15th AnnualEducational Conference

“Working to support and educate medical staff professionals throughout the state of Alaska”

Robert Stringham, CEObobs@gmedical.com

Toll-Free: 800.760.3174Direct: 801.937.6566

Cell: 801.971.6035

Go Far ~ Do Good

Global Medical’s Track Record

In 20 years we at GMS have successfully credentialed over 3,000 physicians for U.S. and international assignments.

There’s Always Room for Improvement

In our history only 10 physicians have been asked to “leave early”• In each instance we modified (and improved) our

credentialing process

What is Your Goal in Credentialing Doctors?

Finding GOOD Doctors For YOUR Community

Why We’re Here

• To develop (or modify) your credentialing program in order to:– Identify a “good doctor” for your community– Do so quickly and efficiently– Make a quality judgment

“Good judgment comes from experience, and a lot of that

experience comes from bad judgment”– Will Rogers

The “Big Three” in Credentialing

1. Compliance and verification– Also known as the “tick box portion”

2. Understanding the doctor’s motivation– Why do they want to work in your community?

3. References– What other doctors say (off the record)

Compliance and Verification

• Usually what people think about when they hear “credentialing”

– This section alone cannot tell you a doctor is “good”

– All boxes ticked does not make a good doctor

– Not ticking all the boxes raises questions

What to Look at First?

• Curriculum Vitae (CV)• Board Certifications• Fellowship Certificates• Residency Program Certificates• Medical Degree• Current License(s)• Malpractice

Handling Malpractice

• Doctor’s write up on what happened– What’s their side of the story?

• Third-party documentation– Court documents– Letter from the representing law firm

• National Practitioner Data Bank Report (NPDB)• Make a judgment

Handling License Sanctions

• Doctor’s write up on what happened

• State Licensing Board proceedings

– Case against the doctor

• If one license has been sanctioned, review all

current and expired licenses

• Again, make a judgment

Leave No Stone Unturned

• Verify past employment– Use CV as a “road map”

• CME, publications, etc.

Finally, Google the Physician

• Facebook

• LinkedIn

• Any and everything else that shows up

Understanding the Doctor’s Motivation

Why do they want to live and work in your community?

What drives them?

• Do they have relatives in the area?• Do they like to fish and hunt?• Are they into wildlife photography?• Do they like the outdoor activities in your area? • Have they worked at a facility similar in size?• Have they worked with native populations before?• What’s the draw for them in your area?

There’s no “right answer”

Specific Needs

In 20 years we’ve heard it all:

– Synagogue in the area

– Salsa dancing

– Specific sports teams in the area for kids

– Spouse needs a Nordstrom with 30 minutes

– Can’t work on a Friday

– Level-1 trauma center

ReferencesWhat doctors say (off the record)

Verbal References

• Doctors will tell you things over the phone that they

will not put in writing

• You can often hear what “isn’t said”

Ask Pointed Questions About:

• Work habits• Personal habits• English skills (international medical graduates)• Clinical skills• Compatibility with ancillary staff• Compatibility with administrative staff• Weaknesses• Would they refer family members to this doctor?

GLOBAL MEDICAL STAFFING VERBAL REFERENCE FORM

Candidate: Reference: Phone: Phone: Specialty: Specialty: Work Location (city/state/country): Recorded By: Does the work location tie back to the candidate’s CV

1) Where did you work with Dr. ______ and what was your title at the time? _______________________________ _____________________________________________________________________________________________

2) How long did you work with him/her and what was the nature of the relationship?(supervisory, colleague) __________________________________________________________________________________________________________________________________________________________________________________________

3) When was your most recent professional contact? _______________________________________________________________________________________________________________________________________________

4) What is the nature of the practice and patient population that he/she currently deals with?______________________________________________________________________________________________________________

5) How would you rate his/her overall clinical skills and fund of knowledge? (strengths/weaknesses)?__________________________________________________________________________________________________________________________________________________________________________________________

6) What sort of procedural skills is he/she well-versed in?____________________________________________________________________________________________________________________________________________

7) What does he/she do to stay abreast of new developments in the field?________________________________________________________________________________________________________________________

8) How well does he/she handle pressure or a busy caseload?__________________________________________________________________________________________________________________________________

9) How well does he/she seem to understand his/her limitations? (When to refer/consult etc.)________________________________________________________________________________________________________

10) How would you describe his/her work ethics/reliability/punctuality?__________________________________________________________________________________________________________________________

11) How adaptable & cooperative is he/she – How would you envision him/her fitting into a different practice & culture?_____________________________________________________________________________________________________________________________________________________________________________

12) Does he/she have any health issues that might inhibit his/her ability to function in the workplace?_________________________________________________________________________________________________

13) How would you describe his/her mental acuity, memory and mental stamina?__________________________________________________________________________________________________________________

14) What is his/her reputation within the medical community?_________________________________________________________________________________________________________________________________

15) How would you describe his/her interpersonal & communication skills with patients & ancillary staff?_______________________________________________________________________________________________

16) How well does he/she communicate with patients and staff in English?________________________________________________________________________________________________________________________

17) Are you aware of any problems with any sort of substance abuse or any psychological problems?__________________________________________________________________________________________________

18) Are you aware of any disciplinary action or legal problems?_________________________________________________________________________________________________________________________________

19) On the premise that no one is perfect, what are his/her weaknesses?_________________________________________________________________________________________________________________________

20) How would you feel about hiring him/her as a locum?_____________________________________________________________________________________________________________________________________

21) How comfortable would you feel having him/her treat a member of your family?________________________________________________________________________________________________________________

©Copyright Global Medical Staffing 2014

References 101

• Five references are ideal– The industry standard is three, we do five

• All references should be current– Within the past 12 months

• All references should be physicians– Labor & delivery nurses are an exception for

OBGYN candidates• Other doctors in the same specialty

References 101(cont’d)

• Other doctors they refer patients to• If candidate is from outside the U.S., avoid

having all references from the same country– Example

• Verify the work location from the reference matches the candidate’s CV

What If You Get a Bad Reference?

• Alert the physician and tell him/her what was said

• Ask them what happened

• Make a judgment

Summary

The “Big Three”– Compliance & verification

• Training, experience, malpractice history, current standing with state licenses & work history

– Doctor’s motivation• Why do they want to live and work in your community• What do you have to offer the doctor

– Verbal References• Five if possible• How the candidate will perform and fit in with your

practice