Employee Quality Assurance Program

  1. Initial Telephone Screening: During our initial phone interview of a candidate, we ask questions relative to their motivation to make a job change, education, credentials and licensure, clinical experience and references. We also verify that the candidate has a minimum of one year of clinical employment experience.
  2. Employment Application: A complete application, including education, work history and references, is required prior to candidate consideration.
  3. INS Employment Eligibility Verification: We verify work eligibility in person in accordance with INS regulations.
  4. Skills Proficiency Checklist: The skills checklist, inclusive of The Joint Commission Age Specific Criteria proficiencies, must be completed by the candidate prior to consideration for any position. This list aids us in matching the candidates’ skills with available position skill requirements.
  5. Behavioral Interview: Our interviewing process includes a targeted, situational- and behavioral-based questionnaire to assist in determining character and work ethic.
  6. Background Check : We conduct a comprehensive background check consisting of:
      1) Social Security Match (Name, Number, Date-of-Birth, and Gender); 2) OIG/HHS - Excluded Individuals; 3) EPLS/GSA - Excluded Parties List System; 4) Criminal Records (both County and State); 5) Motor Vehicle Records; 6) State Sexual Predator/Abuse Registries; 7) Professional Licenses with Disciplinary History.
    This background check of professional credentials validates the certification or licensure is valid, within expiration, and reveals any disciplinary actions taken. Additional background check information is performed as a pre-placement requirement as requested by client facilities.
  7. Summary of Professional Credentials: We require a complete listing of all professional credentials from each employee – specifically those that qualify them for a specific position, which we then verify via our Background Check. Current CPR certification is a mandatory requirement for all healthcare professionals employed with AMS. We track CPR certification dates and facilitate the certification process for employees to maintain its validity.
  8. 12-Panel Urine Drug Screen: The test screens for standard drugs of abuse and more commonly abused prescription medications.
  9. Immunity History Verification: We verify each candidate's immunization history. Immunizations included in the history are Hepatitis B, Measles, Mumps, Rubella and Varicella. In addition to a history check, we require TB skin testing on an annual basis, with all positive skin tests resolved by a negative chest x-ray and physician statement indicating symptom-free status. We require immunizations and/or antibody titer testing as needed and TB skin testing annually.
  10. OSHA Safety Training Guide: Via the training guide, we provide extensive safety training to each new employee. Key guidelines are reviewed again with each employee prior to each assignment. The training topics include: General workplace safety and lifting guidelines; Hazardous Materials and Materials Safety Data Sheet guidance; Blood-borne Pathogens training and the appropriate use of personal protective equipment to prevent exposure; Information about HIV, Hepatitis and the importance of Hepatitis B immunization; Prevention and monitoring requirements for TB Exposure; and policies for reporting workplace hazards and/or personal injuries. Additional safety training and/or certification for radiation safety, restraint use, body mechanics, OSHA guidelines and respiratory fit testing will be required as specified by client facilities.
  11. Competency Testing: We have established a pre-assignment qualification testing system that automatic assigns and requires satisfactory completion of knowledge and skills associated with the medical professional’s specialty. The examinations are created and updated through a multi-disciplinary board of healthcare professionals and educators.
  12. Special Client Protocols:We have established a pre-assignment qualification tracking system for identifying what we refer to as “special protocols” for each client facility. This alerts our placement personnel to specific requirements for assigned employees beyond what our standard qualification standards are nationwide. This may include blood antibody titer testing, drug testing within client-stipulated number of days prior to assignment, in-service training programs, specific professional certifications for certain job positions, respiratory fit testing, OSHA Safety Training certification, additional background check information (e.g., Division of Aging, specific criminal record search in state to be assigned), and in-service training programs (e.g., use of restraints, radiation safety, body mechanics).
  13. Professional Reference Sourcing: We perform one-on-one, direct sourcing of professional references, requiring at least one reference be obtained from a former Supervisor within the prior 2 years whenever possible.
  14. Client Performance Appraisals: We request that the on-site Client Supervisor for each of our contract employees complete a formal Appraisal Form of the employee’s suitability and performance at the close of each long-term assignment. We use this information as ongoing validation of our initial professional reference sourcing and in the decision to assign a contract employee to additional assignments with us.
  15. Internal Performance Appraisals: Appraisals are required to be completed by an AMS Senior Account Executive at the close of each long-term assignment – based upon the comprehensive performance of the employee during the assignment. This appraisal takes into account feedback received from the Client Supervisor during the course of the assignment, as well as their compliance with AMS policies and procedures. This appraisal is completed and stored in our computer system – referenced to the Client and Employee databases.
  16. Performance Review Committee: We have established a formal committee to evaluate and make assessments relative to continued employment of contract employees who have had performance concerns identified on prior contract assignments. The committee is composed of a multi-disciplinary and multi-level group of individuals within AMS.