Student Employment and More

A UNE is a student in an approved nursing program leading to entry to practice as a Registered Nurse (RN) or Registered Psychiatric Nurse (RPN) who works in a health care setting. The UNE is an unregulated member of the inter-disciplinary team, who is supervised by an RN or RPN. UNE’s are hired into casual positions. They are a member of the Manitoba Nurses Union.

To be hired as a UNE, an individual must be actively engaged in full or part-time studies in an accredited nursing program leading to an RN or RPN entry to practice.
The minimum qualification required to be a UNE is the successful completion of the third year or enrolled in third year with a minimum of 450 hours* of clinical practice in an approved nursing education program leading to initial entry to practice as a RN or RPN.
Verification of clinical hours and evidence of the appropriate clinical placement (as stated above) is required by the education institution. Students will be expected to provide this and confirmation is collected by the hiring manager at the interview.
Verification by educational institutions may be completed by the use of the Undergraduate Nurse Employee (UNE) Clinical Hours Confirmation form, or documentation from the educational institutions. Hiring managers should collect the verification at the time of interview. In addition to the minimum of 450 hours*, completion of a clinical placement in a medical/surgical or mental health setting is required in order to work in relevant patient care areas. Ongoing verification of enrollment should be confirmed by managers quarterly.

Please see the Undergraduate Nursing Employee (UNE) Job Description for further information.

When a student is no longer enrolled in a post-secondary nursing program, they are no longer eligible to be employed as a UNE. A UNE can no longer work as a UNE once they have completed all their educational requirements to become a Registered Nurse. Once they are done their education they can register as a Grad Nurse. They cannot work as a UNE once their practicum is complete.
*448 hours for BScPN

The approved nursing programs for entry to practice as a Registered Nurse (RN) or Registered Psychiatric Nurse (RPN) located in Manitoba are:

• Brandon University
• University of Manitoba
• Red River College
• Université de Saint Boniface – (Saint Boniface University)
• University College of the North

Please refer to your sites hiring process policies. Each site will be required to work with their finance department to create Undergraduate Nurses Employee casual position control numbers.

Yes, hiring managers make decisions about which candidate is best for the position. Specific requirements for eligibility for employment may be included in the position posting. It is recommended that the manager review the provincial UNE Job Description with the successful applicant.

• Patient population: In-patient medicine, surgery, mental health only(phase 1)
• UNE skill set to determine patient level of acuity in the assignment
• Appropriate supervisory resources available on the unit for mentorship
• Operational funding
• Well-functioning team
• Supportive unit leadership team: Manager/Charge/CRN
• Ability to hire at least two UNE positions for a supportive environment
• Collaborative learning environment

No, the UNE’s are not required to work the same shift. If your supervisory model can accommodate two UNEs per shift that can also be done. The intent with having at least two UNE positions on the unit is for the UNE to have a colleague to talk with and share their new experience. Having more than one UNE on the unit will also facilitate the teams in learning and understanding the role.

• UNE Clinical Hours Confirmation (with a minimum of 450 clinical hours* worked and a clinical placement in medicine, surgery or mental health inpatient unit) or written confirmation from the educational institution.
• Active enrolment verification in an approved nursing education program.
• A satisfactory Criminal Records Check including a Vulnerable Sector Search, Adult Abuse Registry Check and Child Abuse Registry Check
  *448 hours for BScPN

• Competitive salary
• Entitlement to vacation and statutory holiday pay which is earned on each cheque
• Hired as casual nursing employee
• Casual employees are exempt from receiving health care benefits
• Casual employees are eligible for WCB

UNEs are unregulated providers; therefore, are not to be used as replacement staff for fully qualified RNs, RPNs or LPNs. The UNE is accountable for providing safe patient care in accordance with their educational preparation and competency. The UNE is responsible for seeking consultation and guidance. The UNE is excluded from employment in a practice setting (e.g. unit) for the period of time that they are in a clinical placement as a student in that practice setting.

UNE’s are hired as casual employees, and often support units during high vacation time periods. The UNE’s can be scheduled up to full-time hours and be called in on short notice within the unit they are employed. Utilization and employment of UNE’s shall not result in elimination or reduction of positions for all other classification of nurses, nor result in the reduction of the availability of additional available shifts, or a reduction in the hours that would otherwise be available for any other classification of nurses.

