|
Below are the most frequently asked questions we receive at 24-7Nurses. We anticipate that you will find this information helpful and reliable resource.
- What do the 24-7Nurses fees cover?
- Is 24-7Nurses the employer of your assigned healthcare providers?
- Do you verify past work experience for each hired employees?
- Do you verify each employee's education background?
- Do you require Criminal Background Checks for each employee you hire?
- How do you ensure that temporary personnel have the proper credentials, licenses and experience needed to properly perform nursing services with each specialty?
- How do you provide skills assessment and competency testing?
- What does your employee training program address?
- How do you address our need to have your employees oriented to this facility?
- How do you handle a situation where the assigned employee is not satisfactory?
1. What do the 24-7Nurses fees cover?
Fees, average $2 an hour for full time nurses, paid to 24-7Nurses (withheld from your paycheck) covers the following:
- Your individual professional insurance policy
- Annual CPR renewal
- 24/7 centralized staffing service (live staffers)
- Verification of requirements, and referrals (so that facilities are comfortable utilizing your services)
- Organization of education opportunities (such as the LVN/ LPN to RN study pods and tutoring)
- District Business Agent (personal agents to solicit your shifts, organize education, contract long-term staffing jobs, and much more)
- Marketing (obtains and maintains facilities)
- Billing to each facility (requires they only write ONE check to 24-7Nurses, and then we pay you)
- Continued education units
- JCAHO / OSHA in-services
2. Is 24-7Nurses the employer of your assigned healthcare providers?
NO. Nurses are Independent Contractors. 24-7Nurses assumes responsibility for:
- Billing facilities
- Payment to nurses
- Withholding of 24-7Nurses fees
24-7Nurses DOES NOT:
- Withhold federal or state income taxes
- Withhold paying F.I.C.A. taxes
- Pay Worker's Compensation Insurance
- Pay Unemployment Insurance
3. Do you verify past work experience for each hired employee?
Past work history is verified by 24-7Nurses and maybe confirmed with a 24-7 form, telephone or fax by management or their designee with the consent of the applicant.
The content of two or more verifications include, but are not limited to, places of employment, managers and supervisors who can validate the employment history, positions held, length of employment, attendance, status of employment and an appraisal of performance.
4. 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 requirements thereof. Education is treated in two ways by 24-7Nurses:
- To substantiate that the individual has evidence of satisfactory completion of those programs in which records of continuing education units, certificates or other documents are presented upon satisfactory completion.
- Programs considered acceptable for continuing ones competency shall be based on the content and capability offered to the individual for the purpose of meeting expectations relevant to the setting level and type of knowledge appropriate to demonstrate skill and ability.
5. Do you require Criminal Background Checks for each employee you hire?
Each applicant for employment authorizes 24-7Nurses 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, Employment validations, immigration, licensures and medical History.
In addition, 24-7Nurses contracts with a background screening Company who for each individual, completes the nature and Scope of an investigation and treats as confidential the Disclosure of this information.
The reporting information address:
- Verification of social security numbers
- Sexual Offender Registry by state and,
- Criminal history to the extent permitted by law from various local, state and federal agencies.
6. How do you ensure that temporary personnel have the proper credentials, licenses and experience needed to properly perform nursing services within each specialty?
24-7Nurses ensures the following procedures and requirements:
- Annual review of 24-7Nurses and JCAHO Standards, Health Clearance and appropriate Dept of Health Service, OSHA and other regulatory requirements are documented.
- All Licensed employees provide 24-7 with evidence of current licensure for the state in which they will practice. Current certification or certificates evidence specialty Educational programs.
- A Clinical Skills Self-Assessment Ð Checklist is completed annually to indicate competent proficiency.
- Work validation references are on file to support recent and appropriate experience.
- Evidence of satisfactory program training completion experience and certification is required for non-licensed employees.
7. How do you provide skills assessment and competency testing?
Competencies and certifications are addressed through our Total Quality Management Program for Continuous Performance Improvement.
They have been designed to maintain a level of patient care and client services consistent with current standards by means of a planned, systematic objective and ongoing assessment of clinical performance.
24-7Nurses does maintain, support, and documents evidence of the ongoing program, which includes effective mechanisms for monitoring and evaluating the selection, hiring orientation, and appraisals of personnel and the patient Ð client care.
24-7Nurses invites each client facility and its staff development to consider 24-7 employees included in educational programs, in-services and those opportunities that will provide exposure and competence.
8. What does your employee training program address?
Training addresses any program that supports annual education mandates, corrective actions, acts to improve healthcare provider awareness, knowledge and references that would affect attitude and demonstrative behavior impacting patient care and client satisfaction.
9. How do you address our need to have your employees oriented to this facility?
We want our employees to be effectively utilized therefore, 24-7 works with each client to develop a mutually agreeable plan to delineate our responsibilities as organizations to provide materials, sample forms, policies and procedures to offer a satisfactory orientation to the client facility.
We want you to know we can and do assign the health care provider who is oriented and prepared to be productive.
10. How do you handle a situation where the assigned employee is not satisfactory?
As a 24-7Nurses employee, any individual who is not considered satisfactory, does not comply, who would be dismissed for alleged incompetence, negligent behavior or who engages in misconduct detrimental to the best interest of the client shall be documented.
24-7Nurses Services shall serve as a representative for conflict resolution and function as an objective advocate to facilitate communications.
24-7Nurses employees assigned to client facilities who do not comply with all applicable state and federal laws and client policies and procedures shall be referred to 24-7Nurses and clients management or designee.
An employee shall be counseled whenever a performance standard, clinical practice deficiency or infraction of 24-7Nurses policy and procedure is identified. 24-7Nurses does request clients to refer incidents that involve interpersonal misunderstandings among or between staff to 24-7Nurses management immediately and directly.
|
