed a process with a significant focus onthe importance of pre-screening potential employees. During 2008,CLPNA registered 336 IENs from the Philippines with many more appli-cations in progress. Out of those registered, 161 IEN LPNs wrote theCanadian Practical Nurse Registration Examination resulting in an 82%success rate on first time writing, higher than the national IEN average.Challenging times require challenging strategies. While IEN recruitment

is one important approach to resolution of the nursing shortage in Alberta,it is the view of CLPNA that additional longer-term strategies includingdomestic recruitment into the profession and initiatives aimed at retentionof our existing nursing workforce are critical to creating a healthy andvibrant workforce able to meet the needs of a growing Alberta. n

at issue

International Recruitment Initiatives

Interested in the Operating Room Program?


at issue

“All I want is a happy, productiveteam!” sighed one frustrated man-ager. “Yes,” groaned another, whowent on to explain that life on hisunit was no fun either and turnoverwas high. Neither of them couldattract staff to their unit and moralewas low because there was notenough staff to do the work. Peoplewere getting burned out.

If this story sounds familiar, read onand together we will explore theconcept of mentoring as a leader-ship tool to improve staff recruit-ment, staff retention, and boostmorale in the workplace.

So What is Mentoring?Mentoring can be considered as an inter-vention aimed at helping the new ornovice staff member (mentee) feel com-fortable in their new role as well as theirnew environment.

It is a formal or informal relationshipbetween two or more individuals for thepurpose of supporting workplace integra-tion, career advancement, as well as pro-viding a safe environment to address psy-chosocial issues.

In addition, the mentoring role is non-evaluative so that means that the mentorwill not be part of the new staffs report-ing structure, and will not be involved inperformance evaluations.

The Mentoring WheelThis model (facing page) is derived frompersonal practical experience of coordi-nating a mentoring program, as well asworking with mentors and mentees, andintegrates the work of Dr. Ray Carr,founder of Peer Resources in Vancouver.I believe the four central elements to men-

toring are professional & personalknowledge, authenticity, trust, andrespect. A blend of these elements isshared through conversation and person-al communication, thus building relation-ship and creating commitment to theprocess.

The outer circle represents the system inwhich we live and work and depicts thecontinuous interplay of personal andwork-related experience, searching formeaning in the experience, offeringopportunity for reflection on what waslearned, and finally the formulation of aresponse or course of action.

Qualities of a MentorTake a few minutes and think aboutsomeone in your life who has been amentor to you in your personal or pro-fessional life. What qualities did youexperience in that relationship? Was there

something special about that person?

Now consider yourself, what qualitieswould you bring to the table as a mentor?Perhaps you are already mentoring some-one, so how do you do that effectively?What values do you feel are important ina mentoring relationship? What are yournatural gifts and talents that you share?Just take a few minutes to take stock ofeverything you bring, or could bring tothe relationship.

Safety, non-judgement, compassion,understanding, and honesty are a fewqualities that may be on your list, andhave been noted by both new and novicestaff as being very important to them.

The Mentoring RelationshipThere are two ways to enter into a men-toring relationship, either formally whereparties are assigned, or informally, where

Mentoring: For The Future Of Our Workforce

By R. Foster MN Facilitator OD

away from regular duties and perceive itas impacting their workload.

Responsibility in this context refers to theadditional responsibility that the mentorsexperience when they accept a mentoringrole. In an ideal environment, protectedtime is created for mentors to do theirwork, however the reality is that this is aluxury that does not happen. Currentstaffing shortages, and increased work-loads make protected time almost impos-sible, so mentors often carry the responsi-bility of mentoring in addition to theirregular work assignments.

Creating a Culture of MentoringHaving briefly outlined the qualities, ben-efits, and challenges of being a mentor, orbeing mentored, for the individual, pro-gram or organization, the question ishow can we support mentoring as arecruitment and retention strategy?

I believe the best approach isthrough education strategiesaimed at sharing information onmentoring and encouraging allstaff to adopt a mentoringspirit. Building the founda-tion of mentoring throughworkshops, lunch andlearns, and personal storiesoffers the opportunity todevelop a culture of men-toring. New staff will feelsupported and existing staffwill feel valued and realizethe benefits of reduced staffturnover.

As we engage all staff in the men-toring activities, creating a learn-

ing environment for new and sea-soned staff alike, the effects will ripple

through the organization. Meaning willbe re-introduced into the professionallives of seasoned staff who have lost theirsparkle, and the organizations reputationwill filter into the community and attractnew and experienced staff. n

parties naturally gravitate to one anotherand develop an ongoing relationship.

In the ideal world, the latter is the prefer-able approach, however it is not alwayspractical, so alternative options formatching can be utilized. Some programshave linked people via a webpage, othersthrough a bulletin board, and others byassigning new staff to an assigned men-tor.

Whichever way is chosen, a mentoringagreement must be developed that out-lines what each party can and cannot,will and will not do, as well as clearlyoutlines the exit strategy with a no-faulttermination clause.

Relationships fall apart at the best oftimes, so discussing and agreeing on thebest way to end it, right at the outset,takes the pressure off having to worryabout it should the need arise.

ReciprocityIt may seem that the mentoringrelationship is completely one-sided, however nothing couldbe further from the truth. Ina healthy relationship, bothparties bring gifts to thetable.

The new staff personbrings their energy, newknowledge, enthusiasm,and new ideas, and it hasbeen my experience thatthose seasoned profession-als in the mentoring roleappreciate learning fromthese new staff.

Some seasoned professionals havecommented that it really made themrealize how much new information wasgiven to new graduates, and how muchthey could learn from them. Others real-ized that they need to brush up on theirknowledge and it motivated them toresearch new knowledge and develop-ments in particular areas.

In other cases, seasoned staff noted that itgave them a new lease of professional lifewhere they previously felt they hadplateaued professionally.

ChallengesThere can be no doubt that mentoringhas many benefits both to the individualsparticipating in the relationship, as wellas the programs and organizations sup-porting the strategy. However, it wouldbe naive to gloss over the challenges thatoften face those who are developing orrunning mentoring programs. I refer tothese as the 3 ‘Rs’: Role confusion,Resentment, and Responsibility.

Role confusion springs from a belief thata mentor and a preceptor are one and thesame, when in fact one is skills based andinvolves an appraisal of the individual,while the other is seen as a soft approachto working with new staff and thereforenot valued by those not involved in theprocess.

Resentment rears its ugly head in twoways. First, the new staff may feel singledout and in some cases have been knownto question whether they were assignedto a mentor because they were deficientin some way! Second, existing staff thatare not involved in the mentoringprocess, may see the time spent by men-tors with the new staff as time taken


Rachel Foster was the Professional PracticeConsultant (Mentoring) with Regional NursingAffairs, AHS Capital Health and now is anExecutive Coach and OrganizationalDevelopment Facilitator, Covenant Health.


at issue

EDMONTON, ALBERTA, March 12, 2009 -Mr. Brent Rathgeber, Member of Parliamentfor Edmonton–St. Albert, on behalf of theHonourable Diane Finley, Minister of HumanResources and Skills Development, todayannounced Government of Canada supportfor the College of Licensed Practical Nursesto promote labour mobility for Canada’snurses.

“Through Canada’s Economic Action Plan,our government continues to support theremoval of barriers to ensure full labourmobility for all Canadian workers by April 1,2009,” said Mr. Rathgeber. “Labour mobilityencourages international competitivenessand is a fundamental right of citizenship.”

Today’s announcement of close to $75,000will help the College of Licensed PracticalNurses bring together regulators from allprovinces and territories to discuss inter-provincial mobility and the effective pan-Canadian implementation of Chapter 7(Labour Mobility) of the Agreement onInternal Trade (AIT).

“Encouraging the recognition of qualifica-tions and certifications across Canada bene-

fits workers and employers alike; workershave a wider range of opportunities andemployers have a broader selection of candi-dates, which is important in these changingeconomic conditions,” said Mr. Rathgeber.