Direct supervision: a RN/RPN or regulated health-care designate is present in the practice setting at the point of care and provides supervision “at the side of the UNE.” Indirect supervision: a RN/RPN is available for guidance and consultation and oversight but is not “directly by the side of the UNE.” The supervising RN/RPN must be readily available on the unit or in the same location where the care is being provided and must have the opportunity to observe the nursing practice as required.

Each UNE needs to be assigned a supervising RN/RPN at the beginning of each shift in a direct or indirect supervision relationship. The supervising RN/RPN in collaboration with the UNE is responsible for making a reasonable and prudent care assignment for the UNE.

The nursing activities performed, and level of supervision required are determined by legislation, standards of supervision outlined by regulatory bodies, educational preparation, practice setting, complexity of the Patient level of risk involved, and competency of the UNE. In collaboration with the UNE, the RN or RPN at the point of care has the responsibility to make a reasonable and prudent UNE Patient care assignment.
The UNE must not perform any nursing intervention that they have not attained competency in the nursing education program as per UNE job description.
The UNE must seek guidance and assistance when the complexity of the patient (client/resident) condition or care is beyond the competency of the UNE or the patient status changes.

• Performs nursing care safely according to the knowledge, skills and abilities obtained in formal nursing education in collaboration with the RN or RPN
• Can be considered to perform reserved acts under the direct or indirect supervision of the RN/RPN and only after level of UNE competency and potential risk has been considered by the RN/RPN and has acquired knowledge and skills in their nursing education program.
  For additional resources regarding assignment of care, please see the links below.
• Supervision of Undergraduate Nurse Employees (UNEs) – College of Registered Nurses of Manitoba | College of Registered Nurses of Manitoba (crnm.mb.ca)
• Practice-Direction-Supervision-of-Undergraduate-Nurse-Employees.pdf (crpnm.mb.ca)

There is not a specific list of reserved acts for UNEs to perform as the UNE is only to perform a reserved act that they have the competency attained in their approved nursing education program. There is an extensive list of reserved acts on the CRNM website for general guidance of RN practice.

The UNE must have attained competency in their approved nursing education program. The reserved acts and/or nursing intervention must be appropriate to the practice setting.
The RN/RPN at the point of care must determine the level of risk in the UNE performing the reserved acts and the supervision required.
Additional considerations:

• Assessment of the patient population and their health care needs.
• Nursing care required and reserved acts to be performed.
• Employer policies
• Current established competencies of the UNE.
• The supports and resources available for supervision.
• Level of risk in the UNE performing the reserved acts.
• The RN or RPN still remains responsible for the supervision of the UNE for the overall provision of patient care.
  To perform reserved acts, UNEs must be supervised either directly or indirectly in the practice setting by a Regulated Health Care Professional authorized and competent to independently perform and supervise that reserved act.

If the UNE’s assigned supervisor is not available to supervise the completion of the task, an alternate RN or RPN may be designated to supervise the UNE. If an alternate is not available, then the opportunity should be declined.

The UNE signs the chart as first name initial, full last name and UNE.

The UNE should introduce themselves by name and indicate that they are an Undergraduate Nursing Employee. They should also indicate who is their supervising nurse for that day.

Yes, if the UNE’s basic education included order processing, they can process orders.

Yes, some facilities/sites choose to employ the UNE in a casual status position year- round
however, they must remain actively enrolled in an accredited nursing program.

An individual may not be a student and a UNE on the same unit during the same timeframe.

An individual may not be a student (clinical placement/practicum) and a UNE on the same unit.
An individual may not complete their senior practicum on a unit where they have been
employed as a UNE. A UNE may work on units other than where they are doing their clinical
placement. There may be rare instances that are reviewed on a case by case basis and that
attempt to find solutions to barriers and support our learners.

No. UNE’s do not provide supervision to other employees, such as Health Care Aides, UNEs or
students.

Much like any other healthcare employee employed by Shared Health, WRHA, PMH, IERHA,
SHSS and NRHA are covered by their employers HIROC policy.

No. The UNE is hired to a unit. They are not to be floated to different units.

