Personnel Policies and Procedures

Personnel Policies and Procedures A. The agency provider must have written personnel policies and procedures that, at a minimum, provide assurances that personnel management practices are in accordance with all applicable state and federal laws regarding pre-employment inquiries, and the hiring, assignment, and promotion of employees. B. The written personnel policies must describe personnel procedures addressing the following areas: 1. Wage and salary administration; 2. Employee benefits; 3. Working hours; 4. Vacation and sick leave, and other types of available leave, which may be mandated by law and/or may be company policy based; 5. Annual job performance evaluations. Job performance evaluations must be in writing, and there must be documented evidence that evaluations are reviewed with the employee; 6. Suspension or dismissal of an employee, including the employee appeal process; 7. Private practice by agency provider employees; 8. The utilization (if applicable and certified to do so) of people who have received services and family members to provide Peer Support Services; and 9. Ongoing monitoring of incidents that may affect an employee’s reported background check status or child registry check status and require the agency provider to run additional checks. C. Designate employees, with documentation in their respective job description(s), to implement and/or coordinate personnel policies and procedures and to: 1. Maintain personnel records; 2. Disseminate employment information to agency provider personnel; and 3. Supervise the processing of employment forms. D. If an agency provider uses volunteers or interns, there must be policies and procedures describing, at a minimum, the following: 1. The scope and objectives of the volunteer/intern service; 2. Supervision of volunteers/interns by employee members in areas to which they are assigned; and 3. Assurance that volunteers/interns will never be utilized to replace an employee.