Implementing and sustaining evidence-based practices in long-term care.

All HWE Resources

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  • Show description [+]

    Gain knowledge in leadership practices that result in healthy outcomes for nurses, patients/clients, organizations and systems. This guideline addresses:

    • System resources that support effective leadership practices and behaviours for formal leaders and nurses at the point of care
    • Organizational culture, values and resources that support effective leadership practices and behaviours at all levels
    • Personal resources that support effective leadership practices across the continuum of care
    • Anticipated outcomes of effective nursing leadership

    2nd Edition, 2013

    This guideline provides evidence-based recommendations for RNs and RPNs on best nursing practices for developing and sustaining nursing leadership.

    Registered Nurses’ Association of Ontario. (2013). RNAO Developing and sustaining nursing leadership best practice guideline (2nd Ed.). Toronto, ON, Canada: Author. Retrieved from: https://rnao.ca/sites/rnao-ca/files/LeadershipBPG_Booklet_Web_1.pdf

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    The goal of this best practice guideline is to strengthen collaborative practice among nurses, because effective collaborative practice is essential for working in health-care organizations.

    In this guideline, we focus on collaborative practice amongst three types of nursing professionals – registered nurse (RN), registered practical nurse (RPN) and nurse practitioner (NP) – and explore what fosters healthy work environments for them, aware that collaboration must align with the needs of the patient or client.

    This best practice guideline was developed to assist nurses, nursing leaders, other health professionals and senior managers to enhance positive outcomes for patients/clients (individual/family/group/community), nurses, and the organization through intra-professional collaborative practice. This guideline was based on the best available evidence and where evidence was limited, the best practice recommendations were based on the consensus of expert opinion.

    This guideline identifies:

    • best practices for intra-professional practice; and
    • the organizational culture, values and relationships, and the structures and processes required, for developing and sustaining effective intra-professional nursing practice among nurses.

    Reference: Registered Nurses’ Association of Ontario (2016). Intra-professional Collaborative Practice among Nurses. Toronto, ON, Canada: http://rnao.ca/bpg/guidelines/intra-professional-collaborative-practice-among-nurses

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    This Best Practice Guideline focuses on nursing teams and processes that foster healthy work environments. The focus for the development of this guideline was managing conflict among nursing and healthcare teams with the view that while some conflict is preventable, healthy conflict can also be beneficial.

    For the purpose of this document, conflict is defined as: a phenomenon occurring between interdependent parties as they experience negative emotional reactions to perceived disagreements and interference with the attainment of their goals (Barki & Hartwick, 2004).

    Registered Nurses’ Association of Ontario. (2012). Managing and Mitigating Conflict in Health-care Teams. Toronto, ON: http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams

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    Violence against health workers is already endemic and growing rapidly. To stem and reverse that risk, the Registered Nurses’ Association of Ontario (RNAO) has issued an updated edition of its Workplace Violence, Harassment and Bullying Against Health Workers best practice guideline (BPG).

    The BPG provides 15 evidence-based recommendations for health service organizations and academic institutions so they can recognize, prevent and manage violence, harassment and bullying in the workplace, changes that will enable nurses and other health professionals to focus even more care on patients. Recommendations focus on: (1) risk assessment tools and strategies; (2) organizational policies, procedures, and responsibilities; and (3) educational approaches and strategies.

    The second edition of this guideline builds upon the most recent and relevant evidence to improve earlier guidelines issued in 2008 and 20

    Registered Nurses’ Association of Ontario. (2019). Preventing violence, harassment and bullying against health workers. Toronto, ON: Author. Retrieved from https://rnao.ca/sites/rnao-ca/files/bpg/VPW_FINAL_WEB_July_2.pdf

    This work is funded by the Ontario Ministry of Health and Long-Term Care

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    Professionalism in nursing is an essential ingredient in achieving a healthy work environment and is enabled by the context of practice.

    Overall Goals of the BPG:

    1. To identify the concept of professionalism as a guiding tenet that enhances outcomes for nurses, patients, organizations and systems.
    2. To define the attributes of professionalism.
    3. To identify and discuss the evidence related to each attribute of professionalism.
    4. To provide strategies for success.

    The key areas addressed by this guideline are:

    • Identification of a set of attributes that signify professionalism of the nurse
    • Evidence from the Joanna Briggs Institute systematic review and other literature
    • Knowledge, competencies and behaviors of effective nurses who exhibit professional practices in their workplace
    • Organizational structures, key elements and processes that support development of effective nursing professional practices
    Registered Nurses’ Association of Ontario. (2007). Professionalism in nursing.  Toronto, ON, Canada: Author. Retrieved from https://rnao.ca/sites/rnao-ca/files/Professionalism_in_Nursing.pdf

     

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    The College of Nurses of Ontario provides an e-learning opportunity for Abuse Prevention that includes videos, participant workbook and facilitators guide.

    One Is One Too Many is a valuable tool for any organization employing nurses that is concerned about issues involving client abuse. The One is One Too Many program provides powerful re-creations of situations in which abuse occurs, as well as guides and materials to facilitate discussion about what tools nurses need to stop abuse.

    Reference: College of Nurses of Ontario. (2005). Abuse Prevention: One is one too many Toronto, ON: College of Nurses of Ontario. Retrieved from http://www.cno.org/en/learn-about-standards-guidelines/standards-and-guidelines/

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    The website gives an overview on the four values and set of standards for accreditation for long-term care services.

    Reference: Accreditation Canada (n.d.). Accreditation standards for long term care services. Retrieved from https://accreditation.ca/solutions/senior-residential-care/

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    A handbook to raise awareness about the prevalence and effects of domestic violence in the workplace. It also provides suggestions on how to address this issue for the employer, supervisor, union, joint health and safety committee/health and safety representative, co-workers and victims.

    All Material Copyright 2010 © Public Services Health & Safety Association (PSHSA).

    Public Services Health & Safety Association. (2010 August).  Addressing Domestic Violence in the Workplace: A Handbook, Second Edition.  Toronto, ON, Canada: Author. Retrieved from http://www.pshsa.ca/products/addressing-domestic-violence-in-the-workplace/.

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    St. Joseph’s Health Centre Guelph demonstration site project funded by Nursing Secretariat of Ontario’s Ministry of Health and Long-Term Care describes approaches to leadership training and other supportive human-resource strategies that reflect the demands of the LTC setting fosters a positive work life for nurses by providing them with the skills and knowledge necessary to lead the care team and to address resident and family issues.

    Reference: O’Brien, J., Ringland, M., & Wilson, S. (May 2010). The Demonstration Projects: Advancing Leadership in Long Term Care. Nursing Leadership. Vol. 23 Special Issue. Retrieved from Nurse Executive Leader Toolkit available at http://neltoolkit.rnao.ca/sites/default/files/Advancing%20Nursing%20Leadership%20in%20Long-Term%20Care.pdf 

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    Practice guidelines are documents that help nurses understand their responsibilities and legal obligations in order to make safe, effective and ethical decisions in nursing practice. This practice guideline outlines the legislated scope of nursing practice as well as controlled acts authorized to nursing (general and extended classes).

    College of Nurses of Ontario. (2018). Authorizing Mechanisms. Toronto, ON, Canada: Author. Retrieved from https://www.cno.org/globalassets/docs/prac/41075_authorizingmech.pdf

    Copyright © College of Nurses of Ontario, 2019.

     

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    The website of the College of Nurses of Ontario provides Information about the requirements and process of becoming a Registered Nurse, Registered Practical Nurse and Nurse Practitioner practising within Ontario for Ontario applicants, Canadian Applicants, International applicants and for nurses to enter CNO's Extended Class.

    Reference: College of Nurses of Ontario (nd). Become a Nurse. Retrieved from http://cno.org/en/become-a-nurse/

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    This article describes the results of a consultation facilitated during the June 2017 CNA annual meeting of members. It outlines some of the opportunities nurses have to provide input into future CNA initiatives on strengthening intra-professional collaboration.

    The goals of the consultation were to; present an overview of the Canadian research on intra-professional collaboration; explore issues found in the research, and identify possible strategies to support collaborative practice among regulated nurses.

    Reference: Lankshear, S., & Limoges, J. (2018). Better together: A fresh look at collaboration within nursing. The Canadian Nurse, (Jan/Feb). Retrieved from https://www.canadian-nurse.com/en/articles/issues/2018/january-february-2018/better-together-a-fresh-look-at-collaboration-within-nursing

    Source: Copyright ©, Canadian Nurses Association, 50 Driveway, Ottawa, Ontario, K2P 1E2 CANADA, 2010-2011 all rights reserved

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    This booklet provides practical suggestions for the employer, supervisor and worker to participate in the reduction of bullying in the workplace. © 2013 Public Services Health and Safety Association (PSHSA).

