ADVANTAGE NURSING SERVICES, LLC

 

POLICIES AND PROCEDURES

 

 

POLICIES AND PROCEDURES

TABLE OF CONTENTS

 

 

 

SECTION II – HUMAN RESOURCES MANAGEMENT

 

License, Employment and Work History Verification

HR 1.0

     Health Screening Immunization

HR 1.1

     Evidence of Identity and Credentials When Reporting for an Assignment

HR 1.2

     Procedures on Maintenance and Documentation of Certifications

HR 1.3

          Tracking Renewal of Licensure and Certifications

HR 1.3.1

          File Purging

HR 1.3.2

     Client Update Procedure

HR 1.4

     Notification of Impending Expirations/Action Taken for Expired Credentials

HR 1.5

     Background Check

HR 1.6

     Drug Screening Policy

HR 1.7

     Primary Source Verification

HR 1.8

License Experience Parameters for Hire

HR 2.0

     Job Descriptions

HR 2.1

     Competency and Mandatory Testing

HR 2.2

     Client Driven Competency Tests Policy

HR 2.3

     Testing Procedures and Passing

HR 2.4

     Retesting Policy

HR 2.5

     Field Staff Reassignment/Floating Policy

HR 2.6

     Options for Employees Cancelled for Cause

HR 2.7

     Maintenance of Needs List

HR 2.8

     DNR- Do Not Return Policy

HR 2.9

Employee Orientation

HR 3.0

     Employee Notification of Company Policies and Policy Changes

HR 3.1

     Clinical Handbook

HR 3.2

Assessment and Reassessment of Clinical Staff Competence

HR 4.0

Continuing Education

HR 5.0

Performance Review Policy

HR 6.0

Dress Code

HR 7.0

Sexual Harassment

HR 8.0

Employee Emergency Contact

HR 9.0

Travel Contract

HR 10.0

     Cancellation of Travel Contract

HR 10.1

Employee Benefits

HR 11.0

Recruitment and Retention

HR 12.0

Medication Variation

HR 13.0

 

 

 

***EMPLOYEE IS DEINED AS EITHER CLINICAL/FIELD EMPLOYEE AND/OR OFFICE/ADMINISTRATIVE EMPLOYEE.

 

 

 

 

 


Advantage Nursing Services, LLC

Mission Statement

 

Our Mission is to service the Healthcare Community by supplying EXCELLENCE IN STAFFING SERVICES to the healthcare providers.  Excellence is defined by the company operations that meet standards and expectations which are appropriate for meeting the quality care initiatives of our clients and staff.

 

 

 

 

 

 

 

 

 

 

 

HUMAN RESOURCES MANAGEMENT

 

 

 

 

 

 

 

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: License, Employment and Work History    

             Verification            

Policy Origin Date:   07/18/08

Policy No.:  HR 1

Effective date: 02/28/09

Reviewed: 04/05/11

__________________________________________________________

 

 

Purpose       

To confirm that a person’s qualifications are consistent with his or her assignment(s) at the time of hire or reactivation, the employee holds the proper license for his/her occupation and state of employment, and that the license is active and unencumbered, not falsified, under suspension or under investigation.

 

 

Policy Statement   

All licenses held by the employee or prospective employee will have primary source verification to confirm licensure, certification, education, work history, social security, sex offender registry, HHS OIG Medicare/Medicaid Fraud, and GSA list of excluded persons for Medicare and Medicaid participation. 

 

 

Procedure/Guidelines:

All The Facts is an agency contracted by Advantage Nursing Services, LLC to verify the following information:

1.    Professional background checks (past seven years)

2.    Education verification

3.    Seven (7) year work history

4.    Educational preparation

5.    GSA list of excluded persons for Medicare and Medicaid participation

6.    HHS OIG Medicare/Medicaid Fraud

7.    Sex offender register

8.    Social Security verification

 

Each verification contains a signature and personal identification of the individual investigator conducting the investigation.

 

All licenses, secondary and current, are verified through the appropriate State Board of Nurse Examiners. If the original license is over seven (7) years old and is no longer active, the original state must be documented but verification is not necessary.

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: License, Employment and Work History

             Verification            

Policy Origin Date:   07/18/08

Policy No.:  HR 1

Effective date: 02/28/09

Reviewed: 04/05/11

 

 

Verification documentation includes state of licensure, expiration date of license, any identified sanctions or limitations,  or the type and copy of verification if automated.

 

All licensed staff is required to carry credentials (Clinical License/Certification, CPR, ACLS, NRP, etc) on their person at all times when on assignment.  The credentials must also be available to host facility.

 

All candidates have professional work history verification for a minimum of seven (7) years.

 

If professional licensing applies to previous employment, the licensing verifications must correspond to the employee’s work history.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: HEALTH SCREENING AND IMMUNIZATION

Policy Origin Date:   07/18/08

Policy No.:  HR 1.1

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

_________________________________________________________

 

 

Purpose

To assure all agency employees working in a patient care arena have the appropriate vaccinations and health assessment, either a physical or self-assessment to protect themselves and the public from the spread of disease.

 

Policy Statement

All candidates for hire will have a documented health history; a physical prior to hire is preferred. All employees will maintain current TB and Immunizations as required by agency/host facility. If you decline the Hepatitis B, a declination statement must be signed, dated and witnessed.  Declination will also apply to MMR, and Varicella.  Though declinations are acceptable for employment with Advantage Nursing Services, LLC, certain facilities may require additional/supporting documentation.

 

Procedure/Guideline

All candidates for hire will have documented proof of the following: TB screen or chest x-ray with negative results.  TB screens must be performed annually.  Chest X-ray must be done within two years of initial employment and an Annual Health Update Form must be completed annually.

 

A self health assessment or health history signed by the employee, referred to as the Post Offer Health Questionnaire, is obtained at hire. Documentation of a physical exam in past 12 months upon hire with evidence that employee is capable of fully performing duties of the job he/she has applied is preferred.

 

Documentation of Hepatitis B immunity or a declination form signed and dated by the applicant and agency representative.

 

Documentation of Varicella,  and MMR -- either by titer or documented and verifiable history. Rubella titer or immunization record if required by client contract; or a declination form signed and dated by the applicant and agency representative.

 

Signed and dated consent for Hepatitis B Vaccine if candidate requires or wishes to have Hepatitis series, prior to administering.

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: Evidence of Identity and Credentials When

             Reporting for an Assignment

Policy Origin Date:   07/18/08

Policy No.:  HR 1.2

Effective date: 07/18/08

Revision date:  05/01/09

Reviewed: 04/05/11

__________________________________________________________

 

Purpose

To prevent any misrepresentation of medical professionals or professional credentials to a client facility and provide the client facility with current credentials and certifications.

