Indiana’s healthcare rules evolve frequently—especially across EMS mental-health training, long-term care aide programs, and nursing renewals.
If you manage a facility, teach, or practice clinically, missing a change can mean delays in hiring, lost shifts, or survey findings.
Below is a concise, real-world guide to Indiana’s current standards, key 2025 changes to watch, and a repeatable workflow to keep your team compliant all year.
Snapshot: Key standards you need to know
- Certified Nurse Aide (CNA) programs in Indiana must include at least 30 hours of classroom/online instruction and 75 hours of clinicals (minimum 105 hours total).
- Qualified Medication Aides (QMAs) must complete 100 hours of training (60 classroom + 40 supervised practicum) and 6 hours of medication-related in-service each year.
- Nursing renewals: RNs/LPNs currently have no CE for license renewal; APRNs with prescriptive authority need 30 CE hours every 2 years including 8 pharmacology (and typically 2 hours on opioid prescribing/abuse tied to CSR renewals). Also note RN licenses renew Oct 31 of odd-numbered years
- EMS professionals (EMR/EMT/AEMT/Paramedic) must now complete basic mental-health and wellness training after December 31, 2024 as part of certification/licensure—covering coping skills, PTSD/suicide recognition, and resource awareness. Indiana is in the EMS Compact, which confers a privilege to practice across member states when criteria are met.
- TB screening: Indiana rules for certain facilities require baseline TB screening and annual evaluations (via Mantoux two-step skin test or Quantiferon-TB), with specified follow-up for positive results.
- Infection prevention: IDOH actively promotes specialized infection prevention & control (IPC) training for long-term care staff; CDC offers free Infection Preventionist training for nursing homes.
At-a-glance table: Indiana healthcare training & renewal standards (2025)
| Role/Area | Core 2025 Requirement | Renewal/Hours | Notes |
|---|---|---|---|
| CNA (NATCEP) | ≥30 hours classroom/online + 75 hours clinical (105 total) | Certification/recert per IDOH | Program oversight by IDOH; curriculum sets minimum course standards. |
| QMA | 100 hours (60 classroom + 40 practicum) | 6 hours medication-related in-service each year | Works under RN/LPN supervision; scope restricted to QMA duties. |
| RN/LPN | No CE mandated for renewal | RN licenses expire Oct 31 in odd-numbered years; LPN in even-numbered years | Keep contact email current for renewal notices. |
| APRN (with prescriptive authority) | 30 CE / 2 years, incl. 8 pharmacology | Often +2 hours opioid CE tied to CSR | Pharmacology course age may trigger additional CE/letters. |
| EMS (EMR/EMT/AEMT/Paramedic) | Mental-health & wellness training required after Dec 31, 2024 | Per certification cycle | Indiana participates in EMS Compact; ensure SSN on Acadis for Compact compliance. |
| TB screening (select facility types) | Baseline + annual screening (Mantoux two-step or Quantiferon) | Annual | Positive results trigger restricted duties until cleared. |
| Infection Prevention | Facility IPC training strongly emphasized | Ongoing | IDOH programs & CDC Infection Preventionist course available. |
What changed or is new for 2025?
1) EMS mental-health training is now baked into certification
Indiana statute requires basic mental-health and wellness training for EMS personnel after December 31, 2024. The curriculum must address healthy coping, PTSD and suicide warning signs, and available resources; training can be online/virtual. Build this into onboarding and renewal checklists for all EMS levels.
Pro tip: Because Indiana is an EMS Compact state, ensuring your Acadis profile is complete (including SSN for identity verification) helps maintain cross-state privilege to practice—a major workforce flexibility advantage for systems near state lines or during surge staffing.
2) CNA & QMA program expectations remain precise
- CNAs still require minimum 105 hours of training; programs must adhere to IDOH’s minimum course standards
- QMAs require 100 hours and continuing 6 hours of medication-related in-service every year—a detail many facilities overlook during annual education planning.
3) Nursing renewals: same structure, specific APRN CE
- RNs/LPNs: no CE for renewal (but many employers and specialty boards still expect annual competencies). RN renewal deadline lands Oct 31 of odd years.
- APRNs with prescriptive authority: 30 total CE hours, 8 pharmacology, and opioid prescribing/abuse content commonly required as part of CSR renewal. Plan year-round to avoid last-minute rush before October.
4) TB screening rules you must align with
Indiana rules for certain licensed settings require baseline and annual TB screening (Mantoux two-step or Quantiferon), with additional radiographic evaluation if positive. Cross-check your employee health policy to ensure the two-step is documented correctly for new clinical hires.
A simple, repeatable system to stay current all year
Step 1: Build an annual regulatory calendar
- January: Update policies to reflect any statutory changes effective after Dec 31 (e.g., EMS mental-health training).
