The purpose of this policy is to standardize the hiring process of new employees.
All employees will go thru a screening procedure prior to hiring. Employees must also agree that as condition for employment a background investigations, drug screenings and researches thru other sources such as the Office of the Inspector General (OIG) list of excluded individuals may be conducted.
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- The following steps will be conducted to verify prospective employees against the OIG database:
- Compliance Officer or designated representative must collect and verify the name of the employee to be screened. Verification must be confirmed against a Government certified document such as driver’s license or passport.
- Compliance Officer or designated representative will sign on OIG web’s site: www.exclusions.oig.hhs.gov/.
- Type employee’s name and/or aliases on the proper blocks.
- Print a copy of the results and file under the individual’s employment folder/application.
- Candidates that have been excluded by the OIG will not be given an employment opportunity.
- Personnel check:
- Call previous employers and ask basic questions regarding responsibility and reliability of prospective employee.
- Would you hire back this person?
- What are this person’s greatest strengths/weaknesses?
- Call references and find out relationship and objectiveness of comments prior to asking further questions. Consider questions regarding employee’s ability to perform desired tasks.
- Would you hire this person?
- What are this person’s greatest strengths/weaknesses?
- Contact previous schools and instructors.
- Verify completion as indicated in employment application.
- Ask instructors about reliability, honesty and responsibility of candidate.
- Contact licensing Agency and verify validity of licenses (if applicable).
Depending on the responsibilities of the position a credit and criminal history review may be conducted by the Compliance Officer or designated representative.
