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.
SNAP – Job Analysis Validation Software by Prophecy
Focused on bringing validated clinical competency exams to the industry in a time efficient manner, Prophecy’s Software Development Team developed SNAP Job Analysis Validation Software. Focused on refactoring only the necessary portions of previously used tools, the final product boasts a streamlined User Interface enhancing the Subject Matter Expert (SME) and facilitator user experience.
“After a thorough description and demo of the Prophecy’s SNAP software, I am very impressed with both the rigor in the job analysis process and the supporting tools and software that Prophecy has developed. To my knowledge there is no other comparable software currently out in the market place that is as comprehensive in collecting job analysis data (competencies, job tasks, KSAs) as well as creating relevant data analysis and assessments to test for job-related competencies.” ~ Maren Dollwet, PhD Organizational Behavior
Additional benefits include:
- Backend automation for equalized knowledge domains
- Real-time inter-relater reliability analyses
- Instant editing of items, job duties, and KSA statements
“Currently Prophecy’s software and methodology has been deployed in the healthcare industry but I see its relevance and application expanding far beyond that into many other industries.” ~ Maren Dollwet, PhD Organizational Behavior
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. Focused on 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.
Prophecy’s 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.
As an Industrial/Organizational Psychologist, I would also highly recommend not just the software tool Prophecy has created to assist in a full end-to-end job analysis, but also their facilitated process in engaging subject matter experts in well-designed 3-day workshops as well as their rigorous validation process to ensure job-relevant and thoroughly validated assessments.” ~ Maren Dollwet, PhD Organizational Behavior
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 Order 11246).
For client companies undergoing surveys or reviews by accreditory organizations, you may request a comprehensive validation report by contacting our Team of Experts.