    Public Services Health & Safety Association, 2010, Bullying in the Workplace: A Handbook, Date Retrieved June 8, 2015, https://www.pshsa.ca/resources/bullying-in-the-workplace

     

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    This is a link to the Canada Labour Code, which is to be used by organizations under federal jurisdiction. The section that pertains to this guideline is section 125.1 (z.16) under Duties of Employer.

    Canada Labour Code (R.S.C., 1985, c. L-2).  (2014 April 1).  Retrieved from Government of Canada.  Published by the Minister of Justice at the following address: http://laws-lois.justice.gc.ca.  

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    CNA is the national professional voice of registered nurses in Canada. Representing nearly 139,000 registered nurses, CNA’s members include:

    • Provincial and territorial nursing associations and colleges
    • Independent RNs from Ontario and Quebec
    • Retired nurses
    • Canadian Nursing Students’ Association
    • Canadian Network of Nursing Specialties

    See more at: https://www.cna-aiic.ca/en/about-cna#sthash.H3OkfPpZ.dpuf  

    Reference: Canadian Nurses Association Website: https://www.cna-aiic.ca/en/about-cna

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    This RNAO website offers career strategies for new nurses, job seekers, mid and late career nurses.

    Reference: Careers in Nursing website http://careersinnursing.ca/

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    This checklist from the RNAO guideline (Appendix D-1) that allows the user to assess which components of their organizational workplace violence program are in place and will help to highlight which areas require further attention. This checklist was used to guide the gap analysis and can be found under the planning tools section. Registered Nurses’ Association of Ontario. (2009).

    Reference: Ontario Safety Association for Community and Healthcare (2006), Violence Program Assessment Tool - RNAO Key Elements Checklist for Workplace Violence, Date retrieved June 8 2015, http://ltctoolkit.rnao.ca/sites/default/files/resources/HWE/violenceprevention/AppD1_Preventing_and_Managing_Violence_in_the_Workplace.pdf

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    Taken from the RNAO guideline (Appendix D-8), this checklist identifies factors which could trigger an aggressive episode in clients or caregivers. Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 116-117.

    Reference: Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, Resident/Client Risk Assessment - Checklist Of Risk Factors for Aggressive Behaviour (OSACH 2006), Date retrieved June 4, 2015, http://ltctoolkit.rnao.ca/sites/default/files/resources/HWE/violenceprevention/AppD8_Preventing_and_Managing_Violence_in_the_Workplace.pdf

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    This is a short and breezy introduction to coaching and the GROW model

    Reference: Heath, M. (2015) Retrieved from https://youtu.be/xNLRo3jWPcg

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    This document is a statement of the ethical values of registered nurses and nurse practitioners. The new edition contains new and updated content that reflects the contemporary practice needs of nurses such as MAID, advanced care planning and primary care to mention a few. It is designed to inform everyone about the ethical values, subsequent responsibilities and endeavours of nurses. Included is updated nursing models and advocating healthy work environments. It is also a regulatory tool.

    Canadian Nurses Association. (2017). Code of ethics for registered nurses. Retrieved from https://cna-aiic.ca/-/media/cna/page-content/pdf-en/code-of-ethics-2017-edition-secure-interactive.pdf?la=en&hash=09C348308C44912AF216656BFA31E33519756387

    Copyright ©, Canadian Nurses Association, 50 Driveway, Ottawa, Ontario, K2P 1E2 CANADA, 2018 all rights reserved - See more at: https://cna-aiic.ca/en/terms-and-conditions-of-use#sthash.fcbIaPZC.dpuf

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    Coming August 2017 CNA is updating its 2008 Code of Ethics for Registered Nurses to ensure it reflects societal changes and the needs of nurses in their practice. Stay tuned for more information! - See more at: https://www.cna-aiic.ca/en/on-the-issues/best-nursing/nursing-ethics#sthash.VELCDEug.dpuf

    Canadian Nurses Association. (2008, June). Code of Ethics for Registered Nurses. Ottawa, ON, Canada: Author. Retrieved from www.cna-aiic.ca/en/download-buy/nursing-ethics.

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    Taken from the RNAO guideline (Appendix D-6), this tool has two sections: (a) a work environment assessment, and (b) pre-visit client assessment for community workers.

    Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 111-112 Date retrieved June 4, 2015,

     

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    Use this form for pre-visit assessments of violence risks.  This tool has two sections: (a) a work environment assessment, and (b) pre-visit client assessment for community workers.

    Registered Nurses’ Association of Ontario. (2009). Appendix D-6 of Preventing and Managing Violence in the Workplace. Toronto, ON: Author. p.113.

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    This paper is designed to serve as a best practices resource to healthcare leaders who are considering integration of conflict engagement training and professional development in their organizations. The focus is on common language training, cognitive maps for making sense of conflict, skill building, and follow up coaching.

    Reference: Emerging Health Care Communities (EHCCO). (2010). Conflict Engagement Training for Health Professionals: Recommendations for Creating Conflict Competent Organizations. A White Paper for Healthcare and Dispute Resolution Professionals. http://www.ihi.org/resources/Pages/Tools/ConflictEngagementTrainingforHealthProfessionals.aspx

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    Our approach to conflict is not a fixed part of our character, it is learned behavour that we can change. Dana Caspersen, author of "Changing the Conversation: The 17 Principles of Conflict Resolution" offers two simple, transformative actions that we can choose, which can fundamentally change the conflict conversations in our lives.

    Web Address or Source: https://youtu.be/WfQeH3092Sc

    Reference: Retrieved May 5, 2021 from https://youtu.be/WfQeH3092Sc

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    This guideline outlines the key factors associated with conflict with clients, colleagues and in the workplace, and offers strategies for preventing and managing conflict that has escalated. It also highlights the role of nurses in formal leadership positions, as well as the importance of the debriefing process in the prevention and management of conflict. 

    College of Nurses of Ontario.  (2018). Conflict Prevention and Management. Toronto, ON: Author. Retrieved from https://www.cno.org/globalassets/docs/prac/47004_conflict_prev.pdf

    © 2019 College of Nurses of Ontario

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    Conflict is a part of life. Most of us will do almost anything to avoid it. In this video Dr. Jennie Byrne explains a simple healthy nonaggressive step-by-step process for resolving your conflicts or issues with others that can even strengthen your relationships leaving you feeling empowered in your life and in your relationships.

    Web Address or Source: https://youtu.be/DSGy5yvC0hM

    Reference: Retrieved May 5, 2021 from https://youtu.be/DSGy5yvC0hM

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    The article emphasises the importance of ensuring student nurses are provided with optimum learning environments. Strategies such as having prepared mentors to assist with the learning journey are identified as being a key strategy to overcome negative barriers.

    Reference: Emanuel V, Pryce-Miller M (2013) Creating supportive environments for students. Nursing Times; 109: 37, 18-20. Retrieved from https://www.researchgate.net/publication/257761262_Creating_supportive_environments_for_students

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    This is a link to the Criminal Code of Canada. The sections that pertain to this guideline are: Section 214 = part VIII Offences Against the Person and Reputation – Assaults: sub section 264.1 and 265.

    Criminal Code (R.S.C., 1985, c. C-46).  (2013 December).  Retrieved from Government of Canada.  Published by the Minister of Justice at the following address: http://laws-lois.justice.gc.ca.  

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    In a 48 minute interview, two executive nurse leaders discuss the concepts of critical inquiry and evidence-informed practice and how they apply to nursing.  The regulatory requirements for evidence based informed practice along with how critical inquiry supports a safe practice are discussed by way of examples.

    College of Nurses of Ontario. (2015).  Critical inquiry and evidence-informed practice webcast. Retrieved from http://www.cno.org/fr/exercice-de-la-profession/educational-tools/webcasts/critical-inquiry-and-evidence-informed-practice-webcast/

     

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    Practice standards are documents that help nurses understand their responsibilities and legal obligations in order to make safe, effective and ethical decisions in nursing practice. This practice guideline outlines when nurses have the appropriate authority and competence to perform a particular procedure.