Full labour mobility applies to internationallytrained workers as well as Canadian trainedworkers. Improving the labour market inte-gration of internationally trained workers is akey commitment of the Government ofCanada. The Government is taking action onthis commitment by working with partnersand stakeholders to break down the barriersto integration—including difficulties with for-eign credential recognition—to positionCanada as a destination of choice for immi-grants.

The Government of Canada along withprovinces, territories and regulatory partnersis taking action to develop a national frame-work for faster recognition of foreign cre-dentials. Labour ministers were asked todevelop the common framework bySeptember 2009. This will improve employ-ment opportunities, as well as give employ-ers access to a larger and richer pool ofhuman resources. n

BACKGROUNDER

College of Licensed Practical Nurses

This College of Licensed Practical Nurses project contributes to facilitating inter-provinciallabour mobility for members in this occupational group and is consistent with Chapter 7.

A pro-active collaborative approach among licensed practical nurse (LPN) regulators acrossCanada will help facilitate Canada’s long-term strategy for health human resources unit byplanning based on population health needs by enabling a mobile workforce.

The specific objectives of the project are to:

• achieve full mobility for LPNs within Canadian jurisdictions through demonstrated regulatory excellence while upholding the mandate of public protection;

• include representation from LPN regulators from every province and territory in Canada for participation in discussion;

• identify areas of similarities and differences with respect to policies and processes and focus on these areas in discussions related to addressing possible barriers; and

• identify and develop a strategy and implementation plan to address these barriers

The College of Licensed Practical Nurses of Alberta (CLPNA) is fund holder and chair of this national initiative.

Governmentof Canadapromoteslabourmobility for nurses


The College of Alberta Psychologists(CAP) is the self-regulatory body ofregistered psychologists and provi-

sional psychologists in Alberta. CAP reg-ulates the practice of psychology in theprovince of Alberta under the HealthProfessions Act (HPA), and its mandate isto protect the interests of the public andguide the profession of psychology. WhileCAP has a regulatory function, its frater-nal body, the Psychologists’ Associationof Alberta, has collegial or voluntaryfunctions accountable directly to themembership. The primary advantage ofseeking out registered psychologists isthat they are supported by a number ofprofessional guidelines and standards ofpractice to ensure their services are of thehighest quality and fulfilling professionalrequirements.

CAP has nearly 2,400 members, 86% ofwhom are registered psychologists andthe remainder provisional psychologists.In recent years, the number of member-ships has remained steady, although thereis the trend of the profession growingolder and reaching retirement age. In fact,about 37% of CAP members are aged 55years or over.

What Psychology Is and WhatPsychologists DoPsychology is defined as the scientificstudy of the behaviour and mentalprocesses of the individual, and the influ-ences of the individual’s character onhis/her behaviour. It is interesting thatsome are unsure of the differencebetween psychiatrists and psychologists;therefore, it is good to take this opportu-nity to ‘set the record straight’:

A psychiatrist is a health professionalwho holds a medical degree and has com-pleted post-doctoral training in psychi-atric and psychological disorders. A psy-chiatrist may prescribe medications forthe treatment of these disorders.

A psychologist is an individual with agraduate degree in psychology or equiva-lent from an organized, sequential pro-gram in an accredited university or a pro-fessional school. Psychologists typicallytreat life and mental health difficultiesemploying a variety of cognitive, affec-tive, and behavioural strategies. A psy-chologist often works collaborativelywith various medical professionals sup-porting a shared treatment perspective.One area of expertise is the use of psy-chological instruments to measure impor-tant qualities such as personality, emo-tional, cognitive/intellectual, academic,and neurological functions. The greatestdifference between a psychiatrist and apsychologist is that the latter does notnormally prescribe medication.Nevertheless, it is noteworthy that inmore than one U.S. jurisdiction, psychol-ogists who possess appropriate trainingand skills are authorized to prescribe psy-chotropic medication.

Section 3 of Schedule 22 of the HPA spec-ifies the scope of practice of psycholo-gists:

In their practice, psychologists do one ormore of the following:

(a) assess, diagnose and treat mental, emotional, cognitive, behavioural andinterpersonal difficulties of persons orgroups of persons in order to prevent,remedy or ameliorate the difficulties and to enhance human effectiveness and quality of life, and

(b) provide restricted activities authorizedby the regulations.

The Many Faces of PsychologyThe practice of psychology is an extraor-dinarily diverse field with many variedcareer paths. It is a shared interest of psy-chologists to study human behaviour.They draw on a multitudinous body ofscientific knowledge about how individu-

know your healthcare team

The following article has been submitted by the College of Alberta Psychologists

Profile: Psychologists

>


als think, act, and feel, and applythe information to their areas ofexpertise. Psychologists engage inpractice, research, and teaching,and their work serves differentgroups of individuals, families, andorganizations such as governmentagencies, schools, hospitals, andhealth-care institutions.

Some psychologists may practise inmore than one area while otherpractitioners focus on one specialtyat one point in time, then move onto work in another area later intheir career. Many psychologists areactive in both practice and research, andthe host of different areas of their inter-ests includes:

• Cognitive functions such as learning, memory, problem solving, intellectual ability and performance;

• Neurological, genetic, psychological, and social determinants of behaviour;

• Stress, anger, and other aspects of lifestyle management;

• Mental health problems such as depression, anxiety, and phobias;

• Brain injuries and degenerative brain diseases;

• Psychological factors and problems associated with physical conditions and disease (e.g., diabetes, heart disease, and stroke);

• Perception and management of pain; • Psychological factors and

management of terminal illnesses (e.g., cancer);

• Psychological factors necessary to maintaining wellness and preventing disease;

• Marital and family relationships and problems;

• Addictions and substance use and abuse (e.g., smoking, alcohol, drugs);

• Application of psychological factors and issues to work such as motivation, leadership, productivity, marketing, healthy workplaces, and ergonomics;

• Social and cultural behaviour and attitudes, the relationship between theindividual and the many groups of which he or she is part (e.g., work, family, society);

• Role and impact of psychological factors on performance at work, recreation, and sport;

• Criminal behaviour, crime prevention,services for victims and perpetrators of criminal activity; and

• Court consultations addressing the impact and role of psychological and cognitive factors in accidents and injury, parental capacity, and competence to manage one’s personal affairs and health-related decisions.

Becoming a PsychologistThe requirements for registration varyfrom jurisdiction to jurisdiction inCanada. In Alberta, the minimum aca-demic requirement is a master’s degree inpsychology or equivalent. Many jurisdic-tions require a doctorate education inpsychology before practice. It is worthpointing out that registrants with either amaster’s or doctoral degree are both reg-istered psychologists in Alberta; there isno difference in their use of title. Thatsaid, those registered psychologists with adoctoral qualification may use the term‘doctor’ in their practice if their degree isin the study of psychology.

Before they become fully registered,members are first required to work undersupervision as provisional psychologistsfor a minimum of 1,600 hours. They arealso required to receive an acceptablegrade on the written North AmericanExamination for the Professional Practiceof Psychology (EPPP) examinations andpass an oral examination on jurisdictionand ethics. In addition to annual renewalof their practice permits, members are

required to complete a self-assess-ment form and prepare a profes-sional development plan to fulfillthe requirement of continuing com-petence as set out in the HPA.

Furthermore, foreign applicantsshould contact CAP to determine ifthey have the necessary qualifica-tions for registration. For psycholo-gists who are registered in otherjurisdictions in Canada and whowish to practise psychology inAlberta, their mobility may be facil-itated by the Agreement on Internal

Trade (AIT) or the substantial equivalen-cy program of CAP. Further informationabout the credentials evaluation andregistration processes is available on theWeb site of CAP at www.cap.ab.ca.

