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The OfficialPublication ofVOLUME 67 NUMBER 3JULY 2022Quarterly publication sent to more than 25,850 Registered Nurses in New Mexico.Provided to New Mexico’s Nursing Community by the New Mexico Nurses AssociationA Constituent of the American Nurses Association (505) 471-3324 http://www.nmna.org/Advocating for Nursing PracticeSince 1921Inside“The Backbone of Dignity is Mattering”Colleen Casper, DNP, RN, MSCNA Director of Practice & Government AffairsCongratulations on National Nurses Month to all of theincredibly wise, attentive, and caring nurse professionalswho find yourselves reading this column today.Nurse’s Month was such a great time to remindus of the 2022 results of the Gallup survey that ratesnurses as the highest for honesty and ethics forthe 20th consecutive year. Read that again, 20thconsecutive year!!!Of course, we as nurses say, that is who we are.The question is, do we matter? Are nurses valued?Given the results of the recent legal proceedings of ournurse colleague at Vanderbilt being charged criminallywith negligence and abuse, I suggest we are notvalued. Given the lack of healthcare leaders courageand integrity to honestly confront and address thesevere nursing shortage, I am again confident that weare not valued.I have been a professional student of healthy workenvironments since the beginning of my managementcareer, in the 1980’s. In 2004 (20 years later), whenthe Quality Chasm was published, I thought forsure nursing’s value was about to be more widelyrecognized in the way we provide 24-hour surveillanceof and interventions for patient needs and potentialharm, whether in a hospital, a school, a home, longterm care, etc.Today, as your professional association’s interfacewith legislative and governmental agencies, I can claimthat we have had moments of value, though we havesome distance to go.The title for this column comes from our recentconference presenter, Dr. Katie Boston-Leary, PhD,MBA, MHA, RN, NEA-BC, CCTP. We were fortunateto hear her message of the historical roots of nursingas a political movement and our ongoing challengesto address nurses’ tendency towards powerlessness.New Mexico Native American IndianNurses Association Leaders Recognizedat the Nurse Excellence Award CeremonyPage 3ANA Public Health Service AwardPage 5Nurse License Protection Case Study:Administering medication without an orderPage 12Presort StandardUS PostagePAIDcurrent resident orPermit #14Princeton, MN55371I can’t help but think of the incredible numbers ofnurses, nurse’s assistants, and LPNs I have spoken within the last two years, too afraid to tell their story totheir own supervisors, let alone the agencies designedto regulate and assure public safety in Colorado.In exploring the concept of “dignity and mattering,”I’ll quote now from Isaac Prilleltensky, author andscholar who writes, “To feel worthy, we have to feelthat we are equal to others, and that we deserve to betreated with respect. We have to experience fairnessin relationships, at work, and in society. Moreover, wehave to be fair to ourselves. We cannot experiencedignity without fairness.”Exclusion in decision making is one significantexample I offer to describe workforce devaluing, whichis contributing to nursing workforce resignation. Thepower of a travel nurse position, shifts the powerdifferential so that decisions about me, cannot bemade without me. Exclusionary behaviors such as beingleft out of staffing decisions, quite naturally triggersanger and hostility and helplessness. What are ouroptions?First, remember, we are recognized as the mosthonest and trusted profession because we advocate forpatients and families when they are most vulnerable.Remember, who you are and what you do every dayhas value and impacts individual lives.Explore strategies to strengthen your own personalconfidence and competencies in having difficultconversations with those who may be in positions ofpower over you. Be constructive, respectful and firm.Be clear about your intent and your goal. I’ll borrowfrom Phyllis Beck-Kritek, PhD, RN, FAAN, who remindsus that when we are negotiating at an “uneventable,” sometimes “drawing a kind line in the sandand walking away” is best for you, your soul and yourwork.May you find dignity in all that you do!
