1. THE FOLLOWING DOCUMENTATION ARE COLLECTED AND RETAINED IN THE PERSONNEL FILE:
A. License Verification: Primary Source On-Line Verification of the employee’s license/certification verified with the state, unless the state does not offer verification.
B. Certifications: Primary Source verification of any C.P.R. card and/or other certifications (ACLS, PALS, etc.) as required.
C. Skills Inventory: A comprehensive skills inventory appropriate to job classification and age-specific self-assessment.
D. Picture Identification: A photo I.D. from a reliable source.
E. Pre-Employment Screening: All applicants are subjected to a 10 panel drug screen and otherwise tested in accordance with applicable regulatory requirements.
F. Criminal Background Investigation: All applicants are checked in a manner compliant with the requirements of our clients and always in accordance with government regulations.
G. OIG: Automatically checked on all new hires.
H. I-9: Documentation and verification upon Pre-employment.
I. Education: Documentation of Education associated with profession/class. (We accept if it is documented on the application)
J. Work History: Documentation of work history associated with profession/class. (We accept if it is documented on the application)
K. Annual Training and Orientation: Evidence of a yearly review of Fire & Safety, Infection Prevention, Body Mechanics, Joint Commission Patient Safety Goals and OSHA and HIPAA Privacy and Security standards is required of all Guardian Angel Staffing Agency, Inc., employees.
L. References: Satisfactory written or verbal references verifying previous work performance.
M. TB Test: Upon hire and annually, TB within the past year/or TB questionnaire and current clear chest x-ray. Other specific health requirements as directed by client or state health guidelines. Each applicant must have received the Hepatitis B vaccination series or have provided a declination.
N. Testing: Documentation of applicants’ competency tests for most clinical staffing areas. Certain specialty areas and paraprofessional testing may be replaced with client interview or other evaluation.
2. INTERVIEW, PLACEMENT AND ORIENTATION:
A. Prospective employees are interviewed by a Guardian Angel Recruiter or designee. During the interview, emphasis is placed upon work history, clinical expertise and review of the testing results.
B. Information is provided to applicants regarding performance requirements, Guardian Angel’s policies and procedures and, in many cases, specific policies and procedures of client institutions.
C. The assignment of employees is made with consideration for the skills and expertise of the employee, the needs of the client and ultimately the client’s acceptance of the suitability of the employee to perform the duties of the assignment.
D. Guardian Angel Staffing Agency, Inc., assists its client institutions, as requested, with implementation of their orientation policies and procedures.