HEALTHSOUTH

Presenters:

Russ Blitz, Director of Sales

Jason Kimbrell, Executive Vice President

Sheila Benson, CEO

May 27, 2010

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Beyond Compliance – Wise Choices for Screening

Presented by Josh Behm and Russ Blitz

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At the end of this presentation you should be able to:

Explain why Background Screening is important

Outline Industry Best Practice for Background Searches

Identify Best Practice Technology solutions

Learning Objectives

What percentage of people do you think lie or embellish on their resumes?

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A recent study found that 53% of job applications contained false information.

The Society for Human Resource Managers

How can you be really sure who you are hiring without performing

pre-employment background screenings?

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People are not always who they seem.

Companies often say that their employees are their most important asset. Likewise, performing a background screening of prospective employees is the most important step in evaluating these assets.

Background screening can:

Reveal criminal arrests and convictions

Verify employment and education

Reduce the risk involved in making a hiring decision

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Why Screen?

Cost: What is the value of a productive workforce?

Safety: Are applicants a threat to themselves? Others?

Risk: Are applicants a potential financial or legal liability?

The Case for Background Screening

The Good News…ROI

For every dollar an employer invests in employment screening,

the return on investment ranges from $5 - $16, resulting from

improved productivity, reduced absenteeism, lower turnover –

decreased employer liability.U.S. Small Business Administration

Pay Now or Pay Later

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Where Are We Now?

Frequently Used Criminal Reports

Survey Results

Type Percent %

SSN Trace / Verification 57.1%

GA Criminal Only 42.9%

All Criminal History for Last 7 Yrs. 71.4%

OIG 57.1%

Sex Offender Registry 14.3%

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Where Are We Now?

Frequently Used Verification Reports

Survey Results

Type Percent %

Employment 42.9%

Education 28.6%

License 57.1%

Other 14.3%

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Where Are We Now?

Time to receive results?

Survey Results

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Where Are We Now?

Monthly screening volume?

Survey Results

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Where Are We Now?

Amount per applicant?

Survey Results

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Where Are We Now?

Applicants apply for job openings online?

Survey Results

Value Percent %

Yes 57.1%

No 42.9%

Using an Applicant Tracking System?

Value Percent %

Yes 28.6%

No 71.4%

* Of those that answered Yes, none had their Applicant Tracking System linked to an online background screening system.

Best Practices…

Compliance• Pre-Adverse Letters• Adverse Letters

Screening• Accurate• Timely• Comprehensive

Utilizing Technology

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Best Practices Compliance

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Strive to stay educated with compliance legislation regarding:

Consent Forms

Summary of Rights

Pre-Adverse Letters

Adverse Letters

Verif-I-9

Assistance in Investigating Disputed Information

Compliance Manual

Personal Training with Customer Service

Legal

Compliance

Follow the Rules

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LegalFollow the Rules

Pre-Adverse Action Letter

Copy of consumer report

Summary of Your Rights Under the Fair Credit Reporting Act

Reasonable amount of time for applicant response before adverse action taken

Notifications and Documentation:Pre-Adverse Action

Adverse Action Letter

Name, address & telephone number of Consumer Reporting Agency (CRA)

Statement CRA did not make decision to take adverse action & can not provide reason adverse action was taken

Summary of Your Rights Under the FCRA

- Right to obtain free copy of consumer report from CRA

- Right to dispute accuracy or completeness of information with CRA

Adverse Action

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Best Practices Screening

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Best Practices

Social Security Trace

County/State vs. National

Sex Offender

FACIS

Drug Screens

Verifications

E-Verify

Applicant Tracking System

Recommendations

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Best Practices

A Social Security Number provides a direct link to an applicant’s background information.  

Any effective, dependable, and compliant criminal background check begins with a Social Security Number Search.

Provides: Address history (great tool to determine specific court jurisdictions that should be researched for criminal records)Alias names that have been associated with that SSN, which can be cross-referenced with the same courts

Social Security Trace

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Best Practices

When hiring employees who will be handling funds or valuableinventory or interacting with your customers, you need to be sureyou can trust them — and that they don't have a criminal or violenthistory. Your safety and the safety of your employees depend on it.

