Promed
Service Overview
Business Philosophy
Our business philosophy is based on the realization that we operate
in two distinct but inseparable markets: one in which we operate as
a provider of first quality medical personnel to hospitals, long-term
facilities and homecare clients; the other in which we represent ourselves
as a caring and responsible employer to the best and the most experienced
nurses, technicians and nursing assistants (personnel) available.
Client/Employee Needs
In order to succeed in these markets, we have developed a service
delivery system which is responsible for both client and employee
needs. The process begins with an in-depth and open-ended interview
when establishing a relationship with either a client or employee.
Client needs are ascertained in as much detail as possible, along
with basic and general requirements to make the working relationship
as flexible as possible, while protecting both parties to the greatest
extent possible. Employee needs are likewise determined up front in
order to allow them to select preferred work hours, days and facilities
within the context of predetermined "on call" availability, and an agreed
minimum number of hours to be worked per week or per month.
Employee Qualifications
Prior to being assigned to any clients, references, mandated requirements,
and accreditation are check in depth and personnel are required to pass an
approved competency screening test with a minimum score of 80%. In order
to maintain proficiency, all of our personnel are required to complete such
continuing education as is required by the jurisdiction in which they are
licensed or certified. Additional training as may be recommended by client
facilities may also be required.
Service Delivery
Service delivery begins with the work order being placed, usually by
telephone, to the staffing office. Orders are placed by any of a number
of variables: name; if a specific personnel is desired, shift(s) needed;
category of personnel; personnel specialty(ies); experience level; etc. The
information is then immediately entered into a scheduling maintenance
chart while the client is on the line and a list of personnel satisfying the
clients criteria is selected. The client knows immediately in most cases
which personnel are available to fill their needs. Our offices are staffed 24
hours per day in order to provide temporary staffing services as clients
need arise and to maintain person to person contact with the facility.
Unless if other criteria takes preference per the clients instructions,
qualified personnel who reside in the general vicinity of the client facility
are selected for reasons of efficiency. As the relationship with the client
matures, it is likely that a special relationship will develop between a core
group of personnel and the client. In this event, both client and personnel files
are updated to assure that the client is consistently assigned the same employee.
Frequently Asked Questions
Over the past few months we had researched the need and had the opportunity
of listening to medical care providers like yourself some of whom have utilized
a sub-contract pool service. These industry leaders have asked many thoughtful
questions about our operations and service delivery system. The following questions
are those which have been most often asked. We have included with them our responses
in order to help clarify what services we offer and how we operate. These responses
are meant to convey general operating parameters and are not necessarily specific
to any of our locations.
Q: How do we schedule our employees?
A: Our scheduling system is part of an overall management information system.
The scheduling system is based on our practice of matching the needs and preferences
of our employee with the needs of the client facilities. personnel are asked to state their
shift, facility, and day preferences, as well as when and where they do wish to work.
Likewise, clients are asked to identify, at any time, the personnel which they prefer to
have scheduled. These and other data, including proximity of employee to client facilities
and recent work history, are used to determine which employee out of the available pool
should be assigned to which facility. Our employees who are available are required to be
"on call". They must call in daily or weekly to verify their availability. This assures
that in most instances requested shifts can be confirmed immediately. We can provide personnel
for short shifts, 8, 12, or 16 hour shifts, weekend and holiday shifts.
Q: Are staffing coordinators and personnel available 24 hours
per day to assist with staffing?
A: Our coordinators and personnel are available 24 hours per day, 7 days a
week, 365 days per year. Our staffing coordinators are knowledgeable and experienced
in staffing procedures. This allows your facility to speak directly with a knowledgeable
person 24 hours a day.
Q: How quickly can we confirm placement after a request is placed?
A: Most placements can be confirmed as the request is being made, or all
can be confirmed within 15 minutes or less.
Q: What are the policies governing weekend, holiday and shifts?
A: Policies and employee standards do not vary according to shift, weekend,
or holiday. Pay and billing rates includes shifts and weekend differentials. Pay
and billing rates for the following holidays are charged at 1.5 times the regular
rate if applicable:
Holidays: New Year's Day; President's Day; Memorial Day; Independence Day; Labor Day;
Thanksgiving Day; & Christmas Day; Martin Luther King Day and other holidays as may
be observed by client facilities.
