Source: http://bon.texas.gov/faq_nursing_practice.asp
Timestamp: 2019-04-18 10:39:09+00:00

Document:
Competency LVNs "Supervision of Practice"
LVNs Performing Initial Assessments When Does a Nurse's Duty to a Patient Begin and End?
What is the BON Proposed Nursing Work Hours Position Statement?
Can an employer require a nurse to work longer than scheduled, or to work overtime?
The duty of every nurse is to provide safe patient care, and this duty supersedes any employment related requirements. Once a nurse assumes duty of a patient, the nurse has a regulatory responsibility to provide safe patient care in accordance with all applicable laws, rules and regulations.
The Texas Board of Nursing (Board or BON) also has a Frequently Asked Question concerning When Does a Nurse's Duty to a Patient Begin and End? The Board has disciplined nurses in the past for issues surrounding the concept of abandonment related to a breach of the nurse’s duty to the patient. According to Board rules, all nurses must notify the appropriate supervisor when leaving a nursing assignment [Board Rule 217.11(1)(I)], and leaving a nursing assignment without notifying the appropriate personnel is unprofessional conduct [Board Rule 217.12(12)]. Further, all nurses must “know and conform to the Texas Nursing Practice Act and the Board’s rules and regulations as well as all federal, state, or local laws, rules or regulations affecting the nurse’s current area of nursing practice” [Board Rule 217.11(1)(A)]. This means, to fully comply with Board Rule 217.11(1)(A), nurses need to determine if there are any other laws, rules, or regulations that apply to work hours or mandatory overtime from other regulators beyond the Board, i.e., regulators of the practice setting. For example, nurses working in the hospital setting should be aware of Chapter 258 of the Health and Safety Code which states that hospitals may not require a nurse to work mandatory overtime, and a nurse may refuse to work mandatory overtime in hospitals. .
Following the 81st Texas Legislative Session in 2009, Section 301.356, Refusal of Mandatory Overtime, was added to the Texas Nursing Practice Act (NPA). NPA Section 301.356 references Chapter 258 of the Health and Safety Code which states that hospitals may not require a nurse to work mandatory overtime, and a nurse may refuse to work mandatory overtime in that setting. “Mandatory overtime" means a requirement that a nurse work hours or days that are in addition to the hours or days scheduled [Texas Health and Safety Code §258.002] and does not pertain to situations when a nurse’s relief does not arrive on time following his or her scheduled shift. NPA Section 301.356 makes it clear that hospital nurses refusing to work mandatory overtime does not constitute patient abandonment or neglect. Thus, refusal by a nurse to work mandatory overtime in the hospital setting is not a violation of the nurse’s duty to his or her patients that could result in disciplinary action from the BON. Additionally, nurses who refuse to work overtime, as authorized in Senate Bill 476 from the 81st Legislative Session, may be able to invoke protections against employer retaliation as outlined in NPA Section 301.352, Protection for Refusal to Engage in Certain Conduct. A hospital may however require a nurse to work mandatory overtime in disaster and emergency situations [Texas Health and Safety Code §258.004]. Nurses who practice in hospital settings may wish to contact the Texas Health and Human Services Commission (HHSC), the agency with regulatory authority over Hospital Licensing and Regulation, at (512) 834-6648 for specific guidance related to the regulations for the official nurse staffing policy and plan required by SB 476 to be created by the governing body of a hospital.
While the BON does not have authority in employment situations, there are protections in both the NPA and Board Rule 217.20, Safe Harbor Nursing Peer Review and Whistleblower Protections, for a nurse who invokes safe harbor in good faith because he or she believes acceptance of the assignment, e.g., additional work hours/overtime, may result in a breach of the nurse’s duty to a patient(s) and be a violation of the NPA or Board rules. Also, Section 258.005 of the Texas Health and Safety Code prevents a hospital from suspending, terminating, or otherwise disciplining or discriminating against a nurse who refuses to work mandatory overtime. If adverse employment action was taken against a nurse for refusing to work mandatory overtime­­ or invoking safe harbor in good faith, then the nurse may choose to seek private legal counsel.
If a nurse has reason to believe that a facility is failing to abide by the regulatory requirements applicable to that facility and is therefore jeopardizing patient safety, e.g., unsafe work hours for nurses, the nurse may make an optional written report to the appropriate licensing board or accrediting body as addressed by NPA Section 301.4025, Optional Report by Nurse. For example, the Texas Health and Human Services Commission has authority over Hospital Licensing and Regulation.
How many consecutive hours or shifts can a nurse work?
The Texas Board of Nursing (Board or BON) licenses nurses and regulates nurses in the State; the Board does not have purview over facility operations or most facility policies or procedures. As such, the Board does not have any jurisdiction over employment related matters, including: work hours, scheduling, staffing, or extended work hours. The Board does however have applicable laws and rules that pertain to this topic as it relates to a nurse’s duty to patients. Board Rule 217.11, Standards of Nursing Practice, outlines the minimum standards for safe nursing practice at all levels of licensure, including the requirement that all nurses must implement measures to promote a safe environment for clients and others [§217.11(1)(B)] and accept only those nursing assignments that take into consideration client safety and that are commensurate with the nurse’s educational preparation, experience, knowledge, and physical and emotional ability [§217.11(1)(T)].
In 2003, The Institute of Medicine (IOM), now known as the National Academy of Medicine, made recommendations that nursing work hours be limited to no more than 12.5 hours in a 24-hour period, 60 hours in a 7-day period, or 3 consecutive days of 12-hour shifts. While attempting to identify the specific number of hours to work to ensure patient safety, the IOM suggested the increased number of hours worked results in fatigue, and prolonged wakefulness correlates to errors or near-errors by healthcare providers. Each individual nurse must do a self-assessment to determine the number of hours he or she can safely provide nursing services. Every nurse has a duty to recognize when he or she is unfit to practice secondary to physical, mental, and/or emotional fatigue [Board Rule 217.11(1)(T)]. Nursing judgment and the provision of nursing care may be impaired if a nurse is physically, mentally, or emotionally exhausted, which could lead to nursing errors. Board Staff recommend reading Position Statement 15.14 (Duty of a Nurse in any Practice Setting) because it uses a landmark court case to demonstrate a nurse’s duty to patients is to promote patient safety, and this duty supersedes any physician order or facility policy. Also, Position Statement 15.6 (Board Rules Associated With Alleged Patient "Abandonment") helps differentiate between employment issues and licensure issues and outlines that ‘refusing to work additional shifts’ is not typically a regulatory matter.
The American Nurses Association has information on their website concerning Nurse Fatigue and a Position Statement (Addressing Nurse Fatigue to Promote Safety and Health: Joint Responsibilities of Registered Nurses and Employers to Reduce Risks) that may serve as additional resources for nurses considering work hours and nurse fatigue. There are also healthcare literature databases available online that contain other publications concerning this topic.
Is there a law regarding how many patients (nurse: patient ratio) a nurse can be assigned to care for in Texas?
§217.11(1)(U) holds nurses responsible to supervise and oversee the nursing care provided by others for whom the nurse is professionally responsible.
Further, Position Statement 15.14, Duty of a Nurse in any Practice Setting, uses a landmark court case to demonstrate a nurse’s duty to patients and the promotion of patient safety.
While the Board does not have purview over employment issues, specialty nursing organizations exist to serve their members and may be able to provide nurses with additional guidance related to their practice setting. Nurses with employment issues may wish to contact nursing specialty organizations and associations related to their area of practice as these groups may have more specific guidance on nurse to patient ratios for a given specialty area.
During the 81st Legislative Session in 2009, Senate Bill 476 was enacted, changing the Texas Health and Safety Code. The legislature acknowledged research conclusions that demonstrate adequate nurse staffing is directly related to positive patient outcomes. As a result, hospitals were required to adopt, implement, and enforce a written nurse staffing policy to ensure adequate numbers of nurses with skill levels to meet the level of patient care needed. Nurses practicing in hospitals may visit http://www.dshs.texas.gov/facilities/hospitals/laws-rules to read more about hospital licensing and regulation or may wish to contact the Texas Department of State Health Services (DSHS) health facility licensing and complaint line at 1-888-973-0022 if they believe the hospital is not complying with the nurse staffing policy requirement and/or putting patient’s in danger for any reason (including unsafe staffing levels). To view Senate Bill 476 and review the specific changes that were made to the Texas Health and Safety Code, please go to http://www.legis.stte.tx.us/tlodocs/81R/billtext/html/SB00476F.HTM.
If a nurse believes that he or she is being asked to accept an assignment that would cause the nurse to violate the NPA or Board rules, especially any of the minimum standards of practice from Board Rule 217.11 (whether due to unsafe nurse to patient ratios or other reasons), the nurse may wish to review the NPA Section 301.352, Protection for Refusal to Engage in Certain Conduct. Also, employers who regularly employ, hire, or contract the services of at least 8 nurses are required to have nursing peer review—for nursing peer review of an RN, at least 4 of the 8 nurses employed/hired/contracted must be RNs [Texas Occupations Code Section 303.0015]. This requirement for nursing peer review includes safe harbor nursing peer review, for when a nurse is requested or assigned to engage in conduct that the nurse believes violates his/her "duty to a patient". An employer required to have nursing peer review must have policies informing nurses of the procedure for making a request for safe harbor within that employment setting [Texas Occupations Code Section 303.005(i); Board Rule 217.20(h)(1)]. Board Rule 217.20 is the Board’s rule concerning safe harbor nursing peer review, and §217.20(e) outlines the requirements the nurse must meet in order to secure the protections, what the protections are, and where they are listed in the law [Texas Occupations Code Section 303.005]. While the BON does not have authority over workplace issues, there are protections in both the NPA and Board Rule 217.20 for a nurse who invokes safe harbor in good faith. If adverse employment action is taken against a nurse, then the nurse may choose to seek private legal counsel.
What are the Texas Board of Nursing (BON) Rules and Regulations Relating to Telenursing/Telehealth?
Telenursing involves nursing practice via any electronic means such as telephone or computer. Examples of telenursing practice may include (but are not limited to) teaching, consulting, triaging, advising, or providing direct services.
All of these actions constitute the practice of nursing, even when there is no face-to-face or physical contact with a person or patient. If a job description requires a person to hold a valid nursing license, then the job duties therein involve the practice of nursing. This means a nurse must comply with the Texas Nursing Practice Act and Board Rules in the exercise of his/her practice of nursing. Board Rule 217.11, Standards of Nursing Practice, is the primary rule applied to nursing practice in any setting.
An RN working for an insurance company in New York may assess ongoing home healthcare needs of a patient in Texas.
If a nurse from another state provides nursing to a resident of Texas, except as excluded in the Nursing Practice Act, Section 301.004, Application of Chapter, the nurse must hold a valid Texas nursing license or a valid nursing license in another Compact state in order to practice nursing in the State of Texas and/or with Texas residents. The most current list of states belonging to the Enhanced Nurse Licensure Compact is located on the web page for the National Council of State Boards of Nursing https://www.ncsbn.org/enhanced-nlc-implementation.htm. Chapter 304 of the Texas Nursing Practice Act and Board Rule 220 contain the regulations applicable to the Enhanced Nurse Licensure Compact in Texas.
Any title that would lead a member of the public to believe that a person is licensed as a nurse is prohibited from use unless the person indeed holds a valid nursing license either in Texas or in one of the compact states. This is specified in the Nursing Practice Act, Section 301.4515 and Board Rule 217.10. This includes titles that apply to advanced practice registered nurses as defined in Board Rule 221.2 Authorization and Restriction to Use of Advanced Practice Titles.
The documents listed below provide detailed information on how the Texas BON views telephonic nursing in relation to LVN practice. Board Rule217.11(2)(A) limits the LVN scope with regard to nursing process to "focused" assessments (not comprehensive). Position Statement 15.27 provides a brief table of the basic educational preparation for LVNs compared to RNs. This document and the LVN FAQ about LVNS Performing Telenursing/Triage/Being On-call (see below) explain that whether telephonic or in person, triaging a client requires the ability to perform a comprehensive assessment, which is beyond the scope of practice for a LVN.
Question: I Nurses in my facility are often required to float from their home unit to other care units where they do not have clinical competence and/or clinical experience. What is the duty of the nurse when it comes to floating to different clinical units (adults, pediatric, ER, etc.)?. Can a nurse invoke Safe Harbor? If so, how do nurses invoke Safe Harbor?
Answer: The Nursing Practice Act (NPA) Nursing Practice Act and Board rules Board Rules are written broadly to apply to nursing practice in any setting. Although the Board of Nursing (BON) has no authority over workplace policies, such as floating or staffing ratios, nurse staffing was addressed in SB 476 during the 81st Legislative Session in 2009.
