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Original
2026-02-18
Modified
2026-03-01
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<p>Healthcare| 7 min. read | 1/23/2026</p>
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<p>Healthcare| 7 min. read | 1/23/2026</p>
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<p>Key Takeaways</p>
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<p>Key Takeaways</p>
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<ul><li><strong>What has the Joint Commission mandated for nursing leadership? </strong>Beginning Jan. 1, 2026, nursing leaders must deliver safe, qualified nurse staffing as part of hospital quality and safety performance.</li>
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<ul><li><strong>What has the Joint Commission mandated for nursing leadership? </strong>Beginning Jan. 1, 2026, nursing leaders must deliver safe, qualified nurse staffing as part of hospital quality and safety performance.</li>
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<li><strong>Why is nurse verification so critical in this context?</strong>While not mandated, verification can confirm credentials, licensure, and background information to help protect patients and mitigate compliance risk.</li>
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<li><strong>Why is nurse verification so critical in this context?</strong>While not mandated, verification can confirm credentials, licensure, and background information to help protect patients and mitigate compliance risk.</li>
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<li><strong>How does verification support quality care?</strong>Only properly vetted nurses reach the bedside, improving safety, consistency, and readiness.</li>
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<li><strong>How does verification support quality care?</strong>Only properly vetted nurses reach the bedside, improving safety, consistency, and readiness.</li>
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<li><strong>How can nursing leaders manage verification confidently?</strong>By using consistent workflows, centralized tracking, and trusted partners.</li>
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<li><strong>How can nursing leaders manage verification confidently?</strong>By using consistent workflows, centralized tracking, and trusted partners.</li>
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</ul><p>In October 2025, The Joint Commission announced a new performance goal for hospitals. Beginning January 1, 2026, nurse staffing will be officially recognized as a core component of quality and safety 1. The goal is to ensure that the correct patient receives the correct care at the correct time.2 The Joint Commission recognizes nurses as core to organizational safety. This reinforces that safety is a priority in every nurse hiring decision. And while it is not mandated, thorough background screening and identity verification can help to establish a nurse’s qualifications and credentials.</p>
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</ul><p>In October 2025, The Joint Commission announced a new performance goal for hospitals. Beginning January 1, 2026, nurse staffing will be officially recognized as a core component of quality and safety 1. The goal is to ensure that the correct patient receives the correct care at the correct time.2 The Joint Commission recognizes nurses as core to organizational safety. This reinforces that safety is a priority in every nurse hiring decision. And while it is not mandated, thorough background screening and identity verification can help to establish a nurse’s qualifications and credentials.</p>
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<h2>Nursing leadership’s role in improving the hiring processes</h2>
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<h2>Nursing leadership’s role in improving the hiring processes</h2>
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<p>As The Joint Commission moves nurse staffing into the lens of quality performance, leaders might realize that simply having enough nurses is no longer sufficient. The metric is rising: the right number of nurses with the right credentials, verified, monitored, and ready to deliver safe care.</p>
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<p>As The Joint Commission moves nurse staffing into the lens of quality performance, leaders might realize that simply having enough nurses is no longer sufficient. The metric is rising: the right number of nurses with the right credentials, verified, monitored, and ready to deliver safe care.</p>
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<p>Identity, background screening and verification solutions matter because:</p>
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<p>Identity, background screening and verification solutions matter because:</p>
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<ul><li>Identity fraud or misrepresentation of credentials implies a number of different risks to a health care organization</li>
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<ul><li>Identity fraud or misrepresentation of credentials implies a number of different risks to a health care organization</li>
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<li>Licenses, certifications and backgrounds may contain sanctions, exclusions, or disciplinary actions. 3</li>
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<li>Licenses, certifications and backgrounds may contain sanctions, exclusions, or disciplinary actions. 3</li>
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<li>A strong credentialing process supports accreditation, licensing and regulatory compliance, especially as staffing becomes a quality metric.</li>
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<li>A strong credentialing process supports accreditation, licensing and regulatory compliance, especially as staffing becomes a quality metric.</li>
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<li>Efficient onboarding and verification support retention, speed to bedside, and mitigate the risk of uncovered gaps that may lead to audit findings.</li>
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<li>Efficient onboarding and verification support retention, speed to bedside, and mitigate the risk of uncovered gaps that may lead to audit findings.</li>