 

Policy Statement

Employees must maintain their company ID and produce evidence of licensure and certifications upon presenting to any client facility.  A tracking system is used to maintain current status of all licenses and certifications and is provided to each client facility prior to employee presenting for any assignment.

 

 

Procedure/Guideline

The employee must bring with them, to all assignment, a current identification (government issued identification or employee ID issued by Advantage Nursing Services, LLC), licensure, and certifications.

 

The employee is aware of their responsibility to maintain current licensure and certifications. Each employee will have all current licenses and certifications on file.  The staffing coordinators track this information in the staffing system and have access to all due dates as well as a verification of any licensure or certification in the employee file.  These include, but are not limited to: CPR, BCLS, ACLS, PALS, NALS, TNCC and any other certifications required or maintained by the employee. Only original copies of certifications are accepted and copied.  The copied certification is maintained in the employee file.   

 

All licensures and certifications will be audited monthly for impending expirations.

 

The employee will be notified thirty (30) days in advance of all impending expirations and their responsibility to maintain current status of certifications.

 

Any employee who has allowed their license or certifications to lapse will not work. The employee will provide a copy of current credentials to the agency when certifications are renewed. A copy of the renewed credentials will be placed in the employee file.

 

                                                


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: Procedures on Maintenance and Documentation

             of Certifications

Policy Origin Date:   07/18/08

Policy No.:  HR 1.3

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

Page 1 of 2

__________________________________________________________

 

Purpose

To maintain employee files and qualifications are up to day and inclusive of all essential information for client facilities. This procedure will allow for the facility to verify file maintenance and certifications of all employees. 

 

Policy Statement

Advantage Nursing Services, LLC maintains all employee files to include each of the following elements: 

1.    Name

2.    Job Title

3.    Birth date

4.    Application (hire date)

5.    Drivers License Number and Issuing State

6.    Social Security Number

7.    License Number

8.    Drug Screen Report Date

9.    Background Check

10. Certifications

a.    CPR

b.    ACLS

c.     PALS

d.    NRP

e.    TNCC

11. Skills Checklist

12. Job Description

13. Clinical Handbook/Policy Procedure Manual

14. Hepatitis B or Declination

15. MMR or Declinations

16. Varicella or Declination

17. Post Offer Health

18. Core Competencies

19. National Patient Safety goals

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: Procedures on Maintenance and Documentation

             of Certifications

Policy Origin Date:   07/18/08

Policy No.:  HR 1.3

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

Page 2 of 2

__________________________________________________________

 

 

20. Fit Test/Respirator Evaluation

21. TB skin Test or Chest X-Ray

22. Chest X-Ray Update Form (if applicable)

23. I-9 (filed separately)

24. W-4

25. State Tax

26. Testing Information

 

Procedure/Guideline

 

  1. Twenty employee files will be selected monthly for compliance and thoroughness.

 

  1. The name of the person and date of the audit will be placed on the bottom of the chart audit form.

 

  1. The employee will be notified in writing, by phone or e-mailed thirty days prior to the expiration date of any credentials or documents.

 

  1. It is the employee’s responsibility to keep all mandatory credentials current.  Failure to do so will make the employee ineligible to work until credentials are current.

 

  1. Employee files are made inactive after two years.

 

  1. Employee files will be purged every seven years.

 

Employee files will be reviewed to ensure all agency documents are complete and all certifications are current. (See enclosed file maintenance checklist form).

 

 


Chart Audit Form

 

NAME:

CLASS:

BIRTH DATE:

APPLICATION (hire date):

 

DL#:

ISSUING STATE:

SS#:

LICENSE #:

EXP. DATE:

VERIFIED:

LICENSE #:

EXP. DATE:

VERIFIED:

DRUG SCREEN (date reported):

BACKGROUND CHECK:

CHECK ALL THAT APPLY   

                                             

o CPR _________   o ACLS _________   o PALS _________   o NRP _________

 

 

o TNCC ________   o OTHER _________________________________________

SKILLS CHECKLIST:                   

                                 AREA ________         EXP DATE _     ______                                    AREA ________         EXP DATE           _______                                        

 

                                                          

                                     AREA ________         EXP DATE       _______                                  AREA ________         EXP DATE         ________ 

 

ONE TIME DOCUMENTS:

COMPLETED:

 

ANNUAL DOCUMENTS:

EXPIRES:

JOB DESCRIPTION

 

 

CORE COMPETENCIES

 

CLINICAL HANDBOOK/POLICY & PROCEDURE MANUAL

 

 

NATIONAL PATIENT SAFETY GOALS

 

HEPATITIS B or DECLINATION

 

 

FIT TEST/RESPIRATOR EVALUATION

 

MMR or DECLINATION            

 

 

TB SKIN TEST OR CHEST X-RAY

 

VARICELLA or DECLINATION

 

 

CHEST X-RAY UPDATE FORM

(IF APPLICABLE)

 

POST OFFER HEALTH

 

 

 

 

I-9 (filed separately)

W-4

STATE TAX

 

TESTS:

 

NAME:

CLASS:

BIRTH DATE:

APPLICATION (hire date):

 

DL#:

ISSUING STATE:

SS#:

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: TRACKING RENEWAL OF LICENSURE AND      

             CERTIFICATIONS

Policy Origin Date:   07/18/08

Policy No.:  HR 1.3.1

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

__________________________________________________________                               

Purpose

To assure a system of tracking renewal dates for all licensures, certifications, performance reviews and mandatory requirements of the agency/host facility. To ensure that each employee file contains evidence of current credentials needed for regulatory, client and agency liability.

 

Policy Statement

Advantage Nursing Services, LLC has a method for tracking employee credentials, licenses and all mandatory requirements and performance review to maintain current status. This tracking will assure that employees sent to host facilities are compliant with standards of agency and host facility.

 

The tracking system allows the agency to forecast impending deficits in credentials, allowing time to notify employees weeks/months prior to expiration of credentials.

 

The tracking system attempts to alleviate a lapse in hiring and annual mandatory in-service and testing requirements of Joint Commission/OSHA and other mandatory hiring requirements that may be agency/facility generated.

 

 

Procedure/Guidelines

Advantage Nursing Services, LLC audits twenty employee files per month for compliance and thoroughness.

 

An audit sheet is completed and placed in the tracking file. The name of the person doing the audit and the date is included in documentation.

 

The employee will be informed at least 30 days prior to the expiration date of credentials, etc.

 

It is the employee’s responsibility to keep all mandatory credentials current. Failure to do so will make the employee ineligible to work until credentials are current.