Casual incremental hours will transfer over to a part time position as per the provisions of the
collective agreement.

It is suggested that the sites follow their site policies related and processes related to casual
employees.

As a condition of employment, the UNE must be actively enrolled in an approved nursing education program leading to initial entry to practice as a RN or RPN. Should the UNE for any reason other than graduation from the nursing program, no longer be enrolled in an approved nursing education program, they must inform their manager immediately.
When a student is no longer enrolled in a post-secondary nursing program, they are no longer eligible to be employed as a UNE. A UNE can no longer work as a UNE once they have completed all their educational requirements to become a Registered Nurse. Once they are done their education they can register as a Grad Nurse. They cannot work as a UNE once their practicum is complete.

The UNE should inform the manager when they are graduating. The manager should work with the UNE leading up to their graduation to assist in applying for positions in the health care system.
When a UNE applies for a RN or RPN position and meets the qualifications of the posting ( i.e. is now a GN), the casual seniority that the UNE has accrued in the UNE position would be used as per Article 3509 for the purposes of Article 30 and only against other qualified casual MNU members and where there are no FT or PT applicants.

The intent of the UNEs is to bring students in early to establish an employment relationship that will carry on post-graduation. All UNE’s are hired into casual positions. The casual position does not have a budget attached, similar to any other casual positions that are created.

A UNE can hold one position, on one unit within a facility. They cannot hold positions at multiple facilities. We want to ensure we provide as many nursing students as possible the opportunity with these positions. The UNE should have the opportunity to gain enough experience and to work up to full-time at the one site, if they desire.

A UNE can start working days and/or evening shifts. Once the criteria below has been met, a UNE can start working night shifts.
To ensure UNEs continue to receive adequate support in their practice and appropriate learning experiences, the following parameters are recommended to provide guidance for employers who wish to schedule UNEs for night shifts.

The following conditions must be met:

• UNE has completed orientation to the specific site/ area of care and attended new employee orientation as applicable
• Has completed 155 hours of work in a UNE position working days/evening (13x 12 hour shifts; 20 x 8 hour shifts)
• Manager has reviewed the UNEs progress in the clinical area including feedback from the supervising nurse(s)/educator and determine UNEs readiness/suitability to work night shifts
• Appropriate supervising nurse is available to support the UNE on the night shift
• UNEs in a full-time position and enrolled in a nursing re-entry program may be scheduled for night shifts in between courses
• UNEs may not be scheduled or work night shifts only
• Approval from the manager is required for the UNE to be scheduled for nights
  

The UNE is eligible to work overtime and would be paid in accordance with the collective agreement.

The Employers are looking at a way to provide the consistency of working with the same supervising nurse(s). We feel that it will provide consistent support for the UNE as well as clarity for the supervising nurses. By maintaining the same supervising nurse for each shift, we expect that it will help improve the understanding of the full scope of the UNE capabilities and not just tasks, specifically in the beginning.

The Health Career Manitoba website contains direct links to each of the Employer’s who currently have the Undergraduate Nursing Employee posted.
Undergraduate Nurse Employee (UNE) – Health Careers Manitoba

positions to be posted at any time throughout the year as opposed to posting only at one point in time, the posting scheduled time have been adjusted to reflect the education institutions school year and we will no longer have restricted posting scheduled times. We understand that there are different times for breaks, and we don’t want to exclude any nursing student the opportunity to apply for a UNE position.
Previously approved casual UNE positions that have become vacant due to a UNE moving to a RN/RPN position, can be reposted on that same unit provided the circumstances on that unit have remained the same (i.e. stability of the unit, vacancy rate, etc.). As UNE positions become vacant, re-approval to post the vacancy is not required. If a site is requesting to create new UNE positions for units that have not previously been approved for a UNE position or additional positions on a unit, then a submission for approval is still required to be sent to the implementation committee. This can be done at any time throughout the year.

This position had been created to provide an opportunity for nursing students to consolidate knowledge and skills acquired in the approved nursing education program and apply it in a true nursing setting. The UNE role supports integrated learning and assists in their readiness to assume RN/RPN responsibility upon graduation. This will assist with recruitment and retention strategy to build nursing capacity.

Please contact your local Human Resources for assistance.