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</ul><p>The remit for nursing leaders goes beyond scheduling and supervision. Diligent leaders will also own the process to help qualify that each nurse deployed is the correct individual, with a validated identity, a valid license, a clean background and the right skills.</p>
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</ul><p>The remit for nursing leaders goes beyond scheduling and supervision. Diligent leaders will also own the process to help qualify that each nurse deployed is the correct individual, with a validated identity, a valid license, a clean background and the right skills.</p>
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<p>For health-system leaders, this is an opportunity to strengthen the entire credential-and-identity verification pathway.</p>
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<p>For health-system leaders, this is an opportunity to strengthen the entire credential-and-identity verification pathway.</p>
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<h2>Key responsibilities for nursing leaders</h2>
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<h2>Key responsibilities for nursing leaders</h2>
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<p>For a nursing leader stepping into this new leadership role, here are some core responsibilities to be embraced:</p>
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<p>For a nursing leader stepping into this new leadership role, here are some core responsibilities to be embraced:</p>
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<ul><li>Define policy: Set clear verification standards for identity, credentials, licensure, background checks, and ongoing monitoring.</li>
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<ul><li>Define policy: Set clear verification standards for identity, credentials, licensure, background checks, and ongoing monitoring.</li>
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<li>Provide oversight: Assign accountability for verification workflows, data tracking, expiration management and audit-readiness.</li>
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<li>Provide oversight: Assign accountability for verification workflows, data tracking, expiration management and audit-readiness.</li>
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<li>Partner with stakeholders: Work with HR, credentialing office, vendor partners, and compliance and nursing education teams.</li>
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<li>Partner with stakeholders: Work with HR, credentialing office, vendor partners, and compliance and nursing education teams.</li>
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<li>Drive continuous improvement: Review efficiency, turnaround times, verification failures or red flags, and refine the process.</li>
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<li>Drive continuous improvement: Review efficiency, turnaround times, verification failures or red flags, and refine the process.</li>
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<li>Communicate the importance: Help staff understand why verification is mandatory, how a lack of verification can imply potential risk to patient safety, and how verification supports staffing quality metrics (e.g., those driven by The Joint Commission).</li>
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<li>Communicate the importance: Help staff understand why verification is mandatory, how a lack of verification can imply potential risk to patient safety, and how verification supports staffing quality metrics (e.g., those driven by The Joint Commission).</li>
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<li>Monitor metrics: Track verification completion rate, time-to-bedside for new hires, credential expiration compliance, and audit findings.</li>
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<li>Monitor metrics: Track verification completion rate, time-to-bedside for new hires, credential expiration compliance, and audit findings.</li>
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<li>Embed it all in culture: Make verification part of orientation, ongoing clinical competency and shift readiness.</li>
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<li>Embed it all in culture: Make verification part of orientation, ongoing clinical competency and shift readiness.</li>
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</ul><h2>Ways to improve identity verification</h2>
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</ul><h2>Ways to improve identity verification</h2>
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<p>For nursing leaders who may want to improve identity verification as part of their responsibilities, we offer the six-step process below to help get nurse verification is right.</p>
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<p>For nursing leaders who may want to improve identity verification as part of their responsibilities, we offer the six-step process below to help get nurse verification is right.</p>
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<h3>Step 1: Verify identity</h3>
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<h3>Step 1: Verify identity</h3>
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<p>Begin by confirming the individual’s identity. This may seem obvious, but verifying that the person applying is indeed who they claim to be is essential. This is a frequently overlooked risk.</p>
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<p>Begin by confirming the individual’s identity. This may seem obvious, but verifying that the person applying is indeed who they claim to be is essential. This is a frequently overlooked risk.</p>
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<p>Key actions:</p>
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<p>Key actions:</p>
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<ul><li>Require government-issued ID and verify via digital or in-person check.</li>
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<ul><li>Require government-issued ID and verify via digital or in-person check.</li>
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<li>Leverage remote identity verification tools (biometric, facial recognition, mobile) to enhance speed and consistency.</li>
