VN Register: Stand up and be counted
The new non-statutory register for veterinary nurses opened on September 1, 2007. In this article, we offer a FAQ to help guide VNs through what it means to be part of a regulated profession.
Do RVNs need professional indemnity insurance?
It is a requirement of the Guide to Professional Conduct for Veterinary Nurses, which all registered veterinary nurses should follow, that RVNs should be covered by professional indemnity insurance. In most cases you will be included under practice cover, but it is worth checking with your employer.
Practice cover will be sufficient until 2010, when the formal disciplinary mechanism for RVNs will be introduced. At this point it may be applicable for RVNs to have individual professional indemnity insurance cover. The BVNA is in discussions with the principal professional indemnity insurer, the Veterinary Defence Society, on this issue.
Veterinary nurses working by virtue of their qualification but outside a practice environment also need to be covered. Those working in an organisation – such as a pet food or animal health company – should talk to their employer. Those working for themselves – as a pet behaviourist, pet sitter or groomer, for example – would need to organise their own insurance cover.
It is worth noting that even those veterinary nurses who are not registered but who are using their veterinary nursing qualification in a self-employed environment should seriously consider taking out professional indemnity insurance.
Locum veterinary nurses are generally covered by the insurance of the practice in which they are temporarily working but, again, it is important to check with the principal.
What constitutes continuing professional development (CPD) and how is this enforced?
There is a public expectation that professionals will keep their skills and knowledge up to date. A commitment to personal CPD also helps the profession at large to move forward and develop.
RVNs are expected to carry out 45 hours of CPD over a period of three years – which leaves some flexibility for those taking short career breaks.
CPD can take many forms: from personal study to in-house group learning to attending courses and lectures. The critical thing is that CPD is part of an agreed personal development plan and is evaluated and reflected upon.
The college will enforce the CPD requirement through random sampling of CPD cards (RVNs receive these on registration; they can also be downloaded from www.rcvs.org.uk/vnregister).
Do assessors or internal verifiers have to be RVNs?
Anyone who qualified after January 2003 will be registered. Those qualifying before this date who are assessors or internal verifiers do not have to be registered but, given the responsible role they play in the training and development of future RVNs, it would be appropriate for them to be. The RCVS would certainly encourage all assessors to consider it.
If I am not an RVN can I no longer carry out Schedule 3 tasks?
All VNs who opt to stay on the unregulated VN list will still be entitled to practise and undertake Schedule 3 delegated procedures; nothing will change in that respect.
As a reminder, when Schedule 3 is referred to, this means the Schedule 3 Amendment to the Veterinary Surgeons Act 1966, which allows listed VNs and enrolled student veterinary nurses to carry out "any medical treatment or any minor surgery (not involving entry into a body cavity) to any animal" providing the animal is under the care of a veterinary surgeon and the procedure is carried out under his or her direction.
How do I get back on to the register after a career break?
Veterinary nurses who have been off the register for five years must under go a 17-week period of supervised practice in a VN training practice or tier-two or tier-three Practice Standards Scheme accredited practice before returning to the register. The purpose of this is to give those returning to work the confidence to update themselves under supervision rather than being dropped in at the deep end.
The RCVS Veterinary Nurses Council has also convened a new working party to develop a return to practice course to help give VNs the skills they need to learn how to regain their competencies.
There may be all sorts of reasons why a veterinary nurse decides to come off the register for a period of time. However, it is worth nothing that if you are continuing to use your VN qualification in your job – even if it is not in clinical practice – you should maintain your registration, including the continuing professional development requirement.
What counts as professional misconduct?
Two categories of actions might lead to the charge of misconduct: serious professional misconduct and serious criminal convictions. The Guide to Professional Conduct is there to help veterinary nurses avoid charges of misconduct, but it is not overly prescriptive. This is because there needs to be room for profes professional judgement to be exercised. A good rule of thumb is for VNs to consider whether their actions would be thought reasonable by their peers – it would be a committee made up of veterinary nurses, veterinary surgeons and lay members who would sit in adjudication should a problem escalate to the disciplinary committee.
The RCVS has no jurisdiction over cases of alleged negligence, unless it is sufficiently serious as to raise a question about the veterinary nurse’s fitness to practise. Negligence may be described as treatment of an animal by a veterinary nurse that has fallen below the standards expected of a reasonably competent member of the VN profession, with a detrimental effect on the animal. It may be possible to resolve these issues without the complainant taking legal action. If not, then such matters are for the civil courts and, if successful, could result in an award of compensation for the wronged party.
