SUN members have a voice and mechanism for action, influence and change in their workplaces. The Nursing Advisory Committee (NAC) is a proven tool that can achieve healthy, quality work environments.
SUNstoppable Action is SUN's bi-annual report on the successes being earned using the Nursing Advisory Committee process. It's important to show SUN members just how much can be achieved by filling out WSRs and using the NAC process!
SUNstoppable Action
2023 SUNstoppable Action
SUN members have a voice and mechanism for action to create healthy, quality work environments for safer patient care …. and it works!
Congratulations to the SUN Locals, Nursing Advisory Committees, and members who completed work situation reports to improve registered nursing practice, workload, and patient safety in their workplaces.
- Local 6 – Unity Hospital
- Local 11 – Kindersley Integrated Health Care Facility
- Local 31 – Assiniboia Union Hospital Integrated Facility
- Local 53 – Biggar Hospital
- Local 62 – Prince Albert, Victoria Hospital
- Local 68 – Moose Jaw, Dr. F.H. Wigmore Regional Hospital
- Local 69 – Swift Current, Cypress Regional Hospital
- Local 102 – Melville, St. Peter’s Hospital
- Local 107 – Saskatoon City Hospital
Achievements Included:
- Increased registered nurse baseline staffing,
- Additional Nurse B Coordinator staffing, and
- Nurse Practitioner position.
Consistent documentation of professional practice, staffing and workload concerns by members, and continued persistence by Locals and Nursing Advisory Committees have led to these achievements.
Local NAC Chairpersons should contact their Nurse Practice Officer to ensure all NAC gains and successes are documented for member communication.
2023 Professional Practice Escalations
When a Local Nursing Advisory Committee cannot resolve member concerns with the employer, work situation reports can be escalated to the Executive Oversight Committee, Saskatchewan Health Authority Board of Directors, and an Independent Assessment Committee.
Saskatchewan Health Authority – Board of Directors: 5 Referrals
Completed Presentations:
- Jim Pattison Childrens Hospital – Maternal Services
- Pasqua Hospital – Medical Surveillance Unit
- Royal University Hospital – Coronary Care Unit
Pending Presentation:
- Pasqua Hospital - Accountable Care Unit (former Unit 4B)
One Board of Directors referral has been placed into abeyance on a ‘without prejudice basis’ following receipt of an employer proposal to increase permanent RN staffing.
- Saskatoon - Tuberculosis Prevention and Control Saskatchewan
In Development: 9 Board Referrals
Independent Assessment Committee
Three IAC Hearings were completed in 2023, significantly increasing baseline registered nurse staffing. A clear message was confirmed on insufficient staffing, workload concerns, and the lack of an appropriate environment for safe and appropriate registered nursing practice.
A significant gain was achieved with a 2-year Nurse Practitioner Pilot project in the JPCH – Children’s Emergency Services, now in development.
- Royal University Hospital – Irene and Leslie Dube Centre for Mental Health
- Jim Pattison Childrens Hospital - Children’s Emergency Services
- St. Paul’s Hospital - 5th Medicine Unit
Three IAC Hearing referrals were placed into abeyance on a ‘without prejudice basis’ following receipt of employer proposals for resolution before hearings occurred, implementing binding recommendations made by Locals and SUN Provincial:
- Lafleche Health Centre
- Jim Pattison Childrens Hospital - Maternal Services
- Pasqua Hospital - Medical Surveillance Unit
Pending IAC Panel Reports:
- Royal University Hospital - Emergency Department (due January 29, 2024)
To be Scheduled (2024):
- Royal University Hospital – Coronary Care Unit
To learn more about the concluded Independent Assessment Committee Hearing outcomes, see the applicable SUNstoppable Spotlight.