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<li>Leverage remote identity verification tools (biometric, facial recognition, mobile) to enhance speed and consistency.</li>
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<li>Cross-reference identity data with subsequent credential and background checks to promote a consistent name, date of birth, and SSN (or equivalent) match consistently.</li>
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<li>Cross-reference identity data with subsequent credential and background checks to promote a consistent name, date of birth, and SSN (or equivalent) match consistently.</li>
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<li>Store identity verification records in a central system tied to the nurse’s profile.</li>
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<li>Store identity verification records in a central system tied to the nurse’s profile.</li>
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</ul><p>By front-loading identity verification, nursing leaders will help mitigate the risk of later mismatches, erroneous credential links, or identity fraud.</p>
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</ul><p>By front-loading identity verification, nursing leaders will help mitigate the risk of later mismatches, erroneous credential links, or identity fraud.</p>
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<h3>Step 2: Credential, license and certification verification</h3>
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<h3>Step 2: Credential, license and certification verification</h3>
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<p>Verify that the nurse holds a valid license (e.g., RN, LPN), certifications (e.g., BLS, ACLS), and educational credentials.</p>
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<p>Verify that the nurse holds a valid license (e.g., RN, LPN), certifications (e.g., BLS, ACLS), and educational credentials.</p>
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<p>Key considerations:</p>
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<p>Key considerations:</p>
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<ul><li>Verify license validity through state nursing boards or national databases.</li>
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<ul><li>Verify license validity through state nursing boards or national databases.</li>
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<li>Confirm certifications and expiration dates, and track continuing education compliance.</li>
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<li>Confirm certifications and expiration dates, and track continuing education compliance.</li>
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<li>Confirm educational credentials, as needed, particularly for advanced practice roles.</li>
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<li>Confirm educational credentials, as needed, particularly for advanced practice roles.</li>
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<li>Document verification results and flag credentials that are soon to expire for proactive renewal.</li>
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<li>Document verification results and flag credentials that are soon to expire for proactive renewal.</li>
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</ul><h3>Step 3: Background, exclusion and sanction screening</h3>
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</ul><h3>Step 3: Background, exclusion and sanction screening</h3>
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<p>Background checks help screen for criminal records, sex offender registry listings, and exclusion lists, and are essential for vetting nursing candidates.</p>
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<p>Background checks help screen for criminal records, sex offender registry listings, and exclusion lists, and are essential for vetting nursing candidates.</p>
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<p>Key considerations:</p>
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<p>Key considerations:</p>
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<ul><li>Screen against national criminal records databases, state criminal court records, sex offender registries, abuse/neglect registries, and, when applicable, foreign jurisdictions for international hires.</li>
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<ul><li>Screen against national criminal records databases, state criminal court records, sex offender registries, abuse/neglect registries, and, when applicable, foreign jurisdictions for international hires.</li>
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<li>Check federal and state exclusion lists (e.g., OIG, GSA) for individuals prohibited from participation in federal healthcare programs.</li>
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<li>Check federal and state exclusion lists (e.g., OIG, GSA) for individuals prohibited from participation in federal healthcare programs.</li>
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<li>Incorporate drug and health screenings where required, as well as verification of immunizations or health clearances if required by your facility or state.</li>
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<li>Incorporate drug and health screenings where required, as well as verification of immunizations or health clearances if required by your facility or state.</li>
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<li>Maintain a clear adjudication policy: what level of offense disqualifies, what level triggers further review, and how to handle ongoing monitoring.</li>
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<li>Maintain a clear adjudication policy: what level of offense disqualifies, what level triggers further review, and how to handle ongoing monitoring.</li>
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</ul><h3>Step 4: Centralization and workflow integration</h3>
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</ul><h3>Step 4: Centralization and workflow integration</h3>
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<p>All these verification steps should not exist in silos. For an efficient, audit-ready process, centralize verification data and integrate it with staff onboarding and deployment workflows. We recommend central records, renewal alerts, and linking credentialing to scheduling.</p>
