Personnel

(1) The board of directors or the governing body in cooperation with the administrator, shall establish written personnel policies. These policies shall include: (a) A job description for each position in the agency covering the position’s responsibilities, academic qualifications, and required level of experience. (b) Annual salaries and performance review requirements. (c) Physical examination policy which must include a required physical examination and tuberculin test for all employees. The examination must be no older than 6 months prior to hire date. (d) Training activity requirements and method of documentation that employees have met these requirements. (e) A defined work week and hours to be worked per week. (f) Vacation policy that clearly defines amount of time allowed and payment plan. (g) Sick leave policy. (h) Policies regarding Social Security, insurance, retirement plans, and other fringe benefits. (i) Agency grievance procedure. (j) Grounds for dismissal (k) Leisure time provision 1. Each staff member must have a minimum of six days off a month or its equivalent. 2. Leisure time provision must include a plan for continuity of supervision when other staff are on leisure time. STANDARDS FOR RESIDENTIAL CHILD CARING AGENCIES CHAPTER 0250-4-5 (1) Written policy related to child sexual abuse as dictated by state law. This policy is to include information addressing the following areas: 1. For Child-Care Staff: (i) Reserved. (ii) Within two weeks of being on the job, each new employee must receive orientation instructions related specifically to child abuse detection, reporting, and prevention. This training must be documented in the employee’s personnel file. 2. For Children. The Child-Caring Agency must have a instructional program in child- sexual abuse prevention for all residents. The curriculum must include information on such pertinent subjects as: personal ownership or our bodies, touching, reporting abuse within the agency. Appropriate treatment must be provided for those who have been victims of sexual abuse. Such treatment must be provided either by the Agency, and/or the Agency’s qualified designee. (2) Staff Records. (a) Records on all staff members and information on applicants for jobs must be kept in a locked file at the agency. They must include: An application, reports from three references, one of whom must be a former employer, a physical examination, when required, including tuberculin test, a record of participation in orientation and training activities, a record of positions held by the person during employment at the agency, record of leave, and date and reason for termination. (b) In addition to the above, copies of an annual evaluation of the quality of work done by the person while in the agency must be kept in his personnel record. These evaluations must be prepared by the administrator, assistant to the administrator, or by the person directly responsible for the supervision of the employee. If not conducted by the administrator it must be approved by the administrator. (c) Staff shall have access to their personnel records as afforded to them by law. (3) Staff Development. (a) Agencies must provide new staff with an orientation program that thoroughly acquaints the new employee with agency philosophy, policies, and procedures specifically including confidentiality procedures. This program must be under the supervision of qualified staff and appropriate to the position being assumed by the new employee. (b) A program of in-service training must be developed which provides staff with a minimum of 6 hours in-service training annually. Attendance at conferences and workshops may be included as part of the 6 hours minimum requirements. (c) Participation in these activities must be documented in personnel files.