Working with Other ProfessionalsUnlike how the popular media sometimesportrays psychologists as sitting contem-platively in a deep-seated chair with awriting board in hand and jotting down apatient’s free-flowing thoughts, a psy-chologist does not only work alone and,in fact, often collaborates with a team ofother professionals in their work. Indeed,psychologists very often work with socialworkers, nurses, physicians, teachers,occupational therapists, and - yes - psy-chiatrists to assist people in a variety ofareas. It is through collaboration thatpsychologists - as well as their health pro-fessional colleagues - can provide a holis-tic service to people with all needs and ofall ages.

In ClosingBeing a psychologist is undeniably arewarding career when the practitioner isinvolved in the process of assisting indi-viduals to become a better version ofthemselves; to heal from traumatic andadverse life events; or to help them alongthrough their emotional difficulties andlife journey. The study of behaviour isalways fascinating because no one isalike! n

References1. The American Psychological Association (www.apa.org) 2. The Canadian Psychological Association (www.cpa.ca)3. The Psychologists Association of Alberta (www.psychologistsassociation.ab.ca)

know your healthcare team


Humor, fun and laughter give you theNerve to Serve in a fast paced envi-ronment. Do you use humor actively

to decrease stress or passively (muchmore common, where you enjoy humorwhen it happens to occur)?

Humor Sustains You. Make it a habit tolaugh at the tough stuff. What’s funny iswhen things go wrong - not whenthings go right. This helps you takeyourself lightly so you can take yourwork seriously.

Remember Humor puts you in controlin two ways:• It puts you in control of your environment by putting others at ease and decreasing tension.

• It instantly puts you in control of the way you feel. You cannot experience any negative emotion and laugh at the same time.

Rise above your circumstances; down-play embarrassing or painful momentsby searching for the humor in it.

Laughter often marks the turning pointwhere people stop being a victim andstart becoming a survivor. You don’tplay when you feel better, you feelbetter when you play.

Laughter has been shown to decreasepain (Norman Cousins). Rememberhumor liberates expectations andappropriately used it will help youmanage expectations.

Humor and laughter instantly changethe way you feel, the way you think andthe way you act.

Laughing is the best stress manage-ment technique around because it’sfun, free, safe, takes no special training,no equipment, is easy to do, and acces-sible at any time.

Every time you laugh you:• Increases Endorphins (it makes you feel good and gives energy)

• Decreases Stress Hormones• Decreases Muscle Tension from stress (further breaking the stress cycle)

• Increase oxygen to your brain which makes you more focused and productive

Laughter helps you be flexible withpeople and lightens up relationships.

Fake it until you make it - Laugh for noreason at all, it has the same effect.

Be on the lookout for humor andlaughter moments. Humor comes fromthe absurd, incongruent and unexpect-ed… can you plan to do somethingunexpected?

About the Author

Jody Urquhart is a speakerand author who is passionateabout spreading the messageof fun and meaningful work.

She presented at the 2009Spring Conference and willbe a feature writer for thispublication. Watch out for further motivation next issue!

www.idoinspire.com

the nerve to serve

Say Hello to Humor & Goodbye toBurnout!

By Jody Urquhart

Purposeful work comes alive by daringto be caring moment by moment, tocreate a life that is uniquely yours atwork. Spend time lifting people up withhumor, the greatest positive source ofenergy we have. n

At this year’s Spring Conference, the CLPNA had the opportunity

www.saysalotaboutyou.com)

It says a lot about you.Licensed Practical Nursing

We are very excited to share the campaign with you, so we’ve made it easy for you to hear the radio spots and view the online ads—visit our special section on our site at www.clpna.com

Listen to the radio ads live by tuning in to:

View the online ads on:

MochaSofa



LPNs share their personal stories and perspectives about their careers. Watch future issues of CARE for this new feature.

“Hear the Passion”The Voice of the LPN


Patient safety is a seriousglobal public healthissue. Estimates showthat as many as one inten patients in developedcountries worldwideexperience an adverseevent while receivinghospital care1. Anadverse event is an unex-pected and undesiredcomplication, injury, per-manent disability ordeath caused by care pro-

vided to the patient, rather than by the patient’s underlying ill-ness2,3. A significant outcome of our increased knowledge ofadverse events has been development of patient safety competenciesthat can be integrated into all areas of clinical practice across theprofessions4. Patient safety education is now beginning to occurboth in education institutions and in healthcare settings.

To raise awareness on nursing’s vital role in promoting safety andto introduce the key concepts and principles of patient safety, aseries of articles will be featured under The Safety Net: A NursingPerspective. These articles are presented by Linda Nykolyn, RN,BScN, Coordinator for Curriculum Development in Health andHuman Service Careers at NorQuest College. She is well versed inthe science of patient safety having researched principles, concepts,and practices in the patient safety literature and has co-authored abook on nursing communication and patient safety (in press).Linda will achieve certification as a Patient Safety Officer in fall of2009. Watch for it next issue! n

1. World Health Organization. 2009. WHO/Ten Facts on Patient Safety. Located at:http://www.who.int/features/factfiles/patient_safety/en/index.html2. Davies, J.M., Hebert, P., Hoffman, C. 2003. Canadian Patient Safety Dictionary.Located at: http://rcpsc.medical.org/publications/PatientSafetyDictionary_e.pdf3. Institute of Medicine. 2000. Kohn, L.T., Corrigan, J.M. (Eds.). To err is human:Building a safer health system. Washington, DC: National Academy Press. 4. Frank, J.R., Brien, S. (Ed’s.) on behalf of the Safety Competencies SteeringCommittee. 2008. The Safety Competencies: Enhancing Patient Safety Across theHealth Professions. Ottawa: ON: Canadian Patient Safety Institute. Located at:http://www.patientsafetyinstitut.ca/uploadedFiles/Safety_Competencies_16Sep08.pdf

The Safety Net: A Nursing Perspective

patient safety

Registration is quick and easy! Go to nurseone.ca now and start discovering the vast resources available.

Paul D. Fisher, LPN

Executive Director/RegistrarCollege of Licensed Practical Nurses of Newfoundland and Labrador

“NurseONE is an integral resource for delivering

vital information to assist all nurses in providing care and

services for a variety of clients in diverse settings.“

HEALTH-CARE JOURNALS, DRUG HANDBOOKS, NURSING E-BOOKS, INTERACTIVE TRAINING MODULES, PROFESSIONAL DEVELOPMENT GUIDANCE

Registration is quick and easy! Go to nurseone.ca now and start discovering the vast resources available.


What a joy it was to present at the CLPNA conference last April! Rarely have I seen such a dedicatedand motivated group of nurses, committed to caring for patients, yourselves, each other and ourhonorable profession.

In our time together, we talked about how we are so busy taking care of other people, we forget to take careof ourselves. We often treat ourselves in ways that we would never treat someone we love or care for. That’swhy I developed this CARE 4 ME acronym, so you can hear me lovingly nagging you to care for you too!

Connect with your God. Spend 15 minutes a day in prayer, meditation or reflection. Attend religious services and participate in that community.

Ask for your “juice.” If in your quiet time you realize that your life is out of balance physically, mentally orspiritually, make a plan for what you need in order to achieve better balance, then ask for it (kindly), fromyourself, your family and your workplace.

Rest and sleep. We would never deprive a child of sleep, because we know it makes them sick andgrumpy, yet we often do that to ourselves. Turn off TV, technology, and get 8 hours of sleep per night.

Eat right. Consume the quantity and quality of food you know your body needs.

4 times a day, breathe! For 15 minutes, 3-4 times a day, breathe slow, deep and easy to release stress, tension and endorphins.

Mind your mind. Implement your mental balance tools. Practice positive thinking and visualization, knowing it can change your body and your mind. Laugh 400 times a day, like children! Forgive yourself and someone else.