Advice notes on negligence and serious professional misconduct are available on RCVSonline: www.rcvs.org.uk/advicenotes
How will the disciplinary system work?
A diagram at the back of the Guide to Professional Conduct for Veterinary Nurses (which can be downloaded from www.rcvs.org.uk/vnregister) outlines this process. The system, which will be in place from 2010, will mirror that for veterinary surgeons (unless veterinary legislation changes in the meantime).
Once a complaint was received at the RCVS, it would be assessed by a member of the preliminary investigation committee (PIC).
The complaint would then be copied to the veterinary nurse, who would be asked to respond, as would any other members of the practice team involved with the case. The complainant would then be given a final opportunity to comment.
The case would then be screened by two members of the PIC and, if serious issues were identified or the screeners were unable to provide a satisfactory explanation to the complainant, the matter would be referred to the PIC. If no misconduct was identified the case would be closed with correspondence.
The PIC may ask for further investigations to be carried out – statements may be taken from the complainant and witnesses and RCVS solicitors might be instructed at this point. Some cases would be referred to the disciplinary committee (DC) for a full hearing, which might result in a sanction, such as removal or suspension from the register.
How many veterinary nurses are likely to go in front of the disciplinary committee?
Of the approximately 700 complaints received against veterinary surgeons each year, only 10 or so go forward to the DC. There is approximately three times the number of registered veterinary surgeons as listed or registered veterinary nurses, so the number of complaints is likely to be lower, although only time will tell.
If I am an RVN and have colleagues who are listed veterinary nurses, does that mean I have to take responsibility for their practice?
This depends on how the practice is structured. If an RVN is leading and supervising the nursing team, then yes, the actions of those within the team would be her responsibility. If the practice does not have the kind of team structure whereby an RVN would be supervising and delegating work to non-registered nurses, then the RVN would not be liable. However, if you are an RVN and can see that someone is being asked to do something that is clearly outside their area of competence and don’t say something about it to the person delegating the work, this might be an issue if something went wrong later.
How much does it cost to join the register?
Registration fees are currently set at the same rate as listing fees. There will be other costs associated with maintaining your registration, such as CPD and professional indemnity insurance, but in many cases your employers will meet, or help you to meet, these costs.
In 2010, when the disciplinary mechanism for VNs comes in, the cost of registration may change. We can’t yet say what this will be but it is not likely to involve a major increase.
It is a requirement of the Guide to Professional Conduct for Veterinary Nurses, which all registered veterinary nurses should follow, that RVNs should be covered by professional indemnity insurance. In most cases you will be included under practice cover, but it is worth checking with your employer.
Practice cover will be sufficient until 2010, when the formal disciplinary mechanism for RVNs will be introduced. At this point it may be applicable for RVNs to have individual professional indemnity insurance cover. The BVNA is in discussions with the principal professional indemnity insurer, the Veterinary Defence Society, on this issue.
Veterinary nurses working by virtue of their qualification but outside a practice environment also need to be covered. Those working in an organisation – such as a pet food or animal health company – should talk to their employer. Those working for themselves – as a pet behaviourist, pet sitter or groomer, for example – would need to organise their own insurance cover.
It is worth noting that even those veterinary nurses who are not registered but who are using their veterinary nursing qualification in a self-employed environment should seriously consider taking out professional indemnity insurance.
Locum veterinary nurses are generally covered by the insurance of the practice in which they are temporarily working but, again, it is important to check with the principal.
What constitutes continuing professional development (CPD) and how is this enforced?
There is a public expectation that professionals will keep their skills and knowledge up to date. A commitment to personal CPD also helps the profession at large to move forward and develop.
CPD can take many forms: from personal study to in-house group learning to attending courses and lectures. The critical thing is that CPD is part of an agreed personal development plan and is evaluated and reflected upon.
The college will enforce the CPD requirement through random sampling of CPD cards (RVNs receive these on registration; they can also be downloaded from www.rcvs.org.uk/vnregister).
Do assessors or internal verifiers have to be RVNs?
Anyone who qualified after January 2003 will be registered. Those qualifying before this date who are assessors or internal verifiers do not have to be registered but, given the responsible role they play in the training and development of future RVNs, it would be appropriate for them to be. The RCVS would certainly encourage all assessors to consider it.
If I am not an RVN can I no longer carry out Schedule 3 tasks?