Q: What is the policy governing overtime?
A: "Working Time" as defined by FLSA, includes all the time during which
an employee is required to be on duty on the employer's premises or at a prescribed
work place, in excess of 40 hours per week is considered overtime. Employee is paid
1.5 times the regular pay rate and facility is billed at 1.5 times the regular billing
rate. Employee overtime must be pre-approved by both client and Promed staffing representative.
Q: How can facilities determine the skill level and qualification for the position
prior to utilization? Are references provided?
A: Our employees are screened prior to placement. References and credentials
are checked and a proficiency test is administered. Skills are carefully surveyed,
assessed and verified. Clients needs can best be served by providing our service
organization with equally thorough needs assessments and careful descriptions of
the skills needed for each requested positions. In the instance of special assignments,
such as block scheduling or long-term placements, interviews and references can be accommodated.
Q: What are the criteria used by Promed in determining which applicants for
employment are suitable?
A: The following criteria are used in determining suitability:
- Unrestricted OBRA licensed record;
- Minimum competency test scores of 80%
- Verifiable references for experience in hospitals and/or long-term facilities;
- Specialty certification and verifiable references for experience in specialty units during the past year;
- Positive supervisor and peer references;
- Excellent client or employee referral
Q: How are the credentials of employees examined?
A: As a part of our pre-employment screening, employees are required to
submit the originals of their licenses, CV and certificates if applicable. Photocopies
are made for inclusion in the employee files and the credentials are verified by telephone
through the appropriate licensing or certification agency. Information regarding
licensing/certification, cpr, aids training, TB tests, Hep B, Criminal Background
Investigation and employment eligibility (I-9) are checked, reviewed and updated.
Q: Are employees required to have TB screening and inoculations?
A: All of our employees are required to have complete medical screening;
PPD tests or chest x-rays, Hepatitis B & Rubella vaccinations and other such public
health requirements as required by Federal and State law.
Q: What employee records do we maintain?
A: We maintain extensive confidential employee records beginning with those
items included in the "New Employee Orientation Checklist". Additionally, ongoing
performance records are maintained which include information regarding the number
of shifts and hours worked, facilities worked in, attendance record, performance
evaluation, and other such data.
Q: How often are employee records updated?
A: Employee files are reviewed regularly and updated & evaluated annually.
Q: Are employees required to attend orientation and/or in-service training?
Employees are required to participate in approved orientation or in-service training
as required by client facilities in order to assure competency and familiarize employee
with client protocol.
Q. Are employees required to attend continuing education programs?
A. Employees are encourage to participate in approved continuing training
programs in order to keep their skills current and to enhance their careers.
Q. Is satisfactory completion of training programs a prerequisite for salary
increases/bonuses?
A. Satisfactory completion of training programs is but one of the factors
affecting eligibility for salary increases and/or bonuses. Other factors include
job performance as reported by client facilities and determined by the quality
assurance manager in the annual performance evaluation.
Q. In the event that facility determines that a personnel does not match its needs,
what procedure will be followed in obtaining a substitute?
A. Client's supervisor will contact and inform Promed of performance evaluation.
Meanwhile, a service representative will locate a replacement who will be on the job
asap. The facility will be billed only for the actual number of hours worked by the
replacement employee.
Q. What is the time limit and circumstances for which personnel can be called off
without a charge?
A. A facility may cancel a scheduled shift without incurring liability provided
that notice is received two hours prior to the start of the scheduled shift.
Q. What is the policy regarding hiring client personnel?
A. We do not and will not solicit client personnel for employment. If a client
facility employee indicates a desire to enter into part-time or full time work, we would
ask for a release from the client facility if such is required in the employment agreement
between the employee and the facility.
Q. Under what circumstances can client hire Promed employees?
A. The employment agreement between Promed and its employees require that the
employee will not accept employment with clients to which they have been assigned without
the express written consent of the company.
Q. What liability and malpractice insurance coverage do we carry?
A.
We maintain a fidelity bond insurance as well as general & professional
liability insurance and State Industrial Insurance (Worker's Compensation) for
all employees.
Q: Do we consider early payment incentive in pricing of services?
A: We provide a 2% discount on invoices paid within 10 days of invoice date.
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