If you work in a hospital, this law is applicable to you and requires hospitals to have a nurse staffing committee, policy and plan to ensure that an adequate number and skill mix of nurses are available to meet the level of patient care needed. The law further states that the staffing plan must include a method for adjusting the staffing plan for each patient care unit to provide staffing flexibility to meet patient needs; and include a contingency plan when patient care needs unexpectedly exceed direct patient care staff resources. “Floating”is a staffing strategy that involves sending a nurse from his/her permanently assigned unit, or home unit, to a unit that needs staff.” (JONA, 2011). Floating can be the strategy that meets the intent of the law.
Nurses are required to "know and conform" to the NPA and Board Rules, both of which have the force of law for licensed nurses (LVN, RN, or APRN). Nurses that may be required to float to assist another unit or confronted with a potentially unsafe practice situation should be familiar with the Standards of Nursing Practice, found in Board Rule 217.11, specifically:Standard (1) (B) requires the nurse to maintain a safe environment for the patient. This requirement supersedes any agency policy or physician order; also see Position Statement 15.14: Duty of a Nurse in Any Practice Setting.
Standard (1) (P), in situations where nurses are floating, working double or extra shifts, taking charge duties, or working short-staffed, clear communication between staff and supervisors is essential to manage patient care and decrease conflict in the work setting. A nurse may also seek opportunities in his or her practice setting to become involved with committees or other facility-based efforts in developing staffing strategies that comply with the nurse’s scope of practice and that balance the needs of the facility with the requirements for safe patient care.
Standard(1)(S) applies to charge nurses or nurses who are in management positions. This standard requires the nurse who is supervising other nurses to make assignments that take into account the educational preparation, knowledge, skills, physical, mental and emotional abilities of the nurses for whom the supervisor is administratively responsible. This does not mean other nurses are working under the supervisor's license, or that the supervisor is responsible for every aspect of care delivered by other staff nurses.
Standard (1)(T) holds the nurse accountable to accept only those assignments that are within the nurse’s education, training, or experience, as well as his or her physical and emotional ability. If the nurse accepts an assignment, then they are responsible for the nursing actions and care delivered.
Standard (1)(U) holds supervisors responsible to oversee the nursing care provided by others for whom the supervisor is professionally responsible.
If a nurse believes they are being asked to accept an assignment that would cause the nurse to violate the NPA or rules, especially any of the standards of practice in Board Rule 217.11, the nurse will want to refer to Section 301.352 of the NPA or the Frequently Asked Question: Safe Harbor Peer Review which address the nurse's right to refuse an assignment. The Request for Peer Review Determination or Safe Harbor originates from this statute. Safe Harbor protects the nurse from potential action against the nurse’s nursing license and retaliatory action from the employer when the procedure is correctly followed. Safe Harbor ensures that a group of nursing peers examines the assignment the nurse was asked to accept and determines whether the nurse was being asked to accept an assignment that was unsafe and or outside of his or her knowledge, skills, and physical or emotional abilities. Safe Harbor is invoked at the time the nurse is asked to engage in an activity or an assignment that the nurse believes is not safe for patients. Safe Harbor cannot be invoked after a patient has been hurt or after the shift is over and done.
Safe Harbor Peer Review is an internal process, between the nurse and the employer. Safe Harbor must be invoked prior to engaging in the conduct or assignment. The nurse may use the Safe Harbor Quick Request Form available at www.bon.texas.gov, or may choose to capture the required information in another format. The required information is then submitted to the nurse manager. Board staff recommends that the nurse invoking Safe Harbor keep a copy for future reference. In addition to the Quick Request Form, the nurse must complete the Comprehensive Written Request for Safe Harbor Peer Review before leaving the work setting at the end of the work period. See Board Rule 217.20(d)(4) for complete information. The BON does not get involved with Safe Harbor Peer Review, but may be involved after-the-fact if peer review is not conducted in good faith. The nurse may wish to seek legal counsel for advice on employment issues. The BON cannot provide legal advice, and has no authority in civil matters.
Safe Harbor promotes patient safety and collaborative problem solving. The Peer Review Committee can be a catalyst for positive changes, resulting in improved staffing systems. Safe Harbor can be found in Board Rule 217.20. Additional information, Safe Harbor forms and a Frequently Asked Question (FAQ) are resources available on the Board’s website Practice: Peer Review: Incident-Based or Safe Harbor that will assist the nurse if he or she chooses to invoke Safe Harbor.
If a nurse has concerns about staffing patterns or floating on a daily basis and the potential for patient harm, the nurse may wish to consider speaking with the nurse manager for collaborative problem solving before an untoward event occurs. It helpful to utilize some of the information requested on the safe harbor form to initiate discussion surrounding the concerns about floating to areas outside of the clinical expertise and or area of competence. Board staff recommends that nurses active engage in collaborative problem solving, generating ideas and solutions that promote flexible staffing without jeopardizing patient safety or pose the potential for nursing licenses. Board staff recommends consulting the nursing literature for published evidence- based staffing strategies that promote patient safety.
If a nurse practices in a hospital, they may wish to contact the Department of State Health Services (DSHS) - Health Facility Program at 1-888-973-0022 or http://www.dshs.state.tx.us/hfp/default.shtm about the regulations for the official nurse staffing policies and plans that took effect on September 1, 2009.
Nursing specialty organizations, such as the Texas Nurses Association at 512-452-0645 or www.texasnurses.org, can also offer additional information and advocacy related to nurse staffing. While the Board cannot address employment issues, specialty nursing organizations exist to serve their members and may be able to provide the nurse with additional guidance. The Texas Hospital Association at www.tha.org or 512-465-1000 has developed a Nurse Staffing Law Toolkit that may provide nurses and hospitals with additional resource information.
Cita, B. (2010). Top ten tips for fearless floating. Nursing2010, 40, 57-58.
Good, E & Bishop, P. (2011). Willing to walk: a creative strategy to minimize stress related to floating. Journal of Nursing Administration, 41, 5, 231-234.
When Does a Nurse's Duty to a Patient Begin and End?
There is no routine answer to the question, “When does the nurse’s duty to a patient begin?” A nurse's duty is not defined by any single event such as clocking in, or taking report. From a Board of Nursing standpoint, the focus is on the relationship and responsibility of the nurse to the patient(s), not to the nurse's employer or employment.
For example a nurse notifies his or her employer that he or she is quitting a job at the end of an assigned shift. Board Position Statement 15.6 Board Rules Associated with Alleged Patient Abandonment explains that typically this is an employment, not a licensure issue when a nurse decides to quit his or her job, with or without notice, provided the nurse does not have responsibility for patients at the time. If the employer has a policy that "requires a two-week notice," this may be an employment issue, but not a violation of the Nursing Practice Act (NPA) or Board Rules and Regulations.
It should also be noted that Texas Administrative Code, Rule §217.12 Unprofessional Conduct regarding leaving a nursing assignment does not apply to the situation where the nurse completes his or her scheduled shift, and then turns in notification of job resignation.
and Texas Administrative Code, Rule §217.12 Unprofessional Conduct. The standard that serves as the foundation for all other standards is Rule 217.11(1) (B)"...maintain a safe environment for clients and others." This standard supersedes any physician order, facility policy, or administrative directive. The concept of the nurse's duty to maintain client safety also serves as the basis for behavior that could be considered unprofessional conduct by a nurse.
BON Position Statement 15.14, Duty of a Nurse in Any Setting, explains the nurse's duty that was established by a landmark case, Lunsford v. Board of Nurse Examiners, 648 S.W. 2d 391 (Tex. App. — Austin 1983). As the case of Lunsford points out, when a nurse knows, or should have known that a situation potentially places a patient at risk of harm, the nurse has a duty to intervene. The nurse's knowledge based on educational preparation, experience, and licensure as a nurse establishes that the nurse understands the minimum standards of care and has the ability and duty to recognize potentially harmful situations for the patient.
This is why the nurse's duty does not incur solely based on a nurse being "assigned" to provide nursing care to a patient. A nurse who has knowledge that a situation places a patient at risk of harm has a duty to the patient or potential patient, as in Lunsford.
Decision Making for Determining Nursing Scope of Practice.
Where can I find a list of tasks that LVNs and/or RNs can or cannot do in the State of Texas?
The Nursing Practice Act (NPA) and Board Rules are written broadly so that they can apply to nursing practice in any setting. As such, the BON does not provide lists of tasks or step-by-step procedures of how certain tasks are to be carried out by the nurse.
It is up to the individual nurse whether LVN or RN, to utilize good professional judgement in accepting any given assignment and when performing a given procedure. The BON has no jurisdiction over facility policies, nor can we speak to civil liability issues.
One of the primary rules that apply to a nurse's clinical practice is Rule 217.11 Standards of Nursing Practice. This rule, along with the Nursing Practice Act and all Board Rules may be viewed on our web site at www.bon.texas.gov. The standards that apply to nearly every situation include (1)(B)- "maintaining a safe environment for patients..," and Standard (1)(T) which states that nurses must accept only those nursing assignments that take into consideration client safety and that are commensurate with the nurse’s educational preparation, experience, knowledge, and physical and emotional ability. Other standards may apply depending on the situation.
In addition to reviewing Rule 217.11, you may wish to look at the board's "Six Step Decision Making Model for Determining Nursing Scope of Practice" and the "LVN Six Step Decision Making Model for Determining Nursing Scope of Practice" The steps in the six step model combine BON references and resources with additional references and resources (policies and procedures from the employment setting, and nursing and healthcare research, and literature) and uses reflective questions to guide a nurse's practice decisions.
One of the questions in the six step decision making model asks if there is precedent for RNs or LVNs engaging in a given practice. You may wish to check the nursing literature, as well as contacting the national nursing organization related to the specialty nursing area in question to verify if there is guidance regarding the current standard of care within that specialty area that endorses RN's and/or LVNs engaging in a given practice.
In addition, some acts may be performed as Delegated Medical Acts. The rules related to this are in the Board of Medical Examiner's Rule 193 and summarized in part in Position Statement 15.11 "Delegated Medical Acts." Your facility's policy and procedure would also have to permit a given practice.
Neither facility policy nor MD order can discharge the nurse's responsibility for assuring patient safety, or for complying with all of the other rules and requirements in the Nursing Practice Act. A nurse may refuse to engage in any activity that the nurse, in good faith, believes may cause him/her to violate one or more provisions of the NPA and board rules (NPA, Section 301.352). Also see the "Safe Harbor" forms on our Peer Review web page and Rule 217.20 for more information.
Do nurses have a duty to report confidential health information to administrators, law enforcement of to a patient's family?
Nurses have a duty to report patient information, including mental health information, to members of law enforcement, a patient's family and others when a patient is a serious danger to himself or others.
The confidentiality rule also known as the Health Insurance Portability and Accountability Act (HIPAA) does not prevent nurses, when acting in "good faith", from reporting necessary information about a patient to those who may be able to prevent or lessen a danger to a patient or the public. The confidentiality rule is balanced to protect a patient's health information while allowing information to be disclosed that could protect both the public and a patient from harm. Board Rule 217.11(1)(E), requires nurses to respect the client’s right to privacy by protecting confidential information unless required or allowed by law to disclose the information.
I currently work in an ICU. I had an opportunity to care for a patient/nurse (who was a nurse at another facility) who overdosed. She was transferred, when stable, to a treatment center by court order. I was told we cannot report her to the board due to HIPAA. My question is, "How do we plan to handle this type of incident in the future?" "Will there be any specific changes made to address problems like this in the future?" I understand with the renewal of our license we must answer the question of treatment for use of "alcohol or any other drug." But if there is no report of her being in the hospital for treatment, due to HIPAA, it's possible that she may not answer the question truthfully. Can you please help with these questions. I appreciate your time.
The license renewal form for both LVNs and RNs includes a question that asks "In the past 5 years have you been addicted or treated for the use of alcohol or any other drug?” A nurse or any other person who is treated for an overdose or any kind is not necessarily suffering from a substance "addiction" and would not, therefore, need "treatment" for an addiction. There could be a psychological issue underlying the OD, such as depression, which would also not require the nurse to reveal anything to the Board since one of the other renewal questions asks "In the past 5 years, have you been diagnosed with or treated or hospitalized for schizophrenia or other psychotic disorder, bipolar disorder, paranoid personality disorder, antisocial personality disorder, or borderline personality disorder?" Even if the nurse in question was "transferred for treatment" related to an overdose, he/she would still not be reportable because they are a patient in this situation---not a practicing nurse who is being compensated.
