Form Lic 281 - Application Instructions For A Facility License Page 15
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22B3.
VERIFICATION OF SOCIAL WORK STAFF
Transcripts from an accredited school.
Experience, when required.
B4.
JOB DESCRIPTIONS
As part of the operation of the facility, the applicant must establish staff positions that will be
responsible for specific tasks or duties. The applicant must provide the licensing agency with a job
description for each of these classifications. The descriptions should be clear, concise and relevant to
the position for which the person is being hired. Additionally, job descriptions will be compared to the
Personnel Report (LIC 500) and there must be a job description for each classification listed on the
LIC 500.
The following areas must be addressed in each job description: Staff positions must correspond to
those listed on all personnel reports.
•
Duties and responsibilities:
•
Minimum qualifications that correspond to licensing requirements. This is to include any special
licenses or certificates or special skills needed to perform the job.
•
Lines of supervision (This is to include supervision given and to whom, as well as supervision
received and from whom).
B5.
PERSONNEL POLICIES
Personnel policies are to describe those regulatory requirements commonly associated with personnel
practices/policies such as staff coverage, staff qualifications, work schedules and conditions of
employment.
The following areas are to be included in this section.
•
Work hours/shifts for documentation of positions to provide coverage with competent staff. To
correspond with staff positions and work days and hours listed on all personnel reports.
•
Abuse reporting procedures. Documentation must indicate that employees will be informed of
their responsibilities to report to the licensing agency as well as to the police and child/adult
protective agency.
•
Hiring practices: Including screening of employees for necessary education and experience and
informing employees that conditions of their employment include fingerprint clearance,
statement of prior criminal convictions, TB clearance, physical examination/health
questionnaire, child abuse index check. (This is to ensure that employees are competent and
aware that they have to meet these conditions for initial and continued employment).
Other federal and state agencies have requirements that businesses must adhere to in relation to
personnel practices, such as minimum wages, Workers’ Compensation and Fair Employment
Practices. These agencies monitor the business’ compliance with their regulations. CCLD does not
enforce other agencies regulations. It is important, however, that applicants contact these agencies in
order to determine that established practices are not in conflict with laws or regulations.
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