    College of Nurses of Ontario. (2018). Practice Standard: Decisions About Procedures and Authority. Toronto, ON, Canada: Author. Retrieved from https://www.cno.org/globalassets/docs/prac/41071_decisions.pdf

    Copyright © College of Nurses of Ontario, 2020

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    Les présentes lignes directrices sur les pratiques exemplaires, Développement et maintien des soins de santé interprofessionnels : optimisation des résultats pour le patient/client, l’organisme et le système sont conçues pour favoriser des milieux de travail sains. L’objectif de l’élaboration de ces lignes directrices était de déterminer les attributs des soins interprofessionnels qui permettront d’optimiser les résultats de qualité pour les patients/clients, les fournisseurs, les équipes, l’organisation et le système. Les présentes lignes directrices déterminent les pratiques exemplaires pour faciliter, améliorer et maintenir le travail d’équipe ainsi que la collaboration interprofessionnelle, et pour accroître les résultats positifs pour les patients/clients, les systèmes et les organisations. Elles sont fondées sur les meilleures données probantes existantes; lorsque ces données étaient limitées, les recommandations ont été fondées sur un consensus basé sur des opinions d’experts.

    Association des infirmières et infirmiers autorisés de l’Ontario. (2013). Développement et maintien des soins de santé interprofessionnels : optimisation des résultats pour le patient/client, l’organisme et le système. Toronto, Canada: Autheur. Récupéré: http://rnao.ca/bpg/language/d%C3%A9veloppement-et-maintien-des-soins-de-sant%C3%A9-interprofessionnels-optimisation-des-r%C3%A9sul

    Ce travail est financé par le Ministère de la Santé et des Soins de longue durée d'Ontario.

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    A webcast that reviews the standards for documentation outlined by the College of Nurses of Ontario.

    College of Nurses of Ontario. (2012). Documentation: An overview webcast.

    Retrieved from http://www.cno.org/en/learn-about-standards-guidelines/educational-tools/webcasts/documentation-webcast/

     

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    This article describes abuse and abusive relationships, its management with strategies for dealing with domestic violence. Authors - Smith, Melinda; Segal, Jeanne July 2013 retrieved on Sept 25, 2013

    Reference: Melinda Smith, M.A., and Jeanne Segal, Ph.D. Last updated: June 2015, HelpGuide.Org, http://www.helpguide.org/articles/abuse/domestic-violence-and-abuse.htm

     

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    This booklet is for coworkers. It addresses domestic violence that extends to the workplace. It develops awareness and provides supportive tips. It is part of the workplace violence prevention series developed by the Occupational Health and Safety Council of Ontario in partnership with the Ontario Women’s Directorate. Retrieved on Sept 26, 2013 from www.pshsa.ca  © Public Services Health and Safety Association (PSHSA) 2013.

    Public Services Health & Safety Association, 2010, PSHSA's Domestic Violence Doesn’t Stop When Your Worker Arrives at Work: How to get Help or Support a Colleague who may Need Help, Date retrieved June 8 2015, https://www.pshsa.ca/products/domestic-violence-doesnt-stop-when-your-worker-arrives-at-work-how-to-get-help-or-support-a-colleague-who-may-need-help/

     

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    A quick reference sheet that provides facts about domestic violence, recognizing signs of domestic violence, and suggestions for co-workers and employers.

    All Material Copyright 2010 © Public Services Health & Safety Association (PSHSA).

    Public Services Health & Safety Association. (2010).  Domestic Violence Fast Facts.  Toronto, ON, Canada: Author. Retrieved from http://www.pshsa.ca/products/domestic-violence/.

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    The resource covers being a good listener, nonverbal signal, keep stress in check and assert yourself

    Reference: Retrieved from HelpGuide.org http://www.helpguide.org/articles/relationships/effective-communication.htm

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    The article provides scripts healthcare leaders can use when addressing unprofessional behaviours. Eight common disruptive situations are provided followed with scripts on how to handle them.

    Healthy Workforce Institute (2020). Eight ways to stop unprofessional conduct: Powerful scripts for healthcare leaders. Retrieved from https://healthyworkforceinstitute.com/8-scripts/

     

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    This resource outlines organizational recommendations and anticipated outcomes related to embracing cultural diversity in health care and developing cultural competence.

    Registered Nurses’ Association of Ontario. (2007, April). Embracing Cultural Diversity in Health Care: Developing Cultural Competence Best Practice Guideline. Toronto, ON, Canada: Author. pp. 36-37. Retrieved from http://rnao.ca/bpg/guidelines/embracing-cultural-diversity-health-care-developing-cultural-competence.

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    Taken from the RNAO guideline (Appendix D-5), this tool assesses different areas of the workplace environment that may influence overall safety – such as parking lot, building perimeters, etc. Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 101-115.

    Registered Nurses’ Association of Ontario. (2009). Appendix D-5 of Preventing and Managing Violence in the Workplace. Toronto, ON, Canada: Author. pp.101-115.

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    This resource provides suggestions for ensuring safety for various building areas.

    Registered Nurses’ Association of Ontario. (2009). Appendix D-13 of Preventing and Managing Violence in the Workplace. Toronto, ON, Canada: Author. pp.  129-131. Retrieved from rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.  

    Reference: Ontario Safety Association for Community and Healthcare www.osach.ca/

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    This e-learning supports nurses in being better equipped to identify the ethical values that are important in providing and supporting nursing care. It describes the commitments nurses are obliged to maintain and the learning of the nursing decision-making process, which provides a framework for understanding and working through ethical situations.

    Reference: College of Nurses of Ontario Practice Standard (2012) Ethics E-Learning. Retrieved from http://www.cno.org/en/learn-about-standards-guidelines/educational-tools/learning-modules/ethics/

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    Practice standard are documents that help nurses understand their responsibilities and legal obligations to enable them to make safe, effective and ethical decisions when practising. This practice standard aims to help nurses understand the ethical values and practice standards that the nursing profession in Ontario must uphold. It also provides scenarios of ethical situations in which there is a conflict of values.

    College of Nurses of Ontario. (2019). Ethics [PDF file]. Retrieved from https://www.cno.org/globalassets/docs/prac/41034_ethics.pdf

     

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    This table provides sample structure, process and outcome indicators which may be useful for organizations to measure their quality progress and change.

    Reference: Registered Nurses’ Association of Ontario (RNAO) (2016). Intra-professional Collaborative Practice among Nurses, Second Edition, pages 50 - 53. Toronto, Ontario: Registered Nurses’ Association of Ontario. http://rnao.ca/bpg/guidelines/intra-professional-collaborative-practice-among-nurses

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    This is an example of a workplace violence policy that can be adapted for your organization. Please note: The Ministry of Labour enforces the OHSA. Ontario Ministry of Labour

    Reference: Occupational Health and Safety Council of Ontario (OHSCO) (2010) Workplace Violence Prevention Series, Developing Workplace Violence and Harassment Policies and Programs: A Toolkox Example Workplace Violence Policy. Retrieved from http://www.labour.gov.on.ca/english/hs/pubs/wvps_toolbox/toolbox_6.php

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    Several case scenarios provide additional information about the impact of the conflict and how conflict can be addressed, managed and/or mitigated.

    Registered Nurses’ Association of Ontario. (2012, September). Appendix D of Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON, Canada: Author. pp.78-82. Retrieved from: http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams.

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    This framework seeks to promote a common understanding of RN practice among nurses, students and stakeholders in Canada (including other health professionals, employers, educators, policy-makers and the public).

    Reference: Canadian Nurses Association. (2015). Framework for the Practice of Registered Nurses in Canada. Retrieved August 4,2016, from http://www.cna-aiic.ca/~/media/cna/page-content/pdf-en/framework-for-the-pracice-of-registered-nurses-in-canada

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    This webinar provides information to assist nurses who have been selected for a Guided Reflection meeting, as part of the College's Professional Conduct process. Nurses learn how to prepare for the meeting with College staff, and what will happen when they come to the College for the meeting.

    College of Nurses of Ontario. (n.d.). Guided reflection: What to expect. Retrieved from http://www.cno.org/en/learn-about-standards-guidelines/educational-tools/webcasts/practice-reflection-videos/guided-reflection-what-to-expect/

     

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    Health Force Ontario is the province’s strategy to ensure that Ontarians have access to the right number and mix of qualified health care providers, now and in the future. Included on the site is information about the Nursing Graduate Guarantee Initiative.

    Reference: Health Force Ontario Website: http://www.healthforceontario.ca/en/Home

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    This resource provides implementation tips and strategies for embracing cultural diversity.

    Registered Nurses’ Association of Ontario. (2007, April). Appendix F of Embracing Cultural Diversity in Health Care: Developing Cultural Competence Best Practice Guideline. Toronto, ON, Canada: Author. p.82. Retrieved from: http://rnao.ca/bpg/guidelines/embracing-cultural-diversity-health-care-developing-cultural-competence.