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<p>All these verification steps should not exist in silos. For an efficient, audit-ready process, centralize verification data and integrate it with staff onboarding and deployment workflows. We recommend central records, renewal alerts, and linking credentialing to scheduling.</p>
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<p>Key considerations:</p>
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<p>Key considerations:</p>
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<ul><li>Use a credentialing system or partner platform that stores all verification results, license status, expiration dates, and renewal alerts.</li>
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<ul><li>Use a credentialing system or partner platform that stores all verification results, license status, expiration dates, and renewal alerts.</li>
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<li>Link credential-status to staffing systems. Consider only engaging staff with verified credentials and no unresolved red flags as eligible for assignment.</li>
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<li>Link credential-status to staffing systems. Consider only engaging staff with verified credentials and no unresolved red flags as eligible for assignment.</li>
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<li>Set automated alerts to the nursing leader or the credentialing manager before key credentials expire.</li>
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<li>Set automated alerts to the nursing leader or the credentialing manager before key credentials expire.</li>
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<li>Periodically audit the system to cross-check for missing renewals, expired certificates, identity mismatches or process bottlenecks.</li>
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<li>Periodically audit the system to cross-check for missing renewals, expired certificates, identity mismatches or process bottlenecks.</li>
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</ul><h3>Step 5: Ongoing monitoring and continuous verification</h3>
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</ul><h3>Step 5: Ongoing monitoring and continuous verification</h3>
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<p>Verification is not a one-and-done step. Licenses expire, new sanctions may appear, and credentials may lapse. A robust program includes ongoing tracking.</p>
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<p>Verification is not a one-and-done step. Licenses expire, new sanctions may appear, and credentials may lapse. A robust program includes ongoing tracking.</p>
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<p>Key considerations:</p>
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<p>Key considerations:</p>
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<ul><li>Establish periodic re-checks of licenses and certifications (e.g., annually or biannually) as part of your credentialing policy.</li>
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<ul><li>Establish periodic re-checks of licenses and certifications (e.g., annually or biannually) as part of your credentialing policy.</li>
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<li>Monitor exclusion or sanctions lists continuously (or batch daily/weekly) to be made aware of any new actions.</li>
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<li>Monitor exclusion or sanctions lists continuously (or batch daily/weekly) to be made aware of any new actions.</li>
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<li>Track staff mobility (float, travel nurses, per diem) and check each shift assignment meets credential requirements.</li>
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<li>Track staff mobility (float, travel nurses, per diem) and check each shift assignment meets credential requirements.</li>
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<li>Maintain audit-trail logs and reports for leadership review, compliance, and accreditation readiness.</li>
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<li>Maintain audit-trail logs and reports for leadership review, compliance, and accreditation readiness.</li>
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</ul><h3>Step 6: Reporting, metrics and leadership oversight</h3>
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</ul><h3>Step 6: Reporting, metrics and leadership oversight</h3>
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<p>Nursing leaders need to translate verification efforts into actionable oversight and reporting, especially given that staffing is now tied to quality metrics under The Joint Commission standards.</p>
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<p>Nursing leaders need to translate verification efforts into actionable oversight and reporting, especially given that staffing is now tied to quality metrics under The Joint Commission standards.</p>
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<p>Key metrics to track:</p>
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<p>Key metrics to track:</p>
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<ul><li>Percentage of new nurses with completed identity, as well as credential and background verification, before their first shift.</li>
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<ul><li>Percentage of new nurses with completed identity, as well as credential and background verification, before their first shift.</li>
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<li>Average time from offer to verified ready to badge/board status.</li>
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<li>Average time from offer to verified ready to badge/board status.</li>
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<li>Number of credential exceptions or mismatches discovered and resolved.</li>
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<li>Number of credential exceptions or mismatches discovered and resolved.</li>
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<li>Number of licensure or certification expirations that occurred without renewal.</li>
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<li>Number of licensure or certification expirations that occurred without renewal.</li>
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<li>Staffing pool eligibility: number of nurses eligible vs assigned.</li>