Page 2 The New Mexico NurseJuly, August, September 2022The New Mexico Nurse is published quarterly every January,April, July and October by the Arthur L. Davis PublishingAgency, Inc. for the New Mexico Nurses Association, aconstituent member of the American Nurses Association.For advertising rates and information, please contactArthur L. Davis Publishing Agency, Inc., PO Box 216,Cedar Falls, Iowa 50613, (800) 626-4081, sales@aldpub.com. NMNA and the Arthur L. Davis Publishing Agency,Inc. reserve the right to reject any advertisement.Responsibility for errors in advertising is limited tocorrections in the next issue or refund of price ofadvertisement.Acceptance of advertising does not imply endorsementor approval by the New Mexico Nurses Associationof products advertised, the advertisers, or the claimsmade. Rejection of an advertisement does not imply aproduct offered for advertising is without merit, or thatthe manufacturer lacks integrity, or that this associationdisapproves of the product or its use. NMNA and theArthur L. Davis Publishing Agency, Inc. shall not be heldliable for any consequences resulting from purchase oruse of an advertiser’s product. Articles appearing in thispublication express the opinions of the authors; they do notnecessarily reflect views of the staff, board, or membershipof NMNA or those of the national or local associations.New Mexico Nurse is a juried nursing publication fornurses licensed in New Mexico. The Editorial Boardreviews articles submitted for publication and articles forconsideration should be submitted to dwalker@nmna.org.NMNA Board, Committee Chairs and StaffPresident: Michael Shannon MSN, BSNVice President Rachel Frija DNP, RN-BCTreasurer: Barbara Salas C-NPSecretary Lisa Leding DNP, MSN, RNDirectors:Suzanne Canfield MBA, BSN, RN, NPD-BCMitch Irwin MSN, RNSiri GuruNam Khalsa MSN, RNJudy Liesveld PhD, MS, BSNI finally found anursing career that isgreat for me and myfamily!Cynthia Nuttal PhD, RNLisa Marie Turk MSN, RNMario Valencia MBA, MSN, RNCommittees:Government Relations Committee Co-ChairsChristine De Lucas , DNP, MPH, RNGloria Doherty PhD, MSN, AdultHealth Nurse Specialist, ACNP-BCGuest Editor Deborah Walker, MSN, RNNMNA Website: www.nmna.orgOffice Mailing Address: P.O. Box 418, Santa Fe, NM 87504Office Phone: 505-471-3324Be a nurse who helps create a healthier New Mexico!Apply today!Public Health:Heather Black, 505-470-0462, heather.black@state.nm.usIn-Patient Facilities:Heather Black, 505-470-0462, heather.black@state.nm.usDevelopmental Disabilities Division:Elizabeth Finley, 505-841-2907Division of Health Improvement:Kevin Keith, 505-670-5982Epidemiology and Response Division:Liana Lujan, 505-476-8220We offer acompetitive salaryand benefitspackage, and oneof the best publicretirement plans inthe nation.An Accredited HealthDepartment by thePublic HealthAccreditation Boardsince 2015Executive Director: Deborah Walker, MSN, RNPO Box 418Santa Fe, NM 87504Office: 505-471-3324Cell: 505-660-3890Accredited Approver Program Director:Suzanne Canfield, MBA, BSN, RN, NPD-BCceapps@mnna.org505-690-6975Peer Reviewers:Cynthia Nuttall, PhD, RN, NE-BCClaudia Phillips, MSN-Ed, RNKelli Desmond, MSN, CNPAnn Buttner, DNP, RNKristi Erikson, MSN, NCEclLeigh Raymond, PhD, MSN, RNwww.nmna.orgPublished by:For more information go to: http://www.spo.state.nm.us/Arthur L. DavisPublishing Agency, Inc.
