Resource Library

There is an endless list of characteristics for ‘success’ and ‘effectiveness’ – just read any book on leadership. However, I’ll gladly add to the ‘list’ with these characteristics of which, to me, are vital in shaping and forming a pyramid topped with the outcome of “effectiveness”.

#1 - Organization. A compliance officer has many responsibilities to juggle so it is essential that they be organized in order to guide their time and other’s wisely. I’ve had the opportunity to consult with many organizations and I frequently find that much is being done to build an effective compliance program; yet, it is hard to demonstrate that fact to an outsider because the CO has not taken the time to organize the various monitoring and auditing activities, to build a compliance manual that clearly outlines the program, and to ensure databases are in place for easy survey of documents.

#2 – Define Goals and Objectives. Goals and objectives are the lifeblood for your team and the organization as it relates to your Compliance Program. Write them down. Share them and gain buy-in. Every strong construction project depends on sound plans and that do not change each day.

Learn more about healthcare sanction screening and how to enhance your HR profiles for providers or employees with disciplinary or administrative actions.

Learn how to protect your healthcare organization from excluded referring, ordering, prescribing physicians and entities.

The OIG has made it clear that the Chief Compliance Officer should have independence from and with a direct line of authority to the Board of Directors or Compliance/Audit Committee.

As a Human Resources professional, you play a pivotal role in ensuring ongoing compliance and protecting your organization's liability.

You might hesitate to self-disclose fraud and exclusions to the OIG due to the time investment and immediate fines. However, according to the OIG, the process does not take as long as you might think.

Employers have an initial Release and Authorization to conduct a pre-employment background check upon hire.  A proper Release will contain additional language that allows the employer to conduct additional searches "during the scope of the employee's tenure" with the company.  The employer is allowed to conduct additional searches without obtaining a new release in the event of a substantiated inquiry into fraud or other illegal activity.