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: FILE PURGING

Policy Origin Date:   07/18/08

Policy No.:  HR.1.3.2

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

__________________________________________________________

 

 

Purpose

To cleanse the employee file of any expired credentials such as licensure & certification.

 

Policy Statement

Systematically purging files assures that any representative of the agency, client facility or accrediting organization can determine the accuracy of all information contained in the files and can easily validate that all current and pertinent documents are current and enforceable. In addition, purging of employee files decreases the space requirements for storage of employee files.

 

Procedure/Guideline

All employee files may be purged at least every seven (7) years. Licenses and credentials will continue to be checked annually in the event the employee is scheduled to work any assigned shifts.

 

 

All licenses, certification, references, application, background check and emergency contact person will remain in file, permanently.

 

Make a notation in the file register of date and person doing purging.

 

 

 

 

 

 

 

 

 

 

 

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: Client Update Procedure

Policy Origin Date:   07/18/08

Policy No.:  HR 1.4

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

__________________________________________________________

 

 

Purpose

To keep clients informed of status of agency personnel working at their facility.

 

 

Policy Statement

The agency will keep client updated on the status of licenses, certifications, mandatory in services and mandatory requirements of each employee staffed in host facility

 

 

Procedure/Guidelines

It is the responsibility of each employee to maintain current credentials as required by the host facility/agency. These include: current license and certifications, all mandatory annual testing, BCLS, ACLS, PALS and other certifications as required, a current TB screening with negative results, and other testing/paperwork as listed in clinical handbook.

 

The host facility will be informed by the agency/employee of the verified results.

 

Failure to maintain current status of above will make the employee ineligible to work.

 

Notification will include a computer generated profile indicating employee information and current licensure/certifications.

 

 

 

 

 

 

 

 

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: Notification of Impending Expirations/Action

             Taken for Expired Credentials

Policy Origin Date:   07/18/08

Policy No.:  HR 1.5

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

__________________________________________________________

 

 

Purpose

To assure that all employees have current and verifiable credentials and make employees aware of the consequences of carrying expired credentials.

 

Policy Statement

All credentials and licenses required to work in a client facility must be current at all times.

All employees will be informed in a timely manner of impending expiration of credentials. No employee will be permitted to work if necessary credentials have lapsed.

 

Procedure/Guidelines

 

It is the responsibility of the employee to maintain current credentials.

 

All employees will be informed 30 days prior to expiration of credentials.

 

If employee has not brought new credentials to the agency, they will be reminded in one (1) month of impending expiration of credentials.

 

Employees will be required to successfully complete appropriate testing to assure competency in testing to maintain credentials.

 

A copy of the new credentials will be placed in the employee file when obtained.

 

The employee will keep their credentials on person while on duty at the host facility.

 

Failure to keep credentials current will make the employee ineligible to work.

 

The host facility will be given a copy of the renewed credentials and will also be informed of inability to work if credentials lapse.

 

A system of tracking credentials will be utilized. This can be electronic or handwritten.


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: Background Check Policy

Policy Origin Date:   05/06/09

Policy No.:  HR 1.6

Effective date: 05/06/09

Revision date:  05/06/09

Reviewed: 04/05/11

Page 1 of 2 ______________________________________________________

 

 

Purpose

To obtain verification of the candidate’s criminal history or background as stated on their application and to assure the candidate has no federal, state, or local convictions. To assure the candidate has no criminal history or documented and verifiable history of behavior which may negatively affect their ability to work in a healthcare setting.

 

Policy Statement

Thorough background checks must be done to protect a vulnerable public and consumer population as well as the provider’s liability. This verification provides information on criminal background, according to law, regulation, the firm’s policy and customer requirements.

 

Procedure/Guideline

Consent for the background check will be signed and dated by candidate.

 

Background checks will be done on all candidates prior to hiring. A minimum of seven (7) years criminal background checks will be done. This includes minimally: Social Security Number Verification, HHS/OIG list of excluded individuals, a candidate cannot be excluded, debarred, suspended or appear on the General Service Administration List of Parties Excluded from Federal Programs.

 

The background check results will be reviewed by the appropriate representative and a decision will be made on whether the candidate is appropriate for hire.

 

If a decision is made to hire knowing a criminal history exists, appropriate documentation must be found defining the nature of the criminal act, the rationale for hiring and the verification of full disclosure to all contracting facilities in the employee’s file if warranted. In addition the history must have been reported to the licensing agency and the employee’s license must not have any restrictions.

 

The results of the background checks will be placed in the candidates file or background binder.

 


 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: Background Check Policy

Policy Origin Date:   05/06/09

Policy No.:  HR 1.6

Effective date: 05/06/09

Revision date:  05/06/09

Reviewed: 04/05/11

Page 2 of 2

__________________________________________________________

 

If criminal history is discovered after employment, clinician will be placed on hold and a full investigation into the criminal record will be made.  Upon completion of investigation, a determination will be made on the future employment status of clinician.

 

Any employee, who has been hired at Advantage Nursing Services, LLC, after 2/28/09, will have the new background check completed.  Employees hired prior to 2/28/09 will not have a background check repeated to include the current elements.


 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: Drug Screening Policy

Policy Origin Date:   07/18/08

Policy No.:  HR 1.7

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

Page1 of 2

__________________________________________________________

 

 

Purpose

This policy prevents the assignment of impaired personnel into your client facilities; subsequently this reduces the risk to both client and agency.

 

Policy Statement

Advantage Nursing Services, LLC is a Drug Free Workplace.

A negative drug screen is a requirement for employment with Advantage Nursing Services, LLC

 

All drug screening will be done by a certified lab.

 

Procedure/Guideline

A signed and dated consent form will be obtained at the collection site.

 

Testing will be done by a certified lab.

 

The lab will validate the employee via photo identification.

 

The results will be sent to agency and will be included as permanent part of the record.

 

The agency will review the results and determine if applicant is a candidate for hire. The results will be placed in employee file or drug screen binder.

 

Any prescription drugs must be declared to the MRO.  It is mandatory that proof of prescription be verified through documentation by a physician who attests that he prescribed the drug, the employee is taking the medication as prescribed and it will not impair his/her judgment or ability to perform the job to which he/she has been assigned in a safe and ethical manner.

 

A positive result makes the applicant ineligible for hire.

 

All positive specimens must be retained by the laboratory for a minimum of one (1) year. There must also be a documented chain of custody in place.