July, August, September 2022New Mexico Native AmericanIndian Nurses AssociationLeaders Recognized at theNurse Excellence AwardCeremonyNMNAI nurse leaders, Erma Marbut MSN, RN and Dee Billops PhD, RN,were recognized at the recent Nurse Excellence awards ceremony for theircontributions to nursing and healthcare in New Mexico. Erma Marbut MSN, RNreceived recognition as a Nursing Legend and Dee Billops was the recipient of theCommunity Service Award. Erma Marbut currently serves as the President of theNMNAI and Dee Billops serves as Treasurer.The nomination for Erma Marbut as Legend noted: “Erma’s journey intoprofessional nursing started with LPN licensure by attending the Indian School ofPractical Nursing in the era of Bureau Indian Affairs and its Indian DeterminationProgram.” Upon completion of the LPN program Ms. Marbut was relocated toStaten Island, New York. Her interest in the betterment of the life of all Indianpeople, and her desire to obtain advanced education in the nursing profession onlygrew and was put into action. During a career spanning fifty-six years in nursingshe worked to address the healthcare disparities, racism, poor living conditions ofNatives living in the urban setting and the ongoing lack of understanding of Nativeculture, and their arts and crafts. She served as a chief nurse within the IndianHealth Service at Crownpoint making many inroads and only recently finalized herdirect care.Dee Billops has been committed to nursing education in New Mexico andrecently persevered to achieve her PhD. She continues to serve in academia. Herrecognition stems from her unending volunteer work during the pandemic. Sheworked with others in the NM Nurses Association to package and deliver PPE(including face shields) and hand sanitizer to twenty-two clinics, hospitals and longterm care facilities in northern and central NM. She regularly volunteered three timesa week to serve in the vaccine clinic at the Pitt.It should be noted that Erma Marbut and Dee Billops co-founded andincorporated the only non-profit native American nursing professional associationincorporated in year 1980 as the New Mexico Native American Indian NursesAssociation.Most recently, under their leadership, NMNAI has successfully applied for grantsfrom the NM BON Nursing Excellence funds to increase the percentage of NativeAmerican nurses to implement a scholarship program for native nursing students.Erma Marbut has written grants and Dee has facilitated the awards and written onthe outcomes. Several grants have been awarded up to the present. Unlike mostscholarships, the scholarship grant is issued to the student to use for unforeseenand/or extraneous costs for education and includes a strong, unique mentoringcomponent. Under the Leadership of Erma and Dee this NMNAINA MentorshipProgram was established and the mentorship curriculum was chosen because it isbased in traditional value systems of American Indian people. One purpose of thisworkshop is to train Native and non-Native nurses to become mentors for AmericanIndian nursing students from rural areas who are accepted and attending variousnursing programs. At present there are now 35 mentors trained around the stateof New Mexico. The main aim of the scholarship and mentorship workshop is toincrease the percentage of Native American nurses providing care in New Mexico toequal, in the future, the percentage of Native people in the state (11%).Dee Billops PhD, RN Community Service Award Recipient andErma Marbut MSN, RN Nursing LegendThe New Mexico Nurse Page 3CONGRATULATIONS TOAPPROVED PROVIDERSwho received NMNA re-approval for three years!Approved Providers go through a rigorous review process to achieve NewMexico Nurses Association approval to award contact hours to nurse learnersand others in the organization and community. This includes a Self-study inwhich the applicant assesses its own performance regarding structural capacity,education design processes and quality outcomes. NMNA Nurse Peer Reviewersevaluate the Self-study for alignment with the American Nurses CredentialingCenter criteria to award approval.ORGANIZATIONSPRIMARY NURSE PLANNERSShannon Medical CenterSan Angelo, TXCameron Wilson, MSN, RN, NPD-BCUniversity Medical Center El PasoEl Paso, TXCelia Gonzalez-Najera, BSN, RN
Page 4 The New Mexico NurseJuly, August, September 2022NMNA members represented New Mexico Nurses duringANA Hill Day and Membership AssemblyNMNA Delegates to Membership Assembly and award winningnursing practice