All VNs who opt to stay on the unregulated VN list will still be entitled to practise and undertake Schedule 3 delegated procedures; nothing will change in that respect.
As a reminder, when Schedule 3 is referred to, this means the Schedule 3 Amendment to the Veterinary Surgeons Act 1966, which allows listed VNs and enrolled student veterinary nurses to carry out "any medical treatment or any minor surgery (not involving entry into a body cavity) to any animal" providing the animal is under the care of a veterinary surgeon and the procedure is carried out under his or her direction.
How do I get back on to the register after a career break?
Veterinary nurses who have been off the register for five years must under go a 17-week period of supervised practice in a VN training practice or tier-two or tier-three Practice Standards Scheme accredited practice before returning to the register. The purpose of this is to give those returning to work the confidence to update themselves under supervision rather than being dropped in at the deep end.
The RCVS Veterinary Nurses Council has also convened a new working party to develop a return to practice course to help give VNs the skills they need to learn how to regain their competencies.
There may be all sorts of reasons why a veterinary nurse decides to come off the register for a period of time. However, it is worth nothing that if you are continuing to use your VN qualification in your job – even if it is not in clinical practice – you should maintain your registration, including the continuing professional development requirement.
What counts as professional misconduct?
Two categories of actions might lead to the charge of misconduct: serious professional misconduct and serious criminal convictions. The Guide to Professional Conduct is there to help veterinary nurses avoid charges of misconduct, but it is not overly prescriptive. This is because there needs to be room for profes professional judgement to be exercised. A good rule of thumb is for VNs to consider whether their actions would be thought reasonable by their peers – it would be a committee made up of veterinary nurses, veterinary surgeons and lay members who would sit in adjudication should a problem escalate to the disciplinary committee.
The RCVS has no jurisdiction over cases of alleged negligence, unless it is sufficiently serious as to raise a question about the veterinary nurse’s fitness to practise. Negligence may be described as treatment of an animal by a veterinary nurse that has fallen below the standards expected of a reasonably competent member of the VN profession, with a detrimental effect on the animal. It may be possible to resolve these issues without the complainant taking legal action. If not, then such matters are for the civil courts and, if successful, could result in an award of compensation for the wronged party.
Advice notes on negligence and serious professional misconduct are available on RCVSonline: www.rcvs.org.uk/advicenotes
How will the disciplinary system work?
A diagram at the back of the Guide to Professional Conduct for Veterinary Nurses (which can be downloaded from www.rcvs.org.uk/vnregister) outlines this process. The system, which will be in place from 2010, will mirror that for veterinary surgeons (unless veterinary legislation changes in the meantime).
The complaint would then be copied to the veterinary nurse, who would be asked to respond, as would any other members of the practice team involved with the case. The complainant would then be given a final opportunity to comment.
The case would then be screened by two members of the PIC and, if serious issues were identified or the screeners were unable to provide a satisfactory explanation to the complainant, the matter would be referred to the PIC. If no misconduct was identified the case would be closed with correspondence.
The PIC may ask for further investigations to be carried out – statements may be taken from the complainant and witnesses and RCVS solicitors might be instructed at this point. Some cases would be referred to the disciplinary committee (DC) for a full hearing, which might result in a sanction, such as removal or suspension from the register.
How many veterinary nurses are likely to go in front of the disciplinary committee?
Of the approximately 700 complaints received against veterinary surgeons each year, only 10 or so go forward to the DC. There is approximately three times the number of registered veterinary surgeons as listed or registered veterinary nurses, so the number of complaints is likely to be lower, although only time will tell.
If I am an RVN and have colleagues who are listed veterinary nurses, does that mean I have to take responsibility for their practice?
This depends on how the practice is structured. If an RVN is leading and supervising the nursing team, then yes, the actions of those within the team would be her responsibility. If the practice does not have the kind of team structure whereby an RVN would be supervising and delegating work to non-registered nurses, then the RVN would not be liable. However, if you are an RVN and can see that someone is being asked to do something that is clearly outside their area of competence and don’t say something about it to the person delegating the work, this might be an issue if something went wrong later.
How much does it cost to join the register?
Registration fees are currently set at the same rate as listing fees. There will be other costs associated with maintaining your registration, such as CPD and professional indemnity insurance, but in many cases your employers will meet, or help you to meet, these costs.
In 2010, when the disciplinary mechanism for VNs comes in, the cost of registration may change. We can’t yet say what this will be but it is not likely to involve a major increase.
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