Redefining Recruitment to Retention

Certification Package: Certified Physician/Provider Recruitment Professional (CPRP) Education and Certification Program

Certification Package: Certified Physician/Provider Recruitment Professional (CPRP) Education and Certification Program

OVERVIEW

Certified Physician/Provider Recruitment Professional (CPRP) is a nationally recognized professional certification offered by the Association for Advancing Physician and Provider Recruitment (AAPPR). The CPRP educational program provides an in-depth view of recruiting basics such as sourcing, screening, and interviewing, as well as delving deeper into advanced topics such as interpreting benchmarking metrics and understanding/implementing medical staff development plans. Recruitment professionals with the CPRP certification are equipped with resources, best practices, and cutting-edge training that is put to use every day in order to recruit and retain top candidates for their hospital and health systems, as well as to influence hiring practices in the provider workforce.

COUSE AND EXAM COMPOSITION

The composition of the CPRP course and exam was guided by research on the job tasks performed and knowledge needed by physician and provider recruitment, onboarding, and retention professionals. The course and exam are based on AAPPR's comprehensive competency model (see below) and contain ten modules that cover the most important elements pertinent to this profession. Six modules are considered technical domains that are specific to recruitment and retention practice. The remaining four modules are cross-cutting domains, meaning that they are competencies recruitment and retention professionals use within their practice across all technical areas.

As you work your way through the ten modules, you will see that each one contains learning objectives, an instructional video, and a copy of the slides used in the presentation. Several modules also include supplemental learning material for your use. Each module must be completed in order to advance to the next. All modules must be completed in order to launch the exam.

The online exam contains 144 questions that test your understanding of the physician and provider recruitment continuum of service. The time it takes to complete the course can be anywhere from two hours or longer. However, the exam must be completed within the six-hour time limit. One exam attempt is included with the course. If you do not pass, you may purchase an additional attempt for $75.

SHRM CREDITS

AAPPR is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP®. This program is valid for 12 PDCs for the SHRM-CP® or SHRMSCP®. For more information about certification or recertification, please visit www.shrmcertification.org.

AAPPR COMPETENCY MODEL

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  • Contains 2 Component(s)

    This module provides an overview of the course and a study guide to help you prepare for the exam as you move through the modules.

    This module provides an overview of the course and a study guide to help you prepare for the exam as you move through the modules.

  • Contains 4 Component(s)

    Focuses on identifying and/or building a provider prospect pool and creating awareness of/interest in practice opportunities.

    Welcome to the Sourcing module where we'll focus on identifying and/or building a provider prospect pool and creating awareness of/interest in practice opportunities. 

    Learning Objectives:

    1. Identify appropriate use of common medical terminology and acronyms
    2. Identify requirements related to physician and advanced practice provider education, credentialing, and licensing
    3. Identify sources of specialty trends and market data useful to a sourcing strategy
    4. Identify appropriate uses for and the pros and cons of various marketing and sourcing techniques and tools
    5. Identify appropriate use of common terms in a search firm agreement
    6. Identify whether sourcing approaches are in compliance with key laws and regulations
    7. Identify the motivations and generational footprints of the generations and how to apply them to your sourcing strategies

  • Contains 4 Component(s)

    Focuses on the internal process of pre-qualifying candidates to meet organizational/provider expectations, which may include interviews and site visits.

    Welcome to the Effective Practicing in Screening and Vetting Candidates module where we'll focus on the internal process of pre-qualifying candidates to meet organizational/provider expectations, which may include interviews and site visits. 

    Learning Objectives:

    1. Understand the objectives fulfilled by screening a candidate effectively
    2. Identify the elements involved in and appropriate approaches for checking references and conducting a background check
    3. Identify the key elements involved in and appropriate approaches to evaluating the applicantÕs application for fit to position
    4. Identify the key elements involved in and appropriate approaches to verify licenses and credentials
    5. Identify the key elements involved in and appropriate approaches to preparing for and carrying out effective candidate interviews
    6. Identify the key elements involved in and appropriate approaches to arranging and implementing a successful site visit
    7. Evaluate whether screening approaches are in compliance with key laws and regulations

  • Contains 5 Component(s)

    Focuses on the continuum of the process between identifying and selecting the best fit candidate through the extension and closing of an offer.

    Welcome to the Select, Offer, Hire module where we'll focus on the continuum of the process between identifying and selecting the best fit candidate through the extension and closing of an offer. 

    Learning Objectives:

    1. Identify the offer parameters, including compensation and compensation model, negotiable versus non-negotiable components, non-complete, incentives, and timeframe for response
    2. Identify the key elements involved in and appropriate approaches to the verbal offer, letter of intent, contract, and service agreement
    3. Identify the elements involved in and appropriate approaches to presenting and closing an offer to a candidate
    4. Evaluate whether selection, offering and hiring approaches are in compliance with key laws and regulations

  • Contains 4 Component(s)

    Focuses on the continuance of the recruitment process to meet onboarding timelines and standards, ensuring successful entry and integration into practice and community. It also focuses on data analysis, strategic alignment, and program implementation with the intent of promoting provider satisfaction resulting in increased retention.