As with the nurse admitted due to an overdose on a substance, a nurse admitted for treatment as a patient for any reason secondary to being found "under the influence" is also not reportable to the board. Should the nurse's conduct lead to a criminal conviction, including an adjudicated or probated sentence, this would be self-reportable (or could be reported by another entity, such as law enforcement authority). A question regarding criminal conduct is also on the renewal form. In addition, the Board has Disciplinary Sanction Polices on "Substance Abuse, Misuse, Substance Dependency, or other Substance Use Disorder" as well as "Lying and Falsification" that may be helpful for you to review.
The plan for the future will be to continue to comply with the Federal HIPAA law that mandates adherence to certain patient privacy rights in relation to a person's medical records and information. The BON would have no grounds under NPA Sections 301.401 to take action against a nurse who is being treated as a patient for any health problem. Occasionally nurses have, currently can, and probably will continue to lie on occasion about being treated or diagnosed with a reportable condition. Any nurse who falsifies information relating to the practice of nursing or nursing licensure runs the risk of being "caught"– possibly years in the future, should the nurse be reported to the Board and investigated for possible practice violations. Nurses face stiffer sanctions from the Board when it is discovered that a nurse falsified information to the BON. You may wish to review the Board's various Disciplinary Sanction Policies (4 in total) that explain why the Board is concerned about certain actions/behaviors of nurses and how the Board typically acts in these situations.
Is current CPR certification a licensure requirement for nurses?
No. The Texas Board of Nursing (Board or BON) does not require CPR certification for licensure renewal; however, employers may have specific requirements for maintaining current CPR status as a condition of employment.
Nurses should use their professional judgment when deciding whether or not to maintain current CPR certification, taking into consideration whether they are employed in patient care settings in which CPR may be necessary to resuscitate and stabilize a patient’s condition [Board Rule 217.11(1)(M)]. Nurses have a responsibility to maintain continued competency in nursing practice through educational opportunities that promote individual professional growth [Board Rule 217.11(1)(G), (1)(H), & (1)(R)].
Do all nurses have an obligation to initiate CPR for a client? Does the Texas Board of Nursing have rules that establish a nurse’s duty to initiate CPR?
Yes. All nurses have an obligation or duty to initiate CPR for clients who require resuscitative measures [Board Rule 217.11(1)(M)]. In all healthcare settings, nurses must initiate CPR immediately in the absence of a client’s do-not-resuscitate/out of hospital do-not-resuscitate order. A do-not-resuscitate/out of hospital do-not-resuscitate order is a medical order that must be given by a physician; and, in the absence thereof, it is generally outside the standards of nursing practice to determine that CPR will not be initiated. The initiation of CPR does not require a physician’s order in the absence of do-not-resuscitate/out of hospital do-not-resuscitate order.
What is the role of the licensed vocational nurse (LVN), registered nurse (RN), and advanced practice registered nurse (APRN) in initiating CPR in a witnessed arrest?
In the absence of a do-not-resuscitate/out of hospital do-not-resuscitate order from a physician, all nurses should initiate CPR immediately in a witnessed arrest, regardless of healthcare setting. CPR should continue and the physician should be notified of the client’s change in condition, to include the current life-saving interventions being provided to the client.
Does the BON have a position statement that addresses the RN’s role in the management of an unwitnessed cardiac or respiratory arrest in a long-term care facility?
Yes, Position Statement 15.20, Registered Nurses in the Management of an Unwitnessed Arrest in a Resident in a Long-Term Care Facility. The purpose of this position statement is to provide recommendations and guidance to clarify issues for compassionate end-of-life care for residents residing in long-term care facilities only. This position statement is specific to long-term care facilities and is not to be construed as applicable to other healthcare settings in which nurses are employed.
In the case of an unwitnessed resident arrest without DNR orders in a long-term care facility, determination of the appropriateness of CPR initiation should be undertaken by the registered nurse through a resident assessment; and, interventions appropriate to the findings should be initiated. After assessment of the resident is completed and appropriate interventions are implemented, documentation of the circumstances and the assessment of the resident in the medical record are required.
Are nurses expected to perform CPR on clients with obvious clinical signs of irreversible death?
Board Rule 217.11(1)(A) requires all nurses to know and conform to the Texas Nursing Practice Act and Board rules and regulations as well as all federal, state, or local laws, rules or regulations affecting the nurses’ current area of nursing practice. Additionally, nurses should know and follow their facility, agency or employer’s policies.
The American Heart Association recommends that all clients receive CPR immediately unless attempts at CPR would be futile, such as when clients exhibit obvious clinical signs of irreversible death. Obvious clinical signs of irreversible death include decapitation (separation of head from body), decomposition (putrefactive process; decay), dependent lividity (dark blue staining of the dependent surface of a cadaver, resulting from blood pooling and congestion), transection, or rigor mortis (body stiffness that occurs within two to four hours after death and may take 12 hours to fully develop).
Does the Texas Board of Nursing have purview over the pronouncement of death?
No. The Board of Nursing does not have purview over physician practice, employment settings or the laws regulating the pronouncement of death in Texas. Additional information on Texas regulations regarding pronouncement of death may be found in the Texas Health and Safety Code Chapter 671.
Is there a difference between the decision to initiate CPR and the decision to pronounce death?
Yes. The decision to initiate CPR for all nurses should be a spontaneous clinical decision and nursing intervention for a client in cardiac or respiratory arrest. Delay in initiating CPR can be critical to the outcome of CPR. CPR should not be delayed to review the client’s medical record or chart in search of physician orders for do-not-resuscitate/out of hospital do-not-resuscitate documentation. Employers and nurses should take a proactive approach to ensure that healthcare setting policies are in place to ascertain a physician’s order for resuscitative status upon admission. Additionally, the care plan should be updated, as appropriate, if there are changes to the physician’s order concerning resuscitation status of the client. Easy access to the most up-to-date physician’s order regarding resuscitation status is imperative.
Can an RN or an APRN pronounce death?
Texas Health and Safety Code Chapter 671 requires the facility, institution, or entity to have a written policy that is jointly developed and approved by the medical staff or medical consultant and the nursing staff, specifying under what circumstances an RN can make a pronouncement of death in order for an RN to pronounce death.
The patient is receiving palliative care.
Can LVNs pronounce death or accept an order to pronounce death in Texas?
No. The Board of Nursing Position Statement 15.2 addresses the Role of the Licensed Vocational Nurse in the Pronouncement of Death. Licensed vocational nurses (LVNs) do not have the authority to legally determine death, diagnose death, or otherwise pronounce death in the State of Texas. Regardless of practice setting, the importance of initiating cardiopulmonary resuscitation (CPR) in cases where no clear Do Not Resuscitate (DNR) orders exist is imperative. The Board of Nursing (BON) has investigated cases involving the failure of a LVN to initiate CPR in the absence of a DNR order.
What additional references are available should be considered when establishing policies and procedures for nursing staff in my facility?
I will be graduating from a vocational nurse training program in a few months, and am beginning to seek out employment options once I graduate. I am attracted to the area of home health nursing, and I wondered if LVNs can work in home health settings? (Note: The same answer applies to graduates of registered nurse training programs).
As a newly graduated LVN (or RN), I am interested in home health nursing. Should I work in this environment as a new nurse?
When you graduate from your vocational training program or your professional nursing program, you will likely be eligible for a temporary permit to practice as a Graduate Vocational Nurse (GVN) or Graduate Nurse (GN). Board Rule 217.3 prohibits GVNs and GNs from working in "independent practice settings", which includes home health settings.
Once you receive confirmation from the BON that you have passed your NCLEX-PN (or NCLEX-RN) licensure exam, you will be entitled to hold yourself out as a Licensed Vocational Nurse (LVN) or Licensed Registered Nurse (RN) as applicable, with all of the privileges and responsibilities that go along with each license. The Board strongly discourages newly licensed nurses from accepting employment in any independent living environment setting until the new nurse achieves twelve (12) to eighteen (18) months of nursing experience in an acute health care setting (such as a hospital).
The Board believes that the newly licensed nurse (LVN or RN) needs adequate time to apply newly learned nursing knowledge and clinical skills, as well as time to develop clinical judgment and decision-making skills. In addition, the Board believes that this process occurs most effectively in a structured health care environment where resources and supervision are immediately available to the new nurse. Once licensed, you are required to “know and comply with” the Nursing Practice Act (NPA) and Board Rules, as the content of each has the force of law with regard to nursing practice in Texas. The NPA and rules may be viewed in their entirety on this site.
Board Rule 217.11 Standards of Nursing Practice is the heart of nursing practice and applies to all nurses. Specifically, Board Rule 217.11(1)(B) requires nurses to always maintain client safety and Board Rule217.11(1)(T) requires nurses to accept only those assignments that are commensurate with the nurse’s education, licensure, experience, and abilities. If a newly-licensed nurse decides to work in home health, and is subsequently reported to the Board for possible violations of the Board Rules, the nurse would likely be asked to explain his/her rationale for accepting employment in a home health setting, particularly when the Board clearly cautions new nurses against working in this environment.
I am answering the question on my licensure application: Have you used your nursing knowledge, skills and abilities within the past four (4) years? I'm not sure what this means, can I include volunteer positions or caring for a disabled family member? How does the Board of Nursing (BON) define "use of nursing knowledge, skills, and abilities”?
The practice of nursing requires specialized judgment and skill, which is based on knowledge and application of the principles of biological, physical, and social science as acquired by a completed course in an approved professional or vocational nursing program of study [NPA Section 301.002(2)&(5)]. The practice of nursing is not limited to the traditional roles, such as providing hands on, direct patient care, or teaching in a nursing program, or working as a nurse administrator. There are many more activities that nurses perform that comprise nursing practice, that are not in these traditional roles.
The practice of nursing involves the nurse’s use of specialized knowledge, skills, and abilities acquired from nursing education to perform a task, an activity, or to complete an assignment or job, regardless of whether or not compensation is received. Whether a nurse is in a paid or volunteer role, the nurse must know and comply with the Nursing Practice Act, Board Rules and Regulations, and any laws, rules, or regulations applicable to the nurse's area of practice [Board Rule 217.11(1)(A)]. A nurse is responsible to maintain professional boundaries and confidentiality in relation to the nursing care being provided [Board Rule 217.11(1)(J)&(E)].
Nurses use their specialized nursing knowledge, skills and abilities for example, when a nurse is in the role of a nurse researcher performing health related research in support of improved practice and patient outcomes. Other examples of non-traditional nursing roles include health education, utilization review, health information technology, policy and rule writing, consulting, and writing for nursing publications such as journal articles, books or continuing nursing education programs.
If a nurse uses their knowledge, skills and abilities acquired from a nursing program, then the nurse is said to be practicing nursing and should be licensed as a nurse, regardless of whether or not the employment position uses the title of nurse or requires a nursing license. The Board does not have regulatory purview over employment practices and most policies and procedures.
There is not a requirement for a specific number of hours of nursing practice within a licensure cycle for the LVN or the RN to maintain active licensure status. Area of practice is defined as "any activity, assignment, or task in which the nurse utilized nursing knowledge, judgment, or skills during the licensing period" and may provide additional guidance in answering this licensure application question. Please be aware that the advanced practice registered nurse is required to have a minimum of 400 hours of current practice within the preceding two years of practice that must meet the requirements of the Board’s rules in Chapter 221, related to Advanced Practice Registered Nurses.
Does the Board of Nursing (Board or BON) have any recommendations for newly licensed LVNs or RNs as they begin their nursing practice?
It is recommended that a newly licensed nurse not practice in independent settings, such as group homes, assisted living facilities and home or school health, where access to a clinical supervisor is limited, for a period of 12-18 months post-licensure. This allows the newly licensed nurse sufficient practice experience in more structured settings and the opportunity to assimilate knowledge learned in school consistently into practice.
The Board believes it is essential for newly licensed nurses to seek and receive direction, supervision, consultation and collaboration from experienced nurses during the transition into nursing practice. In any practice setting where newly licensed LVNs and RNs are employed, experienced nurses should be willing to supervise and mentor novice nurses.
Direct supervision should be continued for a period of six (6) months or, if agreed upon by the newly licensed nurse and the supervising nurse, a lesser period of time when appropriate. Competence to practice without direct supervision should be mutually determined by the newly licensed nurse and the supervising nurse. This competency should be both demonstrated and supported by documentation.
Once the above mentioned period of direct supervision has been completed, the newly licensed LVN must ensure that he or she has the appropriate continued supervision as required by their level of licensure. Keep in mind that, regardless of the number of years of experience, the LVN has a directed scope of practice and must have a registered nurse, advanced practice registered nurse, physician, physician’s assistant, dentist or podiatrist as a supervisor of his or her clinical nursing practice [NPA Sections 301.002(5) and 301.353; Board Rule 217.11(2)].
