At Work At Home On the Road

SSE Assessment Criteria

To receive the SSE program Mark, staffing firms are scored based on the criteria in the SSE program assessment. The assessment compiles best practices from ASA, NSC and OSHA's Temporary Worker Initiative, and deals only with a staffing firm's practices pertaining to temporary worker safety. Assessment criteria is organized in the following eight sections:

  • ▼ Responsibilities for Worker Selection

    • ​Staffing firm has written drug testing policy for temporary and contract workers that adheres to best practices; results of drug testing impact employment offers
    • Staffing firm informs candidates of drug testing policy during the application process
    • Staffing firm has written candidate screening policy and defined processes are established. Staffing firm is following its own policy. Staffing firm collects information from or about candidate during application process for purposes of candidate evaluation
    • Staffing firm uses candidate application data and evaluation techniques to thoroughly screen candidates and fit candidate to appropriate job
    • Written notices are provided to candidates about physical demands and essential job functions of each assignment; there is a system in place for the worker to verify that what they were hired to do (staffing firm description) matches with what the work is at the Client site; staffing firm has communicated a requirement for candidate to notify staffing firm immediately if job duties differ from those in the provided written notice
  • ▼ Responsibilities for Worker Training & Orientation

    • ​Staffing firm documents general safety orientation training for each worker placed
    • Staffing firm-provided general safety orientation:
      • Is provided in a language the worker understands
      • Contains information on how to report and obtain treatment for on-the-job injuries and illnesses
      • Contains how to report a workplace hazard
      • Includes a process to evaluate effectiveness of the training and/or a process to follow up to verify training was understood
  • ▼ Verification of Client Training & Orientation

    • ​Staffing firm has communicated to Client that they require prior written approval if assigned workers' job duties, equipment or worksites change; there is evidence that Client is doing this
    • Staffing firm has in place a way to verify that Client-provided site-specific safety orientation:
      • Is conducted for all placed workers
      • Is provided in a language worker understands
      • Includes Client information on how to report and obtain treatment for on-the-job injuries and illnesses, emergency procedures including exit routes, work rules, hazard communication programs
      • Is provided for each job assignment
    • Staffing firm has in place a way to verify that Client-provided on-the-job training:
      • Is conducted for all placed workers
      • Is provided in a language worker understands
      • Includes information specific to hazards of the assigned work, PPE required and how to use (if applicable), operational instructions for any machinery, tools, etc. worker will be using, and JSAs
      • Is provided for each job assignment
    • Training is provided in the event of job transfers or changes in normal job procedures/equipment; staffing firm has a system in place to verify whether Client offers periodic refresher training on a pre-determined schedule; all such training is documented by staffing firm for each placed and affected worker
  • ▼ Evaluation of Client Safety

    • ​Select staffing firm employee(s) is trained and capable of evaluating Client's safety programs, policies, practices, and performance; evaluations are always performed by such trained staff
    • Staffing firm uses a standard form for Client worksite evaluations that helps differentiate levels of safety among various Clients and worksites; form is comprehensive and adequately captures all pertinent information below to make a business decision about whether to place workers at this Client and/or location
    • Staffing firm evaluates Client's safety performance using a mix of lagging and leading indicators, noting whether temporary workers are included in each (where applicable)
    • Staffing firm notes and evaluates Client's current safety and health programs, whether temporary workers will be included in each, and whether they will be trained on each
    • Staffing firm assesses the risks inherent in the job assignment prior to worker placement
    • Staffing firm gauges Client's management commitment to safety
    • Staffing firm gauges Client's worker involvement in safety, including temporary workers
    • Full formal safety evaluations of Client worksites are conducted annually by qualified personnel if placement exceeds 12 months; worksites are revisited periodically within first year of worker placement and documentation updated
    • Results of the Client and worksite evaluation identify, review, and document potential safety and health hazards, safety program gaps, and safety performance issues and are communicated to the Client; Client mitigation of noted hazards are monitored and tracked by staffing firm (training to be provided, protections offered, etc.)
    • Client evaluations impact placement of workers at locations with poor safety culture/performance and/or staffing firm business decision to contract with Client
    • Staffing firm tracks incidents at each Client and location where workers are placed and reviews data to make action plans where needed
  • ▼ Responsibilities for Incident Management