Exercise 3 times a week. Walk 45 minutes a day, even in 15 minute increments. Incorporate exercise into your everyday life. Mow your lawn, garden, play ball with kids, vacuum to rock and roll!

When you commit to doing these things, you will live by your new motto:“Today I will also Care 4 me, and truly live my priority.”

This makes you happier and healthier and in a better place to care for yourself and others.

a sip of soup

Today I Will Care For MeBy LeAnn Thieman

LeAnn Thieman LPN, is a Speaker Hall of Fame, andcoauthor of Chicken Soup for the Nurse’s Soul andChicken Soup for the Nurse’s Soul, Second Dose. To learn more about her books or presentations, visit www.NurseRecruitmentandRetention.comor call 1-877-THIEMAN.


?FutureShock

The Changing Face of

HealthcarePART 2


recently Old Sun Community College hasagreed to launch a cohort of students.These First Nation Colleges have beenworking closely in partnership with BowValley College and Norquest College.

The supports that are included within theprogramming include academic and cul-tural supports. These institutes havehired academic/cultural coordinators toassist the students in areas that theyrequire additional information/guidance.Some examples include housing opportu-nities in the areas, information on cultur-al protocols, cultural guidance, as well asadditional academic supports if requestedby the students. These First Nation insti-tutes have also collaborated with theirlocal health centres to offer the clinicalpiece within their studies. Further, thishas allowed students the opportunity tolocate and liaise with possible mentorsthat have worked in nursing services.

Aboriginal population demographics areincreasing, according to the 2006Canadian Census, “the aboriginal popu-lation is the youngest and fastest grow-ing”. With this in mind, it is imperativethat all Albertans have a firm under-standing of First Nations, Métis, andInuit cultures in order to effectively serveand relate to this expanding group. Thissense of understanding includes all areasof Health services but in particular therelationship between the caregiver andpatient is pivotal to effectively servingones’ health needs.

One key concept that has been broughtforward through the AHHRI Initiative isCultural Safety. Within cultural safetythere are many guiding principles such asprotocols, personal knowledge, positiveimpacts, process, and partnerships.These guiding principles are vital to allparties to effectively increase aboriginalhealth professional recruitment andretention. This concept is imperative to“Future Shock” as it is a direct route toboth understand your patient as well asunderstanding your colleagues. n

The Aboriginal Health Human Resource Initiative (AHHRI) is an initiative that was brought forward as a result of the Kelowna Accord.

In 2004, the Prime Minister of Canadaannounced that there is an increasingneed for more Aboriginal Health

Professionals. The objectives withinAHHRI are as follows:

• To Increase the number of Aboriginal Health Care Providers;

• To improve retention of Health Care Providers working in Aboriginal Communities;

• To adapt present health care programs’ education curricula to make them more culturally relevant.

With such broad objectives there havebeen projects initiated by Post SecondaryInstitutes, Associations, Treaty Regions,Tribal Councils, as well as First Nationcommunities in collaboration withHealth Canada and additional partners.These projects are built on the founda-tions of collaboration and partnershipwhich fosters and have initiated unbeliev-able successes. The successes to dateinclude higher levels of ProfessionalHealth graduates, First Nation curricu-lum development, increased awareness ofvarious health careers, as well as researchthat identifies barriers and opportunities,First Nations have encountered in theirplight for education and training inhealth careers.

The approach for the initiative has shift-ed to include a wholistic worldview; thatspecifically reflects all levels associatedwith attaining a health career, whichincorporates early education levels andprogramming, supports, and program-ming during education and training, aswell as the retention of First Nations inthe workplace.

It is through this forward thinking thatthe Licensed Practical Nursing programhas been initiated by various First Nationand Non-First Nation EducationInstitutes. To date this type of program-ming with additional supports has beeninitiated by Red Crow CommunityCollege, Yellowhead Tribal College, and

Data courtesy “First Nations people:Selected findings of the 2006 Census”,Statistics Canada, released May 16, 2009.www.statscan.gc.ca

Population Growth Rate in Canada1996 - 2006

35%

30%

25%

20%

15%

10%

5%

0%

Non-Aboriginal First Nations

8%

29%

Median Age of Populationin Canada 2006

45

40

35

30

25

20

15

10

5

0

Non-Aboriginal First Nations

40

25


name in the Dean’s List as the TopAcademic Student of the Liberal ArtsDepartment. My heart was full of life, Ifinally saw the daylight. My whole fami-ly was very proud of me. Even my oldersisters and brothers helped me andencouraged me to continue my study.

Life in school was still very tough. Peerpressure was the number one issue. Thestudents knew that I came from a verypoor family and here I was enrolled in aprivate school. I was bullied because Ididn’t dress like them. Many times, Istayed away from my friends duringlunch breaks because I did not havemoney to buy food. I would eat rice anda boiled egg, which was my daily mealwhile I was in school.

Regardless I stayed focus on my studies. Icontinued to dream and believe that “Ican do it.” Many times I asked myself,

the (new) face of healthcare

My StoryBy Alona S. Fortier, LPN

L ife for me today compared with thir-ty years ago is as different as nightand day. When I was eight years old,

living in a remote area in the Philippines,I dreamt that one day I would become anurse. That dream seemed too impossibleto happen.

During that time, there seemed no hopeand no future for me. I grew up in a verypoor family with three sisters and fourbrothers. I am the fifth child of the fami-ly. During my childhood years, I neverhad anything to my name. I did not evenhave a doll to play with. I never had adress that fit me, since I only had useddresses from my older sisters. I oftenwent to school with an empty stomach.My mother used to tell me to stay homeand not go to school because we have nofood. Many times I cried, because I didnot want to skip school. I was determinedto finish school no matter how hard lifewas.

I still remember the first time I got a newpair of shoes; it was when I graduatedfrom school. My father sold a goat andthree chickens just to buy me a new pairof shoes, and fabric for my dress whichwas handmade by my dear mother. I wasthe class valedictorian. My parents wereso happy when I went up on the stageand delivered my speech and received myaward.

After I graduated, I thought that was itfor me. I would have to help my parents,cultivating our farm, pasturing our goatsand feeding the chickens. But, I neverstopped dreaming. Every night, I prayedthat someday I wouldn’t be poor any-more. That someday, I will be a nurse.Sometimes when I was pasturing ourgoats in the cornfield, I sat on the oldtrunk of tree and looked up the sky, and

waved to the airplane passing by. There, Iwished that whoever was in that planewould throw some money to me so that Ican buy anything I want, even just acandy... but that was only a dream.

I finally decided to do something aboutmy life; I wanted to go to university. Myparents told me, “That’s impossible, wecannot afford.” I begged and cried to myparents. Even my older brothers and sis-ters disagreed, because they did not go touniversity either. With my own courage, Iwent to the College administrative officeand applied for a school scholarship withthe condition that the school will pay formy tuition as long as I maintain a 90%average in all my academic marks.

In 1990, I enrolled in the Bachelor of Artsprogram, with a major in Math. Thenursing course was too expensive at thattime. After the first semester, I found my

Alona Fortier

Graduate:Keyano College(NorQuest College), April, 2008


best things that ever happened in my life.I learned to understand the values andbeliefs of each individual. I found joy inproviding care for my patients and edu-cating them. And most of all, I nowunderstand why there are lots of poten-tially good nurses who give up. I believethe main reason is that many smart, hard-working potential nurses failed to com-mit to their dreams because of lack offinancial support, lack of moral support,and the stress of studying and managingother commitments. When I was on mysecond year in the program, I was verystressed fulfilling my duties as a full timenursing student, a mother, and a wife. Butafter what I had been through when I wasyoung, this was nothing in comparison.So, I never gave up and stood strong.

