An excellent locum tenens onboarding program is essential if you wish to get your locums physicians in control as rapidly as attainable. However it may be a problem to design an onboarding course of that’s optimum for the ability, the workers, the locums physician, and the sufferers. In the event you’re chargeable for locum tenens onboarding, listed here are 4 methods that may assist enhance your onboarding course of.

1. Assign a devoted proprietor

How are your locum tenens onboarding duties
distributed? Do you have got a particular particular person or group that focuses on simply locums
recruitment and onboarding, or is the duty assigned to workers who’re juggling many
different obligations?

HR recruiter Ryan Maher with Presbyterian Healthcare Services recommends a small group or workers member who is devoted to the locums recruitment and onboarding course of.

“Our director used to do locums and perm
recruiting and it was overwhelming. Now now we have a devoted locums recruiter who
could be very acquainted with medical workers affairs, credentialing, all of it. She’s
concerned within the onboarding, scheduling protection dates, ensuring they take
their EMR and departmental coaching, and ensuring they arrive on time. If
the locums have any issues, they attain out to us or they’ll attain out to
their reps on the company who contact us.”

2. Preserve communication on the forefront

For any healthcare facility to run easily,
it’s crucial that everybody’s on the identical web page. As a part of the locum tenens
onboarding course of, common conferences that deal with key considerations and may help preserve
everybody within the loop are pertinent.

“Now we have both weekly or bi-weekly conferences,”
Maher says. “We embody our medical workers and all people that must be within the
find out about what’s taking place. We be certain everyone seems to be anticipating the locums,
that they’re on the schedule, and that they’ve the whole lot prepared.”

Clear and direct communication with the locums
doctor can be mandatory.  A concise
and detailed course of that helps them perceive what to anticipate can create a
constructive expertise from begin to end.

Charlie Cochran, a well being system recruiter with Deaconess, describes their strategy to maintaining everybody knowledgeable: “At orientation we would like the locums to ask questions, to really feel welcome, and to know the place issues are and who they will go to. On the itinerary, we embody names and get in touch with information — myself, the doctor recruiter, the apply coordinator, and the apply supervisor. It’s profitable for each events.”


3. Simplify the coaching course of

In case your full EMR system coaching course of is
too in-depth for a locums, take into account the way it may very well be simplified. Deaconess
developed a streamlined coaching expertise for his or her EMR system that decreased
the quantity of coaching required for locums, whereas nonetheless giving them the whole lot
they should get began.

“When the locums are available in for orientation, they
have the EMR coaching, which generally takes three hours,” Cochran says. “Plus,
we offer them with the assistance desk line in order that they have a quantity to name for EPIC
trainers immediately.”

Dr. Omar Rivera, who has labored a number of
locums assignments at Deaconess, was happy with the streamlined coaching. “It
was a great expertise. I felt very comfy. It’s very consumer pleasant and I
caught on fairly rapidly.”

Presbyterian streamlined their coaching as
properly. “We used to carry them in for a one and a half or two-day coaching in a
workroom and it was very onerous on the physicians,” Maher says. “So we applied
on-line EMR trainings that take about two hours typically and provides them the
data we really feel they have to be profitable. In the event that they haven’t labored with EMRs
then we provide onsite coaching too. It simply works for everyone.”

4. Appoint a mentor to interrupt the ice

Entering into a brand new healthcare facility and
getting acclimated to a brand new surroundings is usually a problem for a locums. A
fellow doctor who’s acquainted with the method can act as a mentor for the locums
and assist ease the transition.

“Now we have new locums meet with one among our
physicians for about 4 hours. They’ve an opportunity to ask their questions, so
it creates a great comradery for them as a result of that’s what we do for our perm
suppliers too,” Maher says. “We’ve acquired loads of good feedback from the
locums, and we’ve had loads of long-standing locums work for us due to that
course of.”

The payoff

Ultimately, investing in an efficient locum
tenens onboarding
will profit your group by permitting locums physicians to
start contributing extra rapidly. It can additionally make them need to return for
extra assignments.

“We try to create the most effective expertise
attainable,” Cochran says. “Hopefully these locums will proceed to come back again and
present protection for us sooner or later.”

What are you doing
at your facility to carry your locums in control extra rapidly? Share within the
feedback under.