2022 SUNstoppable Action
SUN members have a voice and mechanism for action, influence, and change to address safe patient care and healthy, quality work environments... and it works
Congratulations to the SUN Locals who achieved 26 gains for their units, facilities, patients/clients, registered nurses, and professional practice, with the majority obtaining increased baseline staffing:
- Local 2 - Rosthern Hospital
- Local 15 - Wynyard Hospital
- Local 33 - Battlefords Union Hospital
- Local 53 - Biggar Hospital
- Local 62 - Prince Albert, Victoria Hospital
- Local 68 - Dr. F.H. Wigmore Regional Hospital
- Local 69 - Swift Current, Cypress Regional Hospital/Home Care
- Local 75 - Saskatoon, Royal University Hospital
- Local 89 - Shellbrook Hospital
- Local 101 - Saskatoon, St. Paul’s Hospital
- Local 102 - Melville, St. Peter’s Hospital
- Local 103 - Maple Creek, Southwest Integrated Health Care Facility
- Local 104 - Estevan, St. Joseph’s Hospital
- Local 107 - Saskatoon, City Hospital
- Local 257 - Saskatoon District Public Health & other Community Nurses
- Local 312 – Fort Qu’appelle, All Nations Healing Hospital
Achievements include:
- Increased registered nurse baseline staffing,
- Support for additional certification (i.e.: chemotherapy),
- Implementation of professional practice policy/process to support suicide assessment and patient care,
- Increased staffing of other healthcare providers, unlicensed care providers, and support staff, and
- Increased security officers.
Strong collective agreement articles exist to address registered nursing professional practice, workload, and staffing concerns for every network, location, facility, and practice setting in Saskatchewan.
When solutions cannot be found by the Nursing Advisory Committee, concerns can be escalated to the Executive Oversight Committee, Employer Board of Directors, and/or an Independent Assessment Committee.
Consistent documentation of professional practice, staffing and workload concerns by members, and continued persistence by Locals, have led to achievements.
Local NAC Chairpersons should contact their Nurse Practice Officer to ensure all NAC gains and successes are documented for member communication.
2022 Professional Practice Escalations
Executive Oversight Committee and SHA Board of Directors
Executive Oversight Committee: 1
SHA Board of Directors Referrals: 7
- Completed Presentations: 4
- Pending Presentations (2023): 1
Local 34 - Humboldt District Hospital: Emergency Department and Local 109 - La Ronge Health Centre were able to successfully withdraw on a ‘without prejudice basis’ their Board of Directors referrals as a direct result of increases to baseline staffing and new master schedules.
Independent Assessment Committee
Independent Assessment Committee Referrals: 4
Independent Assessment Committee Reports: 3
- St. Paul’s Hospital – Emergency Department
- Dr. F.H. Wigmore Regional Hospital – Emergency Department
- Saskatoon City Hospital – Emergency Department
Three IAC Hearings resulted in significant binding recommendations concerning registered nurses and professional practice improvement, including:
- multiple registered nurse positions (Nurse A & B)
- validating appropriate Charge Nurse and Triage Nurse assignments, and
- supporting orientation and education.
Local 43 – Yorkton Regional Health Centre: Intensive Care Unit withdrew an Independent Assessment Committee referral on a ‘without prejudice basis’, and continues to monitor the implementation of baseline staffing and improvement to professional practice concerns.
Future Activity (2023)
SHA Board of Directors Referrals - In Development: 5
Independent Assessment Committee Hearings: 4
- March 2023:
- Irene and Leslie Dube Cenre for Mental Health
- Jim Pattison Children’s Hospital - Children’s Emergency Services
- Pending Dates
- St. Paul’s Hospital - 5th Medicine Unit
- Lafleche Health Centre
To learn more about the concluded Independent Assessment Committee outcomes see the SUNstoppable Spotlight (below).
Watch your inbox for the next SUNstoppable Action in Summer 2023.
SUNstoppable Spotlight
SUNstoppable Spotlights: September 2024
Registered Nurses Achieve Success through Independent Assessment Committee
Local 105 Pasqua Hospital – Unit 3B Collaborative Inpatient Care Unit
Registered Nurses Achieve Success through Independent Assessment Committee
The RN staff from Local 105 Regina Pasqua Hospital - Unit 3B Collaborative Inpatient Care Unit and SUN Provincial have successfully escalated 55 Work Situation Reports (WSRs).
