Failure in Hiring Process Leads to Medication Theft
Penalty
Summary
The facility failed to ensure that the hiring process for the Assistant Director of Nursing was conducted with due diligence, leading to a significant deficiency. The application for employment submitted by the prospective Assistant Director of Nursing on May 18, 2023, was incomplete, specifically lacking an answer to the question regarding prior criminal convictions. Despite this omission, the administration verified the incomplete application and proceeded to hire the individual for the management position. This oversight was compounded when the individual was later promoted to Director of Nursing without further clarification of their background information. The deficiency was further highlighted when the Director of Nursing was accused of stealing over 1,500 medication pills meant for destruction and falsifying records. The investigation revealed that the Director of Nursing had two prior convictions, which were not disclosed on the application forms submitted to both facilities where they were employed. Interviews conducted during the survey indicated a lack of accountability and communication among the facility's administration and human resources personnel regarding the hiring process and background checks. The current administrator and former human resources personnel both indicated that they were not responsible for the oversight, pointing to a systemic failure in the facility's hiring practices.
Plan Of Correction
Plan of Correction: Approved January 22, 2025 1 - What corrective action(s) will be accomplished for those residents found to have been affected by the deficient practice? The Assistant Director of Nursing was terminated. The Administrator that hired the Assistant Director of Nursing is no longer employed. The Former Human Resources personnel is no longer employed. 2 - How you will identify other residents having the potential to be affected by the same deficient practice and what corrective action will be taken. The administrative team has compiled a list of management staff from all departments to verify that each employee has completed all sections of the application, including the background information section regarding any prior criminal convictions. No further issues have been identified. 3 - What measures will be put in place or what systemic changes you will make to ensure that the deficient practice does not recur. The Administrator and medical director has reviewed the policies and procedures for new employee hiring and background verification, and found them to be compliant. All administrative staff involved in the hiring process will be re-trained by the Administrator or designee on these policies and procedures. 4 - How the corrective action(s) will be monitored to ensure the deficient practice. The Administrator has developed an audit tool to review all new hire applications. This tool will specifically ensure that each applicant has fully completed the application, including the section on background information and disclosure of any past criminal convictions. These audits will take place monthly for three months to ensure compliance. The findings of these audits will be presented to the Quality Assurance (QA) committee on a quarterly basis by the Administrator. 5 - The Administrator will be responsible to ensure correction of this deficiency.