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  • bon-member-details

    bon-member-details Skip to Main Content Member Sign In Exams Nursing Regulation Compacts Policy Research Membership About Search Search Search Search Search Search Exams Nursing Regulation Compacts Policy Research Membership About Member Sign In More in Membership Membership U.S. Members Contact a U.S. Member U.S. Member Areas Associate Members Contact an Associate Member Exam User Members Contact an Exam User Member Select a New Location Stay Current with NCSBN Join our email list to receive the latest news, publications and events from NCSBN and the world of nursing regulation.

  • event-presentation-details

    event-presentation-details Skip to Main Content Member Sign In Exams Nursing Regulation Compacts Policy Research Membership About Search Search Search Search Search Search Exams Nursing Regulation Compacts Policy Research Membership About Member Sign In There was an error - check the logs for details Stay Current with NCSBN Join our email list to receive the latest news, publications and events from NCSBN and the world of nursing regulation. Subscribe to our Email List Follow Us Explore NCSBN Exams Nursing Regulation Compacts Policy Research Membership About Resources News Events Resource Center Regulatory Atlas ICRS JNR Careers Related Links APRN Compact NCLEX NLC NURSYS REx-PN Need Help?

  • 2022lpp_sellnow.pdf

    COVID-19: “Meet the Helpers” Public TV Part II: Conflict, Capacity, Compression Reflections through IDEA Colored Glasses Your Examples Conflict Capacity Compression Part III: The Big Finish Create an IDEA Model Response to the Following Scenario This Photo by Unknown Author is licensed under CC BY-SA https://en.wikipedia.org/wiki/Mission:_Impossible https://creativecommons.org/licenses/by-sa/3.0/ The Scenario You are in a non-compact state. Your governor has been convinced by some large hospitals the state’s nursing shortage is due to the “overly- stringent” requirements your board has in place for nursing licensure.

  • 2_EO_Job_Description.docx

    Key competencies (e.g., skills—core leadership and management, strategic thinking, board oversight, staff management, agility skills, etc.) 1. __________________________________________________ 2. __________________________________________________ 3. __________________________________________________ 4. __________________________________________________ B. Expertise and experience (e.g., regulatory, financial, communication, legislative, education, etc.) 1. __________________________________________________ 2. __________________________________________________ 3. __________________________________________________ 4. __________________________________________________ C.

  • Tool_8_Staff_Assessment_.docx

    Your responses to this survey will be used to: · Assess the current organizational environment; · Assist and determine whether changes may need to occur; and · Obtain a better understanding of the existing skill sets within the organization. To complete the survey, please go to: (link to web-based survey). Thank you for your help! Survey questions A. What do you perceive as three of our EO’s greatest achievements during his/her tenure? 1. 2. 3. B. What elements of his/her leadership sty ...

  • Tool_13_Reference_Questions.docx

    Give an example of a complex problem that _____ faced and how it was resolved. 8. What were ______’s responsibilities in regards to the financial aspects of your organization? 9. Describe _____‘s responsibilities for budget development in your organization? 10. What type of computing programs and social media did _____ utilize in your organization? 11. Explain _______ any major IT projects during their tenure? 12. Describe _____’s experience in regulation, i.e. legislative process, lobbying, etc. 13.

  • Tool_14_Orientation_Plan.docx

    Orientation Plan – Tool #14 A new EO orientation introduces the new EO to the BON/agency and his or her new role. Beyond providing information about the BON/agency’s policies and procedures, an effective orientation makes the new EO comfortable and promotes the BON/Agency’s culture and values. Developing and facilitating a new EO orientation takes time. Taking the time to properly orient new EOs increases their chances of being successful. This may increase the EO’s retention, saving the BON/agency time and money in recruitment in the long run.

  • eNotify_Flyer-NRB-digital.pdf

    Contact: nursysenotify@ncsbn.org NCSBN ID: The only Unique Nurse Identifier (UNI) you need Nursys is a primary source equivalent. The Nursys licensure and disciplinary database is the repository of the data provided directly from state boards of nursing. Everything you need to know in a single number. That’s NCSBN ID! Learn more and enroll in Nursys e-Notify for FREE nursys.com The NCSBN ID is a unique nurse identifier (UNI) assigned to every nurse upon initial licensure with any U.S. board of nursing (BON).

  • 2025_Long_Candidate_Flyer.pdf

    JODY LONG AREA III DIRECTOR CANDIDATE WHO I AM AT A GLANCE: BACKGROUND AND CREDENTIALS MSN, MBA, RN, CEN Educational Progression: CNA, LPN, RN, BSN, MBA – Healthcare Management, and MSN Informatics Leadership Progression: Floor Nurse, Charge Nurse, Clinical Manager, Director, VP of Clinical Operations Areas of Expertise: Emergency Nursing & Public Health Health System Administration Healthcare Technology and AI Innovation PERSONABLE AND REAL Wife, Mother, Daughter, Sister, Friend, Nurse and Coll ...

  • 2025_McCormies_Candidate_Flyer.pdf

    Slide Number 1