We take the road less traveled.
Prophecy assessments may be used as pre-screening tools to assess clinical skill and knowledge for new hires or current clinicians.
For organizations wishing to utilize specific selection procedures, (i.e. assessments) during an applicant screening and hiring process, Prophecy Healthcare is your BEST choice in providing a comprehensive and holistic approach to your pre-employment screening. Prophecy is compliant with the Federal Uniform Guidelines on Employee Selection Procedures (1978), which require that validity and reliability methodologies and measurements be used to substantiate the use of such selection procedures.
Using Prophecy’s three aggregated assessments to measure skills, abilities, and other job relevant characteristics provides you with a solid, multidimensional basis for rendering important career and employment-related decisions while minimizing adverse impact.
Healthcare Reform continues to mandate transparency and reimbursement based on quality of care and patient satisfaction. So, increase your likelihood of qualifying for optimal reimbursements by utilizing a system shown to improve both patient satisfaction and outcomes.
Prophecy’s Validation Process
Prophecy Healthcare uses content and/or criterion based validity to ensure that our assessments limit Disparate (discriminatory) Impact against protected groups, which maintains compliance with EEOC standards. Our test plan development follows a similar methodology to that of the National Council for State Boards of Nursing’s NCLEX exam for RN licensure and other professional healthcare certification exams.
Our assessments are created through a formal job analysis, with the assistance of subject matter experts from each professional specialty (e.g, General ICU, Med/Surg, Labor and Delivery, etc). The job analysis creates the framework for the test plan, identifying the knowledge, skills, abilities, and job duties required for a particular specialty. This detailed analysis is an absolute necessity for any organization using selection tools/procedures to assist in the hiring decisions and selection of candidates who are applying for open positions. Without the use of, and possession of supporting documentation for such job analyses, organizations are at risk for potential discriminatory hiring practices, as evidenced in federal court cases, such as Lewis v. City of Chicago 528 F.3d 488, 103 Fair Empl.Prac.Cas. (BNA) 705, 91 Empl. Prac. Dec. P43,214, and Ricci v. Destefano, No. 07-1428 (U.S. 6/29/2009) (2009); Executive