Criminal Report Options: Federal & Civil RecordsStatewide CriminalCounty Criminal

Criminal

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Best Practices

County courts provide the most up to date, accurate and comprehensive data available.

County Criminal Searches

Statewide repository of state police and criminal records.

Relies on reports from counties.

State Criminal Searches

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Best Practices

The most comprehensive search available, but should not be used alone

National CrimSearch is an instant, nationwide search of available criminal records which some states and counties report to. Provides information in a reader-friendly, digest format for quick review.

Helps lower the cost of county criminal reports by pinpointing specific counties to conduct a search.

National CrimSearch

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Best Practices

Considerations when doing Criminal Searches

Some but not all counties report their information to a state repository.

If you request a background check only in the state where your business is located, you could miss important information.

Nationwide criminal database casts the broadest net, but may have the largest gaps as well. It’s not a perfect database.Should not be used as your only check.

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Best Practices

While sex offenders do have the right to work, you also have the right to know about their history.

Not only can past behavior restrict where they can work and what kind of job they can obtain, but you need to maintain the safety of your employees and of those that your organization serves.

While rules vary from state to state regarding the availability of this data, reports may include the subject’s address, type of offense and FBI and state offender number.

Sex Offender

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Best Practices

The FACIS Report conducts a search of the sanction information as taken by the OIG (Office of the Inspector General), the GSA (General Service Administration) and other federal agencies. The information reported in this level meets the government’s minimum requirements for sanction screening as set forth in the OIG’s Compliance Program Guidance.

FACIS (OIG and GSA Report)

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Best Practices

Drug Testing

Industry standard is 5 or 10 Panel Lab Based

Usually collected in the lab of the hospital

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Best Practices

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VerificationsReports verify education, employment, dates, position and eligibility for rehire, as well as information regarding applicants' previous job. Reveal gaps in employment that might indicate past problems or issues of which you need to be aware.

Professional License - An employer has the right, responsibility, and duty under the law, to verify an employee has all current licenses and are in good standing.

References - Help determine the true character of an applicant as it relates to the job and provide information about their competence and fitness for the job in question.

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Best Practices

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            E-VerifyE-Verify is an Internet-based system that compares information from an employee's Form I-9, Employment Eligibility Verification, to data from U.S Department of Homeland Security and Social Security Administration records to confirm employment eligibility.

Mandated by the state of Georgia under the Illegal Immigration Reform and Enforcement Act of 2011 (HB 87)

Enforcement begins January, 2012

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Best Practices Technology

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Best Practices

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            Applicant Tracking SystemApplicant Tracking Systems are used commonly used to provide:

• Job Boards• Online Applications• Process Tracking• Technology Integration

Saves time and improves efficiency

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Job Board

Creating job descriptions

Creating job requirements

Jobs can be posted on any recruiting website(hospital website, Monster, Career Builder, etc.)

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Job Board

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Immediately received electronically

Easily reviewable by hiring managers – eliminate manual paperwork

Applications remain saved on system

Online Applications

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Online Applications

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Online Applications

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Que enables all parties to see where applicant is in the evaluation process

Has the application been reviewed?Background check complete?Offer presented?Rejected?

Hiring team has quick, easy access to information

Process Tracking

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Process Tracking

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Integrations connect HRIS and background screening systems

Online application system auto-fills applicant information into background screening system

Eliminates manual re-entry of applicant information

Seamless connection between systems greatly reduces admin burden

Technology Integration

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Technology Integration

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Recent Trends

Expanded use for criminal background checks to include screening volunteers and contractors.

Industry accreditation sets the bar for screening providersIn 2010, National Association of Professional Background Screeners (NAPBS) announced a new Background Screening Agency Accreditation Program (BSAAP).

The Equal Employment Opportunity Commission (EEOC) has increased their scrutiny of hiring practices, exposing employers to a greater risk of discrimination lawsuits.

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Conclusions

Comprehensive Background Screening is essential in today’s healthcare environment

Due-diligence is your obligation

Incorporate best practices into your screening process

Utilizing technology can streamline processes for all departments

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You should now be able to:

Explain why Background Screening is important

Outline Industry Best Practice for Background Searches

Identify Best Practice Technology solutions

Learning Outcomes