 

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: Drug Screening Policy

Policy Origin Date:   07/18/08

Policy No.:  HR 1.7

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

Page 2 of 2

__________________________________________________________

 

 

 

The drug screen will test for the ten (10) most commonly abused drugs. This list is not all inclusive. These drugs are amphetamines, barbiturates (long acting and short acting),

benzodiazepines, cannabinoids, cocaine, methadone, methaqualone, opiates, phecylidine and propoxyphene

 

Prior to 1/1/09, the agency utilized various panel screens.  Any employees who effectively tested and passed the drug screen and were hired were not retested when the agency began utilizing the 10 panel screen.  Only employees tested after 1/1/09 and who are tested for probable cause will have the 10 panel screen performed.

 

If a specimen is challenged, the lab will be available and willing to support their findings with secondary screenings of the same specimen and any other specimens requested by the host facilities.

 

A drug screen can be requested at any time for cause by the hospital or Advantage Nursing Services, LLC or if impairment is suspected while on duty or in contract. Appropriate documentation must include the circumstances, person reporting, the date and place of alleged issue.

 

If “for cause” drug screen is requested and done and the results are positive, the employee will not work. Agency will make employee aware of assistance programs available.

 

The agency or host facility will report positive “for cause” results to appropriate agencies and document. include date reported and the name of the person reporting.

The employee in question will be informed of his /her status with the agency/host facility.

 

 

 

 

 

 

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: PRIMARY SOURCE VERIFICATION

Policy Origin Date:   07/18/08

Policy No.:  HR 1.8

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

__________________________________________________________

 

 

Purpose

To validate the potential employee experience as stated on their application.

 

Policy Statement

Primary source verification is necessary to assure employment history is accurately reflected on both the application and resume. This will prevent hiring someone who has misstated, falsified or otherwise modified their application.

 

Procedure/Guidelines

All the Facts is a company contracted by Advantage Nursing Services, LLC to obtain primary source verification of all employment history.  All work history for the past seven (7) years must be verified. In the case of long-term supplemental staff, only verification of the last 3 yrs assignments is required.

 

Verification of history will include duties and responsibilities at each facility or assignment.

 

The name of the person performing the check and the date of review will be included.

 

The results of work history verification will be evaluated by the appropriate agency personnel to determine if applicant is a candidate for hire and placed in his/her file.

 

 

 

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: License Experience Parameters for Hire

Policy Origin Date:   07/18/08

Policy No.:  HR 2.0

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

Page 1 of 2

__________________________________________________________

 

Purpose

To validate a potential employee has adequate experience to work for the agency.

 

Policy Statement

All employee or potential employees will be screened to be sure they have the necessary experience to work for the agency.

 

Procedure/Guidelines

All clinical employees shall have a minimum of one (1) year satisfactory work experience in the assigned area within the last three years.

 

This experience will be primary source verification with work history and reference checks.

 

The documentation will be placed in the employee file.

 

In addition, all clinicians must satisfactorily complete:


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: License Experience Parameters for Hire

Policy Origin Date:   07/18/08

Policy No.:  HR 2.0

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

Page 2 of 2

__________________________________________________________

 

 

 

Registered Nurses:           

Medication Test

 

IV Therapy Test

Area Specific Test

 

 

Licensed Vocational Nurses:

Medication Test

 

IV Therapy Test (IV certified only)

Area Specific Test

 

 

Respiratory Therapists:

Area Specific Test

 

 

 

 

Certified Nursing Assistants:

Area Specific Test

 

 

 

 

 

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: JOB DESCRIPTIONS

Policy Origin Date:   07/18/08

Policy No.:  HR 2.1

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

__________________________________________________________

 

 

 

Purpose

To assure that each agency officer, director, manager and employee has an appropriate job description which pertains to their duties and responsibilities within the agency.

 

 

Policy Statement

To assure that each agency employee knows the requirements and expectations of his/her job position. The agency employee will sign a signature page acknowledging their understanding of their job description.

 

 

Policy/Guideline

Each employee will receive a copy of the appropriate job description that fully defines the minimum clinical competence and qualifications consistent with staff job responsibilities. 

 

The job description defines duties expected of the employee, position responsibilities and accountabilities.

 

Each job description identifies to whom the employee reports.

 

The employee will sign and date the job description signifying understanding of the duties and expectations required for the job and also that he/she has received a copy of the job description.

 

A note is made on the file checklist that the job description has been signed and witnessed and includes the date.

 

The signed job description or acknowledgement signature is placed in the employee file.

 

 

 

 

 

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: COMPETENCY AND MANDATORY TESTING      

             REQUIREMENTS

Policy Origin Date:   07/18/08

Policy No.:  HR 2.2

Effective date: 07/18/08

Reviewed: 04/05/11

Revision date:  02/28/09

Page 1 of 2

__________________________________________________________

 

Purpose

The testing standards are a means used to assess the agency’s tools to measure the competence and clinical knowledge base of the applicant in their general field as well as in any specialty areas they declare as experienced. These standards will also assess the agency’s tools for measuring applicant’s knowledge, competency, conflict resolution and expertise in the job area for which they are applying.

 

To assure the person tested is the person who the test is intended.

 

To assure any applicant for hire/employee meets or exceeds all mandatory in-service requirements and all subsequent mandatory testing as required by agency/host facility.

 

Policy Statement

Competency of the applicant is determined through consistent and standardized methods. These particular tests validate the required knowledge base for clinical expertise.

 

The testing standard assures the client and agency of the quality and competence of the individual.


Mandatory testing will be done on hire. A passing grade of at least 80% must be obtained in each areas of testing.  Core competencies are tested annually.

 

Procedure/Guideline

It is the responsibility of the employee to maintain current annual testing requirements as a condition of employment.

 

Mandatory testing and annual testing includes OSHA and Joint Commission requirements, age specific competency, Infection Control, Body Mechanics, Fire and Safety and any other requirements of the agency or host facility.


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: COMPETENCY AND MANDATORY TESTING

             REQUIREMENTS

Policy Origin Date:   07/18/08

Policy No.:  HR 2.2

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/05/11

Page 2 of 2

__________________________________________________________

 

 

All candidates for hire and all employees will establish their knowledge base and expertise for the job for which they apply via testing.

 

Testing can be done electronically or orally. Electronic testing via Clearview Testing, or with host facility may be done off site. All other testing will be done on site. All on site testing will have a proctor.

 

A passing score of 80% is mandatory on each area of testing.

 

You may retest two (2) times. If an applicant fails to successfully complete the testing requirements with a passing score of 80% on three consecutive attempts, then the employee may not reapply for a position for a period of one year.

 

Documentation will include test name and test scores.  Some clients require remedial testing to 100% and agency will comply.

 

Host facilities may have additional testing to assess competency and critical thinking (PBDS, for example). Agency will receive the results and they will be placed in employee file.

