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An excellent locum tenens onboarding program is important if you wish to get your locums physicians in control as rapidly as doable. However it may be a problem to design an onboarding course of that’s optimum for the ability, the employees, the locums physician, and the sufferers. For those who’re liable for locum tenens onboarding, listed below 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’ve a selected individual or crew that focuses on simply locums
recruitment and onboarding, or is the duty assigned to employees who’re juggling many
different tasks?

HR recruiter Ryan Maher with Presbyterian Healthcare Services recommends a small crew or employees 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 we’ve a devoted locums recruiter who
could be very conversant in medical employees 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. Maintain 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 hold
everybody within the loop are pertinent.

“We’ve got both weekly or bi-weekly conferences,”
Maher says. “We embrace our medical employees and all people that must be within the
find out about what’s taking place. We make certain everyone seems to be anticipating the locums,
that they’re on the schedule, and that they’ve every little thing prepared.”

Clear and direct communication with the locums
doctor can be essential.  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 holding everybody knowledgeable: “At orientation we wish 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 embrace names and get in touch with information — myself, the doctor recruiter, the apply coordinator, and the apply supervisor. It’s profitable for each events.”

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3. Simplify the coaching course of

In case your full EMR system coaching course of is
too in-depth for a locums, contemplate the way it might be simplified. Deaconess
developed a streamlined coaching expertise for his or her EMR system that diminished
the quantity of coaching required for locums, whereas nonetheless giving them every little thing
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 straight.”

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 snug. It’s very person pleasant and I
caught on fairly rapidly.”

Presbyterian streamlined their coaching as
nicely. “We used to deliver 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 carried out
on-line EMR trainings that take about two hours usually and provides them the
info we really feel they should 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 atmosphere generally is a problem for a locums. A
fellow doctor who’s conversant in the method can act as a mentor for the locums
and assist ease the transition.

“We’ve got new locums meet with one in all 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 obtained a whole lot of good feedback from the
locums, and we’ve had a whole lot of long-standing locums work for us due to that
course of.”

The payoff

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

“We attempt to create one of the best expertise
doable,” 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 deliver your locums in control extra rapidly? Share within the
feedback under.