Today, my three brothers and youngersister have finished their Degrees. Mytwo younger brothers are now workinghere in Canada. My younger sister is nowteaching in the college where I graduated.Our oldest brother in the family got hisdegree at the age of 40. He was at the topin his class, and was the oldest student...but he was very proud marching duringhis graduation. My husband and I attendall family graduations and I always haveteary eyes. I cannot explain how happy Iwas seeing the smiles of my brothers andsister as they graduate. That was mypromise to my family, that if I get a job Iwill help them go to school. I am very for-tunate as my husband helped me to con-tinue my dreams for my brothers and sis-ters, and I will always be grateful.

My family now are doing really well.They take care of our business in thePhilippines. We go there every year andevery time we host a ‘food party’ for thechildren. There are so many hungry kidsand it’s so nice to see them eating andenjoying their food. Now that we canafford to, we give back with food, cloth-ing, school supplies, candies, simplethings that make them happy. I even col-lected used clothing, toys, and books

“Why am I poor?” At that time, the onlywealth in life was my family and my abil-ities. It’s sad to think that people treatedme like I am nobody because I am poor,and “poor people cannot succeed in life.”That was a challenge for me, which iswhy I never stopped dreaming.

In 1994, I reached one of the happiestdays of my life. I finished my Bachelor ofArts degree and was awarded Honorwith Distinction. During my graduation,I cried with joy. I was so proud of myselfthat at last the poor kid who was bulliedaround and looked down upon hadachieved her dream and is now a profes-sional. I never thought that I would bethe first person in my family to finish adegree. My parents and my whole familywere so proud. I realized they are myeverything; they are my strength, withoutthem I am nothing.

A new day and a new beginning startedto shine on me. After my graduation, Igot a job in a large accounting firm. Iworked there for a year and sent myyounger sister and younger brothers toschool. While working in the big city, Imet a Canadian, a very kind, honest, andloving man who was touring around thecity of Manila. After dating for morethan a year, we were married, and decid-ed to move to the cold city of FortMcMurray, Alberta.

When I came to Canada, I was a stay athome mom for seven years. When my sonwas in grade one, I started to feel boredand decided to go back to school. At first,I did not know what direction to take. Icannot work as an accountant herebecause my profession is not acceptableby Canadian standards. My husbandsuggested that I should take up nursing.When I heard the word “Nursing”,something awakened inside me. Rightthen, I went to the college and registeredin the nursing program.

Taking the LPN program was one of the

These people will always remember that someonehelped them, and that’s enough for me

from my co-nurses for donations. Weship boxes of goodies every 3 months forthe children and the local children havestarted to call my husband Santa Claus. In 2006, I opened a Public Library in thePhilippines in a building we own. We col-lected almost 3,000 used books for allcourses, for all ages from elementary tohigh school and college books. I person-ally collected books from any used booksstores, Value Village, Salvation Army, thePublic Library in Ft. McMurray, andKeyano College students, and friends. Weshipped all these books to the Philippinesand we even sent a computer and a copi-er for the students to use. All these effortsare for those students who cannot affordto buy books. They can now go to myLibrary and do their research for free. It’shard work, it costs so much, but knowingthat I can help students who havedreams, makes it all worthwhile. Thesepeople will always remember that some-one helped them, and that’s enough forme.

I now work in Public Health. My roleincludes healthy beginnings, adult clinic,school clinic, and home visits. I feel verywelcome here. My co-nurses are kind tome. Even though I am the only Filipino inthis department, I don’t feel like I am dif-ferent from them. It is a very nice work-ing environment.

No matter what I have achieved in life, Iam still the same person that I was thirty-eight years ago. Since I was a small child,I have always truly believed in the saying:“Education is knowledge, and knowl-edge is power. With power, you can doanything.” Now my life proves it. n

EMPLOYED:

Public Health,FORT McMURRAY



PICTURE OF GROWTH:2008 ANNUAL REPORT RELEASED

Released at the Annual General Meeting on April 15,CLPNA’s 2008 Annual Report captures the tremendousamount of work, growth, and change achieved in theLPN profession in the past year. Highlights includereports on the “big picture” by President Hugh Pedersenand Executive Director Linda Stanger, and snapshotsregarding Practice, Education, Communications,Regulatory Services, Conduct, and Provincial andNational Initiatives. Request a complimentary printedcopy of the 2008 Annual Report by [email protected] or 780-484-8886, or save a tree andread it at www.clpna.com under the “Resources” section.

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Member Information - College Activity - Best Practices

Nurses -Working Together for Your HealthThis year, the College and Association of Registered Nurses ofAlberta (CARNA), the College of Licensed Practical Nurses of Alberta(CLPNA), and the College of Registered Psychiatric Nurses of Alberta(CRPNA) joined together to collectively celebrate nursing and nurses.National Nursing Week provides an opportunity to celebrate all nursing professions and recognize the diversity and complexity of theroles of registered nurses, licensed practical nurses, and registeredpsychiatric nurses.

At the end of April, posters and pens featuring the collaborativetheme of “Nurses – Working Together for Your Health” were sentto facilities across the province in celebration of National NursingWeek (May 11-17). This year’s preparations resulted in the largestmail-out the College has ever participated in provincially. Joint pensand posters were sent to 156 sites in Alberta, to a total of 29,195nurses, to encourage joint celebration of National Nurses Week.

A request to proclaim May 11-17, 2009 as Nursing Week inAlberta was sent to the Minister of Health and Wellness andproclamation letters were sent to municipalities across theprovince. A joint news release was also distributed in early May.

The College was pleased to be involved in this joint initiative. Wehope you had a chance to celebrate your contribution to nursing.


What are the professional practice guidelines around documentation and charting?

Documentation is an expectation in any nursing role. There are resourcesavailable to assist LPNs in understanding their responsibilities in relation todocumentation.

Your nursing education and standards provided the basis for documentation.Employer policy usually guides the process of how you document. In theCompetency Profile, under Section D-5, you will find the applicable competencies to support your practice in legal protocols, documenting and reporting. Also, on www.clpna.com, there are a number of PracticeStatements. Of particular interest are “Documentation” and “ProfessionalResponsibility and Accountability”.

To locate this information on www.clpna.com , click on “Resources”, then“Practice Statements”.

There are also post-basic workshops and courses available from a number of community colleges. Check with those in your local area or see the linkson www.clpna.com under “Members”, then “Continuing Education”, then “Post Basic Education”.

Where can I get information to review my LPN assessment skills?

Performing comprehensive nursing assessments is an expectation in anyLPN role, which makes it your professional responsibility to ensure therequired competencies. On www.clpna.com there is a self-study module related to Health Assessment to assist LPNs refresh their assessmentknowledge and techniques. To locate this information on www.clpna.com,click on “Members”, then “Continuing Education”, and open “Self-StudyModules”. For a more formal review you could contact one of the educational colleges and enroll into the Health Assessment course.

LPNs at our facility have been trained in IV initiation and the administration of IV medication. My question is: Are they able to care for patients with PICC lines or other central lines including the administration of IV medications through them?

With the increase in the number of peripherally inserted central catheter(PICC) lines now in acute care, CLPNA has authorized LPNs in acute carewith competence in IV medication administration to provide PICC line care,including all the competencies listed in V-5 of the Competency Profile.Further education including theory, lab, and clinical mentoring, must be completed before performing this level of care.

Contact our Practice Consultants at [email protected] or 780-484-8886

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The following are frequently asked questions

to CLPNA’s PracticeConsultants by our members, managers,

educators, or the generalpublic that could providevaluable information

for you in your practice environment.

Q.

Q.

Q.


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How do You get Your DUCKS in a Row?

CONTINUING COMPETENCY PROGRAM (CCP) VALIDATIONThe College’s CCP Validation is underway. This past January, 400 activelypracticing LPNs across Alberta were randomly selected to participate. LPNsare expected to complete a four-part Validation that includes verification oflearning completed in the past two years. In the spring issue of CARE, wediscussed Part 1 and Part 2 of the process and this article is intended toclarify Part 3 and Part 4 of the CCP Validation.

