In the past few blog installments, we’ve talked about credentialing for medical staff privileging and for payer participation credentialing. Just when you thought we had covered all the issues that could possibly affect even the most well-planned start-up, there are a couple more nuances to review that many who are contracting with physicians may not be aware of. See the following to avoid those potential pitfalls!
Ah, the debate on using Modifier Q6 (aka billing for services furnished by a locum tenens physician) rolls on. Much like the wording for an amendment on an election ballot, understanding the issue at hand to confidently give an outright “yes, go for it” or “no, don’t do it” answer is difficult to come by.
A couple years ago I heard a credentialer say, “Locum Tenens is a type of practitioner, and not a type of privilege.” Such an incredibly succinct statement considering how often the relationship is confused with a privilege type. The days of locum tenens physicians practicing with minimal verifications and on-boarding activities are dwindling.
The common misconception that a Drug Enforcement Administration (DEA) certificate allows a provider national permission to prescribe anywhere will often derail the timeline when trying to get a locum tenens provider working on assignment.
Don’t just take it at face value that a locum tenens provider is cleared to start a new assignment because you are both eager to make it happen. Start dates can be delayed or missed altogether if you don’t anticipate licensure needs and requirements in advance. The boy scouts had it right all along…be prepared to avoid coverage lulls and stress caused by lack of information. The process and constraints between each state varies, so here are some of the main items to keep in mind to set your expectations.
Join us over the next several weeks as guest blogger, Arlene Macellaro, goes on a deep-dive exploration of tips and techniques to make the use of locum tenens providers a planned and effective solution for you and your organization.
Spring cleaning projects have likely distracted most of us from the focus of New Year’s Resolutions that have long since fallen by the wayside. This is yet another opportunity (aka excuse,) to clean out your closet, start that home landscaping endeavor, or even reevaluate and examine your career options.
While recruitment firms have been around for a long time, those in the healthcare specific industry have exploded in recent years and continue to become more competitive every day. That’s not necessarily because there are more hospitals, or even more practicing physicians (in fact, studies are pointing to the reverse,) but the urgent need to find skilled practitioners to staff all these medical facilities is constant. In our current state of society where instant gratification is expected, it’s even more crucial medical facilities have qualified people in place who can provide critical care to patients in need.
March may be a “lucky” month for some, but for a healthcare facility, when does it pay to try your luck with a medical staffing agency versus keeping your recruitment efforts in-house? With two decades as a healthcare executive, guest blogger Joe Winings has experience on both sides of the (gold) coin and shares his noteworthy perspective below.
Ahhh, February. The month when love is in the air as they say. (Or bitterness and animosity depending on who you ask, but let’s stick with a positive outlook.) As a self-proclaimed match maker when it comes to introducing my friends in hopes of creating love connections, it had me contemplating, “How do you know when a match is right?” Sure, with the advances in technology the “match-making industry” now has all these complicated algorithms (I wish I had thought of first,) but on the professional side, is there a specific formula or “prescription” if-you-will, that works best when it comes to the business of pairing healthcare providers with their appropriate destinations?
"When I was initially contacted by All Star, I had already been approached by several companies and presented to quite a few opportunities so I didn't think I needed to speak to another firm. What I didn't count on was All Star having another eight positions which other agencies didn't have. Now I'm happily working at one of the options they offered. Thanks!"
- Bal A., M.D.
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Search our available positions, submit your qualifications, and we'll help you find the perfect match. Call us at 1-800-928-0229 to learn more.