At a minimum, however, employees at all levels must be educated at the time of hire and regularly thereafter. Many employers find it useful to time ongoing education with the employee's annual performance review. Other employers choose to incorporate the compliance education into all of its inservice-programs. In either case, the provider should develop a database that documents its educational activities and those who have attended. In doing so, the provider once again is educating its staff of its expectation of compliance and mandating that staff report any findings of non-compliance.
Most providers already audit a vast array of services and systems within the organization.
As such, any monitoring system should incorporate these pre-existing audit instruments. For some of these pre- existing tools, the provider may find that it can incorporate additional audit items into the tool rather than prepare a whole new tool. Thereafter, the provider need only prepare protocol to assure that those areas which heretofore have not been reviewed will be monitored. These non-monitored areas usually pertain to claims, accounts receivable and marketing. It is imperative that the compliance officer or committee report its findings to the board of directors of the organization and key executives within the organization.