Investigation Process

Once a written complaint about a Member is received and it has been reviewed, the person making the complaint (complainant) will be contacted, and an investigation may be started.  We work to resolve all complaints as quickly as possible and a decision made by the Investigation Committee.  The CRNS RN Investigator will keep the Complainant and the Member updated as the investigation progresses to a decision being made by the Investigation Committee. 

The CRNS RN Investigator is not a decision-maker in this process, and all decisions about the outcome of an investigation is with the Investigation Committee.  The Investigation Committee is a statutory committee and is made up of 3 CRNS Members and 2 Public Representatives appointed by CRNS Council.

Investigation & Discipline Infographic

A visual walkthrough of the investigation and discipline process.

Investigation Steps

1. Written complaint is received by the CRNS RN Investigator. Learn more about how complaints are triaged into one of four levels.
2. Complainant and Member are notified by registered mail that an investigation is launched.
3. Member receives the complaint and is asked to respond in writing.
4. Interviews are conducted with Complainant, Member and anyone who has direct knowledge about the allegations made in the complaint.
5. Supporting documents about the allegations are obtained.
6. Investigation Committee reviews the investigation and they make a decision about professional competence and/or conduct by the Member.
7. Complainant and Member are notified of decision of the Investigation Committee.

The Investigation Committee will make one of the following decisions to conclude an investigation:

Dismissed

There is insufficient evidence to support the allegations made in the complaint.

Letter of Guidance

Evidence in the investigation tends to show undesirable practice or conduct, and there are opportunities for the Member to improve their practice to be more safe, effective or ethical through feedback and recommendations.  There is insufficient evidence to refer the matter to a disciplinary process like a Consensual Complaint Resolution Agreement or a Discipline Hearing.  This is a non-disciplinary option.

Consensual Complaint Resolution Agreement (CCRA)

There is evidence to support concerns regarding professional competence and/or conduct and the Investigation Committee asks the Member to voluntarily enter into an agreement to address the concerns.   Conditions and/or restrictions can be placed on a Member’s license to practice and it is considered a disciplinary action and marked on the e-register.

Discipline Hearing

If the Investigation Committee and Member are unable to negotiate a CCRA, or if based on the evidence it is not in the public interest to offer a low-level resolution (CCRA), the matter is then referred to a Discipline Hearing, The decision about professional incompetence and/or misconduct is then made by a Discipline Committee made up of Members and a Public Representative.

Additional Resources and information related to Investigations:

• 2017 Competence Assurance Survey