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    This article contains practical lists such as “Kotter’s 8 Stage Process to Creating Major Change”, “Eight Reasons for Resisting Change”, and ”6 Methods for Dealing with Resistance to Change”.

    Reference: Nguyen, Steve.(2010) Kotter's 8 Stage Process to Creating Major Change. Retrieved from: http://workplacepsychology.net/2010/02/05/implementing-change-and-overcoming-resistance/

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    Each of RNAO’s interest groups represents a unique specialty or population within the nursing spectrum. Together they illustrate the remarkable diversity of the profession. They offer a range of professional resources and support, both personal and sometimes financial, through bursaries and awards.The Registered Nurses' Association of Ontario (RNAO) offers many money-saving benefits that can more than offset your membership fees. RNAO members benefit from membership in a variety of ways.Through conferences, institutes, interest groups, online communities and chapter activities, RNAO provides knowledge-rich, exclusive networking opportunities for members to cultivate rewarding personal and professional relationships.

    Reference: Registered Nurses Association of Ontario. Special Interest Group. Toronto, ON, Canada. http://rnao.ca/connect/interest-groups  

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    The brief and general introduction examines what communities of practice are and identifies 3 crucial characteristics. Many other examples of CoPs are also available

    Reference: Wenger-Trayner, E., & Wenger-Trayner B.(2015). Introduction to communities of practice. A brief overview of the concept and its uses. Retrieved from http://wenger-trayner.com/introduction-to-communities-of-practice/

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    A short discussion emphasizing the importance of self-reflection in every nurse’s practice; facilitated by Anne Coghlan, Executive Director of the College of Nurses of Ontario.

    College of Nurses of Ontario. (n.d.). Practice reflection: Learning from practice. Retrieved from http://www.cno.org/en/learn-about-standards-guidelines/educational-tools/webcasts/practice-reflection-videos/practice-reflection-videos-intro/

     

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    This is a joint position statement from The Canadian Nurses Association (CNA) and the Canadian Federation of Nurses Unions (CFNU) on workplace violence and bullying.

    Copyright ©, Canadian Nurses Association, 50 Driveway, Ottawa, Ontario, K2P 1E2 CANADA, 2010-2011 all rights reserved.

    Reference: Canadian Nurses Association (n.d.). Joint Position statement – Workplace Violence and Bullying. Retrieved from http://cna-aiic.ca/~/media/cna/page-content/pdf-en/workplace-violence-and-bullying_joint-position-statement.pdf

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    Les lignes directrices sur les pratiques exemplaires portent principalement sur le personnel infirmier, les équipes soignantes et les processus qui favorisent la mise en place de milieux de travail sains. Ces lignes directrices traitent de la gestion et de l’atténuation des conflits interpersonnels au sein des équipes de soins de santé. Elles partent du principe que même s’il est possible d’éviter certains conflits, des conflits sains peuvent également être bénéfiques. Aux fins du présent document, un conflit se définit comme étant un processus dynamique intervenant entre des personnes interdépendantes ou des groupes interdépendants enclenché par une réaction émotionnelle négative en raison d’un désaccord perçu ou d’une interférence dans l’atteinte de leurs objectifs (Barki et Hartwick, 2004).

    Association des infirmières et infirmiers autorisés de l’Ontario (2012). La gestion et l’atténuation des conflits dans les équipes de soins de santé. Toronto, Canada : Autheur. Récupéré http://rnao.ca/bpg/language/la-gestion-et-l%E2%80%99att%C3%A9nuation-des-conflits-dans-les-%C3%A9quipes-de-soins-de-sant%C3%A9

     Ce travail est financé par le Ministère de la Santé et des Soins de longue durée d'Ontario.

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    The Nursing Act establishes the mandate of the College of Nurses of Ontario and defines a scope of practice for the nursing profession

    Reference: (Use Referencing Guide available at http://ltcprojects.rnao.ca/ltcbpi_general/node/633) College of Nurses of Ontario. (2014). Retrieved from http://www.cno.org/globalassets/docs/prac/41064_fsnursingact.pdf

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    This document defines scope of practice for regulated health professional, outlines controlled acts and identifies who is appropriate to perform controlled acts.

    Reference: College of Nurses of Ontario Practice Reference document. (2014). Legislation and Regulation RHPA: Scope of Practice, Controlled Acts Model Retrieved from: https://www.cno.org/globalassets/docs/policy/41052_rhpascope.pdf

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    Cette ligne directrice sur les pratiques exemplaires en soins infirmières et infirmiers est un document détaillé comportant les ressources nécessaires au soutien de la pratique basée sur des données probantes. Un milieu de travail sain, c’est un milieu de pratique qui maximise la santé et le bien-être des infirmières, des résultats de qualité chez le patient ou client, le rendement de l’organisation et du système, et les retombées sociales, y compris des collectivités en meilleure santé.

    Association des infirmières et infirmiers autorisés de l’Ontario (2013). Lignes directrices sur le développement et le maintien du leadership infirmier, (2em Ed.). Toronto, ON, Canada: Auteur. Récupérée de http://rnao.ca/bpg/language/lignes-directrices-sur-le-d%C3%A9veloppement-et-le-maintien-du-leadership-infirmier

     Ce travail est financé par le Ministère de la Santé et Ministère des Soins de longue durée d'Ontario

     

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    This resource outlines organizational recommendations for managing and mitigating conflict in health-care teams.

    Registered Nurses’ Association of Ontario. (2012, September). Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON, Canada: Author. pp.32-34. Retrieved from http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams.

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    This Tips and Tools guide, is designed to help you better understand how to prevent and manage conflict in your work environment.

    The information is based on the RNAO Healthy Work Environment,Best Practice Guideline: Preventing and Mitigating Conflict in Health-Care Teams.

    Retrieved from: http://rnao.ca/bpg/resources/managing-and-mitigating-conflict-tips-and-tools-nurses

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    Explains to employers, HCPs, nurses the purpose of mandatory reporting to the CNO, how the College addresses reports and what outcomes to expect when a report is submitted. College of Nurses of Ontario (CNO). 2012.

    College of Nurses of Ontario. (2018). Mandatory reporting: A process guide for employers, facility operators and nurses. [PDF file]. Retrieved from: https://www.cno.org/globalassets/docs/ih/42006_fsmandreporting.pdf

     

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    A webcast that reviews the medication practice standard as outlined by the College of Nurses of Ontario.

    College of Nurses of Ontario. ( 2019). Medication practice standard: An overview webcast. Retrieved from: http://www.cno.org/en/learn-about-standards-guidelines/educational-tools/webcasts/medication-practice-standard-an-overview-webcast/

     

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    The National League for Nursing supports nurse faculty and leaders in nursing education in the US. It contains teaching resources and promotes the use of simulation as a teaching strategy.

    Reference: National League for Nursing Website: http://www.nln.org/home

  • Show description [+]

    This website is a National Nursing Assessment Service which coordinates a consistent national approach for internationally educated nurses (IENs). It contains information, educational materials and a video on the process to guide nursing students and nurses who are internationally educated to become and practise as a nurse in Ontario or other Canadian jurisdictions using the online service.

    Reference: National Nursing Assessment Service (NNAS). Retrieved from http://www.nnas.ca/faq/

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    The core competencies for nurse educators were compiled by World Health Organization and its partners in support of Member States’ efforts to improve nursing education and quality of nursing services. The minimum core competencies are integrated with the domains of learning and teaching for individuals in the nurse educator role.

    Reference: World Health Organization. Nurse Educator Core Competencies. 2016. Retrieved from http://www.who.int/hrh/nursing_midwifery/nurse_educator050416.pdf

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    This Nurse Practitioner (NP) practice standard describes the accountabilities specific to NPs in Ontario (also known as Registered Nurses in the Extended Class). NPs are also accountable for complying with relevant laws and other College standards and guidelines as applicable.

    College of Nurses of Ontario. ( 2019). Nurse practitioner practice standard. Retrieved from http://www.cno.org/globalassets/docs/prac/41038_strdrnec.pdf
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    This CNO Practice Standard outlines the nursing practice expectations for all Nurse Practitioners (NPs). The College of Nurses establishes standards of nursing practice to protect the public interest. NP practice is grounded in the values, knowledge and theories of professional nursing practice.

