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Presenter outlines worksite monitor rules, supervision levels for probationary nurses
Summary
A presenter for the Board of Registered Nursing summarized who may serve as worksite monitors for probationary nurses, the three supervision levels, conflict-of-interest limits, reporting duties including a 72-hour incident window, and the attestation signed under penalty of perjury.
A presenter for the Board of Registered Nursing summarized the qualifications, supervision levels and reporting duties for worksite monitors who oversee probationary nurses, saying worksite monitors are “the board's eyes and ears.”
The presenter opened by listing required qualifications: monitors must hold an active, current and unencumbered California RN license, advanced practice certificate or physician license. For practice-related probationary cases, monitors must have no current discipline; for substance-abuse-related cases, the monitor’s license must not have had discipline within the past five years.
The presentation emphasized conflict-of-interest restrictions: a worksite monitor must not have a familial, financial or business relationship with the probationary nurse, and there should be no conflict that would interfere with impartial observation and reporting.
The board defines three supervision levels. Maximum supervision requires the worksite monitor to be present in the work setting at all times; Moderate supervision requires the monitor to be in the work setting for at least half the hours or shift the RN works; Minimum supervision requires person-to-person communication with the RN at least twice during each shift worked. The presenter noted home-health assignments follow the same criteria and may include additional board-determined requirements.
All probationary nurses must have any nursing employment approved by the board before continuing, commencing or modifying employment after the effective date of the decision placing the RN on probation. A nursing education consultant (NEC) or probation unit manager will determine whether employment is approved or denied and will set the level of supervision during review; approved levels are communicated in the employment approval letter to the employer and probationary RN.
On monitoring practices, the presenter said a primary worksite monitor—typically the person who submits the employment approval request—must provide timely written reports documenting the probationary nurse’s attendance, professionalism and clinical practice. “By signing the attestation form you are acknowledging that you will collaborate on all written reports of performance,” the presenter said.
The presenter repeated the board’s incident-reporting requirement: “Any problems or incidents must be reported to the board within 72 hours.” Monitors also must notify the facility within one hour if unusual behavior is exhibited and communicate concerns to the probationary RN when the facility was notified.
The attestation form requires monitors to review the probationary RN’s final decision in order, be aware of employment limitations, hold an unencumbered California RN license (or equivalent), and attest to performing the responsibilities described. The presenter emphasized the attestation is signed under penalty of perjury.
The presenter closed by directing listeners to the board website, www.rn.ca.gov, and an email address for follow-up questions.
