Policy on Caregiver Background Checks Sample Clauses

Policy on Caregiver Background Checks. 5.2 The agency must ensure that the direct service staff are qualified by having relevant education and/or experience in providing DLST to the target population. 5.3 Provider agency must orient and train their staff on the Family Care Program, Inclusa, and Commonunity™, the trademarked care management model of Inclusa. Support materials regarding the Family Care Program and Commonunity™ are available on the Inclusa website at xxx.xxxxxxx.xxx. 5.4 The DLST agency must ensure that DLST providers have received training on the following subjects pertaining to the individuals served: A. Policy, procedures and expectations of Inclusa and the DLST agency including training on: • Member rights and responsibilities • Provider rights and responsibilities • Record keeping and reporting • Confidentiality laws and regulations • Effective teaching styles • Adapting teaching styles to individual learning style • Documentation/data collection • Other information deemed necessary and appropriate B. Information about individuals to be served including information on individual’s specific disabilities, abilities, needs, functional deficits, strengths and preferences. This training should be person specific for the people to be served. C. Recognizing and appropriately responding to all conditions that might adversely affect the member’s health and safety including how to respond to emergencies and member-related incidents. D. Providers shall ensure that DLST staff are knowledgeable in the adaption and use of specialized equipment and in the modification of the member environments and that these staff complete regular training/continuing education coursework to maintain/update their level of expertise. E. Interpersonal and communication skills and appropriate attitudes for working effectively with members. These include: • Understanding the principles of person-centered services • Cultural, linguistic and ethnic differences • Active listening • How to respond with emotional support and empathy • Ethics in dealing with members, family and other providers • Conflict resolution and behavior support techniques • Maintaining appropriate personal and professional boundaries with members served • Other topics relevant to the population to be served
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Policy on Caregiver Background Checks. 5.2 Staff that provide services shall complete required training as required under licensure. 5.3 Provider agency must orient and train their staff on the Family Care Program and Inclusa. Support materials regarding the Family Care Program are available on the Inclusa website at: xxx.xxxxxxx.
Sample 1
Policy on Caregiver Background Checks. 5.2 Agencies will ensure that training staff possess skills and knowledge that typically would be acquired through: • Training on the population being served • Training on the provision of the services being provided • Applicable regulatory/licensure training requirements are met for all staff • Training on the scope of services necessary • Training of rights and confidentiality (HIPAA) • Training of prevention of exploitation, emotional, verbal, physical, and sexual abuse • Knowledge in the adaptation of specialized equipment and in the modifications of the member environments. 5.3 Provider agency must orient and train their staff on the Family Care Program, Inclusa, and Commonunity™, the trademarked care management model of Inclusa. Support materials regarding the Family Care Program and Commonunity™ are available on the Inclusa website at xxx.xxxxxxx.xxx.
Sample 1
Policy on Caregiver Background Checks. 5.2 Employees shall be trained according to the requirements to carry out responsibilities set forth in Medicaid guidelines and Wisconsin Administrative Code HFS 63.
Sample 1
Policy on Caregiver Background Checks. 5.2 Staff that provide services shall complete required training within six months of beginning employment unless training is needed before the staff can safely provide the service. 5.3 Provider agency must orient and train their staff on the Family Care Program, Inclusa, and Commonunity™, the trademarked care management model of Inclusa. Support materials regarding the Family Care Program and Commonunity™ are available on the Inclusa website at xxx.xxxxxxx.xxx. 5.4 The CSL program is designed to promote an individual’s independence as much as possible. This requires service providers to have a reframed perspective from a more traditional residential or Supportive Home Care model. Provider Agencies must ensure that staff have the skills and training to promote individual strengths, personal choice, decision making, and personal control of one’s life. 5.5 The provider agency must ensure that staff have received training on the following subjects pertaining to the individuals served: • Member specific care planning • Policies, procedures and expectations • Member rights and responsibilities • Abuse and neglect/Reporting requirements • Confidentiality • Documentation • Medication Management if applicable
Sample 1
Policy on Caregiver Background Checks. 5.2 Staff that provide services shall complete required training within six months of beginning employment unless training is needed before the staff can safely provide the service. 5.3 Provider agency must orient and train their staff on the Family Care Program and Inclusa. Support materials regarding the Family Care Program are available on the Inclusa website at xxx.xxxxxxx.
Sample 1
Policy on Caregiver Background Checks. 5.2 Staff that provide services shall complete required training within six months of beginning employment unless training is needed before the staff can safely provide the service. 5.3 Provider agency must orient and train their staff on the Family Care Program, Inclusa, and Commonunity™, the trademarked care management model of Inclusa. Support materials regarding the Family Care Program and Commonunity™ are available on the Inclusa website at xxx.xxxxxxx.xxx. 5.4 The provider agency must ensure that staff have received training on the following subjects pertaining to the individuals served: Competence means possessing the knowledge, skills and attitudes necessary to perform a job properly. Necessary knowledge, skills, and attitudes are developed through an ongoing process of learning, doing, and reflection. Employment Service agency managers are directly responsible for building the competencies of their personnel. The following training framework provides a general understanding of the overall expectations of the MCO in regard to integrated employment services, as well as resources and tools that providers can draw on as they work within their organizations toward excellence in employment services. This framework calls out four primary knowledge areas for employment service professionals: Employer and Community Relations Employment service providers interact with, and rely on, a number of stakeholders, including employers, family members of job seekers, schools, funders, and the community at large. Promoting integrated employment is a value based proposition that, to be successful, requires a full understanding of the needs, interests, concerns and potential objections of all stakeholders. To achieve successful outcomes, employment service providers must establish a vast network of connections and demonstrate excellent written and verbal communication skills. Use of Resources Job seekers with disabilities face multiple barriers to employment and generally rely upon multiple “systems” (both formal and informal) for support. To maximize and effectively coordinate the resources with a job seeker, employment service professionals must be knowledgeable about a variety of resources and understand when and how to incorporate them into a job seeker’s planning process.
Sample 1
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Policy on Caregiver Background Checks. 5.2 Provider agency must orient and train their staff on the Family Care Program, Inclusa, and Commonunity™, the trademarked care management model of Inclusa. Support materials regarding the Family Care Program and Commonunity™ are available on the Inclusa website at xxx.xxxxxxx.xxx. 5.4 The provider agency must ensure that staff have received training on the following subjects pertaining to the individuals served: A. Policy, procedures and expectations of Inclusa and the Organizational Rep Payee agency including training on; • Member rights and responsibilities • Provider rights and responsibilities • Record keeping and reporting • Documentation/data collection • Other information deemed necessary and appropriate B. Information about individuals to be served including information on disabilities, abilities, needs, functional deficits, strengths and preferences. C. Recognizing and appropriately responding to all conditions that might adversely affect the member’s health and safety including how to respond to emergencies. D. Interpersonal and communication skills and appropriate attitudes for working effectively with members. These include: • Understanding the principles of person-centered services • Member rights • Cultural, linguistic and ethnic differences • Active listening • How to respond with emotional support and empathy • Ethics in dealing with members, family and other providers • Conflict resolution • Maintaining appropriate personal and professional boundaries with member’s served • Other topics relevant to the population to be served
Sample 1

