Many of us have experienced a screening process when getting hired at a new company. This can range from a background check and checking references to taking fingerprints and sometimes even credit checks! The level of screening all depends on the amount of access to information and the responsibilities of the position. Depending on your local regulations some screenings can include:
- Background checks (State and Federal)
- Drug Screening
- Licensure Revocation
- Exclusion Checks
- Elder Abuse
- Credit Checks
- Reference Checks
- Education Validation
A hospital or long-term care facility has the potential for a wide variety of positions and responsibilities. The positions that should have formal screening procedures prior to accessing information systems may include:
- Salary or Hourly Employees
- Contract Employees
If any of the above positions are accessing an information system that is processing, storing, or transmitting classified information they should be thoroughly vetted before having access to that information.
Once a person has been screened and hired, it is important that they are re-screened periodically. Your organization can define the frequency for re-screening staff. Some organizations may choose to re-screen every year, every few years, or event-based screening like a promotion or when additional access is being granted. Be sure to define your procedures around screening and re-screening in a formal document that is readily available to those who are responsible.
Learn how BlueOrange Compliance can help you protect your organization and the people you serve by calling 855.500.6272, or request a free consult.