Since every patient's wellbeing depends on the professionalism of each
health care professional, background checks are crucial for healthcare
outcomes. Healthcare background checks help make certain that dishonest,
disqualified people are not employed by healthcare facilities. In this
way, healthcare background checks can prevent tragedies, such as the case
of Charles Cullen, a nurse who murdered forty patients in Pennsylvania
and New Jersey. Furthermore, failing to run healthcare background checks
puts hospitals and other healthcare facilities at risk of being sued for
Following, you'll find a list of investigations that ought to be
incorporated in healthcare background checks. Even though the prospect of
running health care professional background checks in-house is possible,
most hospitals and other facilities choose to contract with third party
background check firms instead. Typically, outsourcing healthcare
background checks is the more cost-effective approach.
1. OIG-GSA Examination
Both the OIG and the GSA are offices in the federal government. The OIG
exclusion list quantifies those who have been banned from working in
Medicare, while the GSA list shows those who are barred from winning
government contracts. Patient abuse, fraud, unsavory licensing board
actions and default on student loans can land a healthcare professional
on these lists. The Excluded Parties List System lists GSA and OIG
exclusions, as well as those of the DEA and the FDA, so it is an
excellent tool for those running health care professional background
2. Criminal Background History
Court history should be established as part of a healthcare background
check. Those with significant criminal history are not safe hires.
Thoroughly checking a person's criminal history is more time consuming
that you might imagine, as complete healthcare background checks should
a.DHA and SSA I-9 information, to verify work eligibility,
b.An investigation of financial judgments such as liens, to establish
c.A review of sexual offender databases, as created under Megan's Law,
d.A record of driving history, particularly if the employee will be
driving as part of his or her regular duties,
e.Criminal and civil court history on federal, state, and county levels,
according to the applicants' residential history,
f.Verification of the potential hire's social security number, to ensure
that the applicant is using his or her own identity,
g.Credit history, as another method of sketching personal character.
3. NPDB Check
The National Practitioner Data Bank (NPDB) can provide invaluable
information on the on-the-job history of a health care professional.
Background checks should include a NBDB check for malpractice suits,
restricted clinical privileges, and any licensure limitations.
4. FACIS Review
FACIS, or the Fraud and Abuse Control Information System, catalogues
healthcare workers who have seen disciplinary action from federal
agencies. FACIS also includes licensing and certification data from every
state in the union.
5. HIPDB Analysis
If your potential hire has been mixed up in healthcare fraud, you'll
find out in the Healthcare Integrity and Protection Data Bank (HIPDB).
All thorough healthcare background checks should include a search of the
Clearly, running thorough healthcare background checks requires a good
deal of specialized knowledge. Considering that the average employee
would spend dozens of hours researching the requirements of health care
professional background checks, and figuring out how to access relevant
background information, it's no wonder that most healthcare facilities
choose to outsource this important aspect of healthcare hiring.