ENSURING QUALITY CARE
HIRING STAFF September 2019 Safety, Oversight and Quality Unit
PURPOSE AND KEY TERMS • Criminal background check The purpose of this section is to help the learner require skills • Caregiver necessary in recruiting, screening • Job description and hiring caregivers. • Qualifications • Recruiting • References September 2019 Safety, Oversight and Quality Unit 2
OBJECTIVES The learner will be able to: Understand how to write a job description Develop a list of skills necessary for a caregiver to be qualified for the position Understand the basics of recruiting and interviewing List what needs to be done before you hire someone September 2019 Safety, Oversight and Quality Unit 3
INTRODUCTION You must ensure that residents will receive the care and services they need even when you are ill or away from your home. To do this you may need to hire staff to assist in the day–to-day tasks of caregiving and operating an AFH and to provide a respite relief. September 2019 Safety, Oversight and Quality Unit 4
CRIMINAL BACKGROUND CHECK You cannot hire anyone to work in your home who has been: • Convicted of a disqualifying crime; or • Found guilty of a disqualifying form of abuse • The background check unit will determine if the criminal background result is serious enough to disqualify them from providing care. You must submit the MSC 0301AD (Criminal Background Check Request) to the local office and receive confirmation that the individual passed the criminal check before you allow the person to work in your home. September 2019 Safety, Oversight and Quality Unit 5
CRIMINAL BACKGROUND CHECK CONTINUED Potential employees must: • Sign an authorization form, MSC 0301AD • Pass a criminal record check; and • Pass a national background check under the following conditions: • The applicant tells you he or she was convicted of any crime; or • The applicant has lived out of Oregon within the last five years: • Caregivers who have lived out of state may begin working before the national check is completed if they pass the Oregon check and they tell you they don’t have any disqualifying crimes. September 2019 Safety, Oversight and Quality Unit 6
IDENTIFY STAFFING NEEDS It is important to know your needs and preferences before you recruit help. Use the information you gathered as suggested in the “Managing Your Time”: Develop a work schedule: • Review your daily and weekly schedules • Write down the time periods for which you need help on a routine basis • Include your regular time off and other respite relief • Consider how you will cover the employee’s absence due to days off, vacation, or illness or emergency • Determine how much prior notice you will need September 2019 Safety, Oversight and Quality Unit 7
IDENTIFY STAFFING NEEDS CONTINUED Develop a job description: • Make a list of tasks the employee will be expected to do and write a short description for each task • Note the number of hours required each day, and the total hours for each week Identify worker qualifications: • Refer to state administrative rules for required qualifications • Consider the minimum and preferred qualifications required for the job; make a list and include it with the job description September 2019 Safety, Oversight and Quality Unit 8
IDENTIFY STAFFING NEEDS CONTINUED Special skills and abilities: • Driver’s license and driving record • Level of education and/or training/experience required • Physical and mental health requirements of the job • Specific knowledge related to chronic disease or age-related changes • Language other than English or sign language Determine wages and benefits: Decide how much you can pay and how often September 2019 Safety, Oversight and Quality Unit 9
IDENTIFY STAFFING NEEDS CONTINUED Before deciding, do some research. Call local home health or social service agencies, senior centers, other AFH providers in you area or the local office of the DHS or Area Agency on Aging. Wages for live-ins generally include room and board. Consider skills and required duties when you determine wages. Usually the higher the level of care provided, the higher the hourly rate. Consider overtime and holiday pay, and a schedule for wage rate increase. September 2019 Safety, Oversight and Quality Unit 10
IDENTIFY STAFFING NEEDS CONTINUED Know what benefits you can and must provide: • Will you need to pay Social Security and unemployment taxes? • Will you be required to provide workers’ compensation insurance? • What about other liability insurance? • Will you offer vacation, sick leave, medical or dental insurance? • What about time off? (For full-time employees of AFHs, allowing two full days off each week and two weeks vacation per year is standard practice.) September 2019 Safety, Oversight and Quality Unit 11
RECRUITING There are several ways to recruit staff: • Advertise in newspapers – consider neighborhood and college newspapers and organizations’ newsletters • Seek referrals from churches and colleges. Ask friends, neighbors and other care providers for referrals • Work with an agency – for a fee, many employment agencies will recruit and screen applicants and refer only those who are most qualified September 2019 Safety, Oversight and Quality Unit 12
RECRUITING CONTINUED A classified ad should include: • A general description of your needs • Include preferences , e.g., non-smoker, male or female (depending on resident need and preference) • To reduce needless phone calls, list wages • Do not list your full name or address • Advertise for several days, including Sunday • Consider using online resources and bulletin boards that aid in advertising job opportunities September 2019 Safety, Oversight and Quality Unit 13
RECRUITING CONTINUED For example: WANTED: Non-smoking, responsible and caring man to assist with daily care for five frail, elderly men in an Adult Foster Home. Must be at least 21 years old. Hours are 7a.m. to 4p.m., Wednesday through Sunday. Call 503.444.2222 between 2 and 4p.m. and ask for Linda. September 2019 Safety, Oversight and Quality Unit 14
RECRUITING CONTINUED If you recruit in an area where the telephone response may be heavy, consider asking for written replies (resumes and references). If you do not have a post office box, use email as a means of communications. Talk with other AFH providers – what type of recruitment has been successful for them? You may contract with a home health agency to hire someone, the agency will charge you a daily or hourly fee for the person’s services. September 2019 Safety, Oversight and Quality Unit 15
SCREENING APPLICANTS Just as screening potential residents is crucial in finding the right fit for your AFH, so is screening potential employees: • Thoughtful screening and interview processes will increase your chance of finding the right employee for your AFH • Screening applicants is the first step in the hiring process • Be prepared to ask some key questions when an applicant responds to your ad • If you have written responses, sort through the responses and call those applications whose qualifications seem to best suit your needs • Keep the others in reserve – you may decide to call them later September 2019 Safety, Oversight and Quality Unit 16
SCREENING APPLICANTS CONTINUED Have a list of key questions to guide you as you talk with applicants. Questions should be focused on: • General description of the care situation • Special problems in the care situation • Specific requirements of the position • Applicant’s background, training or experience • Applicant’s future plans September 2019 Safety, Oversight and Quality Unit 17
SCREENING APPLICANTS CONTINUED Take notes as you talk with applicants. Be sure to record the person’s name, address and phone number. • Trust your instincts – if you feel uncomfortable with an applicant, thank him or her for applying and end the conversation • Schedule interviews with qualified job applicants September 2019 Safety, Oversight and Quality Unit 18
APPLICATIONS Have potential staff members complete an employment application: • Applications can be purchased from a store selling business forms or you can develop your own or use one developed by other providers The application form must include questions about the applicant’s criminal history and in-state and out-of-state residency. Conduct interviews in a relaxed but professional manner. September 2019 Safety, Oversight and Quality Unit 19
APPLICATIONS CONTINUED During the interview: • Describe a typical day in your AFH • Fully explain the duties and work schedule and give each applicant a copy of the job description • Talk about your role and duties and briefly describe resident care needs • Let them know employment cannot begin until they have cleared their criminal record check(s) • Get applicants to talk about themselves but do not ask if they are married or have children – they can volunteer such information but employment laws do not allow you to ask September 2019 Safety, Oversight and Quality Unit 20
Recommend
More recommend