Newly licensed nurses are permitted to perform any function that falls within the scope of nursing practice for which they are licensed. The newly licensed nurse should take into consideration the patient’s safety, as well as their own educational preparation, experience, knowledge, and physical and emotional ability before accepting an assignment [Board Rule 217.11(1)(T)]. Additionally, newly licensed nurses should obtain instruction, supervision, orientation and training to demonstrate competency when implementing nursing procedures or practices and when encountering new equipment and technology or unfamiliar care situations. [Board Rule 217.11(1)(G), (1)(H), &(1)(R)].
The National Council of State Boards of Nursing (NCSBN) also has a resource for newly licensed nurses which can be found at https://www.ncsbn.org/transition-to-practice.htm.
Position Statements 15.27 and 15.28 state that it is the LVN's responsibility to ensure appropriate supervision. What is appropriate supervision?
Each LVN is required to ensure that he or she has the appropriate supervisor prior to accepting an assignment, a position, or employment. The Nursing Practice Act (NPA) Section 301.353 states that "the practice of vocational nursing must be performed under the supervision of a registered nurse, physician, physician assistant, podiatrist, or dentist." Rule 217.11, Standards of Nursing Practice, subsection (2) further clarifies that “the licensed vocational nurse practice is a directed scope of nursing practice under the supervision of a registered nurse, advanced practice registered nurse, physician's assistant, physician, podiatrist, or dentist. Supervision is the process of directing, guiding, and influencing the outcome of an individual's performance of an activity."
LVNs provide valuable and essential nursing care in different types of health care settings. When LVNs work in settings, such as hospitals, long-term care facilities, rehabilitation centers, or skilled nursing facilities, RNs are likely to serve as the LVN's supervisor. LVNs also work in private physician or dentist offices, where physicians, dentists and podiatrists function as the LVN's supervisor. Because LVNs may practice in these various health care settings, the term “clinical supervisor” is used to describe the different licensed healthcare providers that are authorized in the NPA to supervise and direct the LVN's practice, i.e.: registered nurse, advanced practice registered nurse, physician, physician assistant, podiatrist or dentist. These types of clinical supervisors oversee the nursing practice of an LVN by monitoring the health status of patients and then directing the LVN's actions to ensure the delivery of safe and effective nursing care.
Position Statements 15.27 and 15.28 state that LVNs are responsible for providing safe, compassionate, and focused nursing care to assigned patients with predictable health care needs. What does predictable health care needs mean?
The LVN in Texas provides nursing care to patients with health care needs that are predictable in nature, under the direction and supervision of a registered nurse, advanced practice registered nurse, physician, physician assistant, podiatrist, or dentist. The term “predictable” describes health conditions that behave or occur in an expected way. A predictable health condition does not mean that the patient is always stable. Instead, predictable health conditions follow an expected range or pattern that allows the LVN, with his or her clinical supervisor, to anticipate and appropriately plan for the needs of patients.
For example, it is appropriate for an LVN to care for a patient with a diagnosis of asthma. The disease process for asthma, while sometimes acute in nature, is predictable or well-known, and the symptoms can be anticipated. The LVN assists his or her clinical supervisor in the development of a plan, in which the LVN provides care, prevents possible complications, and stabilizes the symptoms of asthma. In addition, when complications arise or events occur that are outside the predicted range, the LVN must be able to recognize this change in condition and notify his or her clinical supervisor.
Can an LVN perform an “initial” assessment?
Board Rule 217.11, Standards of Nursing Practice, refers to focused assessments performed by LVNs [Board Rule 217.11(2)(A)] and comprehensive assessments performed by RNs [Board Rule 217.11(3)(A)].
Nothing in the Board’s rules refers to initial assessments; therefore, the Texas Board of Nursing does not define nor does it determine whether a LVN may complete an initial assessment. All nurses are required to know and conform to not only the NPA and board rules, but all federal, state and local laws affecting the nurses area of practice [217.11(1)(A)]. As such, Board staff recommends contacting the agency that regulates the specific type of practice setting to determine if other laws and regulations apply to the completion of an initial assessment. For example, acute care facilities such as hospitals are licensed by the Texas Department of State Health Services (www.dshs.state.tx.us) and nursing homes, long term care facilities, and home health are regulated by the Department of Aging & Disabilities Services (www.dads.state.tx.us). If other regulations require that a RN perform the initial patient/client assessment, then the LVN cannot perform the assessment for the RN.
In situations requiring comprehensive assessments by a RN, the LVN cannot begin by performing a focused assessment and have the RN follow up with an assessment of only those parameters not assessed by the LVN. A comprehensive assessment is a different level of assessment requiring that the RN use his/her own independent nursing judgment. Board Rule 217.11(1) (T) clarifies that a nurse is responsible for accepting assignments based on the nurse’s individual educational preparation, experience, knowledge, skills and abilities. Likewise, when a nurse makes assignments to another person(s), the nurse must consider the educational preparation, experience, knowledge, and skills of the person(s) receiving the assignment [Board Rule 217.11(1)(S)].
Can an LVN initiate/develop the nursing care plan?
LVNs may not initiate care plans; however, they may contribute to the planning and implementation of the nursing care plan. Only the RN may develop the initial nursing care plan and make nursing diagnoses [Board Rule 217.11(3)(A)(ii) & (iii)].
The difference between LVN and RN scope of practice is based on differences in educational preparation of nurses licensed at each level as defined in the Differentiated Essential Competencies of Graduates of Texas Nursing Programs (DECs). The DECs may be viewed in its entirety or downloaded from “Nursing Education”, then “Faculty, Program & Student Information” on the BON website at https://www.bon.texas.gov/education_documents.
Can LVNs in any practice setting be "on-call" to deal with after-hours issues??
Can an LVN perform "triage" duties (either telephone triage, such as for home health, or on-site triage, such as in an Emergency Room)?
Triage is defined as the sorting of patients and prioritizing of care based on the degree of urgency and complexity of patient conditions. Telephone triage is the practice of performing a verbal interview and making a telephonic assessment with regard to the health status of the caller. As the caller may not accurately describe symptoms and/or may not accurately perceive or communicate the urgency of the situation or condition prompting the call, nurses who perform these functions must have specific educational preparation, as the consequences of inadequate triage can be devastating.
Though the BON does not regulate employers, and the NPA and Board rules are not prescriptive to specific practice settings, the Board believes triage, telephonic nursing, and/or being on-call to handle urgent/emergent issues are all beyond the scope of practice for LVNs. Of concern to the Board are situations where the LVN would be required to independently engage in assessment (either telephonically or face-to-face) for purposes of triaging a patient.
The Board's concerns are based on the fact that LVNs are not educationally prepared to perform triage assessments, either telephonically or in the role of the health care professional initially assessing a patient face-to-face to determine treatment priorities in any setting. The Differentiated Essential Competencies of Graduates of Texas Nursing Programs (DECs) states in part that LVN nursing programs in Texas prepare entry-level LVN graduates to care for patients with predictable health care needs within structured health care settings through a supervised, directed scope of practice. In either telephone or face-to-face triage, the LVN is likely to be dealing with a situation where the patient's condition is not predictable. Further, LVNs are educated in focused assessment skills using the senses of sight, smell, touch, and hearing; and, triage requires comprehensive assessment skills (which are taught at the RN level of education).
In alignment with the educational preparation for vocational nursing, Board Rule 217.11, Standards of Nursing Practice, establishes that LVNs collect data and perform focused nursing assessments, assisting in the determination of predictable health care needs of patients [§217.11(2)(A)(i)]. NPA Section 301.353 and Board Rule 217.11(2) further establish that LVNs have a directed scope of nursing practice under the supervision of a registered nurse, advanced practice registered nurse, physician assistant, physician, podiatrist, or dentist.
Placing an LVN in a position to perform duties requiring comprehensive (versus "focused") assessments of patients who are potentially experiencing unpredictable changes in health status, as well as in a position to make independent nursing judgments (such as would be required for either telephone or on-site initial triage), may place the LVN in a position that violates the BON's Standards of Nursing Practice found in Board Rule 217.11.
Position Statement 15.10 (Continuing Education: Limitations for Expanding Scope of Practice) clarifies that an individual nurse’s scope of practice has licensure-related limitations. While LVNs may expand their practice to a certain degree with post-licensure Continuing Nursing Education, this does not permit LVNs to expand their practice to the extent that additional formal education and another level of licensure is required (such as performance of comprehensive assessments). This relates to Board Rule 217.11(1)(B), which holds each nurse accountable to maintain patient safety. This standard supersedes any doctor's order or facility policy; thus, a nurse cannot avoid his or her "duty" to maintain patient safety by placing responsibility for nursing actions on another party. Position Statement 15.14 (Duty of a Nurse in Any Practice Setting) further clarifies a nurse's duty, regardless of the level of nursing licensure held.
It remains the opinion of the Board (consistent with the opinion of the former Board of Vocational Nurse Examiners) that on-site triage and/or telephone triage by an "on-call" LVN that requires the LVN to perform a comprehensive assessment and make independent treatment decisions on the basis of information supplied by the patient is beyond the scope of practice for an LVN. Triage is not taught in one-year vocational nurse education programs. The LVN has not received education in the complex details of comprehensive assessment as provided in a professional registered nurse education program that would include the knowledge base necessary for on-site and telephone triage.
Can an RN be "backup on-call" in case the LVN has questions?
It is not acceptable to have either an RN or advanced practice registered nurse (APRN) serving as "backup on-call" to assist an LVN who is also responding only telephonically to patients in need. As the LVN's formal education does not prepare the LVN to perform telephonic assessments, the LVN may not be able to determine what information is essential to obtain and then relay to an RN or APRN. In addition, if a patient’s situation is emergent, even if the RN or APRN subsequently call the patient back, the delay in securing emergent treatment may result in serious harm or patient death.
Is the RN ultimately responsible?
Regardless of the number of years of practice experience, an LVN does not have the educational background equivalent to that of an RN and is not educated or trained to analyze and synthesize symptoms or otherwise conduct a comprehensive assessment telephonically with a patient. Additionally, if emergent action is needed and the LVN is unable to discern this need due to limited assessment abilities, intervention that may be necessary to save the patient's life could be delayed.
Even under supervision and direction, LVNs may not perform comprehensive nursing assessments. Likewise, RNs cannot assign an LVN to perform comprehensive nursing assessments under RN supervision with the intention that the RN will assume “ultimate responsibility”. Each nurse has an independent duty and responsibility to follow the laws and rules applicable to their license [§217.11(1)(A)]. And, every nurse (LVN, RN or APRN) is responsible for making and/or accepting safe and appropriate assignments in accordance with Board Rule 217.11(1)(S) & (1)(T).
The Emergency Medical Treatment and Active Labor Act (EMTALA) is federal law and therefore not under the Board’s jurisdiction. Though Board Staff cannot speak as experts on laws outside of the Board’s purview, in summary, EMTALA helps to ensure patients have access to emergency services regardless of their ability to pay for services. Medicare-participating hospitals that offer emergency services are required to provide a “medical screening examination” (MSE) when a patient requests examination or treatment for an emergency medical condition, including active labor, to determine whether or not an emergency medical condition exists. A hospital is required to stabilize a patient if an emergency medical condition exists. For more information, please visit https://www.cms.gov/Regulations-and-Guidance/Legislation/EMTALA/.
The Board believes that the performance of a MSE is not within the scope of practice for an LVN, regardless of years of experience or post-licensure Continuing Nursing Education at the LVN level. The Board believes that RN educational preparation and licensure constitutes the minimum acceptable level of competence necessary to serve as the qualified medical personnel to conduct a MSE. Even still, the RN must undergo training and be properly authorized within the setting to conduct the MSE, according to EMTALA provisions and requirements [§217.11(1)(A)]. As defined in Board Rule 217.11(2)(A), the scope of practice for an LVN is limited to data collection and the performance of focused assessments of individual patients. Even if a physician wishes to delegate the assessment of medical conditions and/or treatments to an LVN, the LVN is accountable to only accept those assignments within his or her scope of practice as outlined in the NPA and in Board Rule 217.11, Standards of Nursing Practice. Position Statement 15.11 (Delegated Medical Acts) contains additional information on physician delegation to nurses.
The Board is aware that LVNs may also practice in "call centers" (such as a poison control center), physician's offices, or other similar settings. In settings where a physician is present, there may be a set of standardized guidelines approved by the physician to establish treatment priorities within the office environment under the supervision of the physician. Such practice settings may be appropriate for a qualified LVN. Please see Position Statement 15.5 (Nurses with Responsibility for Initiating Physician Standing Orders) for more information. In call centers, the LVN typically has access to computer systems that guide the LVN in asking specific symptom-driven, decision-tree questions that then dictate what action the LVN recommends to the caller.