    Welcome to the Onboarding for Retention module where we'll focus on the continuance of the recruitment process to meet onboarding timelines and standards, ensuring successful entry and integration into practice and community. This session also focuses on data analysis, strategic alignment, and program implementation with the intent of promoting provider satisfaction resulting in increased retention. 

    Onboarding Learning Objectives: 

    1. Identify the benefits and components of onboarding
    2. Identify strategies for effective onboarding 3. Identify resources to develop and implement a successful onboarding program 

    Retention Learning Objectives: 

    1. Identify sources of specialty trends and market data useful to retention strategy
    2. Identify the effects of internal and external factors on retention
    3. Identify the elements involved in and appropriate approaches to retention

  • Contains 4 Component(s)

    Focuses on data analysis, strategic alignment, and program implementation with the intent of creating a viable pipeline for workforce succession.

    Welcome to the Planning for Workforce Succession module where we'll focus on the research, retrieval, analysis, and reporting of relevant facts and figures leading to evidence-based solutions. 

    Learning Objectives:

    1. Identify sources for trends in labor market and workforce planning
    2. Identify key elements of a medical staff development plan

  • Contains 5 Component(s)

    Focuses on the research, retrieval, analysis, and reporting of relevant facts and figures leading to evidence-based solutions.

    Welcome to the Leveraging Data module where we'll focus on activities that create synergy and incorporate diverse provider demographics to create value for internal and external stakeholders. We have also included an earlier copy of the AAPPR Benchmarking Report as a supplemental learning tool for you since it is referred to in the module. We hope your organization participated last year as everyone on the recruitment team can have access to the online benchmarking report and portal as a result. 

    Learning Objectives:

    1. Identify data useful to collect for different purposes
    2. Recognize how using objective data can remove bias during screening
    3. Identify the key elements involved in and appropriate approaches to converting data points into meaningful measures
    4. Identify the key elements involved in and appropriate approaches to tracking data
    5. Identify the key elements involved in and appropriate approaches to comparing collected data to national benchmarks
    6. Identify the key elements involved in and appropriate approaches to presenting data

  • Contains 8 Component(s)

    Focuses on activities that create synergy and incorporate diverse provider demographics to create value for internal and external stakeholders.

    Welcome to the Championing Diversity, Equity, and Inclusion module where we'll focus on activities that create synergy and incorporate diverse provider demographics to create value for internal and external stakeholders.This module begins with a copy of AAPPR's current statement on Diversity, Equity, and Inclusion. Supplemental materials are included in this section but its content is not on the exam. 

    Learning Objectives:

    1. Define and distinguish among the concepts of equity, equality, diversity and inclusion
    2. Recognize how equity, diversity and inclusion benefit organizational performance and outcomes
    3. Recognize barriers to equity, diversity and inclusion
    4. Recognize the types of implicit and unconscious bias and how they can influence recruitment and retention efforts
    5. Evaluate whether recruitment and retention approaches are consistent and equitable among provider demographic groups
    6. Evaluate whether recruitment and retention approaches are in compliance with key employment laws and regulations

  • Contains 3 Component(s)

    Focuses on fostering and building trust internally and externally.

    Welcome to the Art of Effective Business Communication module where we'll focus on fostering and building trust internally and externally. 

    Learning Objectives:

    1. Recognize principles and examples of proactive communications
    2. Recognize principles and examples of active listening
    3. Recognize principles and examples of situational awareness
    4. Recognize effective communication techniques to avoid confrontations and resolve conflicts
    5. Recognize effective coaching and influencing techniques
    6. Recognize effective techniques for culturally appropriate and inclusive communications

  • Contains 6 Component(s), Includes Credits

    Focuses on driving a professional, ethical environment.

    Welcome to the Practicing Professionally and Ethically module where we'll focus on driving a professional, ethical environment. This module contains the learning objectives, two recorded presentations, the slides for each presentation, and a supplemental article for additional learning. Supplemental materials are included in this section but its content is not on the exam. 

    Learning Objectives:

    1. Recognize and work within oneÕs own abilities and limitations
    2. Recognize the importance of maintaining and enhancing competence
    3. Identify sources of learning for recruiters
    4. Evaluate whether a situation presents a conflict of interest
    5. Identify effective approaches to preventing or managing conflicts of interest
    6. Evaluate whether recruiting and retention practices are unfair or unethical 

    Legal Learning Objectives: 

    1. Identify whether sourcing approaches are in compliance with key laws and regulations
    2. Identify the elements required for an organization's eligibility for sponsoring visa applicants and candidates' eligibility for obtaining a visa
    3. Evaluate whether screening approaches are in compliance with key laws and regulations
    4. Evaluate whether selection, offering and hiring approaches are in compliance with key laws and regulations