Part 3) Impact on PracticeIn Part 3, examine how your learning has changed your behaviour. Has thislearning made a small change in your practice or has there been a signifi-cant change affirmed by client feedback? Give a detailed explanation of how you behave differently as a result of this learning.

Part 4) Professional DeclarationThe Professional Declaration is your self-declaration that you complete tolegally confirm your commitment to the Continuing Competency Programprocess and life-long learning. You simply confirm your professional commitment as an LPN.

The complete four-part Validation examines what you’ve learned and howyou’ve changed the way that you think and behave in practice. Although theCCP Validation is mandatory, the process is meant to assist you in under-standing how the learning you commit to positively impacts your practice.

630 CHED Talks to the Experts

from CLPNA

CLPNA grasped an opportunity duringNational Nurses Week to take part in a

PR session on 630 CHED, an Edmonton AMradio station. Linda Stanger, Executive Directorand Teresa Bateman, Director of ProfessionalPractice were featured guests on Talk to the

Experts with host Leslie Primeau. The hour-long show aired Saturday, May 16,

from 12:00 pm to 1:00 pm.

Stanger and Bateman shared current informa-tion related to the work of the College, the roleof the LPN, challenges today for the profession,

and opportunities available for LPNs.

Listen to the complete show on the“Resources” page at www.clpna.com.

CLPNA Council ElectionsNominations for CLPNA Council positions in the four districts up for election closed on May 31, andballots will be completed in June. Districts up for election in 2009 are District 2 (Calgary HealthRegion), District 4 (Capital Health Region), District 6 (Peace Country Health Region), and District 7(Northern Lakes Health Region). CARE magazine went to press before all Nominations were received;members are asked to check www.clpna.com for the latest developments.

If multiple Nominations are received for a single District, members in that District will be mailed anelection ballot. Completed ballots must be returned to CLPNA postmarked no later than June 30.

In the event of any vacancy occasioned by a lack of nominations, a resignation, death, temporaryinability to act, or otherwise for an elected member position, that position shall be filled by a Councilappointee for that District.

More information about the Council can be found at www.clpna.com under “About the CLPNA”.

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CLPNADistrict Map


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Fredrickson-McGregor Education Foundation for LPNs TAKE A COURSE, GET A GRANT! Taking a course to enhance your LPN practice? CLPNA members holding an Active Practice Permit may qualify for an Education Grant, and receive funding for course tuition cost. APPLICATION DEADLINES FOR COURSE COMPLETION DATES BETWEEN

July 30, 2009 February 1, 2009 to January 31, 2010 October 30, 2009 May 1, 2009 to April 30, 2010 January 30, 2010 August 1, 2009 and July 31, 2010

Grant FAQs (Frequently Asked Questions) and Grant Application Forms at

HTTP://FOUNDATION.CLPNA.COM [email protected] or (780) 484-8886

DISCIPLINARY DECISIONUnder the Health Professions Act, the CLPNA’s Hearing Tribunalis empowered with quasi-judicial powers to investigate allegedinstances of unskilled practice or professional misconduct by itsmembers. If a Hearing Tribunal decides that the conduct of theLPN constitutes unprofessional conduct, then the HearingTribunal shall make any orders it considers appropriate.

A Hearing Tribunal examined the conduct of a regulated mem-ber of the College of Licensed Practical Nurses of Alberta(CLPNA), and as part of the decision, the Hearing Tribunalrequested the publishing of an anonymous synopsis in CAREmagazine to provide the membership with information surround-ing unprofessional conduct.

A complaint received from the Member’s employer advised thatthe Member had admitted to removing narcotics from the facili-ty for her personal use. The Member admitted a substanceabuse problem and was already subject to a Decision of anoth-er Hearing Tribunal regarding a similar matter. Because of thenature of the complaint, the similarity to a previous complaint,and the need to ensure the protection of the public, theMember’s practice permit was suspended pending on the out-come of an investigation and Hearing.

The member admitted to the removal of Endocet, a powerfulnarcotic, from the unit’s medication locker for her personal useand was determined to be unprofessional conduct by theHearing Tribunal. In consideration that the Member hadsuccessfully completed a residential treatment program, thefollowing orders were mandated:• The suspension on the Member’s Practice Permit was lifted; • The Member was formally reprimanded and ordered to pay a $250 fine;

• The Member complete 500 hours of supervised practice;• The Member shall be restricted from working on a unit with narcotics for two years;

• The Member shall submit the results of random drug screenings to the CLPNA for two years;

• The Member shall give a copy of the Hearing Tribunal’s Decision to all current and new Employers for the next threeyears;

• The Member shall periodically meet with a CLPNA Practice Consultant to review a goal-setting plan to ensure this type of conduct does not reoccur.

If the Member fails to complete any of the Orders within therequired time limits, the Member’s Practice Permit will be sus-pended until the necessary Orders have been completed.


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We have people who have travelled agreat distance to get here. Places likethe Northwest Territories, British

Columbia, and Saskatchewan. Thank youfor taking time from an already packedschedule to be here with us in Alberta.Over the next two days our hope is that allof you will be challenged to reach foranother level in nursing, connect with oldfriends, and make some new ones.

I get to work with a group of won-derful people. Four times a year, yourCouncil get together and plan for thefuture of the College. Each calendar year isdivided up into 4 quarters. We review adesignated section in the CouncilHandbook to ensure we are on track,keeping within our budget and constantlyfocusing on our vision. Individualstrengths grow as we share for a commonpurpose.

Every spring we plot a course, take itapart and re-arrange the priorities. We tryto predict the storms on the horizon andmake good judgement calls. Sometimes weface the storm head on, sometimes navi-gating around it. We draw on the wisdomand experience of each Council member.The public members provide a rich back-ground in that they have sat on Councilsfor other organizations.

We call this process “StrategicPlanning”. Each one of you do that whenyou are reviewing a patients lab resultsand making judgment calls on the overallhealth of your patient. You evaluate theirfood/fluid intake, their total output andtheir overall vitals and appearance. That isstrategic planning for your patient calledthe Nursing Care Plan. As your Council,we do this for the overall health of yourCollege.

My short journey as your Presidenthas put me in the WOW factor manytimes. I have discovered that LPN’s havethe same challenges in Vauxhall asVancouver, in Grande Prairie as Gander,Newfoundland. Some provinces arestreamlining their training institutions.Some are wrestling with the RN and LPNratio while some are finalizing theirContinuing Competency Programs. I havelearned that we are all going the samedirection, but we are just in differentplaces along the road.

Some of our efforts here in Alberta arebeing admired by other provinces. Effortsto share ideas among other ProvincialLPN Colleges are being made in order toavoid each province “making nice roundwheels” - thinking it’s a brand new idea.

I have pondered what Council couldpass on to you in this time of uncertainty.The Dow Jones is down, the TSE is down,there are bail out packages that seem tonot be working, there are more peoplebeing laid off every day, aren’t you gladyou came? Housing starts are down, andnow my mortgage payout is higher thanthe actual value of my house. Is there any-thing that is up? Well… yes there is!

The need to provide good health carehas never been higher. There is a hugedemand for skilled LPN’s that excel intheir profession. In all the downers oftoday’s news there has never been a greaterneed, than the need for hope. We are all“Hopers”. Hope I pass the course. Hopethe lab work shows why he is in so muchpain. Hope there is enough Attends to lastthis shift. Hope I get that job. Hope I getthat house. Hope I get that spouse, theyget that job, and then we can get thathouse! We are all “Hopers” and so are...the people we care for. SOMETIMES youare the best “Hope” they have. You maybe the only light they have for that day andthat kind of “Hope” doesn’t come in an IVbag.

I don’t yet know what the new strate-gies of Alberta Health Services will be.They have made some gigantic changes inleadership. My “Hope” is that in all thistransition that I... and we... can stayfocused. The main purpose is to providethe best care and “Hope” possible to everyclient. So when you go to work, live it onpurpose, and with “Hope”.