Evaluation of the system utilized is recommended to assure (1) it is appropriate for the practice setting, (2) that it has an established, standardized and valid/reliable decision-making process (preferably determined outside of the institution/facility in which it is used), and (3) that the LVN has access to an appropriate supervisor for situations that might exceed the capabilities of any computer-based algorithm treatment model.
It is not the intent of the Board to preclude LVNs from practicing in settings where the LVN has sufficient guidance/support/supervision to promote both safe LVN practice as well as patient safety; however, the LVN should not practice in settings where he or she is required to perform comprehensive assessments, make independent treatment decisions or establish treatment priorities as described in this statement.
The BON cannot provide legal advice or counsel to nurses. A nurse may wish to seek his or her own legal counsel for advice on the best course of action for her or himself.
The LVN’s scope of practice requires that his or her nursing practice be directed by an appropriately licensed supervisor, e.g. registered nurse, advanced practice registered nurse, physician, physician assistant, podiatrist or dentist [Nursing Practice Act (NPA) Sections 301.002(5), 301.353 and Board Rule 217.11(2)].
The licensed supervisor is responsible for overseeing the LVN’s nursing practice and actively engages in a supervisory process that directs guides and influences the LVN’s performance of an activity. Supervision is the process of directing, guiding, and influencing the outcome of an individual’s performance of an activity Board Rule 217.11(2)].
The NPA and Board rules and regulations prevent a LVN from practicing in a completely independent manner (that is, without a licensed supervisor); however, the NPA and rules are silent as to the proximity of the licensed supervisor. There are many factors to be considered in determining how quickly the licensed supervisor needs to be available to the LVN. Factors to be considered should include: (1) the type of practice setting; (2) the stability of the patient’s condition; (3) the tasks to be performed; (4) the LVN’s experience and (5) any laws and regulations that apply to the specific practice setting. The proximity to the LVN’s practice setting and the type of licensure of the licensed supervisor should be determined on a case-by-case basis with input from the LVN and his/her licensed supervisor. The appropriate licensed supervisor must be accessible to the LVN at least telephonically or by similar means. To illustrate, compare the LVN who performs routine nursing tasks or nursing tasks learned through ongoing continuing education (such as intravenous therapy) with a LVN who performs a delegated medical act (such as Botox administration). These are different situations and will differ in who (RN or physician) is appropriate to supervise the LVN as well as the proximity of the licensed supervisor. Other regulations, such as those related to reimbursement, may also be a factor in the latter situation.
As noted previously, remember that whether a task is a nursing act or a delegated medical act, any nurse (LVN or RN) is responsible for providing a safe environment for patients and for the tasks he/she chooses to perform [Board Rule 217.11(1)(B) & (T)]. Position Statement 15.14, Duty of a Nurse in Any Practice Setting illustrates a nurse’s duty to the patient. This position statement along with other scope of practice documents may be accessed in Nursing Practice, then Scope of Practice on the BON web page. While there are many documents available in the Scope of Practice section, Board staff recommend review of the following documents to assist LVNs and RNs in determining the LVN scope of practice: Position Statement 15.27, The Licensed Vocational Nurse Scope of Practice; Board Rule 217.11, Standards of Nursing Practice; and the Six-Step Decision-Making Model for Determining Nursing Scope of Practice.
The Emergency Medical Treatment and Active Labor Act (EMTALA) is a federal law established in 1986 that requires hospitals or other acute care facilities who offer emergency services to provide a medical screening examination to each person presenting to the emergency department.
A medical screening exam is done to determine whether or not an emergency medical, not nursing, condition exists. EMTALA requires the assessment of a patient for the existence of an emergency medical condition before the patient can be transferred or released from the emergency department. An emergency medical condition is defined under federal law, 42CFR §489.24, and may be readily viewed in its entirety at the U.S. Government Publishing Office Electronic Code of federal Regulations. An understanding of what EMTALA is and what is meant by performing a medical screening exam is essential to the RN performing this task.
Can an RN Perform A Medical Screening Exam?
The EMTALA Interpretive Guidelines indicate that a facility may credential specific registered nurses to perform a Medical Screening Exam (MSE) and develop bylaws specifying which RN nursing staff is considered to be "qualified medical personnel" and under what circumstances a physician must be consulted and/or must physically come to the unit/facility. The MSE may be delegated by the physician to other qualified medical personnel according to the physician delegation rules found in the Texas Administrative Code, Chapter 193.
In addition to being permitted by an employing facility, however, the RN must also be competent to carry out the assigned task in a manner that complies with the NPA and board Rules. The Board of Nursing does not have purview over specific employment policies, procedures or site-based requirements. There may be laws, rules, or regulations applicable to your practice setting that may impact your practice. There is broad, general guidance for registered nurses accessible on the Board of Nursing (BON) website in Practice then Scope – Registered Nurse Scope of Practice. This includes Board Rule 217.11, Standards of Nursing Practice, the Board's Six-Step Decision-Making Model for Determining Nursing Scope of Practice, and Position Statement 15.14, Duty of a Nurse in any Practice Setting. The referenced position statement is important for nurses to understand that they must intervene or advocate on behalf of their patients and establishes that a nurse has a responsibility and duty to a patient to provide and coordinate the delivery of safe, effective nursing care, through the NPA and Board Rules. This duty supersedes any facility policy or physician order. The Six-Step Decision-Making Model guides nurses in deciding if a task is within the nurse's scope of practice. The steps combine BON references and resources with additional references and resources (policies and procedures from the employment setting, and nursing and healthcare research and literature) and uses reflective questions to guide a nurse's practice decisions. A "no" answer, on any step, usually means the activity in question is not within the nurse's scope of practice. Each nurse is accountable for the assignments the nurse accepts [Board Rule 217.11 (1)(T)].
An RN may be able to perform a medical screening exam if he/she possesses adequate knowledge and skills and there are adequate support systems and standing orders in place to delegate from the physician this medical aspect of care; however, the RN should always have telephonic access to a physician who is also capable of physically responding to do a hands-on evaluation if needed or requested by the RN. RNs who do not hold advanced practice authorization cannot independently engage in medical diagnosis or prescription of therapeutic or corrective measures, as this is beyond the scope of practice for an RN.
Can an LVN perform a medical screening exam?
The board believes that the performance of a medical screening exam is not within the scope of practice for an LVN, regardless of years of experience or post-licensure continuing nursing education at the LVN level. As defined in §217.11(2)(A) the scope of practice for an LVN is limited to the performance of a focused assessment of an individual client, thus a comprehensive RN nursing assessment is the minimum level of assessment acceptable to conduct a medical screening exam. Even if a physician wishes to delegate assessment of medical conditions and/or treatments to an LVN, the LVN is accountable for only accepting those assignments within his/her scope of practice as outlined in the NPA and in Rule 217.11, Standards of Nursing Practice. Position Statement 15.11 Delegated Medical Acts contains additional information on physician delegation to nurses.
Is a medical screening exam the same as triage?
How do the NPA and Rules apply to RNs performing medical screening exams under EMTALA?
(1)(T) accept only those nursing assignments that take into consideration patient safety and that are commensurate with one's own educational preparation, experience, knowledge and physical and emotional ability.
(3)(A)(i) performing comprehensive nursing assessments regarding the health status of the client.
Regardless of practice setting, the nurse's duty to keep patients safe cannot be superseded by physician orders, facility policies, or administrative directives; see Position Statement 15.14 Duty of a Nurse in Any Practice Setting. To assist in determining if a task is within an individual nurse's scope of practice; nurses may utilize the board's "Six-Step Decision-Making Model for Determining Nursing Scope of Practice."
Can an Advanced Practice Registered Nurse Perform A Medical Screening Exam?
Centers for Medicare and Medicaid Services at http://www.medicare.gov or national toll free number 1-822-267-2323.
What are the requirements for a nurse to give flu injections?
Although the laws regarding immunizations are not within the BON's authority, an Attorney General opinion in 1981 (MW-318) determined immunizations are preventative, thus no medical diagnosis is required or made when a person receives an immunization. Board staff recommends that a facility have standing physician delegation orders that guide the nurse when to give pneumococcal or influenza vaccines. Position Statement 15.5, Nurses with Responsibility for Initiating Physician Standing Orders, references the Texas Medical Board rules applicable to these types of orders, and provides guidance to nurses and employers on important components to include in standing delegation orders.
Board staff recommend review of documents located on our web site. Some of the documents to consider for review are Rule 217.11 Standards of Nursing Practice, Registered Nurse Scope of Practice, LVN Scope of Practice and the Six-Step Decision-Making Model for Determining Nursing Scope of Practice.
Can an RN delegate vaccination administration?
Both the advanced practice registered nurse and the registered nurse delegate in the same manner – through the rules in Chapters 224 and 225. The Delegation Resource Packet contains access to the delegation rules in Chapters 224 and 225 as well as other resources related to delegation.
In general, vaccination administration would be prohibited from delegation by an RN to unlicensed assistive personnel (UAP). The delegation rules in Chapter 224 are more restrictive than the rules in Chapter 225. All medication administration and routes of medication administration are prohibited from delegation in the acute delegation rules with the exception of the medication aide permit holder. An RN cannot delegate the injectable route to a medication aide with the exception of insulin in compliance with Rule 224.9. Rule 225.12 (5) specifically prohibits delegation of injectable routes used for vaccination.
Does a nurse’s scope of practice change in a pandemic?
A nurse’s scope of practice is related to the nurse’s education, experience, knowledge, and physical and emotional ability. In addition, the practice setting of the nurse influences the nurse’s scope of practice through the policies and procedures as these reflect the regulations for the practice setting. Nurses follow the Nursing Practice Act (NPA) and Board Rules as well as any other laws, rules, or regulations affecting the nurse’s area of practice. The Six-Step Decision-Making Model for Determining Nursing Scope of Practice guides a nurse in making good judgments about the tasks or procedures a nurse chooses to perform. Nurses have a duty to promote safety for their patients. Position Statement 15.14, Duty of a Nurse in any Practice Setting further explains the responsibility of the nurse to advocate for patient safety.
Can a nurse do a medical screening exam in the ER during a pandemic?
In the definition of nursing, found in the Nursing Practice Act section 301.002, medical diagnosis is excluded from the practice of nursing. If the purpose of a medical screening is to determine a medical diagnosis, this would be beyond the parameters of nursing practice. A nurse is required to implement measures to prevent exposure to infectious or communicable conditions [Rule 217.11 (1)(O)]. One way to accomplish this standard is to identify incoming patients who might be infectious and provide them with a separate waiting area so as not to expose others to communicable conditions. When a physician is delegating to a nurse, the nurse is expected to comply with the Standards of Nursing Practice just as if performing a nursing procedure. Position Statement 15.11, Delegated Medical Acts discusses physician delegation and the role of the nurse.
Is it mandatory for a nurse to receive a flu vaccination?
What is the BON's recommendation regarding the role of the school nurse when working with UDCAs? ?
(17) School nurse--An educator employed to provide full-time nursing and health care services and who meets all the requirements to practice as a registered nurse (RN) pursuant to the Nursing Practice Act and the rules and regulations relating to professional nurse education, licensure, and practice, and who has been issued a license to practice professional nursing in Texas.
This particular section of the Texas Administrative Code is under the purview of the Texas Education Agency. School nurses must be aware of and comply with not only the Board’s laws and rules, but also with all other related regulations to their area of practice [Board Rule 217.11(1)(A)].
Can an LVN be a school nurse? Can an LVN train unlicensed diabetes care assistants (UDCAs) or serve in other roles (consultative relationship, administratively responsibility)?
The BON does not preclude LVNs from being employed in school settings; however, the BON regulates the nurse, not the setting, and has no jurisdiction over employment practices. No matter the setting or job title, every nurse must comply with the NPA and Board rules as well as with all local, state or federal laws, rules or regulations affecting his/her area of practice [Board Rule 217.11(1)(A)]. In all cases, LVN practice is a directed scope of nursing practice under the supervision of a registered nurse, advanced practice registered nursed, physician assistant, physician, podiatrist, or dentist [Board Rule 217.11(2)]. The LVN participates in the planning of nursing care needs of patients and contributes to the development and implementation of nursing care plans for patients and their families with common health problems and well-defined health needs. LVNs may teach from a developed education plan as well as contribute to its development.
Who is responsible for determining which school employees will be trained as unlicensed diabetes care assistants (UDCAs) and who is responsible for training UDCAs in schools?
The regulations concerning training of UDCAs in Texas public schools are not within the BON's jurisdiction. The school principal determines which school personnel are appropriate to be trained to assist with caring for students with diabetes if/when a nurse is not available. In schools that do not have a registered nurse, the principal assures that training is provided by a health care professional with expertise in diabetes care. Questions regarding training of UDCAs should be directed to the Texas Diabetes Texas Diabetes Council. For complete information, see Texas Health & Safety Code Chapter 168.
