WHO IS ACCREDITED?

Private Organization Accreditation

Money Management International is a nationwide nonprofit organization that provides counseling and education related to credit, housing and bankruptcy, and offers debt management assistance if needed. MMI also conducts community education programs in the areas where we have a physical presence.
read more >>

ORGANIZATION TESTIMONIAL

Family Services of the North Shore

Kathleen Whyte, Manager of Human Resources / Accreditation Coordinator

Family Services of the North Shore is about to enter our third accreditation cycle with COA. Accreditation has provided us with a framework that enables us to demonstrate accountability to our clients, our funders and our donors. There is no question that the accreditation process and COA have benefited our agency.
read more>>

Purpose

Job seekers who receive workforce development, support, and financial asset building services achieve increased economic self-sufficiency through the attainment and retention of jobs in the community and the promotion of asset accumulation.

CA-WDS 4: Assessment-Based Employment Planning and Monitoring

Each job seeker participates in a culturally responsive, individualized, and comprehensive assessment, which is the basis for the development and ongoing review of an employment plan that:

  1. addresses the job seeker’s needs;
  2. supports attainment of the job seeker’s goals and desired outcomes; and
  3. improves the job seeker’s ability to be self-sustaining.
Rating Indicators
1
All elements or requirements outlined in the standard are evident in practice, as indicated by full implementation of the practices outlined in the Practice standards.
2
Practices are basically sound but there is room for improvement, as noted in the ratings for the Practice standards; e.g.,  
  • Minor inconsistencies and not yet fully developed practices are noted, however, these do not significantly impact service quality; or
  • Procedures need strengthening; or
  • With few exceptions procedures are understood by staff and are being used; or
  • For the most part, established timeframes are met; or
  • Proper documentation is the norm and any issues with individual staff members are being addressed through performance evaluations (CA-HR 6.02) and training (CA-TS 2.03); or
  • In a few instances client or staff signatures are missing and/or not dated; or
  • Active client participation occurs to a considerable extent.
3
Practice requires significant improvement, as noted in the ratings for the Practice standards. Service quality or program functioning may be compromised; e.g.,
  • Procedures and/or case record documentation need significant strengthening; or
  • Procedures are not well-understood or used appropriately; or
  • Timeframes are often missed; or
  • In a number of instances client or staff signatures are missing and/or not dated (CA-RPM 7.04); or
  • Quarterly reviews are not being done consistently; or
  • Level of care for some clients is inappropriate; or
  • Service planning is often done without full client participation; or
  • Appropriate family involvement is not documented; or
  • Documentation is routinely incomplete and/or missing; or
  • Assessments are done by referral source and no documentation and/or summary of required information present in case record; or
  • One of the Fundamental Practice Standards received a rating of 3 or 4.
4
Implementation of the standard is minimal or there is no evidence of implementation at all, as noted in the ratings for the Practice standards; e.g.,
  • No written procedures, or procedures are clearly inadequate or not being used; or
  • Documentation is routinely incomplete and/or missing; or  
  • Two or more Fundamental Practice Standards received a rating of 3 or 4.

Table of Evidence

Self-Study Evidence On-Site Evidence On-Site Activities
    • Assessment procedures
    • Employment planning and monitoring procedures
    • Assessment tool and/or criteria included in assessment
No On-Site Evidence
    • Interview:
      1. Program director
      2. Relevant personnel
      3. Individuals served
    • Review case records

  • CA-WDS 4.01

    Culturally responsive assessments are conducted within timeframes established by the organization to determine the job seeker’s:

    1. previous formal and informal work experience;
    2. relevant life experiences;
    3. interests, aptitudes, and employment goals;
    4. training and educational needs;
    5. strengths and coping strategies;
    6. informal support networks; and
    7. barriers to employment.

    Interpretation: Culturally responsive assessments can include attention to geographic location, language of choice, and the person’s religious, racial, ethnic, and cultural background. Other important factors that contribute to a responsive assessment include attention to age, sexual orientation, and developmental level.


  • CA-WDS 4.02

    The organization works with the full participation of the job seeker to develop and regularly review an assessment-based employment plan that is individualized, flexible, and modified as necessary to meet his or her changing needs and goals.

    Interpretation: Employment planning is to be conducted so that the service recipient retains as much personal responsibility and self-determination as possible and desired. When the service recipient is a minor, or an adult under the care of a guardian, the organization should follow applicable provincial laws or regulations requiring involvement or consent of legal guardians.


  • CA-WDS 4.03

    To ensure the development of a comprehensive employment plan, direct service personnel are trained in the variety of services offered by the organization, directly and by referral.

Copyright © 2019 Council on Accreditation. All Rights Reserved.  Privacy Policy and Terms of Use