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<li>Staffing pool eligibility: number of nurses eligible vs assigned.</li>
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<li>Audit findings related to staffing and credentialing (internal or external).</li>
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<li>Audit findings related to staffing and credentialing (internal or external).</li>
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</ul><p>By regularly reporting to senior leadership, nursing leaders position verification as a foundation for safe staffing rather than simply an HR task.</p>
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</ul><p>By regularly reporting to senior leadership, nursing leaders position verification as a foundation for safe staffing rather than simply an HR task.</p>
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<h2>Moving Forward</h2>
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<h2>Moving Forward</h2>
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<p>The landscape of nursing staffing is shifting. With The Joint Commission elevating nurse staffing to a formal performance goal, healthcare leaders, and especially those new to nursing leadership roles, are now required to don a broader hat. It’s not just about scheduling and team management. Good leadership takes the necessary steps to check that every nurse hired is who they say they are. This requires verification, accountability and continuous readiness.</p>
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<p>The landscape of nursing staffing is shifting. With The Joint Commission elevating nurse staffing to a formal performance goal, healthcare leaders, and especially those new to nursing leadership roles, are now required to don a broader hat. It’s not just about scheduling and team management. Good leadership takes the necessary steps to check that every nurse hired is who they say they are. This requires verification, accountability and continuous readiness.</p>
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<p>By partnering with a dedicated vendor like First Advantage, nursing leaders gain access to tools, dashboards, metrics and support that allow them to focus on quality staffing rather than process firefighting.</p>
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<p>By partnering with a dedicated vendor like First Advantage, nursing leaders gain access to tools, dashboards, metrics and support that allow them to focus on quality staffing rather than process firefighting.</p>
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<h3>Know your peopleTM</h3>
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<h3>Know your peopleTM</h3>
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<p>About the author</p>
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<p>About the author</p>
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<p>Ryan Garman</p>
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<p>Ryan Garman</p>
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<p>Principal, Growth Strategy & Innovation - Healthcare</p>
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<p>Principal, Growth Strategy & Innovation - Healthcare</p>
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<p>Ryan drives both growth and innovation across First Advantage’s healthcare vertical. Having initially joined Sterling in 2014, Ryan helped launch their healthcare division, create what is now First Advantage’s clinical concierge offering for drug & health screening services, established our Acute Care, Healthcare Staffing, Post Acute and Life Sciences Centers of Excellence, and launched our credentialing and onboarding automation solutions. Ryan’s passion is helping healthcare organizations leverage AI and modern technology to find the right balance of speed, cost, experience and risk mitigation.</p>
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<p>Ryan drives both growth and innovation across First Advantage’s healthcare vertical. Having initially joined Sterling in 2014, Ryan helped launch their healthcare division, create what is now First Advantage’s clinical concierge offering for drug & health screening services, established our Acute Care, Healthcare Staffing, Post Acute and Life Sciences Centers of Excellence, and launched our credentialing and onboarding automation solutions. Ryan’s passion is helping healthcare organizations leverage AI and modern technology to find the right balance of speed, cost, experience and risk mitigation.</p>
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<p>This content is offered for informational purposes only. First Advantage is not a law firm, and this content does not, and is not intended to, constitute legal advice. Information in this may not constitute the most up-to-date legal or other information.</p>
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<p>This content is offered for informational purposes only. First Advantage is not a law firm, and this content does not, and is not intended to, constitute legal advice. Information in this may not constitute the most up-to-date legal or other information.</p>
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<p>Readers of this content should contact their own legal advisors concerning for their particular circumstance. No reader, or user of this content, should act or refrain from acting on the basis of information in this content. Only your individual attorney or legal advisor can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation. Use of, and access to, this content does not create an attorney-client relationship between the reader, or user of this presentation and First Advantage.</p>
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<p>Readers of this content should contact their own legal advisors concerning for their particular circumstance. No reader, or user of this content, should act or refrain from acting on the basis of information in this content. Only your individual attorney or legal advisor can provide assurances that the information contained herein - and your interpretation of it - is applicable or appropriate to your particular situation. Use of, and access to, this content does not create an attorney-client relationship between the reader, or user of this presentation and First Advantage.</p>
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