Can a healthcare provider with expertise in diabetic care be contracted to do all of the training for an individual school or a school district?
The training of UDCAs in Texas public schools is not within the BON's jurisdiction.
A school nurse (RN) is assigned to 3 different elementary schools within one district and rotates between the schools. The schools’ principals assign who will be trained as unlicensed diabetes care assistants (UDCAs). The principals also assume administrative responsibility for these staff whether they are functioning within their job descriptions or in the "extra" role of UDCA. Working with the principals at all 3 schools, the school RN coordinates training of all UDCAs through another RN with expertise in all aspects of the care of children with diabetes.
Given the situation described above, what is the role of the RN with the UDCAs from a BON standpoint?
According to Texas Health & Safety Code Chapter 168, if a school nurse is assigned to a campus, the school nurse shall coordinate the training of school employees acting as unlicensed diabetes care assistants. Board Rule 217.11(1)(A) requires all nurses to comply with all laws, rules and regulations affecting their area of practice, not just those under the Board’s jurisdiction.
How does the RN provide adequate communication and information to the UDCAs at each school related to the diabetic care needs of each child? What is the LVNs role?
As for the LVN, Nursing Practice Act Section 301.002(5) defines the licensed vocational nurse (LVN) scope of practice as a directed scope of nursing practice and specifically states that LVNs participate in the development and modification of the nursing care plan, whereas the RN is responsible for the development of the nursing care plan. The LVN may assist with the development of the IHP but is not permitted to write it independently.
Can the LVN develop the Individualized Health Plan (IHP)?
Texas Health and Safety Code §168.003 defines the IHP as a "coordinated plan of care" developed by the principal and the school nurse, if a school nurse is assigned to the school, in collaboration with the student’s parent/guardian and the student’s physician, if possible. Developing or initiating a student’s IHP is beyond the LVN scope of practice as defined by the BON in Rule 217.11(2)(A)(iii). The LVN may assist with the development of the IHP but is not permitted to develop it independently.
Texas Health and Safety Code §168.008 mandates schools to permit and encourage students' abilities to engage in self-care. Occasionally, used supplies, such as insulin syringes or blood-stained gauze, may not be disposed of properly, exposing other children to potentially hazardous bodily fluids/blood that could carry infectious pathogens. Does Health and Safety Code §168.008 mandate that a child always be permitted to engage in the self-management of diabetes anywhere on the campus, regardless of the health threat posed on other students if a given student isn't capable of disposing of used supplies and cleaning the testing area in a responsible manner? Must a student who is not capable of, either by age, maturity or both, appropriately maintaining supplies and equipment (losing his/her glucometer, leaving used supplies where others could be exposed to blood, used sharps, etc.) be permitted to self-manage?
The Standards of Nursing Practice (Board Rule 217.11(1)(O)) require all nurses to prevent exposure of clients (students) to infectious pathogens and communicable conditions. The language in Health and Safety Code §168.008 prefaces the mandate to permit/encourage self-management with the phrase "in accordance with the student's individualized health plan...".
Based on maturity, intellectual understanding, or other factors, if a student with diabetes is unable to safely accomplish self-management, then the nurse should assure that this issue is addressed in discussions with the principal, parents, physician, and teacher(s) in revising the IHP as necessary to protect both the child with diabetes as well as others, including children, in the school setting. The IHP may require multiple revisions as the child's ability to engage in responsible self-management increases. The Texas School Health Program at the Department of State Health Services/Texas Health and Human Services may have additional information.
Who is required to conduct the training of the unlicensed diabetes care assistants?
Who will oversee that the evaluation of competency is acceptable?
The school nurse or the healthcare professional who conducts the training will determine if competence of clinical tasks is acceptable and safe. If not, further training will need to be conducted OR the school principal will need to select additional staff to be trained (FAQs related to Implementing House Bill 984 and the Requirements in the Texas Health and Safety Code).
Can a nurse train unlicensed diabetes care assistants (UDCAs), teachers, and other school personnel in the administration of glucagon?
While the BON has no jurisdiction over school district policies, nurses do have the obligation to promote a safe environment for students and staff [Board Rule 217.11(1)(B)] and to institute appropriate nursing interventions to stabilize a client's condition and prevent complications [Board Rule 217.11(1)(M)]. Glucagon is prescribed to thousands of students with diabetes. Both students and their parents or guardians are instructed by providers and pharmacists on administration of glucagon should a hypoglycemic reaction occur.
Chapter 224 of the Board’s rules concerns delegation and becomes applicable in the school setting when acute health conditions arise and patients become unstable or unpredictable, i.e., an emergency situation. Board Rule 224.6, General Criteria for Delegation, outlines the standards that must be met before an RN can delegate nursing tasks to unlicensed persons. Even during an emergency situation in the school setting, the RN cannot delegate tasks that require unlicensed persons to exercise professional nursing judgment; but, the unlicensed person may take any action that a reasonable, prudent non-health care professional would take in an emergency situation. This forms the basis for the Frequently Asked Question from the Board’s Delegation Resource Packet online entitled Medication or Procedures in an Emergency Situation. Additionally,a series of algorithms that serve to provide delegation decision making guidance for RNs in the school setting along with BON Position Statement 15.13, Role of LVNs and RNs in School Health offer clarification. Each nurse will need to exercise sound nursing judgment to decide when it is appropriate and safe to delegate in emergency situations, remembering the supervision requirements of delegation as well.
May I administer a medication if the use is considered to be off label?
The Nursing Practice Act or NPA (Texas Occupations Code, Chapter 301) and Board Rules are written broadly so they can be applied by every nurse to all of the many different practice settings and specialty areas in nursing across Texas. The BON does not have a list of tasks that nurses can perform because each nurse has a different background, knowledge and level of competence. Determinations of a nurse's scope of practice are often complex and it is up to the individual nurse to utilize sound professional judgment in accepting any given assignment and/or performing any given procedure.
Off label use indicates that the medication is being used in a way not specified in the FDA’s approved packaging label, or insert. All prescription drugs marketed in the U.S. have an FDA-approved label.
All prescription drugs marketed in the U.S. have an FDA-approved label. The label provides detailed instructions regarding approved uses and doses which are based on the results of clinical studies that have been submitted by the drug maker to the FDA. Off label use of a medication may be supported by research and literature that addresses the necessary knowledge, required safeguards and risks associated with the off label use of the medication.
When a nurse is considering giving a medication, there are documents available on the BON website inNursing Practice then in Scope of Practice to assist the nurse in arriving at a decision. The Board's Six-Step Decision-Making Model for Determining Nursing Scope of Practice and LVN Six-Step Decision-Making Model for Determining Nursing Scope of Practice guide a nurse in deciding if a task is within the nurse's scope of practice. When making these decisions, the model encourages a nurse to consider the six reflective questions using a yes or no answer. If a yes answer is reached on any step, the nurse should proceed to the next step of the decision making model. If the nurse reaches step six with yes answers, then the task is most likely within the nurse's scope of practice. However, if a nurse reaches a no answer on any step the activity is most likely not within the nurse's scope of practice and the nurse should not proceed with the task. Keep in mind, the answer may not be the same for each nurse.
In the Six-Step Model and the LVN Six-Step Model, step one includes references to documents and information on the BON website, including statutes, rules, and position statements. While there is nothing specific in the Nursing Practice Act or Board Rules and Regulations that allows or prohibits the off-label administration of medications, there are laws and rules that licensed vocational nurses (LVN) and registered nurses (RN) should consider in this decision. For example, the LVN has a directed scope of practice under the supervision of a registered nurse, physician, physician assistant, dentist, or podiatrist [(Board Rule 217.11(2)]. The LVN cares for patients whose healthcare needs are predictable. When considering the administration of a medication, the predictability of the patient, the patient's response and the nurse's skill set required to address the needs of the patient must be considered. If any of these cannot be addressed by the LVN, then it would be beyond the scope of practice of the LVN to administer off-label medications. Position Statement 15.25, Administration of Medication & Treatments by LVNs, addresses medication administration; however, if the route of the medication administration is intravenous (IV), then Position Statement 15.3, LVNs Engaging in Intravenous Therapy, Venipuncture, or PICC Lines, must also be considered.
One of the main rules applicable to a nurse's practice is Board Rule 217.11, Standards of Nursing Practice. When a nurse is considering performing a task, such as the off-label administration of medications, several standards in section one of this rule, will apply to all LVNs and RNs. Patient safety must be considered in every assignment a nurse accepts. A nurse must know about the medication, why it is being used, what effects can be expected, and how to administer the medication correctly in order to administer it safely [(Board Rule 271.11(1)(C)]. Some medications may require an assessment, vital signs, and a pain description and level provided by the patient. Certain medications require the presence of equipment or monitoring during and following the medication administration due to the potential or known effects of the medication8. Some medications require the nurse administering the medication to have specific skills and current competencies to include emergency interventions should adverse outcomes occur. Last, but not least, medication administration is not complete without accurate documentation [(Board Rule 217.11(1)(D)].
There are several Position Statements that apply to the off label administration of a medication. Position Statement 15.14, Duty of a Nurse in Any Practice Setting, utilizes a landmark court case to illustrate the responsibility a nurse has to advocate for the patient, thus emphasizing the nurse's critical role in patient safety. Some medication administration is initiated through physician standing orders as addressed in Position Statement 15.5, Nurses with Responsibility for Initiating Physician Standing Orders. Occasionally, a physician delegated act includes medication administration; see Position Statement 15.11, Delegated Medical Acts. There are two position statements that specifically address either the RN or LVN scope of practice in broad terms. These are Position Statements 15.27, The Licensed Vocational Nurse Scope of Practice and 15.28, The Registered Nurse Scope of Practice.
Step two of the Six-Step Model and the LVN Six-Step Model directs nurses to look for a valid order and facility policy support. Facility policy may identify specific levels of licensure for the administration of certain medications, or specific areas or units within the facility where the administration of medications may occur. There may be specific requirements related to current competencies of the personnel who will be administering medications, and for monitoring the patient after the administration of medications. There may be a policy distinction between label uses and off-label uses of medications. When a nurse identifies the safety issues involved in administering any off-label medication correctly, looking for an employer's policy support of the safety measures required may assist a nurse in determining if off-label administration of medications will be safe in a specific setting.
Nurses are required to administer medications correctly, using evidence to support or refute giving a medication. Step three of the Six-Step Model and the LVN Six-Step Model requires "positive and conclusive data from nursing literature, nursing research, and/or research from a health-related field" and does not negate the requirement for nurses to administer medications correctly.
If there is literature to support the safe off-label administration of a medication, a nurse should consider steps four, five, and six of the Six-Step Models. Step four asks if the nurse has the current competencies to perform the task. If a medication is being given via the IV route, having current skills to assess and intervene are important. If a pump is being used to administer the IV medication, then being familiar with the pump is essential. Step five is for the nurse to consider whether a reasonable and prudent nurse of the same or similar education and similar circumstance would administer the off-label medication. Finally, step six is a personal reflective question and asks the nurse to accept accountability for the actions the nurse takes.
Both the mission of the Board and the nurse's duty to the patient align in favor of patient safety. Therefore, a nurse is obligated to make the safest decision for the patient and using the six-step decision making model for determining scope of practice is one tool to help nurses with this decision whether to accept or refuse an assignment related to the off-label administration of medications.
Are there rules regarding nurses performing radiologic procedures?
Yes, BON Rule 217.14, Registered Nurses Performing Radiologic Procedures.
This rule states that a registered nurse who performs radiologic procedures is employed in a practice setting that is not a Medicare-approved provider or accredited by The Joint Commission, the RN is required to submit an application for registration to the Board. The RN must print out the application for registration form and submit it to the Board. There is no cost for registering. The RN must notify the Board within 30 days of any changes that render the information provided on the application incorrect, such as new practitioner or director of radiologic services under whose instruction or direction the radiological procedures are performed [BON Rule 217.14 (c)]. If the RN will be performing radiological procedures in a practice setting that is a Medicare-approved provider or accredited by The Joint Commission, then the registration requirement does not apply.
BON Rule 217.14 also references other laws outside of the BON's jurisdiction. These laws require a RN to demonstrate competency in performing radiologic procedures. Some radiologic procedures may be considered delegated medical acts. BON staff recommends caution when performing a task as a delegated medical act and the Board's Position Statement 15.11, Delegated Medical Acts, is a valuable resource for nurses. Delegated medical acts do not diminish the responsibility in any way of the nurse to adhere to the Board's Standards of Nursing Practice, Rule 217.11. Included in BON Rule 217.11 are standards requiring a nurse to know and comply with the Nursing Practice Act (NPA) and Board's Rules and Regulations as well as all federal, state, or local laws, to maintain client safety. Nurses must accept only those assignments that are within the nurse's knowledge, skills, and abilities, and seek instruction as necessary in order to maintain competency when performing tasks in any practice setting [BON Rule 217.11(1): (A), (B), (G), (R) and (T)].