    Reference: College of Nurses of Ontario Practice Standard (2016) Nurse Practitioner. Retrieved from https://www.cno.org/globalassets/docs/prac/41038_strdrnec.pdf

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    Nurse Practitioners' Association of Ontario represents nurse practitioners in all levels of health care: primary, secondary and tertiary care. Reference: Nurse Practitioners' Association of Ontario Website: https://npao.org/

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    This is a link to the OHSA, which sets out the rules in relation to health and safety in the workplace. Bill 168 is an amendment to this act and is included within the OHSA link under violence and harassment (Part III.0.1). © Queen's Printer for Ontario.

    Occupational Health and Safety Act, R.S.O. 1990, CHAPTER O.1. (2011).   Retrieved from Government of Ontario, Canada ServiceOntario e-Laws: http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_90o01_e.htm.

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    As leaders of unregulated health staff, nurses may wish to direct personal support workers to the OPSWA website. OPSWA provides access to information, resources and tools to help PSWs do their job better, with more confidence.

    Website: https://ontariopswassociation.com/

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    This link contains the provincial law that gives everybody equal rights and opportunities without discrimination. The sections that pertain to this guideline are:

    • Part 1 – freedom from discrimination;
    • Section 5 – employment & harassment in employment
    • Section 7 – sexual harassment – accommodation (part 1), workplace (part 2), solicitation (part 3)

    Copyright © Queen's Printer for Ontario.

    Human Rights Code, R.S.O. 1990, CHAPTER H.19. (2012 June).  Retrieved from Government of Ontario, Canada ServiceOntario e-Laws: http://www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_90h19_e.htm.

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    Taken from the RNAO guideline (Appendix D-4), this tool can be used to summarize the incidents of workplace violence as reported.

    Registered Nurses’ Association of Ontario. (2009). Appendix D-4 of Preventing and Managing Violence in the Workplace. Toronto, Canada. Registered Nurses’ Association of Ontario, p100.

    Originally taken from Ontario Safety Association for Community and Healthcare. (2006). A guide to the development of a workplace violence prevention program. Toronto, ON: Ontario Safety Association for Community and Healthcare.

     

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    These brochures (Developing and Sustaining Nursing Leadership Tips and Tools & Point-of-Care Leadership Tips and Tools for Nurses) are designed to describe evidence-based practices that nurses performing both formal and informal nursing leadership roles can use to enhance their skills.

    Leadership practices are relationship-based and are fundamental for transforming nurses’ work settings into healthy work environments. These practices can apply to all nursing roles and levels of leadership. Point-of-care nurses who may not think of themselves as leaders will find meaningful examples of leadership at the point-of-care.

    Retrieved from: http://rnao.ca/sites/rnao-ca/files/POC_16.5_x_8.5_WEB_0.pdf
     

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    Taken from the RNAO guideline (Appendix D-9), this tool highlights areas for consideration to reduce the incidence of violence between clients and caregivers. Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 118

    Reference: Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, Resident/Client Risk Assessment - Point-of-Care Staff Work Practice Assessment (OSACH 2006), Date retrieved June 4, 2015, http://ltctoolkit.rnao.ca/sites/default/files/resources/HWE/violenceprevention/AppD9_Preventing_and_Managing_Violence_in_the_Workplace.pdf

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    A position paper issued by the Canadian Nurses' Association outlines their position, values and beliefs on the obligation and concepts a regulated nurse must meet to achieve an intra-professional practice.

    Canadian Nurses' Association (2020). Position paper: Intra-professional collaboration. Retrieved from https://www.cna-aiic.ca/-/media/cna/page-content/pdf-en/cna-position-statement_intra-professional-collaboration.pdf?la=en&hash=1158AB98CC407AB4C815A79F9CC3DDEA1960B9A6

    Source: https://www.cna-aiic.ca/en

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    This presentation provides a discussion on the professional and regulatory requirements of practice reflections and its benefits. There is an explanation on how regulated nurses can reflect on their practice. Two examples of practice reflection are shared.

    College of Nurses of Ontario (2015). Practice reflection: Learning from practice [PDF file]. Retrieved from http://www.cno.org/globalassets/4-learnaboutstandardsandguidelines/prac/learn/teleconferences/practice-reflection--learning-from-practice.pdf

     

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    The Preceptor Education Program is an online interprofessional program that consists of nine interactive learning modules. The modules include downloadable resources, learning exercises, video case scenarios and references. Learning is self-directed in that modules are self-directed and do not need to be completed in any particular order. Many of the modules are designed so that preceptors and students can work through them together. After completing a reflective note, a certificate can be printed at the end of each module to record the education completed.

    Reference: Kinsella, E.A., Bossers, A., Ferguson, K., Jenkins, K., Bezzina, M.B., MacPhail, A., Moosa, T., Schurr, S., Whitehead, J. & Hobson, S. (2016). Preceptor Education Program for health professionals and students. (2nd ed.) London, ON: The University of Western Ontario. Retrieved from: www.preceptor.ca

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    This Tips and Tools guide is designed to assist you to better understand and learn how to prevent and manage violence in your work environment.

    The information is based on the RNAO Healthy Work Environment Best Practice Guideline: Preventing and Mitigating Violence in the Workplace.

    Retrieved from: http://rnao.ca/bpg/resources/preventing-managing-violence-quick-tips-and-tools-nurses

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    Learn about four types of violence encountered by nurses and other health-care professionals. It provides evidence-informed strategies to plan, implement, and evaluate outcomes related to recognizing and assessing the risk of violence in the workplace. This guideline provides evidence-informed individual, system, and organizational recommendations to recognize, prevent and effectively intervene in workplace violence, thereby fostering healthy work environments. It also identifies individual, organizational, and system resources that support prevention, recognition, early detection and effective interventions related to preventing and managing violence in the workplace. The purpose of this best practice guideline is to provide evidence-informed individual, system, and organizational recommendations to recognize, prevent and effectively intervene in workplace violence, thereby fostering healthy work environments. Such environments will support positive outcomes for patients/clients, organizations and systems.

    Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, ON, Canada. Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.

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    Cette ligne directrice sur les pratiques exemplaires en soins infirmiers est axée sur la prévention et résolution des mauvais traitements et de la négligence envers les aînés dans divers établissements de santé et services communautaires à travers le Canada. Ces auditoires comprennent les infirmières, les gestionnaires, les éducateurs, les équipes d'amélioration de la qualité, les administrateurs, les décideurs, les organismes de réglementation des soins infirmiers et les organismes gouvernementaux. Financé par le programme Nouveaux Horizons pour les aînés du gouvernement du Canada.

    Association des infirmières et infirmiers autorisés de l’Ontario. (2014). Prévention et résolution des mauvais traitements et de la négligence envers les aînés: approches axées sur la personne, coopératives et à l'échelle du système Toronto, ON, Canada: Auteur. Récupérée de http://rnao.ca/sites/rnao-ca/files/Preventing_Abuse_and_Neglect_of_Older_Adults_Final_French_0.pdf

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    This self-directed e-learning module reviews the professional responsibilities and accountabilities of all nurses in Ontario.

    Copyright © College of Nurses of Ontario, 2013.

    College of Nurses of Ontario. (2013, July). Professional Standards [Online]. Toronto, ON, Canada: Author. Retrieved from http://www.cno.org/en/learn-about-standards-guidelines/educational-tools/learning-modules/professional-standards/.

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    This resource identifies recommendations for individuals embracing diversity in health-care.

    Registered Nurses’ Association of Ontario. (2007, April). Embracing Cultural Diversity in Health Care: Developing Cultural Competence Best Practice Guideline. Toronto, ON, Canada: Author. pp.30-31. Retrieved from: http://rnao.ca/bpg/guidelines/embracing-cultural-diversity-health-care-developing-cultural-competence.

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    These tables provide specific behavioural recommendations to support individuals and teams in managing and mitigating conflict in health-care teams.

    Registered Nurses’ Association of Ontario. (2012, September). Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON, Canada: Author. pp.39-41. Retrieved from: http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams.

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    The Registered Nurses’ Association of Ontario (RNAO) is the professional association representing registered nurses, nurse practitioners and nursing students in Ontario. The site provides information about membership, best practice guidelines, policy/political action and events.

    Reference: Registered Nurses' Association of Ontario (RNAO) Website: http://rnao.ca/

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    The Registered Practical Nurses Association of Ontario (weRPN) has represented Registered Practical Nurses in Ontario for over half a century. Their vision is excellent care for all and their work is focused on optimizing the professional practice of RPNs to improve the health of the people of Ontario.

    Reference: Registered Practical Nurses Association of Ontario (weRPN) website -Retrieved August 29,2016 from https://www.werpn.com/

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    This appendix contains several short tools and approaches to use when promoting respect or responding to disrespectful behavior.