- Spring/Summer: Confirm nursing renewal windows and roster statuses; front-load APRN CE.
- Quarterly: Audit CNA/QMA in-service logs, NATCEP hour tracking, and instructor credentials
- Annually: Re-validate TB screening workflows—document two-step for new hires; schedule annual evaluations.
Step 2: Standardize onboarding & renewal checklists
- CNA onboarding: verify program hour breakdown (≥30 didactic, 75 clinical), skills checklists, and competency sign-offs.
- QMA: capture 100-hour proof and queue 6-hour medication in-service on an annual cadence.
- Nurses: track RN/LPN renewal deadlines; for APRNs, maintain pharmacology hour counts and opioid content documentation tied to CSR.
- EMS: insert the mental-health and wellness module into initial and renewal training; for multi-state response teams, confirm EMS Compact readiness and Acadis details.
Step 3: Use role-specific training hubs
- Long-term care infection prevention: enroll clinical leaders in IDOH or CDC nursing-home IPC training to align with current IPC expectations.
- EMS: align course syllabi with IDHS education levels (EMR/EMT/AEMT/Paramedic) and the scope of practice.
Step 4: Document, document, document
Surveyors and boards want clear, retrievable proof:
- Certificates showing topic, hours, date, instructor/provider.
- Policies citing the applicable rule (e.g., TB two-step and annual follow-ups).
- For APRNs, logs that separate pharmacology hours and opioid training.
- For EMS, proof of the mental-health module completion post-2024.
Role-by-role deep dive
CNAs: building the workforce pipeline
Indiana’s NATCEP minimums—30 didactic + 75 clinical—give facilities a predictable baseline for classroom scheduling, simulation labs, and preceptor coverage. If you sponsor a program, ensure your curriculum maps exactly to required content areas and that clinical ratios support supervised skills performance.
QMAs: medication safety depends on ongoing education
Beyond the 100-hour initial program, many facilities under-plan for the annual 6-hour medication-related in-service requirement. Roll these hours into your medication safety plan (high-alert meds, insulin administration, crushing tablets, eye/ear drops, documentation). Track attendance and post-tests to withstand audits.
Nurses & APRNs: renewal timing and CE strategy
- RNs/LPNs: No CE requirement doesn’t mean “no learning.” Maintain BLS/ACLS/PALS per role, annual competencies, and employer-mandated modules (e.g., infection control, HIPAA, workplace violence). RN expiration: Oct 31 (odd years)—calibrate staffing around renewal month so patient care isn’t disrupted.
- APRNs: The 30/8 rule (30 total; 8 pharmacology) plus opioid/abuse content linked to CSR is the guardrail. Many APRNs smartly finish 15 hours by spring and 15 by summer, leaving October free of CE emergencies.
EMS clinicians: mental health competency is mandatory
From Jan 2025 onward (i.e., after Dec 31, 2024), Indiana ties EMS certification to basic mental-health training that can be completed online. Make it part of your orientation and yearly refresher. If your agency deploys regionally, leverage Indiana’s EMS Compact participation to support cross-border operations—ensure all rostered clinicians have clean Compact eligibility, which includes identity elements in the Acadis system.
TB screening & employee health: don’t miss the annual tick
Indiana rules for certain facility types still call for baseline and annual TB assessments. For new hires with no recent documented test, ensure the two-step Mantoux process (1–3 weeks between steps) or use an IGRA (Quantiferon). Positive findings require medical clearance before patient contact. Align onboarding packets, lab contracts, and tracking dashboards accordingly.
Compliance toolkit you can copy today
- Create a “Reg Rules” dashboard with these columns: Role, Requirement, Hours, Due Date, Evidence Stored (file path), Notes.
- Automate reminders at 90/60/30 days before: RN renewals (odd years), LPN (even years), APRN CE, QMA in-service, TB annuals.
- Centralize certificates by staff ID; require same-day uploads for any completed training.
- Quarterly audits: randomly sample 10% of files for CNA/QMA hours, APRN CE breakdowns, EMS mental-health proof.
- IPC bench strength: send at least one RN leader through a CDC Infection Preventionist course; cascade micro-inservices to floor staff.
Indiana’s 2025 landscape is clear once you map it: CNA (105 hours) and QMA (100 hours + 6 annual) standards, RN/LPN renewals without CE, targeted APRN 30/8 + opioid education, EMS mental-health training post-2024, and TB screening rules for designated settings.
Build a calendar, checklist, and evidence vault, and tap IDOH/CDC training pipelines to keep your teams sharp.
With these habits, you’ll pass surveys, onboard faster, and—most importantly—deliver safer care.