Marleen from Newfoundland hopesthe new concept of Alzheimer’s Homescatches on everywhere. This new care con-cept is built in a giant U shape with 10small living quarters set off from a largedining area where the residents work withthe hired cooking staff. Each resident has agarden plot they can use. This new Homeis geothermally heated, solar powered,with a wind generator back-up. And so... she “Hopes”.

Nancy tells me she hopes that an LPNwill respond to the need for a flight nursein Northern Alberta. She tells me LPN’sare keen critical thinkers and tend not tobe glory seekers. And so…she “Hopes”.

When patients ask you questions doyou think they only want medical advice?Maybe… but they are also looking for“Hope” as well. In your answer, in yourwords, they search for an element of“Hope”. The reality of the outcome isnever as hard to handle if it is deliveredwith “Hope”.

Robots are being used more and morein surgery. Good place for them – thepatients are asleep. Robots will never takeover the bedside care by a human nurse.So guard yourself against android actions.Your face, your smile, your mannerismswill be the infusion of “Hope” that willmake the difference.

For what do you “Hope”? Your valueas a person and as a nurse is NOT depen-dant on the TSE or the possible bankrupt-cy of General Motors and it certainly does-n’t waver with the oil prices. The slush andice of structural change will not skid us offthe road. We have been strong in the past,we are strong now and I don’t see us need-ing a bale-out package because we are herefor the purpose of providing care and“Hope” to those we serve. n

Hugh PedersonPresident, CLPNA

“HOPE”Presidential Address - 2009 Spring Conference


The CLPNA acknowledged the outstanding contributions of Vi Smith to the Practical Nursingprofession over the past 43 years by bestowing her with a Lifetime Membership.

Vi practiced for 15 years before becoming the first licensed practical nurse to be hired in a PNprogram, provincially or nationally, when she accepted an Educational Assistant position at AlbertaVocational College. For the next 28 years, Vi raised the profile and visibility of the profession, andencouraged each and every student to do the same. Vi practiced what she preached, and had theproud distinction of retiring this past year as Director of Nursing of the Practical Nursing programat Bow Valley College.

Vi was also actively involved with the CLPNA throughout her career, working on the CanadianPractical Nurse Registration Exam, representing CLPNA on the Canadian Association of PracticalNurses and playing a significant role in the development of the Competency Profile for LPNs.

Dr. Bill DuPerron received an Honourary Membership for distinguished service and valuableassistance to the LPN profession. As a senior consultant with Alberta Health and Wellness and anexpert in competency development, Bill led the process of articulating LPN knowledge, skill,attitudes and judgment, resulting in a Competency Profile for the LPN. It also became theprototype for other health professions in Alberta and LPNs at a national level.

Bill became an expert regarding the LPN role and, as a result, a true advocate for the profession.He recognized that LPNs made a far greater contribution to the health care system than they weregiven credit for and that they could do so much more. Like Martin Luther King, Bill also had a dream- that “all LPNs across this country would be valued and respected.” Today with the implementationof the LPN Competency Profile in eight jurisdictions in Canada, Bill’s dream is becoming reality.

Bill recently accepted the position as Dean of the Department of Health and Community Servicesat Bow Valley College. Included in his portfolio is the education of Practical Nurses, so his influenceon the LPN continues.

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LPNs in Alberta Awarded Top Honors

Outstanding LPNs from across Alberta were honoured April 16 at the Celebration and Awards Dinner during the College ofLicensed Practical Nurses of Alberta’s (CLPNA) annual Spring Conference. In addition to the annual Awards of Excellence,this year’s ceremony included presentations of a Lifetime Membership and an Honourary Membership from the CLPNA to

individuals who have positively impacted the profession.

The 2009 Awards of Excellence pay tribute to the best LPN practitioners, leaders and educators in Alberta as nominated byemployers, colleagues and students. Winners receive $1000 and a commemorative crystal award from the Fredrickson-McGregorEducation Foundation for LPNs, a non-profit society established to support members of CLPNA through educational grants,bursaries and awards of merit (http://foundation.clpna.com).

LIFETIME MEMBERSHIP

HONOURARY MEMBERSHIP


Award and BursaryRecipients

The CLPNA and Fredrickson-McGregorEducation Foundation for LPNs

congratulates the Winners and Nomineesfor this year’s 2009 Awards of Excellenceand the Recipients of the David KingEducational Bursary. These exceptionalLPNs were nominated by employers and colleagues across Alberta. In the

Foundation’s opinion, they are all winners.

Laura Crawford Excellence in Nursing Practice AwardWinner: Rula Van Huizen, Airdrie

Nominees:Barbara Bold - Stiebritz, Edmonton

Kim Clozza, DrumhellerCathy Fuhr, Edmonton

Elaine Halladay, Spruce GroveNoreen Haugen, High PrairieBarb Lachance, AthabascaJoanne Landry, BonnyvilleMyrna Lewin, EdmontonFlynn McGrath, BonnyvillePatricia Miller, Edmonton

Danielle Nachtigal, EdmontonWendy Parsons, EdmontonMarlene Rollier, Leduc

Pauline Zukiwski, Drayton Valley

Pat Fredrickson Excellence in Leadership AwardWinner: Ruth Wold, Three Hills

Nominees: Dianne Bunning, EntwistleCathy Fuhr, Edmonton

Lance Houston, Rocky Mountain HouseJoanne Roberts, LethbridgeTasha Stainbrook, Calgary

Rita McGregor Excellence in Nursing Education AwardWinner: Ruth Rosvold, Calgary

Nominees:Ada Bannink, Sherwood Park

Laura Milligan, Fort Saskatchewan

David King Educational BursaryRecipients:

Ann-Marie Simpson, CalgaryAnne Wall, Calgary

Jody Misunis, EdmontonDorothy Wurst-Thurn, Grande Prairie

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The Laura Crawford Excellence in Practice Award waspresented to Rula Van Huizen, LPN for her work atUniversity of Calgary Medical Clinic demonstratingexemplary skills, attitude and judgment, but primarilybecause of “her ability to help us all remember that thepatient is the reason we are all here.” Rula graduatedfrom Bow Valley College in 2000.

The Laura Crawford Excellence in Practice Award hon-ours LPNs who display exemplary nursing knowledge,promotes an atmosphere of teamwork, advocates forthe client, and demonstrates a commitment to life-longlearning.

Ruth Rosvold, LPN is this year’s winner of the RitaMcGregor Excellence in Nursing Education Award.Ruth works at the Brenda Strafford Foundation –Wentworth Manor in Calgary where she is the ‘go to’person for everyone who is employed there. She is wellliked by the staff and very well respected as a profes-sional educator and colleague. “She is the hub that con-nects the spokes of the wheel that run this facility” ascited by her nominator. Ruth graduated as an LPN in1976.

The Rita McGregor Excellence in Education Awardhonours LPNs who consistently demonstrate excel-lence in provision of nursing education in their work-place.

Dedicated. Thoughtful. Articulate. Strategic. Inclusive.These words describe the characteristics of a leader.They also describe Ruth Wold, winner of this Award, forher work as a past president for CLPNA and Three HillsHealthcare Center.

Ruth’s career evolved from her graduation as an LPNfrom NorQuest College in 1986 and employment withThree Hills Health Care Centre, serving as a BoardMember on the Canadian Practical Nurse Associationand serving on the CLPNA Education StandardsAdvisory Committee. She served as a Council Member,and then as President of CLPNA for four years untilAugust 2008.

The Pat Fredrickson Excellence in Leadership Awardhonours LPNs who consistently demonstrate excel-lence in leadership through their professionalism,advocacy, communication, and passion for the profes-sion.

