65C-15.016. Staff Functions and Qualifications

(1) The child-placing agency shall have a personnel file for each employee, that shall be available on site for review by the Department, which shall include the following: (a) The application for employment; (b) Verification that the background screening requirements, have been completed and met, including: 1. “Attestation of Good Moral Character,” form CF 1649, (June 2025), incorporated by reference and available at https://flrules.org/Gateway/reference.asp?No=Ref-19470. 2. National and Florida criminal records check through fingerprinting every five years; 3. Local ciminal record checks through local law enforcement every five years; 4. Florida abuse and neglect record checks annually through the Department’s child abuse registry, in accordance with subsection 39.202(2), F.S. a. Any employee or prospective employee with a verified report for sexual abuse is not permitted to work for the child-placing agency. b. Any employee or prospective employee with a verified report for abuse and neglect other than sexual abuse, and when an employee is named as the alleged caregiver responsible in a report not substantiated for sexual abuse, shall be reviewed by the Department to determine safety concerns for the employee being considered for hire or continued employment. c. Any licensee with three or more child abuse and neglect investigations within a five year period pursuant to subsection 39.302(7), F.S., shall be reviewed by the Department to determine licensure or continued licensure. 5. The licensee, staff, and volunteers being screened under this rule shall provide all names under which he or she has been known to complete background screenings. 6. All staff and volunteers must report all state, national, and federal arrests to the child-placing agency. The child-placing agency shall report all arrests to the Department within 24 hours of notification from the staff. (c) Employee’s start and termination dates and reason for termination; (d) Annual performance evaluations and any disciplinary actions taken; (e) Training record and conferences attended; (f) Valid Identification; (g) Employment history check prior to hire; and (h) Signed acknowledgement of child abuse and neglect laws, reporting requirements, and confidentiality. (i) Diploma or degree, if applicable. (j) A copy of Child Welfare Professional Certification for employees who conduct child welfare services as set forth in paragraph (2)(d) of this rule. (2) Qualifications: (a) A director shall be responsible for the general management and administration of the agency in accordance with the licensing requirements and the policies of the governing body. The director shall have a degree in social work or in a related area of study specified in Section 402.402(1)(b), F.S. and four (4) years’ of experience in human services or child welfare programs. Additional related areas of study include human services, criminology, criminal justice, juvenile justice, behavioral science, child protection, education, law and protection, mental health, public administration, and public health. (b) A supervisor shall be responsible for the supervision, evaluation, or monitoring of employees. 1. Supervisors providing oversight of social work functions or child welfare programs shall maintain qualifications in accordance with Section 402.402(1), F.S. The supervisor must have at least two (2) years’ experience in human services or child welfare programs. 2. Supervisors responsible for providing oversight of administrative staff shall meet the qualifications outlined in the agencies written personnel policies and procedures for recruitment, retention, and effective perfomance of qualified personnel. (c) Caseworkers performing casework services shall maintain qualifications in accordance with Section 402.402(1), F.S. (d) Child-placing agencies providing child welfare services in accordance with Section 402.40(2)(b), F.S., must ensure persons providing child-welfare services or supervisors providing oversight of child welfare programs, receive child welfare training and certification outlined in Chapter 65C-33, F.A.C. (3) The Department may prohibit individuals who served as a board member, executive director or other officer of an agency that has failed to secure a license to operate as a child-placing agency or continued in operation after the revocation or suspension of the agency’s license, from employment or association with a licensed child-placing agency for a period of two (2) years’ after termination or cessation of that illegal operation. (4) Staff Development. (a) The child-placing agency shall have a written plan for the orientation, ongoing training and development of all staff. (b) The child-placing agency shall ensure that the supervisory and social work staff receive in-service training during each full year of employment. Activities related to supervision of the staff member’s routine tasks shall not be considered training activities for the purpose of this requirement. In-service training shall be documented in the employee’s personnel file or other agency tracking system. (5) Volunteers who work directly with children for periods of more than 10 hours in any given month must be screened in the same manner as the employees of the child-placing agency. A volunteer who assists on an intermittent basis for less than 10 hours per month need not be screened as long as he or she is under direct and constant supervision by persons who have been screened in accordance with Section 409.175, F.S. (a) A child-placing agency that utilizes volunteers to work directly with children or their families shall: 1. Develop a description of duties and specific responsibilities; 2. Develop a plan for orientation and training in the philosophy of the agency, the needs of the children in care and their families, and the importance of confidentiality; and, 3. Provide for how volunteers will participate in carrying out the service plans for children and families with whom they are working, if applicable. (b) Volunteers who assume the same or substantially similar responsibilities as a paid employee shall have the same qualifications and training as the paid employee for the position and shall receive the same supervision and evaluation as the paid employee. (c) Agencies utilizing volunteers must keep records to reflect the hours and activities of the volunteers.