    • Medical facilities have been designated and physicians approved by Client and staffing firm; staffing firm has them on file
    • Staffing firm tracks injuries sustained by its temporary workers at Client sites for its own analysis          
    • For each injury requiring involvement of a nurse/treatment beyond first aid, an incident investigation is conducted
    • Staffing firm has a method for addressing the quality of incident investigations, root cause analysis, and corrective actions
    • Staffing firm has method for triaging injured temporary workers either by use of an occupational nurse hotline or handled internally if the staffing firm has their own in-house nurse or contract locally
    • Staffing firm has after hours on call if working associates after hours
    • Staffing firm representative meets injured worker at medical facility upon initial injury first visit
    • Staffing firm has a return-to-work program
    • Staffing firm has in place signature documentation of acceptance/rejection of offer for a modified duty assignment
    • Staffing firm analyzes their RTW program to review effectiveness and look for improvement opportunities        
  • ▼ Verification of Client Incident Management

    • Staffing firm measures timeliness of worker injury/illness reporting
    • Staffing firm documents:
      • Ability to, and timeliness of, conducting an incident investigation at the Client site post-incident
      • Whether Client participates/cooperates in SF incident investigation process
      • Whether Client performs their own incident investigation
      • Whether Client follows up and provides requested corrective actions by the SF
      • Client incident investigation findings/recommendations/actions
    • Staffing firm documents the Client's capability/willingness to accommodate RTW, adherence to the policy for injured workers, and whether Client accommodates SF worker
  • ▼ Contracts

    • Client responsibilities are outlined in contracts according to ASA Best Practices             
    • Staffing firm responsibilities are outlined in contracts according to ASA Best Practices
    • Staffing firm rights are outlined in contracts according to ASA Best Practices
    • Contracts include details of how communication between staffing firm and Client takes place when worker informs one of illness or injury; details who is responsible for which communications to the temporary worker
    • During RFQ/RPF/RFI processes, staffing firm includes temporary worker safety position/statement/information to Client
  • ▼ Nurse Staffing Firms (Sector-specific)

    • Staffing Firm obtains a complete application for employment from each candidate, as well as the appropriate state-published supplemental questionnaire
    • Staffing Firm conducts a 10-panel drug screen before nurse is assigned and also within 30 days of assignment and keeps a log of drug tests
    • Staffing Firm confirms that the candidate possesses required licenses or certifications
    • Staffing Firm verifies via Office of Inspector General Exclusion search, that candidate is not excluded from participation in federally funded programs (if applicable)
    • Staffing Firm verifies candidate possesses current CPR certification and any other relevant or desirable certifications
    • Upon hire, Staffing Firm verifies that applicant has had:
      • A satisfactory medical examination within the previous 12 months
      • A tuberculosis test within the past year or chest X-ray within the past 5 years showing negative results
      • Hepatitis B vaccination, antibody testing revealing immunity of Hepatitis B, or declination of Hepatitis B vaccination signed by candidate
      • Rubella vaccination or titers
      • Varicella titers
    • Upon hire and periodically thereafter, Staffing Firm verifies candidate has completed mandatory training programs required by the applicable state, OSHA, CDC, industry regulatory bodies, etc. Examples include:
      • Universal Precautions
      • OSHA
      • Substance Abuse
      • Health Insurance Portability and Accountability Act (HIPAA)
      • Age-Specific Skills
      • National Patient Safety Goals
    • Staffing Firm administers self-assessments of nurses' clinical competency and skills in specific specialty areas, records such competencies/skills, and updates them annually
    • Staffing Firm provides workers placed in nursing jobs caregiver education and training addressing the leading causes of injury—patient handling, patient assaults, and slips and falls
    • Staffing Firm, as part of its risk assessment of the Client, confirms and documents Client accreditation (if applicable) and notes existence of state law and regulations violations
    • Staffing Firm, as part of its onsite evaluation of the Client, documents review of Client's policies and procedures regarding patient handling and interaction (including combative patients)
    • Staffing Firm documents Client provision of site-specific orientation and training including:
      • Annual fire and electrical safety classes
      • Annual infection control classes
      • Annual in-service training regarding recent changes in laws or standards relating to health care, including those pertaining to the ADA, pain assessment and management, bloodborne pathogens and needle stick regulations, cultural, spiritual and age-specific needs of patients, and national patient safety goals
      • Orientation that addresses any requirement that licenses and CPR certifications be carried at all times while on duty
      • Dress codes
      • Documentation and medication administration policies and procedures
      • "Code Blue" policies and procedures

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  • Phone (800) 888-9188 weekdays between 8 a.m. and 5 p.m. (Central Time)
  • Email: SSE@nsc.org

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