July, August, September 2022The New Mexico Nurse Page 5ANA Public Health Service AwardLisa E. Patch, MSN, RN, NCSNExecutive Director of Health ServicesAlamogordo Public SchoolsThe American Nurses Association (ANA) Board ofDirectors has selected Lisa Patch, MSN, RN, NCSN toreceive the ANA Public Health Service Award, whichrecognizes the exceptional leadership and outstandingprofessional contributions of a public health nurse inshaping the role and advancing the practice of publichealth nursing. Ms. Patch is the Executive Directorof Health Services for Alamogordo Public Schools.She was recognized at a reception on the evening ofThursday, June 9, 2022 immediately preceding the2022 ANA Membership Assembly, which was held atthe Grand Hyatt Washington hotel in Washington, DC.Recipients of ANA national awards have alwaysrepresented the best of the best and NMNA waspleased to be there when she was presented with thehonor.Detention Center Registered NursesNursingALD.comcan point youright to that perfect NURSING JOB!NursingALD.comFree to NursesPrivacyAssuredQualifications: Registered Nurse withAssociates or Bachelors in nursing degree,One year of Nursing experience.May be required to work irregular hours, attend jobrelated meetings in and out of town and be required toperform other duties as assigned.Starting Salary 32.72 - 36.12 per hour DOE.Excellent benefits:Easy to UseE-mailedJob LeEddy County Detention Center is hiringRegistered Nurses - 2 Full Time Positionspaid vacation, sick leave, holiday pay, and PERAretirement plan. Health insurance paid at 100% forfull-time employees and at 60% for their dependents.adsDetailed job specifications and applications may be obtained atwww.eddycounty.org. For those that need any assistance in applyingfor a position online you can visit the New Mexico Workforce Connection.EQUAL OPPORTUNITY EMPLOYER M/F V/DTo learn more about our amazing opportunities,please contact:LCDR Reyna R. Garcia, MSN, MBA, RN,Chief Nurse ExecutivePh: 575-759-7229 or email: reyna.garcia@ihs.govApply today at usajobs.gov
Page 6 The New Mexico NurseJuly, August, September 2022Meeting the nurse staffing challenge, part one: Recruitment tipsGeorgia Reiner, MS, CPHRM,Risk Specialist, NSONMNA felt all parties will benefit from thisarticle provided by NSO: Meeting the nursestaffing challenge, part one: Recruitment tips.The COVID-19 pandemic has reinforced the need forhealthcare and nursing leaders to shift their approachto nurse recruitment and retention, as the exodus ofnurses takes its toll on remaining staff and, in somecases, quality of care. This article, the first in a twopart series on nursing recruitment and retention, willaddress recruitment strategies that leaders can utilizeto help attract new nurses to their organization.The link for this article on the NSO ffingChallengeThe COVID-19 pandemic has prompted nursesto rethink their careers and reinforced the need forhealthcare and nursing leaders to shift their approachto nurse recruitment and retention. A 2021 surveyby the American Nurses Foundation found that 18percent of 22,316 respondents planned to leave theircurrent position in the next six months. When thedata are sorted by nurses working in hospitals (8,524),that percentage rises to 21 percent. These pandemicrelated staffing problems are intensified by factorsthat existed before COVID-19 and that still plagueleaders. For example, hospitals in rural areas continueto struggle more with nurse staffing than those inurban locations. Generational differences also exist,with Generation Zers and Millennials more likely toleave positions compared to Generation Xers and BabyBoomers. The exodus of bedside nurses takes its tollon remaining staff and, in some cases, quality of care.Too often, organizations have viewed nursesprimarily as an expense, failing to understand thatinvesting in this workforce yields financial rewards.High-quality nursing care helps to reduce thelikelihood of patient safety events and costly medicalmalpractice lawsuits related to missed errors. Savvyleaders know that ensuring appropriate staffing levelsis key to the financial health of the organization, whichmeans engaging in effective recruitment and retentionstrategies. This article, the first in a two-part serieson nursing recruitment and retention, will addressrecruitment strategies