    Reference: Registered Nurses’ Association of Ontario (September 2012). Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON: RNAO. pp. 83-84.

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    Nursing is a profession that is focused on collaborative relationships that promote the best possible outcomes for clients. These relationships may be intraprofessional, with multiple members of the same profession working collaboratively to deliver quality care within and across settings. This practice guideline focuses on three factors—the client, the nurse and the environment—to support nurses in making decisions that are specific to their intraprofessional responsibilities when providing client care.

    Reference: College of Nurses of Ontario Practice Guideline (2014) RN and RPN practice: The Client, the Nurse and the Environment. Retrieved from http://www.cno.org/globalassets/docs/prac/41062.pdf

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    This webcast is based on the RN and RPN Practice: The Nurse, the Client and the Environment practice document which discusses concepts that apply to RNs and RPNs in all roles in all practice settings.

    Reference: College of Nurses of Ontario (2013) RN and RPN practice: The Client, the Nurse and the Environment. Retrieved from http://www.cno.org/en/learn-about-standards-guidelines/educational-tools/webcasts/rn-and-rpn-practice-the-nurse-the-client-and-the-environment-webcast/

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    For the purpose of this document, Interprofessional is defined as: Multiple health disciplines with diverse knowledge and skills who share an integrated set of goals and who utilize interdependent collaboration that involves communication, sharing of knowledge and coordination of services to provide services to patients/clients and their care-giving systems.

    This best practice guideline, Developing and Sustaining Interprofessional Health Care: Optimizing patients/clients, organizational, and system outcomes is intended to foster healthy work environments. The focus in developing this guideline was identifying attributes of interprofessional care that will optimize quality outcomes for patients/clients, providers, teams, the organization and the system.

    This guideline identifies best practices to enable, enhance and sustain teamwork and interprofessional collaboration, and to enhance positive outcomes for patients/clients, systems and organizations. It is based on the best available evidence; where evidence was limited, the recommendations were based on the consensus of expert opinion.

    Registered Nurses’ Association of Ontario. (2013). Developing and Sustaining Interprofessional health care. Toronto, ON: http://rnao.ca/bpg/guidelines/interprofessional-team-work-healthcare

  • Show description [+]

    For the purpose of this document, Interprofessional is defined as: Multiple health disciplines with diverse knowledge and skills who share an integrated set of goals and who utilize interdependent collaboration that involves communication, sharing of knowledge and coordination of services to provide services to patients/clients and their care-giving systems.

    This best practice guideline, Developing and Sustaining Interprofessional Health Care: Optimizing patients/clients, organizational, and system outcomes is intended to foster healthy work environments. The focus in developing this guideline was identifying attributes of interprofessional care that will optimize quality outcomes for patients/clients, providers, teams, the organization and the system.

    This guideline identifies best practices to enable, enhance and sustain teamwork and interprofessional collaboration, and to enhance positive outcomes for patients/clients, systems and organizations. It is based on the best available evidence; where evidence was limited, the recommendations were based on the consensus of expert opinion.

    Registered Nurses’ Association of Ontario. (2013). Developing and sustaining interprofessional health care: Optimizing patients/clients, organizational, and systems outcomes. Toronto, ON: Author. Retrieved from https://rnao.ca/sites/rnao-ca/files/DevelopingAndSustainingBPG.pdf

     

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    Gain knowledge in leadership practices that result in healthy outcomes for nurses, patients/clients, organizations and systems. This guideline addresses:

    • System resources that support effective leadership practices and behaviours for formal leaders and nurses at the point of care
    • Organizational culture, values and resources that support effective leadership practices and behaviours at all levels
    • Personal resources that support effective leadership practices across the continuum of care
    • Anticipated outcomes of effective nursing leadership

    2nd Edition, 2013

    Registered Nurses’ Association of Ontario. (2013). Developing and Sustaining Nursing Leadership. Toronto, ON, Canada: Author. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership

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    Learn how the decision making process must ensure that appropriate structures and supports are in place to maximize the nursing effort resulting in the best possible care and positive outcomes for the patients/clients, nursing personnel, and the organization. This panel has been developing a guideline to be used as a reference to assist in workload planning and workload management decision making. Published: 2017

    This guideline provides evidence-based recommendations for RNs and RPNs on best nursing practices for developing and sustaining effective staffing and workload practices.

    Registered Nurses’ Association of Ontario. (2017, January). Developing and Sustaining Effective Staffing and Workload Practices. Toronto, ON, Canada: Author. Retrieved from: http://rnao.ca/bpg/guidelines/developing-and-sustaining-effective-staffing-and-workload-practices.

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    Gain an overview of the most compelling evidence about diversity; understanding it, accepting the differences it brings to work settings, and finally, to seeking and embracing diversity.

    This panel has been developing guidelines that recommend a congruent set of work place behaviours, management practices and institutional policies within a practice setting resulting in an organizational environment that is respectful and inclusive of cultural and other forms of diversity.

    Registered Nurses’ Association of Ontario. (2007). Embracing cultural diversity in health care: Developing cultural competence. Toronto, ON: Author. Retrieved from https://rnao.ca/sites/rnao-ca/files/Embracing_Cultural_Diversity_in_Health_Care_-_Developing_Cultural_Competence.pdf

     

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     The goal of this best practice guideline is to strengthen collaborative practice among nurses, because effective collaborative practice is essential for working in health-care organizations. In this guideline, we focus on collaborative practice amongst three types of nursing professionals – registered nurse (RN), registered practical nurse (RPN) and nurse practitioner (NP) – and explore what fosters healthy work environments for them, aware that collaboration must align with the needs of the patient or client. This best practice guideline was developed to assist nurses, nursing leaders, other health professionals and senior managers to enhance positive outcomes for patients/clients (individual/family/group/community), nurses, and the organization through intra-professional collaborative practice. This guideline was based on the best available evidence and where evidence was limited, the best practice recommendations were based on the consensus of expert opinion. This guideline identifies:

    • best practices for intra-professional practice; and
    • the organizational culture, values and relationships, and the structures and processes required, for developing and sustaining effective intra-professional nursing practice among nurses.
    Registered Nurses’ Association of Ontario. (2016). Intra-professional collaborative practice among nurses. Toronto, ON, Canada: Author. Retrieved from https://rnao.ca/sites/rnao-ca/files/bpg/Intra-professional_Collaborative_Practice_042017.pdf
  • Show description [+]

    Cette ligne directrice sur les pratiques exemplaires en soins infirmières et infirmiers est un document détaillé comportant les ressources nécessaires au soutien de la pratique basée sur des données probantes. Un milieu de travail sain, c’est un milieu de pratique qui maximise la santé et le bien-être des infirmières, des résultats de qualité chez le patient ou client, le rendement de l’organisation et du système, et les retombées sociales, y compris des collectivités en meilleure santé.

    Association des infirmières et infirmiers autorisés de l’Ontario. (2013). Lignes directrices sur le développement et le maintien du leadership infirmier (2em Ed). Toronto, ON, Canada: Auteur. Récupérée de https://rnao.ca/sites/rnao-ca/files/LeadershipBPG_FR.pdf

     

  • Show description [+]

    This Best Practice Guideline focuses on nursing teams and processes that foster healthy work environments. The focus for the development of this guideline was managing conflict among nursing and healthcare teams with the view that while some conflict is preventable, healthy conflict can also be beneficial.

    For the purpose of this document, conflict is defined as: a phenomenon occurring between interdependent parties as they experience negative emotional reactions to perceived disagreements and interference with the attainment of their goals (Barki & Hartwick, 2004).

    Registered Nurses’ Association of Ontario. (2012). Managing and Mitigating Conflict in Health-care Teams. Toronto, ON: http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams

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    The purpose of this Guideline is to provide evidence-based recommendations that promote and sustain the undergraduate nursing student’s application of knowledge to practice in a variety of clinical learning environments. The Guideline explores the relationships among and between students and nursing educators, nursing staff, preceptors, and diverse health-care team members, and it considers their influence on the quality of practice education, professional socialization, and nursing excellence.

    Reference: Registered Nurses’ Association of Ontario (2016). Practice Education in Nursing. Toronto, ON, Canada: http://rnao.ca/bpg/guidelines/practice-education-nursing

  • Show description [+]

    This quick reference guide was created to support the uptake of the RNAO Best Practice Guideline Practice Education in Nursing. The full Guideline is available for free download from the RNAO website and this toolkit. This quick reference guide is targeted for nurses who are educators, preceptors, or mentors for undergraduate nursing students as a quick and easy way to review the Guideline recommendations. It will also be useful for educational institutions and service agencies implementing the Guideline. We encourage users of this quick reference guide to refer to the full Guideline for more complete and detailed information related to providing quality practice education for nursing students.

