Credentialing
This process ensures the competence of licensed independent practitioners. Human Resources performs primary source, or other acceptable verification of the licensure, certification, or registration. Through the interview process, the appropriate supervisor accesses competency, and references are checked by Human Resources. Continued assessment of competency is done through trainings, continued education, supervision and evaluation.

Clinical Responsibilities

The Board of Directors, based on the recommendations of the Executive Vice President and the Senior Management Team, will determine which positions are to be granted HEC privileges. The Licensed Independent Practitioner in these positions will obtain the application for Clinical Responsibilities from Human Resources.

As of March 1,2002 the following positions will be privileged at Hillcrest Educational Centers, Inc.:
1. Psychiatrist
2. Pediatrician
3. Psychologist

The Director of Human Resources will complete the Human Resource Section of the application, will attach the necessary documents, and will submit the application to the appropriate supervisor.

The supervisor will complete the appropriate section and will return to Human Resources, along with a current evaluation.

Human Resources will obtain a peer review for those being reviewed. The packet will be reviewed by the Quality Assurance & Clinical Responsibilities Committee of the Board of Directors for final approval, or for denial of Clinical Responsibilities.

Granting Temporary Clinical Responsibilities

Temporary Clinical Responsibilities may be granted once we have received primary source verification of current licensure to meet the important needs of clients for a limited period of time, not to exceed 6 months.

New LIPs may be granted Temporary Clinical Responsibilities upon primary source verification of licensure, verified education, training and/or experience, meeting expectations for current competence and ability to perform the clinical responsibilities requested.

New LIPs must actively pursue the application process for Clinical Responsibilities during this temporary period, including a complete application, no current or previously successful challenge to licensure or registration, not been subject to involuntary termination of professional or medical staff membership at another organization, when applicable to the discipline, and not been subject to involuntary limitation, reduction, denial, or loss of clinical responsibilities, when applicable to the discipline.

Temporary Clinical Responsibilities may also be given to LIPs who have accepted permanent positions and who will apply for Clinical Responsibilities. For physicians, verification of privileged status at a hospital, primary source verification of licensure and including verification that there are no previous, current or pending successful challenges to licensure or registration, not been subject to involuntary termination of processional or medical staff membership at another organization, when applicable to the discipline, and not been subject to involuntary limitation, reduction, denial, or loss of clinical responsibilities, when applicable to the discipline.

Appealing the Denial of Hillcrest Clinical Responsibilities:

Should the application or reapplication for HEC Clinical Responsibilities be denied at any step in the process, the applicant will be contacted by the Director of Human Resources and will be given written documentation regarding the reason for rejection. The applicant may appeal the decision to deny Clinical Responsibilities in the following manner

Step 1:

The applicant may appeal the decision to deny Clinical Responsibilities to the Executive Vice President. The appeal must be in writing and must include a copy of the application and the letter from the Director of Human Resources, along with any supporting documentation for reversing the original decision. The VP will set up a meeting with the applicant within 2 weeks of receiving the written appeal. The Director of Human Resources will also participate in the meeting. The VP’s written decision on the appeal will be sent to the applicant within 5 working days of the meeting.
 
Step 2:

If the applicant’s appeal is denied by the VP and the applicant wishes to continue the appeal process, the applicant must send a written appeal to the President/CEO within 5 working days of receipt of the decision of the VP. The appeal must include copies of the original application, the letter from the Director of Human Resources, along with supporting documentation for reversing the decision, and a copy of the letter from the VP. The President/CEO will meet with the applicant within 2 weeks of receiving the written appeal and the decision will be communicated in writing within 5 working days of the meeting. Both the VP and Director of Human Resources may be included in the meeting.

Step 3:

If the applicant’s appeal is denied by the President/CEO and the applicant wishes to continue the appeal process, the applicant must send a written appeal to the Personnel Committee of the Board of Directors within 5 working days of receipt of the decision of the President/CEO. The appeal must include copies of the original application, the letter from the Director of Human Resources, along with supporting documentation for reversing the decision, and copies of the letters from the VP and the President/CEO. The Committee Chair will schedule a meeting with the applicant within 4 weeks of receiving the written appeal. The Committee’s decision will be communicated to the applicant in writing within 5 working days of the meeting.

The decision of the Personnel Committee of the Board of Directors is final. Every effort will be made at that time to find a position for which the employee is qualified. However, if no position is available, the employee will be expected to resign.