医疗保健组织临时雇用的任何工人都称为临时工或非雇员。临时工可以由组织的人力资源部门直接雇用，也可以通过第三方供应商（如人员配备机构）间接雇用。

非雇员在医疗保健组织的劳动力中占很大比例，如医疗提供者、管理人员、食品服务人员、清洁工和安保人员。虽然医疗保健组织对所有员工进行背景筛查是一种常见的最佳做法，但有时组织发现很难对临时工也应用相同的就业筛查计划。

以下是使医疗保健组织难以筛选临时工的四个主要挑战以及如何克服每个挑战的建议。

挑战#1：资源有限
除了对所有员工进行背景筛查之外，医疗保健组织可能会发现他们没有足够的人员、预算或时间来筛查临时工。当通过多个第三方供应商雇佣临时工时，这个过程变得更加复杂。

建议的解决方案：不要犹豫，将临时工筛选的负担放在供应商身上。首先制定背景筛查政策，规定所有工人所需的筛查范围和频率。然后通过合同要求供应商在您的组织中安置员工时应用筛选政策。

挑战#2：就业状况不明确
一家医疗机构不想承担临时工的雇主角色。当组织雇用临时工时，他们冒着进入灰色地带的风险，这些工人可能会认为他们与员工具有相同的地位和权利。

建议的解决方案：在您所有的招聘和就业筛选过程中，确保临时工受到单独对待。无论临时工是通过人力资源部还是供应商雇用的，请确保在人员聘用的每个阶段都清楚地说明他们的非雇用状态。从入职前筛查，到后续筛查，发放胸卡，进入设施，甚至付款，都应明确其非员工身份。

挑战 #3：强制要求一致的供应商筛选
存在问题 很难让供应商将背景筛选组件添加到他们的其他服务中。大多数医疗保健组织都与多个供应商打交道，以满足他们的合同招聘需求，并且很难在所有这些第三方之间获得相同的逐个筛选服务。

建议的解决方案：在供应商选择期间，将筛选作为一项要求。制定筛选政策并修改所有供应商合同，以根据该政策强制执行筛选。当供应商不符合筛选政策要求时，请务必在合同中明确确定筛选计划指标、审核时间表和处罚。

挑战#4：难以启动筛选过程
有数百个不同类型的供应商和临时工，可能很难知道在何处以及如何实施筛选过程。

建议的解决方案：无需同时对所有供应商和临时工进行筛选流程。通常最好从最大的临时工群体或与您的组织关系最长的供应商开始。通过在一组或与一个供应商中初步测试筛选过程，组织可以返回并在将其推广到更多领域之前对该过程进行任何必要的改进。

Any worker employed on a temporary basis by a healthcare organization is referred to as a casual or non-employee. Temporary workers can be hired directly by an organization's human resources department or indirectly through third-party providers, such as staffing agencies.

Nonemployees make up a large percentage of a healthcare organization's workforce, such as medical providers, administrators, food service workers, cleaners, and security personnel. While it is a common best practice for healthcare organizations to conduct background screening for all employees, organizations sometimes find it difficult to apply the same employment screening program to temporary workers.

Here are four major challenges that make it difficult for healthcare organizations to screen temporary workers and advice on how to overcome each.

Challenge #1: Limited resources

In addition to background screening for all employees, healthcare organizations may find they don't have the staff, budget or time to screen temporary workers. The process becomes more complicated when temps are hired through multiple third-party vendors.

Suggested solution: Don't hesitate to put the burden of temp screening on the supplier. Start with a background screening policy that specifies the extent and frequency of screening required for all workers. Then contract to require the vendor to apply a screening policy when placing employees in your organization.

Challenge #2: Employment status is unclear

A medical institution does not want to take on the role of employer for temporary workers. When organizations hire temporary workers, they risk entering a grey area where these workers may believe they have the same status and rights as employees.

Suggested solution: Make sure temporary workers are treated separately during all your hiring and employment screening processes. Whether temporary workers are hired through human resources or suppliers, make sure their non-employment status is clearly stated at each stage of the hiring process. Non-employee status should be clearly defined from pre-entry screening to follow-up screening, issue of badges, access to facilities, and even payment.

Challenge #3: Enforce consistent vendor selection

There are problems getting vendors to add background filtering components to their other services. Most healthcare organizations deal with multiple providers to meet their contract recruitment needs, and it is difficult to obtain the same case-by-case screening services across all these third parties.

Suggested solution: Make screening a requirement during vendor selection. Develop a screening policy and modify all supplier contracts to enforce screening in accordance with the policy. When the supplier does not meet the requirements of the screening policy, be sure to specify the screening plan indicators, audit schedule and penalties in the contract.

Challenge #4: Difficulty starting the filtering process

With hundreds of different types of suppliers and temporary workers, it can be difficult to know where and how to implement the screening process.

Suggested solution: No need to have a screening process for all vendors and temporary workers at the same time. It's usually best to start with the largest group of temporary workers or the supplier with the longest relationship with your organization. By initially testing the screening process in a group or with a vendor, the organization can go back and make any necessary improvements to the process before rolling it out to more areas.