The article provides several examples why , “It depends…” is an appropriate response/answer. To limit/restrict a nurses practice to a skills checklist or a series of tasks, devalues an individual practitioners knowledge, skills and competencies. Individual nurses need to ensure they are reflecting on their own competences, judgement and critical thinking in order to make a decision on performing an act or not.

I would define the term “Scope of Practice” as boundaries set to work within. It is about the competency of the nurse themselves to be able to work based on their training and qualifications, but also the comfort level of the nurse too.
I feel that the response “It depends” on what “can RPNs do” is correct as it is based on their level of qualifications, competency, and skill level. I feel that each situation depends on the nurses competency and how comfortable the nurse feels performing the task assigned. A nurse is trained to do many tasks within their set boundaries but with the proper training and supervision the RPN can perform the tasks that are needed to be completed.

After reading the “It’s all about Synergies” Report by Lankshear and Rush (2014), one subject that I thought would be addressed and that I was surprised did not appear was the topic of compensation differences between RPNs and RNs when some workplaces are hiring either a RPN or a RN for the same role, but the compensation rate is different depending on what your professional designation is (leading to more confusion and role ambiguity). I have seen this many more times in recent years and I have wondered when a range of compensation is listed- if a role can be fulfilled by either a RPN or a RN, and the job expectations and duties are the same for either an RPN in that role or RN (scope of practice for both RPN and RN is appropriate for the role), why is the compensation different?

Scope of practice and role clarity has been a struggle experienced throughout my career and I continue to face. Research and studies has definitely brought the problem to light and expressing how many RPN’s feel. When an employer is not updated with the role of the RPN, we should be able to advocate for ourselves by speaking out.

Hi Babita
Advocating for self and role is a great idea and it’s helpful to be able to back it up with facts and research