Since 2022, a pattern of workload and professional practice concerns have been documented on WSRs without collaborative problem-solving or resolution obtained with the Joint Nursing Advisory Committee, Unit Leadership, or through escalation to the SHA Board of Directors.
An Independent Assessment Committee (IAC) is the last resort within the collective agreement to address workload concerns specific to registered nurses and resolve WSRs.
The IAC Panel of three RN experts unanimously confirmed the concerns brought forward by SUN members and stated:
Within the current context of a nursing shortage in the province, Canada and internationally, it behooves the IAC to ensure that RNs are valued to their full scope of practice, capitalizing on their expertise. It is from this perspective the IAC formulates the following recommendations, which should all be instituted as soon as possible, with a target date for all new positions of October 31,2024 (2024, p. 47).
The IAC Panel made 11 recommendations reflecting 4 primary themes:
- Challenges with communication, teamwork and organization of work,
- Inadequate staffing,
- Patient complexity affecting safe patient care and nursing workload, and
- Need for clinical mentorship and support to aid retention (2024, p. 3).
Binding recommendations have been confirmed between SHA Leadership, SUN Provincial, and Local 105 and are inclusive of:
- Addition of a Supernumerary Charge Nurse on the Night shift.
- Enhance Clinical Resource Nurse Supports
- Implement flexible hours to accommodate the learning and support of nursing staff (Day, Evening, Weekend).
- Additional Temporary full-time Clinical Resource Nurse (1-year term) with an ongoing and annual review (Days, Evenings, Weekend).
- Implement relief lines to ensure 1 RN is scheduled 24/7 (Day and Night shifts).
- Annual review of Article 37.12 to create and fill relief positions.
- Fill known vacancies by offering shifts to casuals and other than full-time staff in advance.
The IAC Panel binding recommendations are in addition to the additional RN baseline staffing (Day and Night shift), increasing the Clinical Nurse Educator position to full-time, and additional Continuing Care Aides provided by the SHA Leadership before escalation to the SHA Board of Directors. These additions were part of an initial Employer offer that was insufficient to address critical workload concerns in the WSRs. The decision to proceed to an IAC Hearing was validated when the IAC Panel stated:
While this [initial employer offer] is a step forward, it seems the unit is still in a trying position, and nursing morale is low (2024, p. 7)
SUN is encouraged by the advice provided by the IAC Panel to the SHA on needs across the medicine service line when they stated:
Implementing incremental changes via the IAC process across single units is a frustrating and divisive process that is not timely for all (2024, p. 48).
The IAC Panel non-binding recommendations are now referred to Local 105 and the SHA Leadership to create a healthy quality work environment focused on safe, competent, high-quality, and appropriate RN practice and healthcare services.
To learn more about WSRs, the Nursing Advisory Process, and the Joint Nursing Advisory Committee, you can review the SUN website's WSR/NAC Learning Modules & Resources and NAC Leadership.
SUNstoppable Spotlights: March 2024
Registered Nurses Achieve Success through Independent Assessment Committee
SUN is pleased to share that the RN staff from Local 075, Royal University Hospital Emergency Department and SUN Provincial have successfully escalated 127 unresolved Work Situation Reports (WSRs).
A pattern of workload and professional practice concerns has developed since 2019 without collaborative problem-solving by the Joint Nursing Advisory Committee or the SHA Board of Directors.
An Independent Assessment Committee (IAC) is the last resort within the collective agreement to address workload concerns specific to registered nurses.
The IAC Panel of three registered nurse experts unanimously confirmed the concerns brought forward by SUN members and stated:
The current staffing approach of augmenting the historic funded baseline with casual, OT and contract nurses is not sustainable and makes it increasingly difficult for the nurses in the department to meet the standards they are held accountable for and the policies of the Employer (IAC, 2024, p. 40).
… these initiatives [SHA strategic initiatives] and reported outcomes to date have not resolved the overcapacity issues or the requirement for immediate attention to the RUH ED nurse concerns and recommendations (IAC, 2024, p. 40).