 

If mandatory testing is not completed in the specified time frame, the employee is ineligible to work until testing is current.

 

 

 

 

 

 

 

 

 

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: CLIENT DRIVEN COMPETENCY TESTS POLICY

Policy Origin Date:   07/18/08

Policy No.:  HR 2.3

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

 

__________________________________________________________

 

 

Purpose

The purpose of this policy is to establish a method of communication to share testing results between host facility and employee.

 

Policy Statement

Testing of all employees is essential to assure the client and the agency of the competence of the employee.

 

Policy/Guideline

It is the responsibility of the employee to keep all mandatory requirements current.

 

A client may want additional testing (PBDS) to further evaluate the competency of the employee. This testing will be done at the client facility. The employee must take and pass with 80% or greater in each aspect of the testing elements.

 

Any testing required by the client facility will be required of any employee desiring to accept assignments at the client facility.

 

The test results will be communicated to the agency and placed in employee file. The date of the test and the person reporting will also be documented.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: TESTING PROCEDURES AND PASSING PROCEDURES

Policy Origin Date:   07/18/08

Policy No.:  HR 2.4

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

__________________________________________________________

 

Purpose

To assure a standardized system for testing any individual and alleviating any disadvantage in the testing process.  To validate competency a minimum grade of 80% is required on all mandatory tests.

 

Policy Statement

To assure the client and the agency that the most qualified and competent healthcare professionals are hired. Testing standards assure that patient care will be delivered in a safe and competent manner.

 

 

Procedure/Guideline

It is the responsibility of the employee to maintain all mandatory testing.

 

The testing format will be decided by the agency and host facility.

 

Any on site testing will be proctored by a qualified staff member.

 

A passing score of minimally 80% is required.

 

You may retest two (2) times and if you do not remediate to a score of at least 80%, you will no longer be considered for employment for a period of one year.

 

 

 

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: RETESTING POLICY

Policy Origin Date:   07/18/08

Policy No.:  HR 2.5

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

__________________________________________________________

 

Purpose

To define an avenue for second testing in the event that a score does not meet the minimum standard allowing for fair and equitable treatment of all employees who are tested for competency and medication administration as well as mandatory and specialty testing.

 

Policy Statement

All test scores will be documented in employee file. The results of both tests will be reviewed with the employee.

 

Policy/Guideline

You may retake a test two (2) times.

 

Failure to pass test a third time will make the employee ineligible for placement in a client facility for a period on one year.

 

Results of all testing will be placed in employee file and staffing system. The retesting policy must minimally remediate to 80% with the understanding that some clients will require 100% remediation. If this is the case, the agency will comply.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: FIELD STAFF REASSIGNMENT/FLOATING POLICY

Policy Origin Date:   07/18/08

Policy No.:  HR 2.6

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

 

_________________________________________________________

 

 

Purpose

To assure employees who are reassigned/floated as necessary are re-assigned to areas that fall within their scope of practice.

 

 

Policy Statement

The agency has a firm policy and procedure for handling staff reassignment by clients only to their areas within their scope of practice or documented area of expertise. A policy defining appropriate assignment areas for agency employees assists in guarding against placement of staff outside their area of training or expertise. This reduces risk of liability.

 

Procedure/Guideline

The policy on floating and re-assignment should have what the agency considers acceptable and safe “floatable areas” for their staff.

 

Contracts will identify and define re-assignment parameters, including areas for appropriate re-assignment given the credentials of the staff to be re-assigned.

 

Any employee who is asked to float should notify the agency immediately if it is out of their area of expertise. This should be done before you accept any assignment.

 

The agency will contact the client and discuss the situation and help to resolve the issue.

 

Refusing to float in an area that is in your scope of practice will not be tolerated.

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: OPTIONS FOR EMPLOYEES CANCELLED FOR CAUSE

Policy Origin Date:   07/18/08

Policy No.:  HR 2.7

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

Page 1 of 2

__________________________________________________________

 

Purpose

To assure the policy for employees who have been terminated from an assignment or contract for cause will receive fair and equitable treatment.

 

Policy Statement

The agency has a policy for any employee whose contract has been terminated or cancelled for cause. The purpose of the policy is to be sure the employee is treated fairly and equitably in the review process.

 

Procedure/Guideline

Any employee who has had their contract terminated or cancelled for cause will have an opportunity to present their side of the events leading to the termination.

 

The agency policy for options for employees terminated for cause assures there are clearly defined guidelines for documenting any termination and to guarantee fairness to the individual throughout the process.

 

The complaint/terminations will be handled through peer review or the grievance committee.

 

Reporting practices should have a documented chain of custody for all official documents.

 

All documentation will include the date and time of the incident/issue, nature of the incident, all actions taken, all actions considered to correct or otherwise resolve the situation with the client facility.

 

The incident will be documented in the employee file and will be shared only with people on a need to know basis. Maintain HIPPA in dealing with issues of employee counseling.

 

 

 

 

 

 

 

     

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: MAINTENANCE OF NEEDS LIST

Policy Origin Date:   07/18/08

Policy No.:  HR 2.8

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

__________________________________________________________

 

 

Purpose

The standards for Needs List Maintenance are to assure the agency is portraying an accurate picture of the placement needs as to specialty, required skills, certifications required and experience level.

 

Policy Statement

The Needs List Maintenance Policy assures that the needs list is all inclusive, including the specific nature of the facility needs as well as any specific credentials and skills required by the facility in order to assure the best and most accurate match.

 

Procedure/Guideline

The needs list must define the date and time the request was logged, the date and time the shift is needed, the requested personnel RN, LPN, LRT & CNA and any certifications required, and specific skills.

 

The name of the person receiving the information and the person who filled the shift should also be documented.

 

The needs list will identify the person, date, shift and person filling the shift.

 

The credentials of the person who is making the assignments and their experience must be documented to assure that qualified staff is being is assigned to the appropriate place.

 

The system has to be user friendly so that other persons can follow the system and schedule staff if necessary.

 

The needs list is available 24 hours a day.


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: DNR – DO NOT RETURN POLICY

Policy Origin Date:   07/18/08

Policy No.:  HR 2.9

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

__________________________________________________________

 

Purpose

The agency has a policy defining options for employees who have been Do Not Returned by client facility.

 

 

Policy Statement

This policy will assure the employee has rebuttal opportunities in the event they are determined to be a Do Not Return employee.

 

 

Procedure/Guideline

The employee will be informed by the agency of the DNR.

 

The Incident causing the DNR will be discussed with the employee.

 

The agency will discuss at length with the client the allegation. The incident, date and time as well as any others involved should be discussed.