    Reference: Registered Nurses’ Association of Ontario (RNAO). (2016). Practice Education in Nursing. Toronto, ON: Registered Nurses’ Association of Ontario. http://rnao.ca/sites/rnao-ca/files/SHWE_Quick_Reference_Guide_-_WEB_0.pdf

  • Show description [+]

    Gain knowledge in leadership practices that result in healthy outcomes for nurses, patients/clients, organizations and systems. This guideline addresses:

    • System resources that support effective leadership practices and behaviours for formal leaders and nurses at the point of care
    • Organizational culture, values and resources that support effective leadership practices and behaviours at all levels
    • Personal resources that support effective leadership practices across the continuum of care
    • Anticipated outcomes of effective nursing leadership

    This guideline provides evidence-based recommendations for RNs and RPNs on best nursing practices for developing and sustaining nursing leadership.

    Registered Nurses’ Association of Ontario. (2013). Developing and sustaining nursing leadership Best Practice Guideline (2nd Ed.). Toronto, ON, Canada: Author. Retrieved from https://rnao.ca/sites/rnao-ca/files/LeadershipBPG_Booklet_Web_1.pdf

     

  • Show description [+]

    The goal of this best practice guideline is to strengthen collaborative practice among nurses, because effective collaborative practice is essential for working in health-care organizations. In this guideline, we focus on collaborative practice amongst three types of nursing professionals – registered nurse (RN), registered practical nurse (RPN) and nurse practitioner (NP) – and explore what fosters healthy work environments for them, aware that collaboration must align with the needs of the patient or client. This best practice guideline was developed to assist nurses, nursing leaders, other health professionals and senior managers to enhance positive outcomes for patients/clients (individual/family/group/community), nurses, and the organization through intra-professional collaborative practice. This guideline was based on the best available evidence and where evidence was limited, the best practice recommendations were based on the consensus of expert opinion. This guideline identifies:

    • best practices for intra-professional practice; and
    • the organizational culture, values and relationships, and the structures and processes required, for developing and sustaining effective intra-professional nursing practice among nurses.

    Registered Nurses’ Association of Ontario. (2016). Intra-professional Collaborative Practice among Nurses . Toronto, ON, Canada: Author. Retrieved from: http://rnao.ca/bpg/guidelines/intra-professional-collaborative-practice-among-nurses 

  • Show description [+]

    This Best Practice Guideline focuses on nursing teams and processes that foster healthy work environments. The focus for the development of this guideline was managing conflict among nursing and healthcare teams with the view that while some conflict is preventable, healthy conflict can also be beneficial.

    The BPG was developed to assist nurses in all roles and all settings, other health professionals and management teams to enhance positive outcomes for patients/clients, nurses and Health-care teams, and the organization itself.

    This BPG identifies:

    • Knowledge, competencies and behaviours for effective conflict management;
    • Best practices that effectively recognize, address, mitigate and manage conflict;
    • Educational requirements and strategies;
    • Policy changes at both the organizational and system levels needed to support and sustain an environment that understands, prevents, mitigates and manages conflict;
    • Implementation strategies and tools; and,
    • Future research opportunities.

    For the purpose of this document, conflict is defined as: a phenomenon occurring between interdependent parties as they experience negative emotional reactions to perceived disagreements and interference with the attainment of their goals (Barki & Hartwick, 2004)

    Registered Nurses’ Association of Ontario. (2012). Managing and mitigating conflict in health-care teams. Toronto, ON: Author. Retrieved from https://rnao.ca/sites/rnao-ca/files/Managing-conflict-healthcare-teams_hwe_bpg.pdf

     

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    Learn to identify professional practices that enhance outcomes for nurses, the recipients of nursing services, organizations and systems.

    Through implementation of this guideline, you will learn:

    • To identify the organizational culture, values and relationships and the structures and processes required for developing and sustaining effective professional practices
    • Professional practice involves structures and processes needed to achieve outcomes.

    Ensuring professional practice standards involves being accountable to your workplace for your actions and the implementation of a high ethical standard. Through translating knowledge into action, professional practice standards are met.

    This guideline provides evidence-based recommendations for RNs and RPNs on best nursing practices for professionalism in nursing.

    Registered Nurses’ Association of Ontario. (2007). Professionalism in nursing. Toronto, ON, Canada: Author. Retrieved from: http://rnao.ca/bpg/guidelines/professionalism-nursing

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    Cette trousse d'outils a été conçu pour aider les établissements de santé à maximiser le potentiel de LDPE, par le biais de mise en œuvre systématique et bien planifiée. Il a été également conçu pour accompagner les soins infirmiers pratiques recommandées (NBPGs) mis au point par la Registered Nurses' Association de l'Ontario (RNAO) afin de faciliter leur mise en œuvre.

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    This is an example of a policy that can be adapted for your organization.

    Registered Nurses’ Association of Ontario. (2009). Appendix D-17 of Preventing and Managing Violence in the Workplace. Toronto, Canada. Registered Nurses’ Association of Ontario, pp 141-145 . 

    Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.

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    A guideline to help nurses use social media in a professional manner.

    Registered Nurses’ Association of Ontario. (2013). Social media guidelines for nurses. Retrieved from http://rnao.ca/sites/rnao-ca/files/Social_media_guidelines_2013.pdf.

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    The Staff Mix Decision-making framework for quality Nursing Care is a comprehensive and evidence informed resource that presents a systematic approach to staff mix decision making. It can be used in all clinical practice settings. It is a Joint Position statement between the CNA, Canadian Council for Practical Nurse Regulators, and the Registered Psychiatric Nurses of Canada.

    Reference: Canadian Nurses Association. (2012). Staff Mix Decision Making Framework for Quality Nursing Care. Retrieved from: http://cna-aiic.ca/~/media/cna/files/en/jointps_staff_mix_partnership_e.pdf

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    This table lists strategies that may be used by leaders to build relations and trust with individuals as well as teams, units and organizations.

    Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p. 35. Retrieved from: http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

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    This resource outlines suggested strategies for leading and sustaining change.

    Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p.52. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

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    This table lists suggested strategies for individuals, teams/units and organizations who want to create an environment that supports knowledge development and integration.

    Registered Nurses’ Association of Ontario. (2013, July). Developing and Sustaining Nursing Leadership Best Practice Guideline, Second Edition. Toronto, ON, Canada: Author. p.47. Retrieved from http://rnao.ca/bpg/guidelines/developing-and-sustaining-nursing-leadership.

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    This resource summarizes the eight professional attributes in nursing.

    Registered Nurses’ Association of Ontario. (2007, March). Professionalism in Nursing. Toronto, ON, Canada: Author. pp. 26-27. Retrieved from: http://rnao.ca/bpg/guidelines/professionalism-nursing.

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    SBAR TeamSTEPPS Long-term care is a video on using the SBAR tool to improve communication in the team. TeamSTEPPS is an evidence-based framework to optimize team performance across the health care delivery system.

    Reference:. TeamSTEPPS®. The Agency for Healthcare Research and Quality (AHRQ) and the Department of Defense (DoD), USA. SBAR TeamSTEPPS Long-term care. Retrieved from https://youtu.be/zDOARcgH_Ew

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    Addresses team development, team structure, set up, roles and responsibilities and conflict management styles.

    Reference: Health Quality Ontario (April 2013). Quality Improvement Primers: Teamwork Primer. Queen’s Printer for Ontario, 2013. Retrived from Health Quality Ontario available at http://www.hqontario.ca/Portals/0/Documents/qi/qi-teamwork-develop-primer-en.pdf

    Individuals may reproduce these materials for their use provided that proper attribution is given to the appropriate source. The recommended citation for this resource guide is: Health Quality Ontario (April 2013). HQO is funded by the Ontario Ministry of Health and Long-Term Care (MOHLTC). The opinions expressed in this publication are those of the authors and do not reflect the official views of the Ministry.

    © Queen’s Printer for Ontario, 2013

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    This document presents and discusses the components of the Five Dysfunctions of a Team Model and provides a team assessment tool to determine to what degree the five dysfunctions exist in your team.

    Web Address or Source: https://medium.com/taskworld-blog/lencionis-5-dysfunctions-of-a-team-330d58b2cd81

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    A short video profiling different nurses discussing reflective practice and getting feedback about their practice.  The clip highlights questions nurses can ask themselves and how they can get feedback from their peers.