Binding recommendations have been confirmed between SHA Leadership and SUN. Collaborative work will continue between Local 75 and unit leadership to implement the permanent increases to baseline RN staffing inclusive of:
- Increase RN Baseline Staffing
- Three (3) additional RNs on Day Shift (0730 – 1947)
- Three (3) additional RNs on Night Shift (1930 – 0747)
- One (1) additional RN on Evenings (1130 – 2347)
- One (1) additional Nurse Clinician
- One (1) additional Clinical Nurse Educator
- Employer to conduct a unit-specific detailed review to inform staffing, based on:
- Arrivals by time of day,
- Census by time of day categorized by service, ANB, ED, consult and/or specialty/sub-specialty patients, and
- Observation/monitored patient numbers and care requirements/criteria to describe the acuity of ongoing patient care.
- Transition of the ED Flex Unit to a Medicine In-Patient unit without reliance on the Emergency Department for staffing.
Additional non-binding recommendations were received that will support further development for improved patient care, services, and work environment.
SUN Local 75 and the Local Nursing Advisory Committee will continue working with the employer to create a healthy, quality work environment focused on safe, competent, high-quality, and appropriate registered nursing practice and healthcare services.
You can review WSR/NAC Learning Modules & Resources and NAC Leadership on the SUN website to learn more about work situation reports and the nursing advisory process.
SUNstoppable Spotlights: December 2023
Local 101 St. Paul’s Hospital - 5th Medicine Unit Registered Nurses Achieve Success through Independent Assessment Committee
SUN is pleased to share that the RN staff from Local 101, St. Paul’s Hospital, 5th Medicine Unit and SUN Provincial have successfully escalated 41 Work Situation Reports (WSRs).
A pattern of workload and professional practice concerns has arisen since 2019 without the ability to achieve collaborative problem-solving or resolution within the Joint Nursing Advisory Committee (NAC) or the SHA Board of Directors.
An Independent Assessment Committee (IAC) is the last resort within the collective agreement to address workload concerns specific to registered nurses.
The IAC Panel of three registered nurse experts unanimously confirmed the concerns brought forward by SUN members and stated:
The IAC believes it is crucial to cultivate an environment on 5th Medicine where nurses want to work, thereby attracting and retaining nurses who feel supported and able to carry out their professional responsibilities and in turn, increasing the quality of patient care (2023, p. 44).
The IAC panel made 29 recommendations reflecting 4 primary themes:
- Patient complexity affecting safe patient care and nursing workload
- RN staffing deficits and challenges
- System flow issues, and
- Communication issues.
Binding recommendations have been confirmed between SHA Leadership and SUN, and are inclusive of:
- Immediately implement an increase to baseline RN staffing as follows:
- Eight (8) RNs on every shift (Days, Nights, including weekends and statutory holidays).
- Implementation of a Nurse B Clinical Coordinator Monday-Friday (1530-2400).
- Supernumerary Charge Nurse – weekdays (1530 – 0730) and 24/7 on bank days, stat holidays and weekends with a focus on charge nurse duties and mentoring novice staff.
- Allocation of adequate budget and posting all positions for the recommended increase to baseline staffing and permanent evening position.
- Design a new rotation that safeguards coverage of all shifts.
The non-binding recommendations are referred to SUN Local 101 and the Employer for ongoing discussion to create a healthy quality work environment focused on safe, competent, high-quality, and appropriate registered nursing practice and healthcare services.
You can review WSR/NAC Learning Modules & Resources and NAC Leadership on the SUN website to learn more about work situation reports and the nursing advisory process.
SUNstoppable Spotlights: June 2023
Local 75 Jim Pattison Children's Hospital Children's Emergency Services — Registered Nurses Achieve Success through Independent Assessment Committee
SUN is pleased to share that the RN staff from Local 75 at the Jim Pattison Children’s Hospital Children’s Emergency Services and SUN Provincial have successfully escalated 68 Work Situation Reports (WSRs).
A pattern of workload and professional practice concerns has developed since 2019 without collaborative problem-solving by the Joint Nursing Advisory Committee or the SHA Board of Directors.