Related to Policy on Caregiver Background Checks

  • Criminal Background Checks Provider and College reserve the right to conduct criminal background checks on Resident to determine Resident’s suitability to live in Residence Facility, and Resident consents and agrees that Provider and College has permission to conduct criminal background checks on Resident.

  • Background Checks The State may require that the Contractor and Contractor Parties undergo criminal background checks as provided for in the State of Connecticut Department of Emergency Services and Public Protection Administration and Operations Manual or such other State document as governs procedures for background checks. The Contractor and Contractor Parties shall cooperate fully as necessary or reasonably requested with the State and its agents in connection with such background checks.

  • General and Criminal Background Checks 5.2.13.1. PSP hereby represents and warrants, and by execution of an Assignment thereby represents and warrants, that neither PSP nor any of PSP’s employees have been convicted of a felony criminal offense, or of a crime involving moral turpitude, or that, if such a conviction has occurred, PSP has fully advised TFC in writing as to the facts and circumstances surrounding the conviction(s).

  • Criminal Background Check The Academy shall comply with all sections 1230a of the Code and all applicable law concerning criminal background checks. In the event the Academy contracts with an ESP, the ESP shall comply with this section as if it were the Academy and certify such compliance to the Academy and the University President.

  • Background Check The Department or Customer may require the Contractor to conduct background checks of its employees, agents, representatives, and subcontractors as directed by the Department or Customer. The cost of the background checks will be borne by the Contractor. The Department or Customer may require the Contractor to exclude the Contractor’s employees, agents, representatives, or subcontractors based on the background check results. In addition, the Contractor must ensure that all persons have a responsibility to self-report to the Contractor within three (3) calendar days any arrest for any disqualifying offense. The Contractor must notify the Contract Manager within twenty-four (24) hours of all details concerning any reported arrest. Upon the request of the Department or Customer, the Contractor will re-screen any of its employees, agents, representatives, and subcontractors during the term of the Contract.

  • Project Background 6.1.1. Brief description of Contracting Agency’s project background and/or situation leading to this Project

  • General Background In accordance with the Amendment provision in Section 11 of the Registrar, Transfer Agency and Paying Agency Agreement between State Street Bank and Trust Company (the "Bank") and Royce Value Trust, Inc. (the "Fund") dated August 21, 1996 (the "Agreement"), the parties desire to amend the Agreement.

  • Compensation and Employers Liability Insurance a. Statutory California Workers' Compensation coverage including broad form all-states coverage.

  • Payment of Checks, Drafts and Orders Subject to Section 9.5, the Assuming Institution agrees to pay all properly drawn checks, drafts and withdrawal orders of depositors of the Failed Bank presented for payment, whether drawn on the check or draft forms provided by the Failed Bank or by the Assuming Institution, to the extent that the Deposit balances to the credit of the respective makers or drawers assumed by the Assuming Institution under this Agreement are sufficient to permit the payment thereof, and in all other respects to discharge, in the usual course of conducting a banking business, the duties and obligations of the Failed Bank with respect to the Deposit balances due and owing to the depositors of the Failed Bank assumed by the Assuming Institution under this Agreement.

  • Workers' compensation and employer's liability insurance endorsements The following are required:

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