Nursing leadership certification, matched to the role

An eligible RN with chronic migraines asks to use FMLA leave one or two days at a time when attacks occur. Which statement is correct?

1. The RN's position is not protected during intermittent leave
   Job protection does not depend on how the leave is taken; restoration and anti-interference rights apply to intermittent days just as to a continuous block.
2. Intermittent leave applies only to birth or adoption
   This reverses the rule: bonding leave after a birth or placement is the kind that may be taken intermittently only with the employer's agreement, while medically necessary leave needs no such agreement.
3. Intermittent leave is allowed when medically necessary
   FMLA lets an eligible employee take leave for a serious health condition intermittently or on a reduced schedule when medically necessary; each day off counts against the 12-week entitlement.
4. FMLA leave must be taken in one continuous block
   This treats FMLA like a fixed leave of absence. The regulations (29 CFR 825.202) expressly allow intermittent and reduced-schedule leave for a serious health condition.

The board asks the CNO to draft an emergency succession plan covering a sudden, unplanned vacancy in the CNO role. What must the plan specify above all?

1. A designated interim leader and the authority delegated to that person
   Naming one interim leader and spelling out the authority delegated to that person is what keeps decisions flowing the day the CNO role is suddenly empty.
2. A ranked list of external candidates to contact about the permanent role
   A ranked list of external candidates serves the permanent search, which comes after the vacancy is covered; it leaves the organization without a leader on day one.
3. The salary range approved for recruiting a permanent replacement
   A salary range is a recruiting detail for the permanent replacement and does nothing to keep operations led during the vacancy.
4. An equal division of the CNO's duties among the nursing directors
   Dividing the CNO's duties equally among directors spreads accountability so thin that no one person can make or own an executive decision.

The nurse manager plans to give feedback to a nurse who spoke sharply to a nursing assistant at the nurses' station. Using the situation-behavior-impact model, which statement is BEST?

1. "You really need to work on being more professional with the nursing assistants."
   Asking the nurse to be "more professional" is a vague character label with no situation or behavior attached, the most common way feedback turns into criticism the listener cannot act on.
2. "You were rude today, but overall you are a great member of our team."
   Calling the nurse rude and then offering praise mixes a judgment with a compliment; this feedback-sandwich habit blurs the message and still names no observable behavior.
3. "Several people have told me that you have been hard to work with lately."
   Relaying what "several people" say is secondhand and unspecific, so the nurse hears gossip rather than a behavior the nurse can examine or correct.
4. "At the station today, you raised your voice, and the assistant left upset."
   This names the place and time, the observable behavior (a raised voice) and its effect on the assistant, which is exactly the situation-behavior-impact sequence and gives the nurse something concrete to change.

Many learners cannot afford the required textbook and are falling behind in the readings. Which action by the nurse educator is most appropriate?

1. Adopting open or library-licensed resources of equal quality
   Open or library-licensed texts of equal quality remove the cost barrier for every learner, so the fix targets the structural cause rather than the individual learner.
2. Making the readings optional for learners who cannot afford them
   Exempting only the learners who cannot pay lowers expectations for them and leaves them less prepared. It treats a cost barrier as a reason to teach less.
3. Summarizing each chapter in class so readings are unnecessary
   Replacing the readings with in-class summaries turns class time into content delivery and still leaves learners without the source material.

Nurses' cardiopulmonary resuscitation (CPR) skills decline within months of their biennial certification course. Which approach is most appropriate to maintain skill quality?

1. Quarterly practice on feedback manikins
   Quarterly practice on feedback manikins combines spaced sessions with hands-on practice and real-time feedback, which keeps compression quality from decaying between courses.
2. Quarterly video review of CPR guidelines
   Quarterly video review of CPR guidelines is spaced but passive; watching a video gives no psychomotor practice or feedback on compressions.
3. An annual full-day recertification course
   An annual full-day recertification course is massed practice spaced a year apart, so skills still decay in the months between sessions.
4. An annual mock code on each unit
   An annual mock code on each unit is useful team practice, but once a year is too infrequent to prevent individual skill decay.

An informatics nurse must choose between two published pressure injury prevention guidelines to build into nursing decision support. Which tool is designed to appraise guideline quality?

1. The PRISMA statement
   PRISMA is a checklist for reporting systematic reviews and meta-analyses; choosing it confuses a guideline with the evidence synthesis that may sit behind it.
2. The SQUIRE 2.0 guidelines
   SQUIRE 2.0 is a reporting guideline for quality improvement studies, so it fits a QI write-up, not the appraisal of a published care guideline.
3. The CONSORT checklist
   CONSORT tells authors what to report about a randomized controlled trial; it says nothing about whether a practice guideline was developed soundly.
4. The AGREE II instrument
   AGREE II (Appraisal of Guidelines for Research and Evaluation) rates a clinical practice guideline's rigor, stakeholder involvement, and editorial independence, which is exactly what is needed before a guideline is encoded into decision support.