An Independent Assessment Committee (IAC) is the last resort within the collective agreement to address workload concerns specific to registered nurses.
The IAC Panel of three registered nurse experts unanimously confirmed the concerns brought forward by SUN members and stated:
Staff shortages combined with high workloads and acuity contribute to RN concerns that the IAC members heard from the IAC presentations and review of submitted documentation (IAC, 2023, p. 46).
The current staffing model is not sustainable and makes it increasingly difficult for the nurses in the department to meet the standards they are held accountable for and the policies of the SHA (IAC, 2023, p. 46).
Binding recommendations have been confirmed between SHA Leadership and SUN. Work will continue between Local 75 and unit leadership to implement the increased baseline staffing for Saskatchewan's dedicated pediatric trauma and emergency children's care site, including:
- One Supernumerary Charge Nurse 24 hours per day, 7 days per week without a patient assignment
- Increase baseline RN staffing, 24 hours per day, 7 days per week:
- One additional baseline permanently funded Registered Nurse for the core nursing unit.
- One additional Triage Registered Nurse.
- One additional Psychiatric Nurse Liaison, 12 hours per day, 7 days per week.
- Retain temporarily funded RN (for viral surge) from 10:00 until 22:00 until May 2024.
- Pilot Project: One Nurse Practitioner 8 hours per day, 7 days per week to support primary care and/or ‘fast track’ model. To be operationalized within 18 months and last 2 years.
- Collaboration on the status of wait room space and enhancement and role of an NP within the unit.
Additional non-binding recommendations were received that will support further development for improved patient care, services, and work environment.
SUN Local 75 and the Local Nursing Advisory Committee will continue to work collaboratively with the employer to create a healthy work environment focused on safe, competent, high-quality, and appropriate registered nursing practice and healthcare services.
You can review WSR/NAC Learning Modules & Resources and NAC Leadership on the SUN website to learn more about work situation reports and the nursing advisory process.
Local 75 Royal University Hospital (Irene and Leslie Dube Centre for Mental Health) — Registered Nurses & Registered Psychiatric Nurses Achieve Success through Independent Assessment Committee
SUN is pleased to share that the RN/RPN staff from Local 75 (Royal University Hospital, Irene and Leslie Dube Centre for Mental Health), and SUN Provincial have successfully escalated 81 Work Situation Reports (WSRs) to an Independent Assessment Committee (IAC) and were awarded numerous gains for safe patient care.
An IAC is the last resort within the SUN/SAHO collective agreement to address workload concerns specific to registered nurses.
The registered nurses and Local have worked diligently with the employer since their last IAC Report (December 2014) and have documented progressive workload and professional practice concerns for resolution. Repeated attempts at finding solutions were unsuccessful at the Joint Nursing Advisory Committee and from the SHA Board of Directors.
The IAC Panel of three registered nurse experts unanimously confirmed the concerns brought forward by SUN members and responded with expanded recommendations for professional practice, patient safety, and work environment improvement.
"The issues identified at the Dube Centre are enduring. As identified in this report, nursing staff are feeling unsafe and vulnerable, unable to deliver appropriate, timely, and safe care to their patients. They are presently unable to meet several professional standards and obligations." (IAC, 2023, p. 50)
"It is the hope of the IAC that the detail and the recommendations provided in this report heighten awareness of the serious, unstable situation existing at the Dube Centre and facilitate the path towards improvements." (IAC, 2023, p. 50)
The IAC Panel provided 39 recommendations across four primary themes:
- High Patient Acuity/Complex Patient Needs
- RN/RPN Staff Complement and Ancillary Staff Mix
- Dysfunctional Physical Space, and
- Environmental Safety and Security
Binding recommendations have been confirmed between SHA Leadership and SUN. Work will continue between Local 75 and unit leadership to implement the increased baseline staffing and address the complex workload needs inclusive of:
- Immediately implement an increase in baseline RN/RPN staffing:
- For the Adult Inpatient Units:
- Two RN/RPN for Day Shift
- Four RN/RPN for Night Shift
- For the Child and Youth Unit:
- One RN/RPN for Day Shift
- One RN/RPN for Night Shift
- For the Adult Inpatient Units:
- Immediately implement sufficient and more balanced Charge Nurse coverage by ensuring two Supernumerary Charge Nurses for the Dube Centre on all shifts.