LAURA CRAWFORD EXCELLENCE IN PRACTICE AWARD

PAT FREDRICKSON EXCELLENCE IN LEADERSHIP AWARD

RITA MCGREGOR EXCELLENCE IN NURSING EDUCATION


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2009 SPRING CONFERENCE

This year’s conference was very practical in focus with educa-tional sessions, clinical practice sessions, and work-life balancesessions that gave delegates a chance to change their stream

of thought and reflect, relax, and rejuvenate. LPNs, Nursing Managers,Educators, Students and Special Guests totaling almost 400, took partthis year in Calgary on April 16 & 17, 2009. With delegate numbersexceeding past Calgary events, we enjoyed the spacious and roomyTelus Convention Centre in downtown Calgary.

LeAnn Thieman wowed the crowd as the kickoff keynote speaker,capturing delegates souls as she shared stories about her life expe-rience in the Vietnam Orphan Airlift in war torn Vietnam in the 1975.She continued to connect emotionally with delegates as she sharedstories from her work researching “Chicken Soup for the Nurses’Soul – The 2nd Dose”. Her presentation was certainly well receivedand enjoyed by all – and she set the two day conference up with awonderful enthusiasm and a renewed pride in nursing.

Jody Urquhart, speaker and author of “All Work & No Say”, closedthe conference on Friday afternoon and made the audience laughwith her antics on everyday happenings. Jody effectively demon-strated how humour helps us to deal with daily disappointments andmaintain balance and perspective.

Complementing the keynotes were five workshop streams thatallowed delegates to customize a unique learning program forthemselves. These half-day workshops allowed attendees to learnnew information on career enhancement, professional practice,employment, leadership and communication, and best practices.New to this year was the Hands-on Forum, an interactive workshopthat transformed conference rooms into an operating room, dialysisunit, cast room, and resuscitation lab.

The Trade Show offered education, shopping, networking, andlearning… and even sharing of your nursing journey at the CLPNAmarketing campaign photo booth. Sponsors participated through-out the event and once again played a large part toward makingthis a memorable conference for all involved.

The planning committee’s goal to educate and empower delegatesto continue providing health care in today’s ever challengingenvironments, while maintaining the highest level of professionalstandards and inter-professional collaborative practice are clearlyreflected in the evaluations following the event.

CLPNA thanks all who attended for your commitment, all whopresented for the exceptional learning value, and all who helped tomake it happen.

Next year’s Conference is scheduled for April 2010 in Edmonton. Watch for more information soon. You won’t want to miss it!!


THANKS TO OUR GENEROUS SPONSORS

“

”Diamond Event Partner

Platinum

Gold

Siver

Bronze

In-kind

What did you like best about the CLPNA conference?

It’s promising to see where LPN’s are working today, and the many opportunities.

Interesting, educational and inspiring. All speakers of high quality and interest. Excellent job!

I loved keynote speaker LeAnn Thiemann- She was genuine, inspiring, and hilarious! The food was delightful!

Awesome tradeshow!

The Hands on Forum was a great idea; all the keynote speakers made a great contribution to the success of the conference. Great to hear

their thoughts/plans in this environment/economic time.

The professional way the LPN profession is portrayed. I really liked the combination of education and caring for caregiver.

This was my first CLPNA conference so I did not know what to expect and I was pleasantly surprised.

It’s nice to meet with your co-LPNs and to know that your college is supporting who you are as an LPN.

Very inspirational, promoting a positive energy, motivating LPNs to do their best, Educational!!!

At the end of the day my batteries were recharged


CLPNA CouncilPresident

Hugh Pedersen

Executive Director/RegistrarLinda [email protected]

District 1 (RHA Regions 1, 2)Marie Boczkowski

District 2 (RHA Region 3)Donna Adams

District 3 (RHA Regions 4, 5)Jo-Anne Macdonald-Watson

District 4 (RHA Region 6)Vacant

District 5 (RHA Region 7)Jenette Lappenbush

District 6 (RHA Region 8)Kristina Maidment

District 7 (RHA Region 9)Kristen Shardlow

Public MembersPeter Bidlock / Robert Mitchell

Ted Langford To contact Council members please call the CLPNA office and your

message will be forwarded to them.

CLPNA StaffTamara Richter

Director of [email protected]

Teresa BatemanDirector of Professional Practice

[email protected]

Sharlene Standing Director of Regulatory Services

[email protected]

Linda Findlay Practice Consultant /[email protected]

CLPNA Office Hours

Regular Office HoursMonday to Friday 8:30am to 4:30pm

Closed forStatutory Holidays

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Log On to clpna.com

• CLPNA Publications* News Releases• Pertinent Information• Learning Modules• Competency Profile

and more…

OUR MISSION

To lead and regulate the profession in a manner that protects and serves the public through

excellence in Practical Nursing.

OUR VISION

Licensed Practical Nurses are a nurse of choice, trusted partner and a valued professional in the healthcare system.

The CLPNA embraces change that serves the best interestsof the public, the profession and a quality healthcare system.

By 2012 the CLPNA expects:

• To be a full partner in all decisions that affect the profession

• LPNs to embrace and fully exploit their professional scope of practice and positively impact the nursing culture

• LPNs actively involved in planning and decision making within the profession and the healthcare system

• LPNs to assume leadership and management roles provincial, nationally and internationally within the profession and the health care system

• An increase in LPN registrations to 12,000 by 2012• LPNs to actively promote and support the profession• Employers fully utilizing LPNs in every area of practice• The scope of practice to evolve in response to the unique and changing demands of the healthcare system

COLLEGE OF LICENSED PRACTICAL NURSES OF ALBERTA


Licensed Practical Nurses can move ahead with NorQuest College! We offer a wide range of continuing education programs designed

advanced education needed for their positions.

with the skills for providing a higher standard of care for patients.

> Advanced Education in Orthopaedics Expand your scope of practice by specializing in orthopaedics. This program prepares you to work in a cast room, emergency department or orthopaedic unit. You will learn vital assessment skills and client care practices.

> Continuing Education for LPNs

> Register Today! For more information about Advanced Education in Orthopaedics: Email: [email protected]

For more information about Continuing Education: Email: [email protected]

To register: Call: 780-644-6000

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Enhance Enhance

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Licensed Practical Nurses can move ahead

Licensed Practical Nurses can move ahead

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of care for patients.

Advanced Education in Orthopaedics> Expand your scope of practice by specializing in orthopaedicThis program prepares you to work in a cast room, emergency department or orthopaedic unit. You will learn vital assessment skills and client care practices.

Continuing Education for LPNs>

Advanced Education in OrthopaedicsExpand your scope of practice by specializing in orthopaedicThis program prepares you to work in a cast room, emergency department or orthopaedic unit. You will learn vital assessment skills and client care practices.

Continuing Education for LPNs

Advanced Education in Orthopaedicss.

This program prepares you to work in a cast room, emergency department or orthopaedic unit. You will learn vital assessment

keepmoving

ahead!

keep keepmoving

ahead!

Continuing Education for LPNs>

Continuing Education for LPNs

> Register Today!

For more information about Email: [email protected]

For more information about

Register Today!For more information about Advanced Education in Orthopaedics

[email protected]

For more information about Continuing Education:

Advanced Education in Orthopaedics:

For more information about Email: [email protected]

o register:TTo register:Call: 780-644-6000

For more information about Continuing Education: [email protected]

St. Albert Trail Place, 13163 - 146 Street Edmonton, Alberta T5L 4S8Telephone (780) 484-8886 Toll Free 1-800-661-5877 Fax (780) 484-9069

Publications Mail Agreement Number 40050295

Return Undeliverable Canadian Addresses To:St. Albert Trail Place, 13163 - 146 Street

Edmonton, Alberta T5L 4S8email: [email protected]

www.clpna.com

Moved? Changed phone numbers? New email address?

Contact CLPNA with your current contact information. Email [email protected] or call 1.800.661.5877 or 780.484.8886

Documents

CARE – Summer 2009 | College of Licensed Practical Nurses of Alberta