 

The client and the agency will attempt to resolve the situation to have the best outcome for all concerned.

 

The agency will discuss the final decision and findings with the employee.

 

If the employee is not satisfied with the final outcome, he may use the Grievance process.   Refer to the Grievance procedure.


 

 

 
Advantage Nursing Services

Policy and Procedure Manual

 

Policy: EMPLOYEE ORIENTATION

Policy Origin Date:   07/18/08

Policy No.:  HR 3.0

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

__________________________________________________________

 

Purpose

To assure the agency has communicated all significant operational information to all new hires. Orientation is the appropriate place to introduce all new hires to the company code of conduct, to outline all company policy and procedures, to address all mandatory all annual credentialing and employee responsibility to comply with all company policies and procedures.

 

 

Policy Statement

A formal orientation program must be in operation. This prepares new staff for successful employment with the company. Defining clearly all expectations the agency has via policies and procedures, directives and any other information that is necessary for the employee to function within the company will be reviewed.

 

Procedure/Guidelines

All newly hired employees will receive a company orientation. This is done via completion of all human resources paperwork, reading the policy and procedure manual or electronically. There will always be an agency representative available to answer any employee questions.

 

The orientation will minimally include review of the following: Mission Statement, compliance with OSHA, Joint Commission, federal and state regulations, and payroll/time card procedures. Policy relating to any lapse in credentials, client information and needs, competency issues, agency governance, HIPAA, confidentially, performance reviews, quality improvement committee, discipline, and grievance procedures. Other policies and procedures considered important for the employee so that he/she will better represent the agency to the host facility.

 

All employees will sign an acknowledgement page stating the have had an opportunity to review the agency policy and procedure manual and have also had an opportunity to ask any questions. Your signature indicates an understanding of the policy and procedures and also an agreement between the agency and yourself that you will abide by these policies and procedures.

 

The Policy and Procedure Manual will be available for review in the agency office during normal working hours.

 

 

 


 

 

 
Advantage Nursing Services

Policy and Procedure Manual

 

Policy: EMPLOYEE NOTIFICATION OF COMPANY POLICIES AND   

             POLICY CHANGES

Policy Origin Date:   07/18/08

Policy No.:  HR 3.1

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

__________________________________________________________

 

Purpose

To ensure employee is aware of policies and any changes of Advantage Nursing Services, LLC policies.

 

 

Policy Statement

To assure that each employee adheres to the rules and regulations and that all new and changed policies and procedures are adhered to accordingly.

 

Policy/Guideline

Notice of new policies or policy changes will be posted on the Advantage Nursing Services, LLC website for employee review. 

 

Any policy changes are posted on the bulletin board and will be brought to the attention of the employees by office and staffing coordinators, or through electronic notification (email).

 

All employees are made aware in advance on the acknowledgment page that from time to time there may be additions or revisions to the employee handbook and/or policy and procedure manual and it is the employee’s responsibility to keep informed and updated.


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: CLINICAL HANDBOOK

Policy Origin Date:   07/18/08

Policy No.:  HR.3.2

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

__________________________________________________________

 

Purpose

To ensure that each employee file contains evidence the employee has been informed of the agency’s policies and procedures and is in receipt of the Clinical Handbook.

 

Policy Statement

The Clinical Handbook is available, informative and distributed to every newly hired employee. The Clinical Handbook is available for employees to reference any policy and procedure of Advantage Nursing Services, LLC The employee will sign a statement that acknowledges they have read, understand and had the opportunity to ask questions and have been given a copy of the Clinical Handbook.

 

Procedure/Guidelines

All employees will receive a copy of the Clinical Handbook during orientation. The employee will have an opportunity to ask questions during the orientation process and will sign an acknowledgement statement of receipt and understanding of the contents. The date of receipt will also be included on the signature page. A representative of the agency will sign acknowledging employee’s signature and receipt.

 

A notation will be made in applicant checklist of date of receipt and signature.

The Clinical Handbook will minimally include the following:

Terms and Conditions of Employment

Drug Abuse Policy

Sentinel Event Policy and Procedure

Report a Complaint about a Healthcare Organization

Standard List of Abbreviations

Hand Washing Indications

Annual Competencies and Qualifications

The employee will be informed of any changes in the Clinical Handbook in a timely manner via writing, email, etc.

 

 

 

 

 

 

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: ASSESSMENT AND REASSESSMENT OF CLINICAL

             STAFF COMPETENCE

Policy Origin Date:   07/18/08

Policy No.:  HR. 4.0

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

Page 1 of 2

__________________________________________________________

Purpose

To establish a process to assess and reassess staff clinical competency on hire and on an ongoing basis.

 

Policy Statement

Advantage Nursing Services, LLC assesses the clinical competency of staff upon hire and annually. 

 

Procedure/Guidelines

 

 Any employee hired to work in a clinical capacity at Advantage Nursing Services, Inc., will have an initial assessment performed upon hire and annually. 

 

The initial assessment includes the completion of the following:

 

Employees hired at Advantage Nursing Services will have a probationary and biannually evaluations (every two years) completed.  The initial 90 day evaluation will include an evaluation of the employee’s clinical competency by the clinical staff supervisors. 

 

 

 

 


 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: ASSESSMENT AND REASSESSMENT OF CLINICAL

             STAFF COMPETENCE

Policy Origin Date:   07/18/08

Policy No.:  HR. 4.0

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

Page 2 of 2

__________________________________________________________

 

Advantage Nursing Services obtained clinical evaluations on all employees in the months of March and September.  All clinical facility evaluations are filed in a binder until the employees biannual evaluation is completed. 

 

In the event a clinical staff supervisor completes an evaluation identifying performance problems, the employee is notified by the Chief Nursing Officer and their performance is reviewed. 

 

In the event the employee demonstrates a pattern of performance problems and is unwilling to improve, the employee will not be assigned to client facilities and may be terminated.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: CONTINUING EDUCATION

Policy Origin Date:   04/25/09

Policy No.:  HR 5.0

Effective date: 04/25/09

Revision date:  04/25/09

Reviewed: 04/15/11

Page 1 of 2

__________________________________________________________                      

Purpose

Advantage Nursing Services, LLC believes it is critical for their employees to engage in continuing education since it facilitates the services we provide to our client facility.  Advantage Nursing Services, LLC utilizes the performance improvement process to assess the needs of the clinical staff and seeks educational opportunities to improve in areas identifying opportunities for performance improvement.

 

Policy Statement

Advantage Nursing Services, LLC utilizes the skills competency check lists and competency testing to identify opportunities for improvement for clinical staff. 

 

In addition the organization utilizes information provided by client facilities as they relate to complaints and do not returns to assess opportunities for continuing education.