    College of Nurses of Ontario. (n.d.). The value of reflective practice. Retrieved from http://www.cno.org/en/learn-about-standards-guidelines/educational-tools/webcasts/practice-reflection-videos/the-value-of-practice-reflection/

     

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    At the core of nursing is the therapeutic nurse-client relationship. The College's Therapeutic Nurse-Client Relationship, Revised 2006, practice standard describes the expectations for all nurses in establishing, maintaining and terminating a therapeutic relationship.

    College of Nurses of Ontario. (2006).  Therapeutic nurse-client relationship. [PDF document]. Retrieved from https://www.cno.org/globalassets/4-learnaboutstandardsandguidelines/prac/learn/modules/tncr/pdf/tncr-chapter3.pdf

     

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    The link takes you to the COllege of Nurses of Ontario webcast on Therapeutic Nurse-Client Relationship – Maintaining Boundaries

    College of Nurses of Ontario. (2011). Therapeutic Nurse-Client Relationship – Maintaining Boundaries. [Webcase]. Retrieved from https://www.cno.org/en/learn-about-standards-guidelines/educational-tools/webcasts/therapeutic-nurse-client-relationship/ 

     

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    These brochures (Developing and Sustaining Nursing Leadership Tips and Tools & Point-of-Care Leadership Tips and Tools for Nurses) are designed to describe evidence-based practices that nurses performing both formal and informal nursing leadership roles can use to enhance their skills.

    Leadership practices are relationship-based and are fundamental for transforming nurses’ work settings into healthy work environments. These practices can apply to all nursing roles and levels of leadership. Point-of-care nurses who may not think of themselves as leaders will find meaningful examples of leadership at the point-of-care.

    A self-assessment tool is inlcuded in the Tips and Tools

    Retrieved from: http://rnao.ca/bpg/resources/tips-and-tools-nurses-developing-and-sustaining-nursing-leadership

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    This document is taken from the RNAO guideline (Appendix D-19) that lists suggested steps for developing an emergency response plan.

    Registered Nurses’ Association of Ontario. (2009). Appendix D-19 of Preventing and Managing Violence in the Workplace. Toronto, ON, Canada. pp.148-149.  Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.

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    Tips on  how to manage and mitigate conflict (e.g. how to be “self-aware” during conflict, five responses to conflict, steps to resolve conflict, questions to ask when conflict arises, barriers to resolution, etc.).

    Registered Nurses’ Association of Ontario. (2012, September). Managing and Mitigating Conflict in Health-care Teams Best Practice Guideline. Toronto, ON, Canada: Author. pp. 86-88. Retrieved from: http://rnao.ca/bpg/guidelines/managing-conflict-healthcare-teams.

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    Taken from the RNAO guideline (Appendix D-3), this tool is used to analyze the incidents of violence on a particular unit/work area.

    Registered Nurses’ Association of Ontario. (2009). Appendix D-3 of Preventing and Managing Violence in the Workplace. Toronto, Canada. Registered Nurses’ Association of Ontario, p99.

    Originally taken from Ontario Safety Association for Community and Healthcare. (2006). A guide to the development of a workplace violence prevention program. Toronto, ON: Ontario Safety Association for Community and Healthcare.

    Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.

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    This guide reviews Lencioni’s 5 dysfunctions of a team model and discusses and provides clear tables related to building trust and what people need to feel trusted, mastering conflict, achieving commitment, engaging in conflict resolution, accountability, and focusing on results.

    Reference: https://www.psychometrics.com/wp-content/uploads/2016/11/Psychometrics-Lencioni-Guide.pdf

    Copyright: Welcome to www.cpp.com (this “Site”). This Site is owned and operated by CPP, Inc., a California corporation (“CPP”). These Terms and Conditions, which include CPP’s Privacy Policy and Trademark Guidelines (“Terms”) govern your access to the Site. By visiting and using the Site, you indicate that you agree to be bound by these Terms.

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    This tool is from the RNAO guideline (Appendix D-7) that can be used to help identify the risk factors that affect employees within their workplace. Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 114-115.

    Reference: Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, Work Setting and Client Risk Factors Checklist (OSACH 2006), Date retrieved June 4, 2015, http://ltctoolkit.rnao.ca/sites/default/files/resources/HWE/violenceprevention/AppD7_Preventing_and_Managing_Violence_in_the_Workplace.pdf

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    Taken from the RNAO guideline (Appendix D-15), this document provides tips for workers in relation to travel in relation to: (a)public transit, (b)safety and travelling by care, (c) parking lot safety tips, and, (d)staying at a hotel. Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 134-138.

    Reference: Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, Work-related Travel Procedures (OSACH 2006), Date retrieved June 4, 2015, http://ltctoolkit.rnao.ca/sites/default/files/resources/HWE/violenceprevention/AppD15_Preventing_and_Managing_Violence_in_the_Workplace.pdf

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    Workplace Liaison Program is a volunteer program administered by RNAO for nurses to strengthen connections with nursing colleagues in your workplace and to enhance communication between RNAO and the an organization where the nurse is employed. By way of improved communications, the Workplace Liaison Program acts as a vehicle to promote the role of the Registered Nurse in the healthcare system and to raise the profile of the professional association.

    Reference: Registered Nurses Association of Ontario. Workplace Liaison Program. Toronto, ON, Canada. http://rnao.ca/connect/workplace-liaisons

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    The WSIA provides employees with health-care benefits in the event that they have suffered an injury while at work. The section that pertains to this guideline is: Part 1, Section 1 – Purpose of the act.

    Copyright © Queen's Printer for Ontario.

    Workplace Safety and Insurance Act, 1997, CHAPTER 16. (2013 January).  Retrieved from Government of Ontario, Canada ServiceOntario e-Laws: www.e-laws.gov.on.ca/html/statutes/english/elaws_statutes_97w16_e.htm.

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    This website has information and documents for workers/employers who have experienced an injury at work.

    © 1998-2011, Workplace Safety and Insurance Board of Ontario. All rights reserved.

    Reference: WSIB Ontario (n.d.). Retrieved from http://www.wsib.on.ca

     

     

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    Taken from the RNAO guideline (Appendix D-2), this tool is used to analyze the incidents of violence in the workplace.

    Registered Nurses’ Association of Ontario. (2009). Appendix D-2 of Preventing and Managing Violence in the Workplace. Toronto, Canada. Registered Nurses’ Association of Ontario, p98.

    Originally taken from Ontario Safety Association for Community and Healthcare. (2006). A guide to the development of a workplace violence prevention program. Toronto, ON: Ontario Safety Association for Community and Healthcare.

    Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.

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    Taken from the RNAO guideline (Appendix D-10), this survey should be used to identify staff safety concerns. Registered Nurses’ Association of Ontario. (2009). Preventing and Managing Violence in the Workplace. Toronto, Canada, 119-123.

    Registered Nurses’ Association of Ontario. (2009). Appendix D-10 of Preventing and Managing Violence in the Workplace. Toronto, ON, Canada: Author. 119-123.

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    This is an example of a violence reporting procedure which can be adapted for your organization.

    Registered Nurses’ Association of Ontario. (2009). Appendix D-18 of Preventing and Managing Violence in the Workplace. Toronto, ON, Canada. pp.146-147.  Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.

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    Taken from the RNAO guideline (Appendix D-12), this is an incident report to be used to evaluate the aggressive event.

    Registered Nurses’ Association of Ontario. (2009). Appendix D-12 of Preventing and Managing Violence in the Workplace. Toronto, Canada. Registered Nurses’ Association of Ontario, pp 125-127.

    Originally taken from Ontario Safety Association for Community and Healthcare. (2006). A guide to the development of a workplace violence prevention program. Toronto, ON: Ontario Safety Association for Community and Healthcare.

    Retrieved from http://rnao.ca/bpg/guidelines/preventing-and-managing-violence-workplace.

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    As of June 15, 2010, the Ontario Occupational Health and Safety Act includes employer responsibilities for addressing violence, harassment and domestic violence in the workplace. This edition of PSHSA Fast Facts provides organizations with guidance on complying with the changes.

    All Material Copyright 2010 © Public Services Health & Safety Association (PSHSA).

    Public Services Health & Safety Association. (2010).  Complying with the Occupational Health & Safety Act.  Toronto, ON, Canada: Author. Retrieved from http://www.osach.ca/products/ffacts_e/PH-FVIO0-E-012510-TOR-001.pdf.