that leaders can utilize to helpattract new nurses to their organization.RecruitmentNursing and other organizational leaders need towork closely with human resources staff to ensurerecruitment processes are efficient and effective:Craft ads that work. First impressions count.Everyone is your competitor for a limited pool ofnursing talent, so do what you can to make yourorganization stand out as an attractive place towork. Be sure images in recruitment ads reflectthe organization, particularly when it comes todiversity. Many organizations feature their ownnurses in ads, which has the additional benefit ofemployee recognition. Try to make your messagingas personalized as possible, emphasizing yourorganization’s culture and authentically communicatingwhy nurses should want to be a part of yourorganization.Reach out early. Ask staff who work withstudents completing clinical rotations to identifythose who might make good employees whenthey graduate. Then get to know the students andencourage them to apply when the time comes. Ifyou lead a specialty unit, invite students to attendmeetings (onsite or virtual) of local chapters of thenational specialty nursing association so they can learnmore about the role. You also may want to partnerwith local schools to teach a class or workshop so youcan connect with sites often miss the opportunity to featurenurses. Your facility’s website should have a specialsection highlighting nursing, including stories thatfeature individual nurses. You can ask staff to recordvideo testimonials that highlight what they enjoyabout working for your organization. In addition,your organization’s job portal and job applicationprocess should not be so cumbersome that potentialemployees give up in frustration.Individualize benefits. Avoid a “one size fitsall” approach to benefits. Instead, offer a menuthat nurses can choose from. For example, a latecareer nurse may be more interested in retirementmatching funds, but a newer-to-practice nurse may beattracted to a flexible schedule, tuition or student loanassistance, or child-care benefits.Obtain Magnet status. Becoming a Magnet designated facility can be expensive, but many nursesprefer organizations with this designation, so it can bewell worth the investment. Magnet status also mayhelp reduce turnover and decrease patient morbidityand mortality.Provide optimal onboarding. This is oftendiscussed as a retention tool, but it also falls underthe recruitment category, as potential employees wantto know how supported they will be in their newrole. This is particularly true of new graduate nurses,who have seen their recently graduated colleaguesrushed into practice as a result of the pandemic. Manyorganizations are being shortsighted in cutting backon nurse residency programs, which not only attractstaff, but also promote a smoother transition intopractice, thus increasing retention.
July, August, September 2022Preceptors should be chosen based not only ontheir level of expertise, but their effectiveness aseducators. Orientees (and preceptors) should knowthat they can speak up if the match isn’t working.Be sure staff feel warmly welcomed. For example,some organizations send a signed welcome card to theemployee’s home before their start date. Others postthe employee’s name and photo in a visible location onthe unit.Check in regularly with new staff to see how theyare adjusting, such as weekly for a month, then everyother month or so, and then after 6 months.Meeting the challengeFinding creative solutions to recruit nurses is moreimportant than ever. However, it is only the firstpiece of the puzzle to building a robust nursing team.Creating a safe, supportive work environment thatrecognizes nurses’ meaningful contributions is essentialto encourage nurses to want to keep working for yourorganization. Part two will discuss retention strategiesthat healthcare and nursing leaders can employ to helpincrease the likelihood that they retain current nursingstaff.The New Mexico Nurse Page 7ReferencesAmerican Nurses Credentialing Center. Magnet tionalpro grams /magnet /ab out- magnet / w hy - b e com e magnet/benefits/American Nurses Foundation. COVID-19 impactassessment survey – the first year. 2021. environment/health-safet y/disaster-preparedness /coronavirus essment-survey/CNA & NSO. Nurse Professional Liability Exposure ClaimReport: 4th Edition: Minimizing Risk, ingExcellenceMalliaris AP, Phillips J, Bakerjian, D. Nursing and PatientSafety. Agency for Healthcare Research and -andpatient-safetyPink D. When: The Scientific Secrets of Perfect Timing.Riverhead Books; 2019.Reitz O, Anderson M, Hill PD. Job embeddedness andnurse retention. Nurs Admin Q. 2010;34(3):190-200.Sherman RO. The Nuts and Bolts of Nursing Leadership:Your Toolkit for Success. Rose. O. Sherman; 2021.Wolters Kluwer. Ten recruiting strategies to attractnurses. 