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Patrick Nooren Answers 6 Questions Hospitals Need Answered

May 2, 2013 By editor

“I’ve worked with hundreds of clients of all sizes to develop Affirmative Action Plans and support them during audits. And, with the Federal Affirmative Action Audit letters now being served to hospital HR leaders, an influx of activity has been noticed around healthcare audit preparation.”

Prophecy Healthcare

Patrick Nooren, Biddle Consulting Group’s Executive Vice-President, was interviewed this week by Prophecy Healthcare. During the interview, prompted by the OFCCP’s expanded jurisdiction over hospitals, Patrick was asked six questions that hospitals need answered:

  1. “I work for a hospital that just received a CSAL letter from the OFCCP, what things should I be concentrating on most, in preparation for an upcoming audit?”
  2. “In my hospital, we have multiple steps or parts in our hiring process. Which parts are reviewed by the OFCCP and are there any ‘hot buttons’ that I should be concentrating on?”
  3. “Is it okay for our hospital to use ‘home-grown’ clinical assessments as part of the hiring process to determine if applicants possess the competencies that we’re looking for?”
  4. “Should I determine if our hospital falls under OFCCP jurisdiction when we have contracts with multiple HMO’s to provide medical services?”
  5. “It takes a lot of administrative personnel and time to meet all of the OFCCP requirements; is it really worth all the financial investment we put in to prepare ourselves?”
  6. “There are many parts included in the UGESP. What pieces should I specifically be referring, to make sure all the tests we use in the hiring process meet these requirements?”

Read the interview and Patrick’s responses to these questions on the Prophecy blog:
http://www.prophecyhealth.com/interview-with-ofccp-audit-expert-dr-patrick-nooren.

New Prophecy Nurse Testing Overview Video

February 22, 2013 By editor

For more information about the Prophecy Nursing Assessments visit www.ournextnursehire.com/prophecy or contact David McParland at 877-773-4473, ext. 700 or by email at dmcparland@prophecyhealth.com.

Nurse Assessment Research Completed

October 2, 2012 By editor

by Daniel Biddle,  Ph.D., President, Biddle Consulting Group, Inc.

Research was recently completed on a three-part assessment battery (called “Prophecy”) that is designed to measure the “whole person” when it comes to nursing. This assessment was created by three testing firms (Prophecy Healthcare, Inc., Biddle Consulting Group, Inc., and PeopleClues), who joined in a two-year study with Saint Francis Medical Center (Cape Girardeau, Missouri) and Frederick Memorial Hospital (Frederick, Maryland). These two hospitals provided 837 nurses and 39 nurse supervisors who rated each nurse on 19 dimensions of job performance. Their performance ratings were correlated to the three assessments that were developed in the study: Clinical tests (job knowledge tests), Situational Judgment (video-based interpersonal skills test), and a Behavioral personality test specifically validated for nurses.

The research revealed that this multi-faceted selection system forges a powerful selection battery that is highly predictive of job success (the correlation between the three tests and job performance was an outstanding r = .67), which is one of the highest reported in the nurse testing literature. This strong validity was only possible using a selection strategy that measured the “whole person”: book knowledge, interpersonal competence, and personality. The chart below shows how each of the three test components worked to predict 19 different dimensions of job performance that were evaluated in the study.

How well do various tests predict job performance?

For example, the three tests predict Multitasking relatively equally (between 30% and 40% each); whereas, Honest and Conscientiousness work practices were most effectively predicted by the Behavioral, Situational, and the Clinical (in this order). Because of this strong correlation to job performance, healthcare facilities using Prophecy can greatly improve the “utility” of their nurse hiring processes. For example, making the assumption that 60% of the incoming nurses are qualified (i.e., would receive job performance ratings of average or higher), facilities that hire highest-scoring 40% of test takers will hire nurses who are 86% likely to receive job performance ratings that are at least “average” or higher. This 26% gain (86% v. 60%) is a substantial strategic advantage gained by using validated testing practices like Prophecy. Facilities hiring the top 20% will place nurses who are 93% likely to be rated average+ on the job. “Prophecy” is named after this unique ability to predict the future performance levels of incoming nursing staff.

Prophecy also results in substantial financial gains for facilities. For example, small healthcare facilities that hire between 20 and 50 nurses annually will gain between $1m and $2.5m (every year) in performance advantages by using Prophecy. The annual gains are much higher for larger facilities, with up to $10-$15m for facilities that hire 200-300 nurses annually.

Prophecy Online Nursing AssessmentsIf you’d like to know more about using the Prophecy Nurse Assessments in your healthcare organization, please visit the Prophecy Healthcare website at www.ProphecyHealth.com.

 

 

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