A great locum tenens onboarding program is crucial if you wish to get your locums physicians up to the mark 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 accountable 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 gotten a particular particular person or staff 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 staff 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 now we have a devoted locums recruiter who
may be very acquainted with 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. 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 handle key considerations and might help maintain
everybody within the loop are pertinent.

“We now have 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 all the things prepared.”

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

Charlie Cochran, a well being system recruiter with Deaconess, describes their method to retaining 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 make contact with information — myself, the doctor recruiter, the follow coordinator, and the follow 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 could possibly 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 all the things
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 instantly.”

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

Presbyterian streamlined their coaching as
nicely. “We used to convey them in for a one and a half or two-day coaching in a
workroom and it was very arduous on the physicians,” Maher says. “So we carried out
on-line EMR trainings that take about two hours typically and provides them the
info 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

Getting into a brand new healthcare facility and
getting acclimated to a brand new setting generally is 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.

“We now have 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 superb comradery for them as a result of that’s what we do for our perm
suppliers too,” Maher says. “We’ve obtained quite a lot of good feedback from the
locums, and we’ve had quite a lot of long-standing locums work for us due to that
course of.”

The payoff

In the long run, investing in an efficient locum
tenens onboarding
will profit your group by permitting locums physicians to
start contributing extra rapidly. It would additionally make them need to return for
further assignments.

“We attempt to create the most effective expertise
doable,” Cochran says. “Hopefully these locums will proceed to return again and
present protection for us sooner or later.”

What are you doing
at your facility to convey your locums up to the mark extra rapidly? Share within the
feedback beneath.