医疗保健行业的每位新员工都带有潜在风险。无论新员工是医疗机构的直接员工还是间接员工（例如通过第三方供应商聘用的合同工），风险都相同。

任何有职业或犯罪不当行为隐藏历史的工人都会威胁医疗保健组织对监管机构的遵守以及处理医疗补助和医疗保险索赔的能力。高风险员工还会危及患者和员工的安全，并危及组织的品牌声誉和法律地位。

彻底的背景筛查计划限制了高风险个人在组织内就业。然而，在分析观火2020 年就业筛选基准报告中医疗保健组织的反应时，我们发现长期雇员和合同工之间在就业筛选方面存在惊人的差距。

根据该报告，虽然医疗机构的所有直接员工都接受了筛查，但只有不到一半的临时工在招聘前接受了筛查。对于现有的非雇员工人，差距更大，只有 13% 被筛查。

医疗保健雇主有责任确保对接触患者或敏感信息的任何人进行适当筛查。为确保您的医疗保健临时员工和供应商得到正确筛选，请考虑以下五项建议。

1. 制定背景筛查政策
制定涵盖临时工的背景筛查政策很重要。该政策应概述所需背景调查的范围和频率。考虑提前筛选，如果不是更频繁的话，每年再筛选一次。如果您通过内部人力资源部门雇用合同工，那么一定要根据政策规定筛选所有临时人员。

当通过第三方供应商（如人事代理机构）雇用合同工时，要求该机构在合同中同意贵组织的背景审查政策。列出可信赖的背景筛选提供商供第三方招聘公司选择也是一个好主意。

2. 开始使用灵活的政策
完善背景审查政策可能需要数月甚至数年的时间。如果一个组织试图预先完善政策，即使开始这个过程也会遇到麻烦。与其推出 100% 完美的政策，不如将筛选政策准备到可行的程度，然后逐步引入。一些组织将首先在选定的部门应用该策略，然后随着时间的推移调整该策略并最终在整个企业范围内应用它。

3. 与能够简化流程的供应商合作 拥有
多个背景筛查供应商的组织可能会遇到筛查深度和频率的变化。为了始终如一地维护筛查政策，建议医疗保健组织利用单一的背景筛查提供者。有了一个值得信赖的筛查提供者，医疗保健组织可以获得更高的知名度，并且可以更轻松地确保满足政策要求。仅使用一名背景筛查提供者还需要更少的医疗保健组织人力资源部门的资源。

4. 审核背景筛查计划
为了保持与联合委员会和监察长办公室 (OIG) 等组织的合规性，医疗保健组织有必要证明其制定了背景筛查政策并且正在按照该政策采取行动政策。因此，最佳做法是审核背景筛选供应商，以确保他们遵守政策的确切要求。在审核筛选供应商时，检查每个合同工是否都经过筛选，并且他们正在根据组织政策中规定的范围和频率进行筛选。

5. 重新评估背景筛查计划
批判性地重新评估背景筛查计划是确保供应商遵守政策以及整个计划有效且高效的另一种方法。建议组织每年根据四个标准重新评估背景筛查计划：

• 确认组织正在从外包筛选过程的成本中获得回报。

• 检查员工和合同工筛选的质量和一致性。

• 重新评估筛选过程的周转时间，以确保它不会减慢或阻碍招聘工作。

• 检查筛选程序是否仍然符合法规，并且您的供应商程序也符合要求。

• Any worker with a hidden history of professional or criminal misconduct threatens a health care organization’s compliance with regulators and ability to handle Medicaid and Medicare claims. A high-risk worker also endangers patient and employee safety and jeopardizes an organization’s brand reputation and legal standing.

• A thorough background screening program limits high-risk individuals from employment within an organization. Yet in analyzing health care organization responses in the HireRight 2010 Employment Screening Benchmarking Report, we found an alarming gap in employment screening between permanent employees and contract workers.

• While all direct employees in health care organizations are screened according to the report, less than half of contingent workers are being screened pre-hire. For existing non-employee workers, the gap is even greater with only 13% being screened.

• It is the responsibility of health care employers to ensure that any person who has access to patients or sensitive information is properly screened. To ensure that your health care temporary staff and vendors are screened correctly, consider these five recommendations.

• 1. Establish a background screening policy
  It’s important to establish a background screening policy that covers contingent workers. The policy should outline the scope and frequency of required background checks. Consider screening pre-hire and then again annually if not more frequently. If you hire contract workers through an in-house human resources department, then be sure to screen all temporary personnel according to the policy’s stipulations.

• When hiring contract workers through third-party vendors such as staffing agencies, mandate that the agency agree to your organization’s background screening policy in a contract. It’s also a good idea to list trusted background screening providers for the third party hiring company to choose from.

• 2. Get started with a flexible policy
  It can take months, sometimes years, to perfect a background screening policy. If an organization tries to perfect the policy up front, it will have trouble even getting the process started. Instead of rolling-out a 100 percent perfect policy, get the screening policy prepared to a point where it’s workable and introduce it gradually. Some organizations will first apply the policy in select departments, then tweak the policy over time and eventually apply it enterprise-wide.

• 3. Partner with a provider who can streamline the process
  Organizations with multiple background screening providers may experience variations in the depth and frequency of screenings. To consistently maintain a screening policy, it is recommended that health care organizations leverage a single background screening provider. With one trusted screening provider, a health care organization gains greater visibility and can more easily ensure that policy requirements are met. Using only one background screening provider also requires fewer resources from the health care organization’s human resources department.

• 4. Audit the background screening program
  To remain compliant with organizations like the Joint Commission and Office of Inspector General (OIG), it is necessary for a health care organization to prove it has a background screening policy in place and that it is acting on that policy. It is therefore a best practice to audit background screening vendors to be sure they are upholding the exact requirements of the policy. When auditing a screening vendor, check that every contract worker is screened and that they are being screened according to the scope and frequency laid out in your organization’s policy.

• 5. Re-evaluate the background screening program
  Critically re-evaluating a background screening program is another way to ensure that vendors are upholding policy and that the overall program is effective and efficient. It is recommended that organizations re-evaluate background screening programs annually against four criteria:

• Confirm that the organization is getting a return on the cost of outsourcing the screening process.

• Check for the quality and consistency of screening across employees and contract workers.

• Re-evaluate the turnaround time of the screening process to be sure that it is not slowing down or hindering hiring efforts.

• Check that the screening program remains compliant with regulations and your vendor programs are also compliant.

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