- SUN and SHA should collaborate on a roster that addresses proper staff mix to promote balance between junior and senior nursing staff.
- Clinical nurse educators to organize and deliver ongoing in-service/staff education sessions on current factors influencing psychiatric care delivery to supplement up-to-date, knowledge-based patient care.
- Clinical nurse educators and nursing coordinators should collaborate to provide a systematic process of mentoring and support for newly hired RN/RPN staff with emphasis on the night shift.
- Implement consistent, planned mentoring to support nurses to move progressively into leadership/charge positions to provide incentives for nurses to assume this role.
- Post all temporary ECT positions as permanent to create stability in the area (re: RN/RPN).
SUN Local 75 and the Local Nursing Advisory Committee will continue to work collaboratively with the employer to create a healthy, quality work environment focused on safe, competent, high-quality, and appropriate registered nursing practice and healthcare services for this complex and vulnerable patient population.
You can review WSR/NAC Learning Modules & Resources and NAC Leadership on the SUN website to learn more about work situation reports and the nursing advisory process.
SUNstoppable Spotlight: January 2023
Local 107 Saskatoon City Hospital — Emergency Department Registered Nurses Achieve Success through Independent Assessment Committee
SUN Local 107, Saskatoon City Hospital Emergency Department RN staff, and SUN Provincial are pleased to share the successful escalation of 63 Work Situation Reports (WSRs) using the SUN/SAHO collective agreement. These WSRs described patterns of unresolved workload and professional practice concerns
Concerns have been raised since 2018 without resolve at the Nursing Advisory Committee, Executive Oversight Committee, and the SHA Board of Directors levels.
An Independent Assessment Committee (IAC) is the last resort within the collective agreement to address registered nurse workload concerns.
The IAC Panel, made up of three RN experts, unanimously confirmed the staffing, workload, and overcapacity concerns presented.
“The current staffing model is not sustainable and makes it increasingly difficult for the nurses in the department to meet the standards they are held accountable for and the policies of the employer (i.e. reassessments after narcotic administration, documentation)” (IAC, 2022, p. 24).
The IAC Panel provided seven primary recommendations to increase RN staffing, address workload, and provide support staff resources addressing:
- Patient Flow
- Staffing for Appropriate Care, and
- Inability to Consistently Decant ED/Overtime
Binding recommendations have been confirmed between SHA Leadership and SUN. Work continues to implement the increased staffing and workload needs as follows:
- Increase RN baseline by funding five Permanent FTE positions:
- Two RNs: Night Shift (12 hours)
- One RN Triage Nurse: Day Shift (12 hours)
- One RN Float Nurse: Day Shift (12 hours)
- One RN Clinical Coordinator (Nurse B): Day Shift (12 hours)
- Remove Charge Nurse duties from the RN assigned to the Minor Assessment and Care Area.
- Charge Nurse assignment is to be supernumerary without patient assignment.
SUN Local 107 and the Local Nursing Advisory Committee will continue to work collaboratively with the employer to create a healthy, quality work environment that is focused on safe, competent, high-quality, and appropriate registered nursing practice and healthcare services.
To learn more about work situation reports and the nursing advisory process, you can review WSR/NAC Learning Modules & Resources and NAC Leadership on the SUN website.
SUNstoppable Spotlight: December 2022
Local 68 Dr. F. H. Wigmore Hospital — Emergency Department: Registered Nurses Achieve Success through Independent Assessment Committee
SUN Local 68, Dr. F. H. Wigmore Regional Hospital Emergency Department RN staff, and SUN Provincial are thrilled to share that they have successfully escalated 18 WSRs describing patterns of unresolved workload and professional practice concerns using the SUN/SAHO collective agreement.
