1. Are your staff considered your employees?
2. How do you verify past work experience for each hired employees?
3. How do you verify each employee's education background?
4. Do you require Criminal Background Checks for each employee you hire?
5. How do you ensure that temporary personnel have the proper credentials, licenses and experience needed to properly perform nursing services within each specialty?
6. How do you provide skills assessment and competency testing?
7. What does your employee training program address?
8. How would you meet the need to have your employees oriented to this facility?
9. How do you handle a situation where the assigned employee is not satisfactory?
10. How do you handle complaints about your services?
1. Are your staff considered your employees?
Yes
. First Call Nursing, Inc. assumes responsibility for:
a. Payment of wages
b. Withholding of federal and state income taxes
c. Withholding and paying F.I.C.A taxes
d. Worker's Compensation Insurance as required by State Labor Code
e. Unemployment Insurance is maintained
2. How do you verify past work experience for each hired employees?
With the consent of the applicant, First Call verifies past work history through a verification of reference check form, telephone or fax by management. On file would be verified places of employment, supervisors who validated the employment history, positions held, length of employment, attendance, status of employment and depending on facility policy, an appraisal of performance. 3. How do you verify each employee's education background?
Education shall be commensurate with the Board of Registered Nursing, Nursing Commission and state specific regulatory bodies and the requirement thereof: a. FC validates that the staff has substantiation of satisfactory completion of programs in which records of continuing education units, or certificates, when presented.
b. Courses of certifications considered up to standard for continuing one's competency shall be based on the individual's past and present work picture for the purpose of meeting expectations relevant to the level and type of knowledge appropriate to demonstrate skill and ability.
4. Do you require Criminal Background Checks for each employee you hire?
Each applicant for employment authorizes First Call without reservation to verify and to release any information contained in the Application for Employment including, but not limited to, background verifications, searches, certificates, certifications, education, employment validations, immigration licensure and medical history. In addition, First Call contracts with a background screening company who for each individual, completes the nature and scope of an investigation and treats as confidential and disclosure of this information. The reporting information address:
a. Verification of social security numbers
b. Criminal history to the extent permitted by law from various local, state and federal agencies.
5. How do you ensure that temporary personnel have the proper credentials, licenses and experience needed to properly perform nursing services within each specialty?
First Call Nursing Services, Inc. ensures the following procedures and requirements: Annual review of FCNSI and JCAHO Standards, Health Clearance and appropriate Department of Health Services, OSHA and other regulatory requirements is documented. a. All licensed employees provide First Call with evidence of current licensure for the state in which they will practice. Current certification or certificates evidence specialty educational programs.
b. A Clinical Skills Self Assessment - Checklist is completed annually to indicate competent proficiency.
c. Work validation references are on file to support recent and appropriate experience.
d. Evidence of satisfactory program training completion, experience and certification is required for non-licensed employees.
6. How do you provide skills assessment and competency testing?
Competencies and certifications are checked initially and annually. This program is planned to keep up the level of services constant with current standards by means of ongoing assessment of clinical performance through frequent evaluation. First Call request each hospital or facility to include First Call employees in educational programs, in-services and other opportunities that will provide exposure and experience. 7. What does your employee training program address?
First Call employee training encompasses agenda that verifies annual educational mandates, corrective actions, acts to improve self-awareness, and wisdom that would affect demonstrations of behavior impacting patient care and client satisfaction. Annual mandates includes maintaining current licensure, clinical skills checklist, cardiac life support, safety, universal precautions and other risk reductions programs suitable to educational attainment, as well as, specific JCAHO, OSHA and other requirements of regulatory bodies. 8. How would you meet the need to have your employees oriented to this facility?
First Call believes in proper staff orientation equals staff efficiency. We want our employees to be effectively utilized, and so we at First Call work with each client to form a mutually agreeable plan towards provision of proper orientation to First Call staff, whether it be in terms of formal orientation or in form of provided materials, sample forms, policies and procedures to offer a satisfactory orientation to the client facility. 9. How do you handle a situation where the assigned employee is not satisfactory?
First Call Nursing Services, Inc. shall serve as a representative for conflict resolution to facilitate communications. First Call Nursing Services, inc. employees assigned to client facilities and who do not comply with all applicable state and federal laws and client policies and procedures shall be referred to First Call Nursing Services, Inc.'s Director of Staff or designee. This employee shall be counseled. And at anytime whenever a client identifies a performance standard deficiency, we request the client to report directly to FCNSI management immediately. Whether it is a violation of client's policies and procedures or of FCNSI policy and procedure of any incidents that involve interpersonal misunderstanding among or between staff, we invite the client to refer the above to FCNSI right away. We will work with you until the above is resolved to both our satisfaction. Everything will be documented and filed accordingly for appropriate action. If we both find that the employee is considered unsatisfactory, the employee would be dismissed for alleged incompetence. Any agreed resolution will be for the best interest of the client. 10. How do you handle complaints about your services?
Any complaints that express concerns about services provided by FCNSI are given priority action by all Directors. The follow-up action and response shall be within the time period set forth by the following guidelines. a. All incidents pertaining to service, clinical performance and competency, or clarification issues shall have the follow-up response within a timely manner defined as immediate and/or up to ten (10) to thirty (30) business days in accordance with the circumstances.
b. All recommendations shall have the follow-up completed within the month of receipt of reference. A copy of the recommendation and proposal as appropriate shall be placed in the same reporting month data.
c. Directors hold the responsibility for ensuring that the needed follow-up has been properly evaluated and completed in a timely manner.
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