2019. r: The information offered within thisarticle reflects general principles only and does notconstitute legal advice by Nurses Service Organization(NSO) or establish appropriate or acceptable standardsof professional conduct. Readers should consult withan attorney if they have specific concerns. NeitherAffinity Insurance Services, Inc. nor NSO assumes anyliability for how this information is applied in practiceor for the accuracy of this information.This risk management information was providedby Nurses Service Organization (NSO), the nation'slargest provider of nurses’ professional liabilityinsurance coverage for over 550,000 nurses since 1976.The individual professional liability insurance policyadministered through NSO is underwritten by AmericanCasualty Company of Reading, Pennsylvania, a CNAcompany. Reproduction without permission of thepublisher is prohibited. For questions, send an e-mail toservice@nso.com or call 1-800-247-1500. www.nso.com. Complete your BSN in 10 months(32 credit hours) Complete your MSN in 16 months(36 credit hours) Complete both degrees in 24 months withour accelerated option!Program Highlights Over 100,000 in nursing scholarships annually 8-week courses boost progress ACEN accredited Rolling admission - enroll in fall, spring orsummerAffordable college starts today:enmu.edu/Apply
Page 8 The New Mexico NurseJuly, August, September 2022ANA Professional Policy Committee - Policy ProposalThe Impact of Climate Change on HealthNMNA Delegates to the ANA MembershipAssembly held June 10, 11, 2022 in WashingtonDC will be participating in this dialogue forum.NMNA wants members to be aware of theproposal and this process for policy updates andchange at ANA.Reprinted with permission, New Hampshire NursingNews March 2022Topic: The Impact of Climate Change on HealthStrategic Goal: Evolve the Practice of Nursing toTransform Health and HealthcareDescribehowthisproposalrelatesto the above strategic goal?This proposal requests that American NursesAssociation (ANA) update its position statement onClimate Change and Health, which has not beenrevised since 2008 (ANA HOD, 2008) and to host aDialogue Forum to inform that process. In August ofthis year, the World Health Organization stated thatclimate change is now “the single biggest health threatfacing humanity.” (WHO, 2021) A recent editorialpublished in 200 leading medical journals, includingThe Lancet, The New England Journal of Medicineand the British Medical Journal, argued that the worldcannot “wait for the COVID-19 pandemic to passbefore addressing climate change.” (Sommer, 2021)(Gaines, 2021) The WHO (2021) recognizes nurse aseffective and trusted messengers of public healthinformation, and once again, the Gallop poll hasranked nurses as the most trusted profession. (Gaines,2021) As the leading nursing organization, ANA needsto take a strong leadership position in addressing theimpacts of climate change on human and populationhealth, and help prepare nurses to engage patientsin conversations about climate change and its healthimpacts.Further, the health impacts of climate changedisproportionately impacts the most vulnerablepopulations. A recent EPA analysis demonstrated thatunderserved communities disproportionally suffer themost severe harms resulting from climate change andare the least able to prepare for and recover fromthe impacts of climate change. (EPA, 2021) The EPAanalysis further noted that “racial and ethnic minoritycommunities are particularly vulnerable to the greatestimpacts of climate change.” (EPA, 2021).In a 2018 policy statement, the American Academyof Nursing noted that nurses play essential roles inpublic health and emergency services and throughthis work they can respond to and reduce healthconsequences of climate change. (Leffers & Butterfield,2018) The International Council of Nurses PositionStatement on Nurses, Climate Change and Health, asANA Professional Policy Committee - Policy ProposalThe Impact