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Comprehensive and Detailed Explanation:

The NPD practitioner should verify that the requester has a legitimate, authorized need for the information and should limit disclosure to what is necessary for that purpose. An organizational email address alone does not establish that a person is entitled to every detail contained in an employee's professional-development record.

A new manager may appropriately need information regarding required competencies, outstanding requirements, or remediation relevant to the nurse's role. However, unnecessary historical information should not automatically be distributed if it is unrelated to current responsibilities.

The practitioner should follow organizational policies regarding access, secure transmission, role-based authorization, and employee records. If authorization is unclear, appropriate human resources, compliance, information-security, or leadership resources can clarify the request.

Sending records for unrelated employees would greatly expand unnecessary disclosure. Placing detailed information in a broadly accessible folder would similarly weaken confidentiality protections.

The current ANCC NPD-BC Ethical, Legal, and Regulatory Standards domain includes protection of sensitive information, legal implications, and maintenance of records. NPD practitioners frequently manage workforce and competency information and must therefore balance legitimate organizational access with appropriate confidentiality and data minimization.