Concerns have been raised since 2020 without adequate solutions found by the Nursing Advisory Committee, Executive Oversight Committee, or the SHA Board of Directors. An Independent Assessment Committee (IAC) is the last resort within the collective agreement to address workload concerns.
The IAC Panel made up of three Registered Nurse experts unanimously confirmed the concerns brought forward and supported 100% of the recommendations proposed by SUN members.
“The current staffing model is not sustainable and makes it increasingly difficult for the nurses in the department to meet the standards they are held accountable for and the policies of the employer. This has resulted in an exodus of senior staff” (IAC, 2022).
The IAC Panel provided recommendations addressing:
- Staffing
- Staffing Workload Assessment
- Emergency Department Orientation Program
- Quality Improvement Opportunities
The IAC Panel provided an additional consideration for workflow and skill task alignment in the Emergency Department by other healthcare providers and support staff.
Binding recommendations have been confirmed between SHA Leadership and SUN. Work continues to interpret and implement the increased staffing and address workload, including:
- Separate the Charge Nurse role from the Triage role, ensuring the Charge Nurse has no patient assignment.
- Increase Emergency Department RN baseline staff by one RN permanent 12-hour shift seven days per week.
- Continue with Emergency Department orientation plans as described in the SHA IAC submission.
- Orientation shifts should be supernumerary and not be used for baseline staffing.
- Ensure that Emergency Department orientation shifts are specific to the needs of RNs who have recently graduated from a nursing program and those who do not have experience in an Emergency Department unit.
SUN Local 68 and the Local Nursing Advisory Committee (NAC) will continue to work collaboratively with the employer to create a healthy work environment that is focused on safe, competent, high-quality, and appropriate registered nursing practice and healthcare services.
To learn more about work situation reports and the nursing advisory process, you can review WSR/NAC Learning Modules & Resources and NAC Leadership on the SUN website.
SUNstoppable Spotlight: October 2022
Local 101 St. Paul’s Hospital - Emergency Department: Registered Nurses Achieve Success through Independent Assessment Committee
SUN Local 101, St. Paul’s Hospital Emergency Department Registered Nurses, and SUN Provincial are thrilled to share the successful escalation of 241 Work Situation Reports (WSRs) describing patterns of unresolved workload and professional practice concerns using the SUN/SAHO collective agreement.
Concerns have been raised since 2016 without adequate solutions found by the Nursing Advisory Committee, Executive Oversight Committee, or the SHA Board of Directors. An Independent Assessment Committee (IAC) is the last resort within the Collective Agreement to address workload concerns.
The IAC Panel, made up of three Registered Nurse experts, unanimously validated the concerns brought forward by SUN members, saying “It is the hope of the committee that the discernments provided in this report will aid in fostering a wide sweeping, efficient and focused approach to repairing the grave situation at St. Paul’s Emergency” (IAC, 2022).
The IAC Panel provided 37 recommendations addressing:
- Dysfunctional Physical Space/Structural Constraints
- Dysfunctional Patient Flow
- Chronic Understaffing with Deficit/Loss of Senior Nurses
- Hight Patient Acuity and Unsafe Practice Environment
- Challenging High Needs Population Demographic
Binding recommendations have been confirmed between SHA Leadership and SUN. Work continues to interpret the recommendations, increase staffing and address workload, including:
- Dedicated Triage Captain 24/7
- Increase in RN Triage baseline staffing 24/7
- Baseline staffing increase by four RNs 24/7
- Registered Psychiatric Nurse 12 hours/day, 7 days per week
- Dedicated Emergency Department Clinical Nurse Educator (full-time)
A significant number of non-binding recommendations were made that can positively support safe, competent, high-quality, and appropriate registered nursing practice and healthcare services at St. Paul’s Hospital Emergency Department.
SUN Local 101 and the Local Nursing Advisory Committee will continue to work collaboratively with the Employer to create a healthy, quality work environment.
To learn more about Work Situation Reports and the Nursing Advisory Process, you can review WSR/NAC Learning Modules and Resources and NAC Leadership on the SUN website.
