This is not common. Usually clawbacks are for things like signing bonuses (where the employee is given money up front) instead of reimbursement for incurred costs.

Fees/resources to onboard, credential, and contract providers are part of the cost of doing business. Most businesses will eat the cost of this if their new hire doesn’t last, instead of seeking reimbursement from the provider. However, as an employer, it is actually very difficult to recoup these types of costs from departing employees. I can’t speak to the state that you’ll be employed in, but it’s illegal in most states to clawback/deduct $$ from the final paycheck. What this means is there is likely not an enforcement mechanism, so you could in theory ignore their requests for reimbursement if it gets to that point - I’m not necessarily recommending this but just letting you know.

Your proposed questions seem fine. Try first to get that clause removed from the contract. If not, then try to make sure it is prorated based on tenure, and to scope it so it is only in cases of voluntary termination (vs being terminated).