of Climate Change on Health revised in2018, calls on national nurses’ associations, to “raiseawareness of the health implications of climate changeand how to assess and address climate change risksto health by developing policy documents on thesubject,” (ICN, 2018).Updating and revising position statements fallsdirectly within ANA’s strategic goal to evolve thepractice of nursing to transform health and healthcare,and specifically within strategic objective 3.2 toevolve nursing programs and practice priorities. ANA’sNursing Scope and Standards of Practice, 4th Edition,Standard 18 calls on registered nurses to practiceso as to advance environmental safety and health,and specifically to advance environmental concernsthrough advocacy and to promote “sustainable globalenvironmental health policies.” (ANA, 2021) Whatbetter way to promote environmental health and safetyfor all patients than to educate nurses on the linksbetween climate change and health and provide toolsand resources so they can incorporate climate changeinto their nursing practice (many resources and toolsalready exist which ANA can share through it nursingnetwork)?Climate change has helped drive a fivefold increasein the number of weather-related disasters in thelast 50 years. (Pruitt-Young, 2021) Secretary-Generalof the World Meteorological Organization, PeterriTaalas, recently stated that the warming of oceanshas increased the frequency and geographic regionof the most intense tropical storms. (McDaniel, 2021)Charles (2021) notes that rising heat is amplifyinghurricanes and torrential rain, which in turn triggerflooding, as well as increasing the number of wildfiresand the length of the wildfire season in areas withdiminished rainfall. Nurses need to be prepared to helpaddress natural disasters, e.g. tornadoes, hurricanes,flooding, extreme heat, and wildfires, when theyoccur. This emergency preparedness planning needsto occur before the climate change induced disastersoccur and must incorporate public health and safetyconcerns including mitigation strategies and responseand recovery plans, taking into special considerationpopulations most vulnerable to significant negativeimpacts from these disasters. Providing nurses with therequisite knowledge and training to better prepare forclimate-related disasters exactly correlates with ANA’sstrategic objective 3.1, to enhance nurses’ disasterpreparedness capabilities.Does the proposal have national relevance? YesIdentify if the proposal is being submittedby leaders of an entity (e.g., C/SNA, IndividualMember Division (ANA-IMD), ANA Board ofDirectors or Organizational Affiliate) or by anindividual ANA member (e.g., ANA-C/SNA orANA-Only).Introduced By: Joan C. Widmer, MS, MSBA, RN,CEN, Treasurer, ANA Board of DirectorsSupported by: New Hampshire Nurses Association(Judith Joy), ANA-Vermont (Meredith Roberts),ANA-Michigan (Tobi Lyon and MaryLee Pakieser),Minnesota Organization of Registered Nurses (KathiKoehn), Washington State Nurses Association (DavidKeepnews), Montana Nurses Association (Vicki Byrd),Delaware Nurses Association (Chris Otto), ANACalifornia (Marketa Houskova), ANA-Massachusetts(Cammie Townsend), Colorado Nurses Association(Colleen Casper), New Mexico Nurses Association(Deborah Walker), Alliance of Nurses for HealthyEnvironments (Katie Huffling)Prepared by: Joan C Widmer, MS, MSBA, RN,CEN, (ANA-BOD/NHNA), Judith A. Joy, PhD, RN, (NewHampshire Nurses Association), MaryLee Pakieser,MSN, RN, FNP-BC, (ANA-Michigan), Meredith Roberts,PhD, RN (ANA-Vermont), Kathi Koehn, MA, RN, FAAN(Minnesota Organization of Registered Nurses), Lisa DelBuono, MD, (Michigan Clinicians for Climate Action)and Katie Huffling, DNP, RN, CNM, FAAN (Alliance ofNurses for Healthy Environments).Primary Contact Person (or Designee):This individual needs to be available torespond to questions or requests from theProfessional Policy Committee or MembershipAssembly Representatives if the proposal isaccepted.Name: Ms. Joan C. WidmerCredentials: MS, MSBA, RN, CENPhone Number: 603-620-1531Email Address: joan.widm
President: Michael Shannon MSN, BSN Vice President Rachel Frija DNP, RN-BC Treasurer: Barbara Salas C-NP Secretary Lisa Leding DNP, MSN, RN Directors: Suzanne Canfield MBA, BSN, RN, NPD-BC Mitch Irwin MSN, RN Siri GuruNam Khalsa MSN, RN Judy Liesveld PhD, MS, BSN Cynthia Nuttal PhD, RN Lisa Marie Turk MSN, RN Mario Valencia MBA, MSN, RN Committees:
