How Can You Protect Your Hospital From Unprofessional Physicians?

It's a proven fact that in order to predict somebody's future behavior one should examine the past behavior of that person. Thus, the best way to hire the most professional physician is by examining his/her background and work history. Below you can find the key components of the successful credentialing process.

Ask about any malpractice issues

Every hospital can create its own application form, and yours should ask detailed information about formal warnings or reprimands, or if the applicant has ever been put on probation. You should clearly explain that omission of any important information in the application can be a reason for an immediate loss of credentials and privileges. You should require the National Practitioner data Bank and review the results searching for evidence of professional misconduct. New recruits should be asked about their professional knowledge and references. If the recruit has references stating anything but good professional behavior, he/she should get in contact with medical staff leader for an explanation. And also a little note about references: always ask new recruits for references that can shed light on the professional conduct of the new provider. If the credentials committee thinks there have been issues with unprofessional behavior, they will contact individuals who could have direct knowledge of the misconduct. It's the applicant responsibility to provide you with honest references and until they are returned, credentialing process is not complete. And if former medical staff representatives or hospital personnel are reluctant to speak about behavioral concerns regarding a physician applying for credentials, ask the physician to provide a specific release stating that he will not bring legal actions if those individuals are forthcoming with information.

Interview potential providers

Interviews are a great way to reveal some behavioral or personality problems. For example, you can ask a physician how he would respond if a nurse observes inappropriate physician conduct in the facility. If the applicant can't acknowledge inappropriate conduct of the physician or won't report it to the hospital leaders, consider it as a red flag. Moreover, those who show immaturity, defensiveness or self-centeredness are prone to unprofessional behavior more than others.

Credential committees can sometimes dismiss red flags on the ground that they're unsubstantiated because they simply can't find information about the applicant's past. As a result, you may end up hiring a problematic physician. However, good credential committees always ask applicants to provide additional references to help deal with concerns. For example, if there are rumors that the applicant has been disruptive elsewhere, the committee can require more letters of reference or interview the director of the previous hospital about the performance of the applicant. Credentials committees can also ask questions, like has this physician ever been disciplined for unprofessional conduct? Has he been the subject of an investigation? The credential committee should know applicant's past experience so they can ask complicated questions while processing the application. They can even ask the applicant to undergo a special evaluation. There are multiple organizations that analyze behavioral problems in applicants.

Premier Credentialing Solutions, LLC has the best credentialing and licensing solutions for you and your business; We proudly offer Provider Enrollment & Physician Credentialing, Medicare – Provider Enrollment & Revalidation, Medical Licensure Services, and Full-Service Credentialing For Billers / Billing Companies. Call (800) 455-4773 for a free, no-obligation consultation.