How does BON Rule 217.14 apply to LVNs?
BON Rule 217.14 only addresses the RN as well as the Nursing Practice Act and Board Rules and Regulations do not address the LVN performing radiological procedures. Therefore, the LVN would be required to become a certified radiologic technologist/technician in order to perform X-rays.
Texas Senate Bill 823 (1991) amended Section 671.001 of the Texas Health and Safety Code and gave RNs the legal authority to assess a patient/client and make a determination of death, unless the pronouncement is clearly prohibited under the Health and Safety Code (such as when an inquest is required). The bill specifically requires the RNs employing agency/facility to have written policies jointly developed and approved by the nursing and medical staff to direct the practice.
There was legislation some time ago that allowed nurses to pronounce death in long-term care and hospice facilities. Can RNs and APRNs pronounce death in acute care facilities?
During the 1991 Legislative Session, registered nurses were given the legal authority to determine and pronounce a person dead in situations not involving artificial life support, if permitted by written policies of a licensed health care facility, institution, or entity providing services to that person. The statutory authority is set forth in Chapter 671 of the Texas Health and Safety Code. The bill specifically states that if the RN's employing health care facility has an organized nursing staff and an organized medical staff or medical consultant, the nursing staff and medical staff or consultant shall jointly develop and approve those policies.
If a nurse from another state provides nursing to a resident of Texas, except as excluded in the Nursing Practice Act, Section 301.004, Application of Chapter, the nurse must hold a valid Texas nursing license or a valid nursing license in another Compact state in order to practice nursing in the State of Texas and/or with Texas residents. The most current list of states belonging to the Nurse Licensure Compact is located on the web page for the National Council of State Boards of Nursing www.ncsbn.org/nlc.htm. Chapter 304 of the Texas Nursing Practice Act and Rule 220 contain the regulations applicable to the Nurse Licensure Compact in Texas.
Any title that would lead a member of the public to believe that a person is licensed as a nurse is prohibited from use unless the person indeed holds a valid nursing license either in Texas or in one of the compact states. This is specified in the Nursing Practice Act, Section 301.4515 and Rule 217.10. This includes titles that apply to advanced practice registered nurses as defined in Rule 221.2 Authorization and Restriction to Use of Advanced Practice Titles.
LVNs Performing Triage/Telephonic Nursing/Being On-Call.
Position Statement 15.27, "The Licensed Vocational Nurse Scope of Practice"
Who is required to have forensic evidence collection continuing education?
Pursuant to the Health and Safety Code §323.004 and §323.0045, a nurse licensed in Texas or holding a privilege to practice in Texas, including an APRN, who performs a forensic examination on a sexual assault survivor must have basic forensic evidence collection training or the equivalent education prior to performing the examination. This is a onetime requirement.
A nurse licensed in Texas or holding a privilege to practice in Texas, including an APRN, who is employed in an emergency room setting, must complete a minimum of two hours of CNE relating to forensic evidence collection within two years of the initial date of the nurse’s employment in an ER setting. This is a onetime requirement.
Do nurses who “float” to an Emergency Department need this continuing education?
While some practice settings may have the luxury of always having a specialty certified RN (such as a SANE nurse) available to perform specific types of forensic evidence collection, there will be settings where this is not the case, and where the nurse who "floats" to the emergency department may be the professional responsible for collecting (or assisting with collection of) evidence. Therefore, even if a nurse floats to the ED on rare occasions and is not required by his/her facility to carry out forensic evidence collection, this nurse would have to meet the forensic CNE requirement to comply with the BON rule.
As the Board has no jurisdiction over facilities, the BON has no control over staffing plans, job descriptions, how nurses may or may not be rotated through or floated to the ED, or to establish a minimum number of hours a nurse must work in an ED setting. It would be up to facility or unit policy to determine which nurses will perform forensic evidence collection and how the facility will assure ongoing competency of the nurses engaging in this practice.
What topics need to be included in the continuing education offering?
Continuing education shall include information relevant to forensic evidence collection and age or population-specific nursing interventions that may be required by other laws and/or are necessary in order to assure evidence collection that meets requirements under the Government Code §420.031 regarding use of a service-approved evidence collection kit and protocol. Content may also include, but is not limited to, documentation, history-taking skills, and use of sexual assault kit, survivor symptoms, and emotional and psychological support interventions for victims.
When a Graduate Nurse (GN) or Graduate Vocational Nurse (GVN) has completed all requirements for the nursing program attended, and has received permission to test from nursing boards, must the preceptor co-sign the nursing assessment, medication administration, and other records for patients assigned to the GN/GVN?
In addition to obtaining approval to sit for the NCLEX, a student who has successfully completed a nursing program must also hold a current valid temporary permit from the Board to practice as a GN or GVN in the state of Texas.
Although the GN or GVN may not practice in an independent setting (such as home care) until licensed, the BON has no requirements for co-signatures on anything. In fact, BON staff highly discourage a nurse from co-signing anything he/she did not directly witness or immediately verify personally. Co-signature implies that the signer agrees in total and was either witness to, or went immediately behind the GN/GVN to assess and verify the findings of the GN/GVN.
Co-signatures may be necessary for certain nursing tasks, such as witnessing the wastage of a unit-dosed amount of a narcotic. Such requirements are beyond the jurisdiction of the BON. Contacting the appropriate licensing authority such as the Health & Human Services or the Texas Department of State Health Services, or an applicable credentialing organization (such as The Joint Commission) for any regulations specific to the practice setting is recommended.
Must an RN sign behind or "co-sign" nursing actions performed by an LVN?
In general, BON staff does not recommend a nurse co-sign anything unless he/she has directly witnessed an act (such as narcotic wastage) or has gone behind another nurse and personally performed the same assessment with the same findings.
The question of an RN co-signing after an LVN most often arises in situations when an attempt is made to expand the LVN’s scope of practice by holding the RN responsible for expanded tasks performed by the LVN. The RN co-signing for something that is beyond the LVN’s scope of practice does not legitimize the LVN’s actions. A nurse never functions “under the license” of another nurse. For example, if a patient requires a comprehensive assessment performed by an RN, the assignment (or a portion thereof) may not be given to an LVN. If such an assignment is given to an LVN, he/she is responsible for notifying the nurse who made the assignment that it is beyond his/her scope of practice to perform the assigned task [Board Rule 217.11(1)(S) & (T)]. Each nurse has a duty to maintain client safety [Board Rule217.11(1)(B)] that includes communication with appropriate personnel [Board Rule217.11(1)(P)]. Position Statement 15.14, Duty of a Nurse in Any Setting, further explains a nurse’s duty to a client.
As discussed above, each licensed nurse is responsible for accepting assignments that are within the educational preparation, experience, knowledge, and physical and emotional ability of the individual nurse [Board Rule 217.11(1)(T)]. Both LVNs and RNs are required to document the nursing care they render; each is held accountable for doing it accurately and completely [Board Rule 217.11(1)(D)]. This is part of a nurse’s duty to a client.
What is the difference between the Texas Board of Nursing and professional nursing organizations?
The mission of the BON is to protect and promote the welfare of the people of Texas by ensuring that each person licensed as a nurse is competent to practice safely. For this purpose, the Texas Board of Nursing (BON) is the State agency empowered by the Texas Legislature with regulating the practice of vocational, professional, and advanced practice nursing.
Unlike the Board of Nursing, a nursing association (also called a professional association) is a private organization whose members must pay dues to enjoy the benefits of membership. One of the primary functions of a nursing association is to represent its members in legislative, political, and practice matters. It provides a central voice for its nurse membership.
The Board and the nursing associations have separate but equally important roles. The nursing associations represent their members; while the Board serves the people of Texas through assuring licensed nurses meet minimum standards of safe practice.
The Board protects the public through ensuring that nurses know and conform to minimum standards through rules that implement the statutes, and through additional resource documents such as position statements, interpretive guidelines, and frequently asked questions available on the web page at http://www.bon.texas.gov.
Question: I am a nurse in Texas and recently graduated with a Doctor of Nursing Practice (DNP). Can I use the title “Doctor” when I work with patients and other healthcare providers?
The longstanding tradition of addressing a person with an earned doctoral degree as “doctor” began many centuries ago as did the tradition of addressing a physician as “doctor”. The number of healthcare professionals with earned doctoral degrees may contribute to confusion for the public and for members of the healthcare team.
Known as the Healing Art Identification Act, Texas Occupations Code, Chapter 104.001 addresses the use of the term doctor. According to TOC Chapter 104.004 a nurse is required to include the degree that gives rise to the use of the title doctor as a credential and indicate the profession being practiced. The Nursing Practice Act and Board Rules mandate that a Licensed Vocational Nurse (LVN) and a Registered Nurse (RN) display a clearly legible insignia specifying name and licensure level (NPA Section 301.351 & Board Rule 217.10). The Advanced Practice Registered Nurse (APRN) is identified both as a RN and uses the appropriate advanced practice title authorized by the Board of Nursing (BON) when providing advanced practice care to patients (Board Rule 221.11). Based on requirements in the referenced Texas laws, doctorally prepared nurses could not simply identify themselves as Dr. _____. The nurse must include the academic credential such as PhD (Doctor of Philosophy), DNS (Doctor of Nursing Science), DNP (Doctor of Nursing Practice), or any other doctoral degree. Nurses must also include licensure level with appropriate APRN title, if applicable.
RN Update – RN Identification is Essential in Today’s Health Care Environment, January 1999, p.1.
To access these archived issues on the Board’s website at www.bon.texas.gov click on About then Newsletters.
The Board receives questions frequently about whether cosmetic procedures are within the scope of practice for a licensed vocational nurse (LVN). Because each nurse has a different background, knowledge, and level of competence, the Board does not have an all-purpose list of tasks that every nurse can or cannot perform, and it is up to each individual nurse to use sound judgment when deciding whether or not to perform any particular procedure or act.
The following resources, however, are intended to provide you guidance in determining if cosmetic procedures are within your scope of practice.
What is the LVN scope of practice in regards to cosmetic procedures?
Vocational nursing is a directed scope of nursing practice, including the performance of an act that requires specialized judgment and skill, the proper performance of which is based on knowledge and application of the principles of biological, physical, and social science as acquired by a completed course in an approved school of vocational nursing. The term does not include acts of medical diagnosis or the prescription of therapeutic or corrective measures.
engaging in other acts that require education and training, as prescribed by board rules and policies, commensurate with the nurse’s experience, continuing education, and demonstrated competency [Tex. Occ. Code §§301.002(5)].
Additionally, Vocational nursing must be performed under the supervision of a registered nurse, advanced practice registered nurse, physician assistant, physician, dentist, or podiatrist [Tex. Occ. Code §301.353].
Regardless of the setting or practice area, the NPA and Board Rules and Regulations prevent LVNs from practicing in a completely independent manner. Vocational nursing requires the acts/procedures being performed be within the scope of the LVN’s practice and appropriate orders be in place. While the NPA and Board rules do not specifically address cosmetic procedures, when a medication has been appropriately ordered for a specific client by a provider who has authorization to order such treatments, each nurse would need to individually determine whether or not that specific act is within his/her scope of practice. Each LVN would need to individually apply the Board’s Six-Step Decision-Making Model for Determining the LVN Scope of Practice, a step-by-step tool designed to assist LVNs in determining whether a task or procedure is within his/her scope of practice. Note that two LVNs could both utilize the Six-Step Model and come to differing answers of whether or not the same given task is within their respective scopes of practice because each nurse has his/her own individual knowledge, experience, training, etc.
Whether you have the necessary educational preparation and knowledge to perform the task safely.
Was the procedure taught to you as a part of your formal educational curriculum in a school of vocational nursing?
Do you know what complications and/or untoward effects may result from the task or procedure?
Does the task or procedure require a higher level of licensure or a different level of authorization?
Whether you have the competency and skill to safely perform the task or procedure.
Have you obtained additional training or continuing education specific to the cosmetic procedure?
Keep in mind that continuing education and on-the-job training may expand competency at the current level of licensure but CANNOT qualify a LVN to perform the same level of care as an RN or APRN.
In the event of complications and/or untoward effects, are you able to respond appropriately?
For administration of drugs, such as Botox, does the order contain all pertinent information, such as dose, strength, route, etc.?
Do you have a standing delegation order, if applicable?
Whether there is appropriate nursing and medical supervision available.
Is the supervising RN on-site?