 

Advantage Nursing Services, LLC will host various educational offerings to improve clinical outcomes for clinical staff.

 

Advantage Nursing Services, LLC encourages staff to participate in ongoing work-related in-services, training, or other activities.  Employees may request Advantage Nursing Services, LLC to reimburse them for attendance at an educational offering if a request for educational offering is submitted prior to attendance.  Once the educational activity is approved, Advantage Nursing Services, LLC will reimburse the employee for any conference fees excluding lunch, travel, and hotel accommodations. 

 

Clinical employees must submit evidence of continuing education on an annual basis.

 

 

 

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: CONTINUING EDUCATION

Policy Origin Date:   07/18/08

Policy No.:  HR 5.0

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

Page 2 of 2

­­­­­­­__________________________________________________________

 

 

Procedure/Guidelines

 

In the event Advantage Nursing Services, LLC is hosting an educational offering, clinical staff is encouraged to attend.  Employees of Advantage Nursing Services, LLC will not be charged for program registration.

 

If an employee desires to attend a conference outside of an Advantage Nursing Services, LLC offering, the employee will need to submit a request for educational reimbursement prior to the educational offering.  Once the educational offering is approved by the Chief Nursing Officer, the employee can submit the receipt for reimbursement with the validation of attendance. 

 

Reimbursement for any educational event may take 7 to 10 days for processing.
Advantage Nursing Services

Policy and Procedure Manual

 

Policy: PERFORMANCE REVIEW POLICY

Policy Origin Date:   07/18/08

Policy No.:  HR 6.0

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

Page 1 of 2

_________________________________________________________

 

 

Purpose

To assure that current employees are continuing to perform within the expected guidelines as provided by both the host facility and the agency.

 

To assure issues of clinical competence are addressed when identified by either performance reviews or by client reporting.    

 

Evaluations provide a method to evaluate performance on an ongoing basis while maintaining a current competency assessment.

 

Policy Statement

Employee Performance Review and requirements are clearly defined. When competency issues are identified, actions to improve and performance assessment pertinent to the competency issue should be well documented. Trends in clinical performance and professional behaviors are tracked, assessed and analyzed through the company QA and PI committee.

 

Procedure

The minimum requirements for and Employee Performance Review are:

 

 

 

 

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: PERFORMANCE REVIEW POLICY

Policy Origin Date:   07/18/08

Policy No.:  HR 6.0

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

Page 2 of 2

________________________________________________________________

 

 

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: DRESS CODE

Policy Origin Date:   07/18/08

Policy No.:  HR 7.0

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

__________________________________________________________

 

 

Purpose

What we wear to work is a reflection of the pride we have in our company.

 

 

Policy Statement

To favorably impress our customers, members of the public, and industry representatives, it is important for all employees to present a professional appearance.

 

 

Procedure/Guideline

 

Clothing should not constitute a safety hazard.

 

All employees should practice common sense rules of neatness, good taste and comfort.  As an example tight fitting clothing, low cut uniforms or shirts, excessive jewelry, long fingernails, and visible body piercings are unacceptable.

 

Employees who do not meet the uniform dress code standards will be counseled on proper dress etiquette.


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: SEXUAL HARASSMENT

Policy Origin Date:   07/18/08

Policy No.:  HR 8.0

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

__________________________________________________________

 

 

Purpose

To ensure the understanding that harassment of any form, including sexual harassment is not tolerated in the workplace by Advantage Nursing Services, LLC.

 

Policy Statement

Any sexual or other forms of harassment are prohibited. Advantage Nursing Services, LLC has a zero tolerance level with respect to issues related to sexual harassment.

 

Procedure/Guideline

Any sexual or other forms of harassment are prohibited by Advantage Nursing Services, LLC as well as by State and Federal law. Any person making unwelcome sexual advances, requests for sexual favors, and other such verbal or physical conduct creating an intimidating, hostile, or offensive working environment by such conduct may be terminated immediately.

 

Any employee who observes or learns of any form of harassment prohibited by this policy should notify the Senior Management of the company immediately.

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: EMPLOYEE EMERGENCY CONTACT

Policy Origin Date:   07/18/08

Policy No.:  HR 9.0

Effective date: 07/18/08

Revision date:  01/28/09

Reviewed: 04/15/11

__________________________________________________________

 

Purpose

Provide Advantage Nursing Services, LLC the ability to contact a designated person in the event of an emergency situation.

 

 

Policy Statement

Advantage Nursing Services, LLC will contact a designated emergency contact of the employee’s choice in the event of an emergency.

 

 

Procedure/Guideline

 

An emergency contact person is obtained from the employee upon hire.  In the event of an emergency situation, the emergency contact person will be contacted and informed of the situation.  No other contacts will be made by Advantage Nursing Services, LLC unless the employee specifically designates an emergency contact.

 

In the event of Advantage Nursing Services, LLC deems it necessary to contact the emergency contact, the only information that will be provided will be the current situation requiring contact and any information available regarding the emergency. 

 

In the event Advantage Nursing Services, LLC must contact an employee for an emergency situation, once all employee contacts provided to the employee have been exhausted, the firm may contact the emergency contact and inform the employee to contact Advantage Nursing Services, LLC at their earliest convenience. 

 

 

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: TRAVEL CONTRACTS

Policy Origin Date:   07/18/08

Policy No.:  HR 10.0

Effective date: 07/18/08

Reviewed: 04/15/11

Page 1 of 2

________________________________________________

 

Purpose

To define the process of obtaining a travel contract with Advantage Nursing Services, LLC.

 

Policy Statement

Advantage Nursing Services LLC, is a supplemental staffing agency capable of providing client facilities with per diem assignments of temporary medical personnel as well as contractual agreements with employees for short term assignments (ranging from 1 month to 3 months). 

 

Procedure/Guideline

 

 

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: TRAVEL CONTRACTS

Policy Origin Date:   07/18/08

Policy No.: HR 10.0

Effective date: 07/18/08

Reviewed: 04/15/11

Page 2 of 2

__________________________________________________________

 

 

If contract extension is agreeable between the hospital and agency, the guidelines for the extension will be submitted to both parties in writing for review and signature.  Extension will cover all terms agreed upon by both parties.

 


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: CANCELLATION OF TRAVEL CONTRACT

Policy Origin Date:   07/18/08

Policy No.: HR 10.1

Effective date: 07/18/08

Reviewed: 04/15/11

 

 

Purpose:       To define the process required to accommodate client facility and Advantage Nursing Services, LLC obligations in the event the contractual period is unmet.

