With EHR systems on the rise, the need for medical scribes has rocketed to an all time high. While some providers feel comfortable documenting their own medical encounters, the majority have incorporated medical scribes to document while they tend to patients, allowing for more face time. This rise in demand has left practices scrambling to acquire or train more scribes. Yet another element of difficulty, in the current healthcare landscape, is that many practices are also still struggling with staffing issues as a result of furloughs brought on by COVID-19. Training and promoting in-house seems like the clear solution, but it is often a difficult task due to the amount of time required to train each individual, as well as the lack of organization and consistency behind the training.
Clinical Efficiency | Healthcare Technology | Staff Management
Bringing a new physician into your practice often starts long before his or her first day at work. First you had to actively recruit for the position. After compiling the initial pool of candidates, you then had to take time to conduct interviews and attend meetups before making the final selection. Then came salary negotiations, the final employment agreement and believe it or not, that was just the beginning. The onboarding of a new physician is often a multi-week process that includes verification of credentials, acquisition of ID numbers for items such as his or her medical license, DEA license, NPI, Medicare, etc. Then comes the process of applying for and obtaining necessary privileges and credentials for the practice’s accepted insurance plans as well as any relevant hospitals or ambulatory service centers.