Is the ordering provider on-site?
An LVN should not perform a cosmetic procedure if the LVN lacks the necessary educational preparation, knowledge, competency, or skill to safely perform the procedure; lacks an order for the procedure; or lacks appropriate supervision.
Position Statement 15.11 (Delegated Medical Acts) - specifically addresses the nurse’s role with delegated medical acts. Board staff recommend caution when performing a delegated medical act, as delegated medical acts do not diminish the responsibility of the nurse in any way to adhere to the Board's Standards of Nursing Practice, Tex. Admin. Code §217.11. Nurses function under their own licenses and assume responsibility and accountability for quality, safe care in accordance with all applicable laws/rules/regulations; nurses do not practice under a physician’s license.
Position Statement 15.14 (Duty of a Nurse in any Practice Setting) - discusses a landmark court case which demonstrates how every nurse has a duty to promote patient safety and that duty to a patient supersedes any physician order or facility policy.
Position Statement 15.10 (Continuing Education: Limitations for Expanding Scope of Practice) - clarifies that expansion of an individual nurse’s scope of practice has licensure-related limitations and that informal continuing nursing education or on-the job training cannot be substituted for formal education leading to the next level of practice/licensure or authorization.
Board Staff also recommend review of the Texas Medical Board Rule 193.17, entitled Nonsurgical Medical Cosmetic Procedures, that addresses the rules related to physician delegation of nonsurgical medical cosmetic procedures. In addition, depending on the range of services you plan to provide, there may be specific licensure requirements including, but not limited to, Cosmetology Licensing. Having a nursing license authorizes you to practice nursing within your licensure level and scope of practice but not to do other things that require separate licensure/certification. You can find additional regulations related to cosmetologists/practicing cosmetology from the agency that regulates cosmetologists, the Texas Department of Licensing and Regulation. Additionally, there may be applicable guidance related to the practice setting; e.g., a private physician office might have specialty-specific guidelines from the American Board of Medical Specialties. Beyond following all applicable laws, rules and regulations regarding the acts/tasks and the setting, the nurse would need to practice consistently with the employer’s policies, assuming these policies promote patient safety (refer back to Position Statement 15.14 if necessary).
If a license is obtained via another agency or regulatory body to perform duties and tasks in another setting, for example a medical spa, the Board considers persons who hold nursing licensure accountable for acts within the practice of nursing even if these acts are performed ‘off duty’ or in another setting [Tex. Occ. Code §301.004(a)(5)]. One example of this may be performing a lower leg wax for a client who has diabetes and peripheral neuropathy; this client may not be able to feel if the wax is too hot and there may be associated burns and a poor outcome. In this example, you would be held responsible for applying your nursing knowledge and judgment with this particular client. There is also a Frequently Asked Question which relates to this discussion (Practice of Nursing). Position Statement 15.15 (Board’s Jurisdiction Over a Nurse’s Practice in Any Role and Use of the Nursing Title) reiterates that any licensed nurse in Texas is responsible to and accountable to adhere to both the NPA and Board Rules and Regulations when practicing nursing, which have the force of law [Tex. Admin. Code §217.11(1)(A)].
It is important to remember that there is more to this topic than simply learning how to perform a particular procedure. Patient selection criteria, underlying physiology and/or pathophysiology, as well as indications for and contraindications to the procedure are among the many concepts that are fundamental to learning a new procedure. You must also learn to respond to and manage (as appropriate) untoward events/adverse reactions/complications that may occur as a result of the procedure. In many cases, on-the-job training will not include this type of content. If you are ever required to defend your practice for any reason (whether to the BON or any other entity), you will likely be required to provide evidence of education/training and documentation of competence related to the specific service you provided.
The Board receives questions frequently about whether cosmetic procedures are within the scope of practice for a registered nurse (RN). Because each nurse has a different background, knowledge, and level of competence, the Board does not have an all-purpose list of tasks that every nurse can or cannot perform, and it is up to each individual nurse to use sound judgment when deciding whether or not to perform any particular procedure or act.
What is the RN scope of practice in regards to cosmetic procedures?
Registered nursing, also known as professional nursing, is the performance of an act that requires substantial specialized judgment and skill, the proper performance of which is based on knowledge and application of the principles of biological, physical, and social science as acquired by a completed course in an approved school of professional nursing. The term does not include acts of medical diagnosis or the prescription of therapeutic or corrective measures.
the development of the nursing care plan [Tex. Occ. Code §301.002(2)].
Professional nursing requires the tasks/procedures/acts being performed be within the scope of the RN’s practice and appropriate orders be in place. While the NPA and Board rules do not specifically address cosmetic procedures, when appropriately ordered for a specific client by a provider who is authorized to prescribe such treatments, each RN would need to individually determine whether or not that specific act is within his/her scope of practice. Each RN would need to individually apply the Board’s Six-Step Decision-Making Model for Determining Nursing Scope of Practice, a step-by-step tool designed to assist a nurse in determining whether a task/procedure/act is within his/her scope of practice. Note that two RNs could both utilize the Six-Step Model and come to differing answers of whether or not the same given task/procedure/act is within their respective scopes of practice because each nurse has his/her own individual knowledge, experience, training, etc.
Was the procedure taught to you as a part of your formal educational curriculum in a school of professional nursing?
Keep in mind that continuing education and on-the-job training may expand competency at the current level of licensure but CANNOT qualify a RN to perform the same level of care as an APRN.
Whether there is an appropriate order from a provider authorized to prescribe such treatments.
Whether there is appropriate medical supervision available.
An RN should not perform a cosmetic procedure if the RN lacks the necessary educational preparation, knowledge, competency or skill to safely perform the procedure; lacks an order for the procedure; or lacks appropriate supervision.
The Board receives questions frequently about whether cosmetic procedures are within the scope of practice for an advanced practice registered nurse (APRN). Because each nurse has a different background, knowledge, and level of competence, the Board does not have an all-purpose list of tasks that every nurse can or cannot perform, and it is up to each individual nurse to use sound judgment when deciding whether or not to perform any particular procedure or act.
What is the APRN scope of practice in regards to cosmetic procedures?
An advanced practice registered nurse is a registered nurse licensed by the Board to practice as an APRN on the basis of completion of an advanced educational program. The term includes a nurse practitioner, nurse midwife, nurse anesthetist, and clinical nurse specialist [Tex. Occ. Code §301.152.(a)]. The APRN scope of practice is addressed in Tex. Admin. Code §221.12, and may include medical diagnosis and prescriptive authority when properly delegated by a physician. The APRN scope of practice is based upon formal educational preparation, continued advanced practice experience and the accepted scope of professional practice of the particular specialty area. The Core Standards for Advanced Practice found in Tex. Admin. Code §221.13 further clarify that APRNs must function within the advanced role and specialty appropriate to their educational preparation [specifically in Tex. Admin. Code §221.13(b)]. If the APRN has had the formal education to provide a specific service, then this is part of their scope of practice. The APRN must, however, have been educated not only in the provision of the service, but also in the response to and medical management of untoward events/adverse reactions/complications experienced as a result. You may find it helpful to review the Practice-APRN Scope of Practice page on the BON website. The APRN must also have the appropriate physician delegation to engage in these medical aspects of patient care.
Pertaining to cosmetic procedures, the scope of practice of the APRN will, in part, be dependent on the educational component discussed above. When incorporating a new patient care activity or procedure into one's individual scope of practice, the board expects the APRN to verify that the activity or procedure is consistent with the professional scope of practice for the licensed role and population focus and permitted by laws and regulations in effect at the time. If the activity is not consistent with the professional scope of practice for the licensed role and population focus, additional formal education and licensure from the BON in the second role and/or population focus are required. Position Statement 15.10, Continuing Education: Limitations for Expanding Scope of Practice clarifies that expansion of an individual nurse’s scope of practice has licensure-related limitations. Informal continuing nursing education or on-the job training CANNOT be substituted for formal education leading to the next level of practice/licensure.
If an APRN would like to perform medical aspects of care related to cosmetic procedures s/he should first consider whether the medical aspects of care related to cosmetic procedures relate to his/her current licensed role and population focus area. If it does NOT, then the APRN must obtain additional licensure in the appropriate licensed role and population focus area in order to provide medical aspects of care related to cosmetic procedures. If it is within their current licensed role and population focus area, then they should next consider whether they have the appropriate training, knowledge, skills, etc. to safely deliver the medical aspects of care related to the cosmetic procedure. Continuing education may be an adequate method to gain training, knowledge, and skills necessary to safely deliver the medical aspects of care related to cosmetic procedures within the APRN licensed role and population focus area.
An example of an APRN that would be practicing outside his/her licensed scope of practice in delivering medical aspects of care related to cosmetic procedures, is a Nurse Midwife delivering such care as cosmetic procedures are outside the Nurse Midwife’s licensed role. Another example is a Women’s Health Nurse Practitioner (WHNP) delivering such care to men as men are outside the WHNP’s population focus area. Additional formal education and APRN licensure authorizing practice in the pertinent role and population focus would be required in both instances. It is important to remember that the task or procedure must be consistent with both the licensed role and population focus area.
It is important to consider that an APRN who determines that performing medical aspects of cosmetic procedures is not within his/her scope of practice may determine that administration of a medication or performance of a non-invasive treatment is within the individual’s RN scope of practice using the Board’s Six-Step Decision-Making Model for Determining Scope of Practice. For example, the WHNP described above may determine that administration of cosmetic injections ordered by an appropriately licensed provider is within his/her scope of practice as a registered nurse.
Remember that APRNs do not have full practice authority in the state of Texas. The provisions of medical aspects of care, including formulating diagnoses for the appropriate use of cosmetic injections and ordering the drugs themselves, requires delegation from a physician. It is not within the scope of APRN licensure to provide these services independent of a physician. The APRN may only accept physician delegation for those medical aspects of care and prescribing that are within the scope of the role and population focus area of APRN licensure.
It is important to remember that cosmetic procedures involving medications such as Botox or Restylane will require physician delegation as will the administration of local anesthetic blocks. Botox, for example, is considered a dangerous drug, so the prescriptive authority laws and regulations apply. The FDA has limited approved uses for these types of medications. Tex. Admin. Code §222.4(e) permits issuing prescriptions for non-FDA approved uses when the patient is enrolled in an IRB approved clinical research trial. This rule also describes the requirements that must be met when an APRN issues a prescription drug order for an off-label use of a medication. If the intent is to utilize Botox for a non-FDA approved use, one of these other criteria must be met. Additionally, the APRN must meet all other criteria for prescribing medications, including physician delegation and prescriptive authority agreement requirements as specified in Tex. Admin. Code §222.5.
Position Statement 15.11 (Delegated Medical Acts) - specifically addresses the nurse’s role with delegated medical acts. Board staff recommend caution when performing a delegated medical act, as delegated medical acts do not diminish the responsibility of the nurse in any way to adhere to the Board's Standards of Nursing Practice, Board Rule 217.11. Nurses function under their own licenses and assume responsibility and accountability for quality, safe care in accordance with all applicable laws/rules/regulations; nurses do not practice under a physician’s license.
May a nurse practitioner who is educated to practice in a primary care population focus area (e.g., FNP or PNP) practice in a hospital?
The Nursing Practice Act and Board rules are written broadly to apply to all nurses, including advanced practice registered nurses (APRNs), across all practice settings. Neither are prescriptive to specific tasks or services APRNs may perform or provide. Likewise, they do not address specific practice settings for specific categories of APRNs. Scope of practice is not specific to a practice setting; rather, it is determined by the patient’s condition and patient care needs at the time services are provided. Board Rules 221.12 and 221.13 clarify that education is the foundation for determining APRN scope of practice.
When making scope of practice determinations, it is important to consider the patient's condition and patient care needs. Primary care educated APRNs may provide care in the acute care setting for patients with similar patient care needs and diseases and conditions to those they diagnose and manage in the outpatient setting. For example, a family nurse practitioner may be part of a group practice in a specialty such as orthopedics or palliative care and required to round in an inpatient setting in collaboration with the delegating physician. There is nothing in the Nursing Practice Act or Board Rules that prohibits this practice provided management of the patient’s condition is within the scope of the APRN’s educational preparation.
Although the Board grants APRN licensure titles that are consistent with the Consensus Model for APRN Regulation: Licensure, Accreditation, Certification, & Education, it is important to remember that there are APRNs who have been grand-parented under Board Rules. For example, an individual who is licensed as an adult nurse practitioner rather than an adult/gerontology nurse practitioner is still permitted to provide care to geriatric patients based on education in adult health. When reading the Consensus Model, it is important to bear in mind that it contemplates licensure and education based on an APRN role and a population focus. Nothing in the Consensus Model requires scope of practice be specific to a practice setting.

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