 

Application:

 

A.                               The hospital/facility shall be able to cancel the service of a medical professional at any time when it determines that the job performance of that individual is unsatisfactory.  The Hospital supervisor must in turn, document fully the unsatisfactory performance.

 

If an Advantage Nursing Services, LLC employee is canceled under these conditions, Advantage Nursing Services, LLC shall have the option of replacing the employee for the remainder of the contract period with another appropriately credentialed employee approved by the Hospital.

 

B.                               If an Advantage Nursing Services, LLC employee initiates early cancellation of the contract, he/she must document fully the rationale.   Acceptable conditions for such action include: serious illness requiring extended recuperation time, family illness/death, placement in areas for which the individual is not competent and should not be assigned (this last would require review by the Chief Nursing Officer of Advantage Nursing Services, LLC and appropriate facility management staff.)

 

If an Advantage Nursing Services, LLC employee is canceled under these conditions, Advantage Nursing Services, LLC shall have the option of replacing the employee for the remainder of the contract period with another appropriately credentialed employee approved by the Hospital.

                       

C.                              Advantage Nursing Services, LLC realizes there are extenuating circumstances often and is always willing and able to sit down and discuss any placement or problem and arrive at solutions that are in the best interest of all parties and acceptable to all.

 

D.                              In the event an employee cancels a contract without cause, the employee is responsible for any and all expenses spent by Advantage Nursing Services, LLC as they relate to housing, travel, and any other costs associated with the execution of the contract.

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: EMPLOYEE BENEFITS

Policy Origin Date:   07/18/08

Policy No.: HR 11

Effective date: 07/18/08

Reviewed: 04/15/11

 

 

Purpose

To inform all clinical employees of the benefits available while employed with Advantage Nursing services, LLC

 

Policy Statement

The policy is delineated to inform clinical employees of available benefits.

 

Procedure/Guideline

Holidays:                   Clinical employees will b paid time and one half at most facilities for holidays

predetermined by the individual facilities.  Clinical employees will be informed

of holiday shift prior to start of shift.

 

Overtime:                   Clinical employees will e paid time and one half for hours worked in excess of 40 hours in a work week.  Overtime must be pre-approved by the facility before the agency will be allowed to schedule the clinician.

 

Insurance:                 Advantage Nursing Services, LLC is an employee based corporation and provides Professional and General Liability Insurance and Workers Compensation Insurance to all clinical staff.


Advantage Nursing Services

Policy and Procedure Manual

 

Policy: RECRUITMENT AND RETENTION

Policy Origin Date:   07/19/09

Policy No.: HR 12

Effective date: 07/19/09

Reviewed: 04/15/11

Page 1 of 2

 

Purpose

To provide facilities who contract with Advantage Nursing Services, LLC the best alternative to any supplemental staffing agency to meet their needs on a per-diem or short-term contractual basis. 

 

Policy Statement

Our Mission is to service the Healthcare Community by supplying EXCELLENCE IN STAFFING SERVICES to the healthcare providers.  Excellence is defined by the company operations that meet standards and expectations which are appropriate for meeting the quality care initiatives of our clients and staff. As a result, Advantage Nursing Services, LLC is committed to hiring the most qualified health care personnel to provide services to facilities who possess a current contract to supply supplemental staff.  Our primary concern is to provide facilities with highly qualified professionals for general and special floor duty to achieve excellence in patient care.

 

Procedure/Guideline

Recruitment

Advantage Nursing Services utilizes various modalities to recruit qualified nursing and allied health personnel.  These modalities include web page advertisement, new paper ads, national nursing publications, attendance at job fairs, and through word of mouth when employees are on assignment in facilities.

 

Individuals responsible for the recruitment of field staff include the Director of Marketing, Chief Nursing Officer, Director of Travel, Assistant to the Chief Nursing Officer, and Staffing Coordinators.

 

To address all facility needs, recruitment is not only focused on the various disciplines employed by Advantage Nursing Services, LLC but additional attention is paid to the various general, specialty, or intensive care areas.  All individuals who work for Advantage Nursing Services, LLC are employees and not independent contractors. 

 

Employees obtain applications by going to the Advantage Nursing Services, LLC website and completing an employment application, contacting the office to have an application mailed to them via the United Sates Postal Service, obtaining an application at a job fair, or by coming directly into the office.

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: RECRUITMENT AND RETENTION

Policy Origin Date:   07/19/09

Policy No.: HR 12

Effective date: 07/19/09

Reviewed: 04/15/11

Page 2 of 2

 

 

The first point of contact or initial interaction is made by the assistant to the CNO.  This individual reviews the applicant and assists the applicant with completion of the application process.  Employees are not allowed to begin work until they have completed the entire application process. 

 

The second step in the employment process is for the employee to attend any orientation required by the facility and complete any facility programs.

 

 

Retention

Advantage Nursing Services utilizes various modalities to retain qualified nursing and allied health personnel.  These modalities include:

 

 

 

 

 

 

 

Advantage Nursing Services

Policy and Procedure Manual

 

Policy: MEDICATION VARIATION POLICY

Policy Origin Date:   01/03/11

Policy No.: HR 13

Effective date: 01/03/11

Revision date: 

 

Purpose

To establish medication variation guidelines for any employee who has a self-reported or facility reported medication variation.   

 

Policy Statement

Advantage Nursing Services, L.L.C. views the administration of mediation as an important role of our nursing staff. 

 

Procedure/Guideline

Medication variations will follow the process as outlined below.  In the event any medication variation resulted in patient harm, the Chief Nursing Officer will review the circumstances of the incident and determine if the employee will follow the process or no longer be assigned to client facilities by Advantage Nursing Services, L.L.C. 

 

It should be noted that the following guidelines are in effect for a two year period.  If two years have elapsed since the first medication occurrence, the employee returns to the guidelines as outlined in the first occurrence section of the policy.

 

First Occurrence

Any employee who has a medication variation reported to the agency will be required to review the five rights and responsibilities of medication administration.  It is the Chief Nursing Officer’s responsibility to contact the employee on their first occurrence and inform them to review the five rights as well as the medication variation policy for Advantage Nursing Services, LLC.

 

Second Occurrence

In the event an employee has a second reported medication variation, the employee will be required to complete a minimum of 3 continuing education units on medication safety and medication variations.  Advantage Nursing Services, L.L.C. will not assign any employee with two medication variations to any client facility until the employee is capable of demonstrating successful completion of the required continuing education units.

 

 

Third Occurrence

In the event an employee has a third medication variation, the Chief Nursing Officer will review the seriousness of the variations and develop a plan of corrective action with the employee. It should be noted that at any time during this process the Chief Nursing Officer may decide not to assign the employee to any future client facilities.