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A very good locum tenens onboarding program is crucial if you wish to get your locums physicians up to the mark as rapidly as potential. However it may be a problem to design an onboarding course of that’s optimum for the power, the workers, the locums physician, and the sufferers. In case you’re answerable 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 could have a selected particular person or group that focuses on simply locums
recruitment and onboarding, or is the duty assigned to workers who’re juggling many
different duties?

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 we now have a devoted locums recruiter who
could be very accustomed to 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 tackle key considerations and may also help hold
everybody within the loop are pertinent.

“We’ve got both weekly or bi-weekly conferences,”
Maher says. “We embrace our medical workers and everyone that must be within the
learn about what’s taking place. We be sure everyone seems to be anticipating the locums,
that they’re on the schedule, and that they’ve every thing 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 method to preserving 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 embrace names and speak to 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 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 every thing
they should get began.

“When the locums are available for orientation, they
have the EMR coaching, which generally takes three hours,” Cochran says. “Plus,
we offer them with the assistance desk line so 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 great expertise. I felt very snug. 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 usually and provides them the
info we really feel they must 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

Moving into a brand new healthcare facility and
getting acclimated to a brand new surroundings could be a problem for a locums. A
fellow doctor who’s accustomed to the method can act as a mentor for the locums
and assist ease the transition.

“We’ve got new locums meet with one in every of 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 lots of good feedback from the
locums, and we’ve had lots 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
process
will profit your group by permitting locums physicians to
start contributing extra rapidly. It’ll additionally make them need to return for
further assignments.

“We attempt to create the very best expertise
potential,” 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 convey your locums up to the mark extra rapidly? Share within the
feedback beneath.