BACKGROUND EVALUATIONS

F14 HSA3191 Automation/Technology

INSTRUCTOR: PATRICE JONES
Angelette Daniels
11/16/2014

Discuss the relevance of these types of background checks for a department directors position
within a health care agency. Include in your discussion a detailed description of these
background checks and their importance in the human resources process. What are your
personal thoughts about these types of evaluations? Discuss the pros and cons.
What is human resource management? According to the text, the carefully and considered use
of humans within an organization which enhance an organizations proficiency and
productivity. The HR department handles a broad range of activities within an organization.
Respectively, the main purpose of a reference is to check prior employers. This contact is to
obtain information that would be relevant to the position a potential employee would be applying
for. The employer would conduct a reference check prior to hire. There are many types of
employees; yet, a reference or background check is needed prior to employment of any
employee. For example, the information given by an ex-employer should be useful to verify the
information the likely candidate has given upon an application to be then checked by
referencing. This information in-turn could be useful to the new employers in making a sound
decision to hire; although, because of defamation of character many employers are afraid to
give out too much information about a prior employee due to potential litigations McWay, D.C.
(2014 pp357&363).
According to the text, a potential employer could conduct several types of background checks. In
other words, background checks could come in many different forms, and could be very
extensive; for example, because an organization would require different hiring qualification such
as the credit history, finger printing, and/or tax reports the HR department would conduct these
back ground evaluations and others if needed. The HR department would then compare this

information with the information from an applicants application against the organizations
required hiring standards McWay, D.C. (2014 p363).
Accordingly, a more extensive background check will be conducted if a higher level position is
being applied for by an applicant; so again, it depends on the level of authority a potential
employee is applying for. Some levels of higher authority that will have cause for a more
extensive background check (which may include Finger printing, credit history, and tax reports)
are positions within a health care agency McWay, D.C. (2014 p363).
According to IdentoGo, a department director would be considered a higher level position, so to
compete extensive finger printing could be conducted to insure that after obtaining a license
he/she would display sound moral character, be free of criminal convictions and/or the
intentions, and/or are otherwise worthy of the license as him/her would have to function in a
certain manner This would be why Additional checks are conducted; yet, at a different cost, and
could be very time consuming. For example, upon these checks, every name that the person has
gone by should be done. This also includes the names that may have been mistakenly recorded;
for example, the wrong use of different middle initials, and/or spellings (IdentoGo 2014).
Accordingly, there are subtle differences between a tax report, finger printing, and a credit
history. A credit history could be done using a respective legislative code, whereas a finger
printing and tax report could be done at the state or federal, or both repository level, and all
could potentially go the FBIs central repository. However, there are some variances if the
offense was a minor offense; some local ordinances may or may not submit information from
their databases to the FBI repository. According to the relevance of these types of background
checks, there is some likeness. A department director position within a health care agency has a

higher level of authority therefore an extensive background check would be conducted by the
potential employer/s (IdentoGo 2014).
Furthermore, with these types of extensive background checks one should be very careful as they
could bring on an adverse effect to the applicant, yet the potential employer/s should notify the
applicant should the effects of the background check cause the potential applicant not to become
a hired employee according to the state or federals law. Per the text, the Fair Credit Reporting
Act (FCRA) obligates potential employers to notify any and all potential applicants of the
adverse information, for as a citizen its their rights, and a right to obtain a copy of the said
results of the report. This would in-turn give the applicant ample enough time to protest any and
all negative information McWay, D.C. (2014 p363).
According to Barajas, its important to conduct monthly exclusion checks on the entire staff
which includes temporary workers, independent contractors, and referring physicians, just to
name a few. Accordingly, a background check could at the time of hire include exclusion checks,
for this purpose, the Joint Commission (TJC) have developed a standard called primary source
verifications policy to confirm that all personnel are qualified and properly credentialed;
although, the FBIs database and the federal reports would also be examined Barajas, (2014).
Accordingly, because healthcare accreditation organizations are now required to verify by law
all potential applicants and employee alike, it would be in the best interest of an employer to use
the primary source verification (policy) before hire and after hiring. That is, provided the
applicant passes the back ground examination without any adverse effects which could possible
affects his/her chances of becoming an employee Barajas (2014).

My personal experience in the hiring process has for the most part been very educational for I
was able to learn what adverse information was on my back ground screening; therefore, I at the
time, then quickly handled the problem/situation with no time lapsed. I dont particularly recall
why a healthcare organization would want to know anything about if an individual would be
subject to tax evasion; yet, if so, I would think that due to the new laws this would be purposeful
for a job as a tax liaison. In fact, the potential employer I encountered upon at any organization
wasnt able to gather any such type of evaluation until I the potential applicant/individual were
given a consent form to then be signed. This is my personal opinion/thoughts about these types
of evaluations.
In addition, a credit history and/or fingerprints would again need the potential applicant or
individual to first give consent to complete this type of background check. As I dont really
foresee any relevance, if the applicants are not applying for a higher level position such as a
health care professional or an administrator of education (direct care and indirect care) within a
facility where children, the elderly, and such dwell. So, with this type of care, it is better to know
all potential harming affects; I was subjected to an extensive fdle/level II background evaluation.
Again, this is my personal opinion/thoughts about these types of evaluations McWay, D.C. (2014
p363).
For all these reasons, it should be very important to include credit history, finger printing,
and/or possible tax reports as their importance in the human resource process can be very useful
in determining likely applicants hire process; also, included here are some of the pros and cons
of why background checks/evaluations are considered invaluable to an employers HR
department.

References
Barajas, B. (09/29/2014). Employment Background Checks:
Contingent Workforce Background Check Best Practices for Healthcare Employers. Available at:
http://www.precheck.com/category/blog-categories/employment-background-checks [Accessed
14, Nov. 2014].

Available at: http://www.identogo.com/resources/faqs.aspx

[Accessed 14, Nov. 2014].

McWay, D.C. (2014). Today's Health Information Management: An Integrated Approach. Clifton
Park, New York: Delmar Cengage Learning pp355-384