Case Manager Responsibilities

01. Children's Agencies. (4-6-23) a. The responsibilities of a case manager employed or contracted by a children's agency to perform work within their scope that may include child assessment, service plan development, child placement, foster or adoptive home assessment, and supportive services for children and families. (4-6-23) b. At the discretion of the supervisor, a case manager may be assigned a caseload of: (4-6-23) i. Twenty (20) families with an adoption placement, or active child foster care; or (4-6-23) ii. Forty (40) adoptive families being studied or awaiting an adoptive placement or foster home IDAHO ADMINISTRATIVE CODE IDAPA 16.04.18 Department of Health and Welfare Children’s Agencies & Residential Licensing Section 219 Page 17 certification cases, or a proportionate combination of these families. (4-6-23) 02. Children's Residential Care Facilities and Outdoor Programs. (4-6-23) a. The responsibilities of a case manager employed or contracted by a children's residential care facility or outdoor program to perform work within their scope that may include assessment, writing the service plan, supervision, and support. The case manager must be available during normal business hours to provide onsite support. (4-6-23) b. There must be at least one (1) case manager for every twenty (20) children. (4-6-23) 219. STAFF RECRUITMENT, HIRING, SUPERVISION, TRAINING, EVALUATION, PROMOTION, AND DISCIPLINE. An organization must have processes governing recruitment, screening, hiring, supervision, training, evaluation, promotion, and discipline of employees and volunteers. An organization must employ persons and use volunteers who have an understanding and respect for children and their needs, the child's family and culture, are able to provide services to unrelated children and the problems they present, and are capable of performing activities related to their job. An organization must have the following: (4-6-23) 01. Job Descriptions. Every position needs to identify and follow necessary qualifications, including education, experience, training, duties, and lines of authority. A designated employee of the organization must supervise a volunteer and be included in that individual's job description. (4-6-23) 02. Personnel Records. Every employee and volunteer needs a personnel record that contains the following: (4-6-23) a. Employment application or resume; (4-6-23) b. Name, date of birth, current address, and phone number; (4-6-23) c. Documents verifying education, certification, and license when the person fills a position requiring a minimum level of education, applicable certification, or license; (4-6-23) d. Three (3) verified references from persons who are unrelated to the employee or volunteer. For a job applicant who has worked for an organization that provides care or services to children, one (1) of the references must be from a prior child care provider for whom the employee or volunteer worked; (4-6-23) e. Verified documentation of a complete background check under IDAPA 16.05.06, “Criminal History and Background Checks”; (4-6-23) f. Verification by the employee or volunteer of receipt of the organization's behavior management policy; (4-6-23) g. Copy of the current job description, date they began their current job, and verification that the employee has been provided a copy of their current job description; (4-6-23) h. The date the person was hired; (4-6-23) i. For staff and volunteers who transport children, a copy of a valid driver's license. If they use their own vehicle to transport children, the record must include proof that the vehicle is properly insured. (4-6-23) j. Performance evaluation within a probationary period and annual performance evaluations thereafter; and (4-6-23) k. Documentation of any disciplinary actions. (4-6-23)