医院背景调查是保护患者免受危险、无能或不合格医生和护士伤害的重要步骤。令人惊讶的是，没有联邦法律要求医院对所有员工进行背景调查。然而，由于医疗事故诉讼的巨额费用以及与疏忽招聘相关的法律问题，几乎所有医院都遵循严格的医疗背景调查程序。
为了防止法律风险、保护人的生命以及维护品牌和声誉，医院通常会实施以下背景调查的组合。
犯罪史筛查： 医院希望淘汰可能对患者构成直接威胁的候选人。因此，当涉及到 医院背景调查的犯罪历史部分时，暴力犯罪和性犯罪通常是最受关注的领域 。然而，医院也希望确保他们的雇员不会从病人或医院本身那里窃取钱财。盗窃、挪用公款和欺诈等犯罪是危险信号，过去的毒品问题也是如此。
药物筛查： 近年来，一些医院遇到了医生从医院储藏室或直接从患者身上偷取麻醉品或其他药物的问题。通过犯罪记录筛查和工作场所药物测试寻找药物滥用问题， 医疗保健组织可以降低这种风险。
民事历史检查： 如果医疗保健从业者曾因医疗事故或不当行为被起诉，这些问题会对医院构成责任。 民事历史检查 可以帮助医院找到该信息。
验证检查： 医生或护士是否获得了州政府的适当许可？医院可以通过专业/执照认证检查来验证这些信息 。其他验证检查包括 工作经历、 教育和 参考。
排除和制裁名单： 因不当行为而解雇从业者的医院通常会将该人报告给某些行业排除和制裁名单，例如 GSA 排除方名单和 TRICARE 欺诈和滥用名单。
性犯罪者登记检查： 作为注册性犯罪者的候选人通常会被自动取消考虑任何医院或医疗保健工作的资格。彻底的 性犯罪者登记检查 对于发现此类危险信号非常重要。
别名检查： 求职者是否使用了他或她的真实姓名？ 检查别名——并使用这些别名来扩大犯罪历史搜索范围——是使医疗保健背景调查更加可靠的明智方法。
地址历史检查： 与别名类似，拥有 候选人的地址历史 可以帮助医院更加慎重地执行犯罪背景调查。
特定于角色的检查： 某些医院背景调查可能不是所有工作人员都需要的，但它们在某些情况下很有用。例如，救护车司机的职位应始终包括 驾驶历史检查，而可以访问财务或敏感患者信息的人可能需要完成 信用历史检查。
在 GOOHO.CN，我们为医院和医疗机构提供 可定制的背景调查解决方案。我们可以帮助您的医院实施各种最常见和最重要的背景调查策略。 立即联系我们以了解更多信息。
To prevent legal risk, protect human life, and preserve branding and reputation, hospitals will typically implement a mix of the following background checks.
Criminal history screenings: Hospitals want to weed out candidates who might pose a direct threat to their patients. As a result, violent crimes and sex offenses are typically the top areas of concern when it comes to the criminal history section of a hospital background check. However, hospitals also want to make sure that their hires won’t steal from patients or the hospital itself. Crimes like theft, embezzlement, and fraud are red flags, as are past issues with drugs.
Drug screenings: In recent years, several hospitals have had difficulty with doctors stealing narcotics or other drugs from hospital storerooms or directly from patients. By looking for issues with drug abuse—both via criminal history screenings and workplace drug testing—healthcare organizations can reduce this risk.
Civil history checks: If a healthcare practitioner has ever been sued for malpractice or misconduct, those issues pose a liability for a hospital. Civil history checks can help hospitals to find that information.
Verification checks: Is the doctor or nurse properly licensed with the state? Hospitals can verify this information through a professional/license certification check. Other verification checks include employment history, education, and references.
Exclusion and sanction lists: Hospitals that have dismissed a practitioner for misconduct will usually report that person to certain industry exclusion and sanction lists, such as the GSA Excluded Parties List and the TRICARE Fraud and Abuse List.
Sex offender registry checks: A candidate who is a registered sex offender will typically be automatically disqualified from consideration for any hospital or healthcare job. A thorough sex offender registry check is important for finding this type of red flag.
Alias checks: Is the job candidate using his or her real name? Checking for aliases—and using those aliases to broaden criminal history searches—is a smart way to make healthcare background checks more reliable.
Address history checks: Similar to aliases, having a candidate’s address history can help a hospital to be more deliberate about how it executes criminal background checks.
Role-specific checks: Certain hospital background checks may not be necessary for all workers, but they are useful in certain situations. For instance, an ambulance driver position should always include a driving history check, while someone with access to finances or sensitive patient information may be expected to complete a credit history check.
At backgroundchecks.com, we offer a customizable background check solution for hospitals and healthcare organizations. We can help your hospital to implement each of the most common and critical background check strategies available. Contact us today to learn more.
