For one to effective practice nursing in Maryland, an intensive credentialing process is inevitable. This process ensures that persons selected in the nursing profession meet the specific competencies and ethical conduct requirements. Experience requirements in the selection process are also adequately analyzed during the credentialing process. It is also during the process that the educational and training needs in the nursing field are critically scrutinized (Joel, 2013). All these primary assessments are critically evaluated to ensure that only the right persons are employed to practice nursing. An accreditation process is carried out to ensure that efficient health services are delivered to the public.
The credentialing process brings about several issues and concerns that must be addressed for an effective credentialing process. The credentialing process involves verification of several certificates and documents to ascertain academic and professional qualifications of the nursing practitioners. One of the critical concepts of concern is primary source verification. All nursing professionals are required to have documented proof that their training, education, certification, licenses, and credentials are verified by the primary sources from which the applicants obtained them (Jokiniemi, Haatainen & Pietilä, 2014). The applicants must equip the credentialing committees with the reliable information such as telephone and fax numbers to prove the authenticity of relevant documents and experiences. This is also important to ensure that the institution gets qualified nursing practitioners from recognized learning institutions such as Maryland medical school.
The credentialing process at times requires outsourcing services for an efficient process. Though delegated credentialing is acceptable, there are always major concerns as to whether the use of outside organizations will lead to the desired results. It is imperative for the delegating institution to ensure that they take responsibility for the credentialing process. For instance, it is the obligation of the delegating agency to ensure that the delegated entity has the capability to carry successfully out the credentialing process. It is, however, difficult to determine whether or not the appointed agency performs its duty in agreement with the pre-established standards for the efficient credentialing process (McElhinney, 2012). It is for this reason that the delegating authority has the prerogative to approve or reject individual nursing practitioners based on the quality of care issues.
Another major issue of concern in the credentialing process is the large volumes of information required. This means that it is essential for the contracting firm to be wary f the long hours consumed during the credentialing process. To solve this problem, use of software in data collection and storage in the credentialing process is prevalent. It is also prudent to be wary of duplicating and forgery of sensitive documents required during the credentialing process. It is critical for the recruiting identity to recognize key success factors to deal with such alarming issues.
Credentialing is a necessary and crucial step in securing qualified nursing practitioners ion a health facility. Failure to adopt and use effective policies will have a devastating effect on the quality and efficiency of healthcare services provided. On this note, failing to devote sufficient attention and resources to credentialing means running the risk of providing substandard health care services to clients with a lot of faith and goodwill to the institution (Jokiniemi, Haatainen & Pietilä, 2014). It is, therefore, paramount taking the time to implement effective credentialing policies and procedures demonstrate an institutions’ commitment to excellence and to securing only the most qualified practitioners for its clients. Critical challenges and limitations to an effective credentialing process must be adequately addressed to get the desired results in all the health facilities.
Advanced Practice Nursing: Essentials for Role Development. (2004). The Nurse Practitioner, 29(2), 30. doi:10.1097/00006205-200402000-00006
Joel, L. (2013). Advanced practice nursing. Philadelphia: F.A. Davis.
Jokiniemi, K., Haatainen, K., & PietilÃ¤, A. (2014). From challenges to advanced practice registered nursing role development: Qualitative interview study. International Journal Of Nursing Practice, n/a-n/a. doi:10.1111/ijn.12334
McElhinney, E. (2012). Role Development for Doctoral Advanced Nursing Practice. Nurse Education In Practice, 12(1), e10. doi:10.1016/j.nepr.2011.07.012
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