Melissa M. Knybel
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Before entering into contracts with healthcare professionals, staffing agencies conduct a series of rigorous assessments,
checking applicants' credentials and prior work histories, among other criteria. These evaluations help company representatives
determine candidates' proficiencies within their disciplines and specialty areas.
However, competency alone will not guarantee your success as a traveler. What are some of the other essential factors that
come into play?
The right approach
To begin with, you need to recognize that the healthcare staffing shortage has caused multiple issues for facilities, not the least of which concerns the morale of permanent employees. Introducing mobile providers into the mix should be a
boon to spirits all around—regular staff receives support and fresh perspectives and patients have additional experienced
caregivers. Yet, just as positive-minded travelers enhance a unit, those who feed on negative energy or get caught up in hospital
politics are likely to be seen as hindrances. Indeed, if you have a negative outlook or your unit manager perceives you as someone with whom it is difficult to work—even
if you possess a phenomenal skill set or are adept at the most intricate of procedures—you'll risk termination of your contract
and lose the opportunity for future assignments at the particular institution. Remember: An upbeat attitude can have as great an impact as your experience and knowledge.
Being there
As a traveler, you are placed on an assignment for a finite period of time, typically 13 weeks. Hospital directors bring you
into their facilities because they have an acute need for qualified clinicians who can hit the ground running and responsibly
report to work. Therefore, you should maintain a near perfect—if not flawless—attendance record. Many travel companies have policies in effect that consider three or more "call outs" within a 3-month contract not only
excessive, but also an incentive for disciplinary action.
If you need to take time off during a contract, request days off with proper advance notice and certainly prior to a schedule being posted. Otherwise, in most circumstances, you'll need to find your own coverage for
your shifts.
Open communication
While it is ultimately your staffing company's responsibility to communicate assessments of your performance and provide the
support and guidance you may need for improvement, you can seek constructive feedback directly from your unit manager. This process will allow you to receive a more timely evaluation, and it demonstrates your professionalism as well as your
interest in meeting facility management's expectations.
What's more, company representatives realize there will be occasions when you'll need to bring your own concerns to the attention
of others. Address the matter(s) with an appropriate supervisor or unit manager who is in a position to promote change and
improve the situation. Complaining to your coworkers will neither fix the problem nor endear you to the staff.
If you are a traveler who has practiced at various facilities, you undoubtedly have diverse experiences and, therefore, may
be able to offer solutions that have been successful at other assignment locations. In a nutshell, an accomplished, desirable traveler is proactive, considerate, communicative, and professional—even when
dealing with those who are not.
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