Using Attestations for Criminal Background Checks

October 5, 2012 at 7:30 pm 4 comments

Many hospitals reference The Joint Commission (TJC) HR.01.02.05, Elements of Performance (EP) 1-5, to make decisions about staff job responsibilities, which include:

  • Required licensure, certification, or registration verification
  • Required credentials verification
  • Education and experience verification
  • Criminal background check
  • Applicable health screenings

TJC HR.01.02.05, EP7 states that “before providing care, treatment, and services, the hospital confirms that non-employees who are brought into the hospital by a licensed independent practitioner to provide care, treatment, or services have the same qualifications and competencies required of employed individuals performing the same or similar services at the hospital.”

Some hospitals have applied this to many vendor representatives.  In July of 2012, the Joint Commission clarified that this does not apply to health care industry representatives, as they are not under the direction of a licensed independent practitioner.

However, hospitals can still ensure that vendor representatives meet certain requirements without violating their privacy. Instead of requiring an actual background check, hospitals may require an attestation that the background check has been successfully completed by their employer. For hospitals that do this, Vendormate recommends that the representative submit a letter from their company attesting that background verification was performed upon hire. Typically this includes a criminal background check, sex offender registry check, or drug screen per state regulations.

Vendormate always recommends that hospitals evaluate staff requirements carefully when deciding which ones make sense to pass along to the vendor community.

Guest Post by Katy Ford, Director of Operations, Vendormate

Entry filed under: Uncategorized, vendor credentialing.

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4 Comments Add your own

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