WHO IS ACCREDITED?

Private Organization Accreditation

Catholic Charities alleviates human suffering and improves the quality of life of 100,000 people annually, regardless of religious background. A staff of 600 provides support and services related to housing, food, mental health, children's services, addiction treatment, and domestic violence services.
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VOLUNTEER TESTIMONIAL

Ulysses Arteaga, L.C.S.W.

Volunteer Roles: Commissioner; EPPA; Marine Reviewer; Military Reviewer; Peer Reviewer; Team Leader

The Consuelo Foundation 2012 Peer Reviewer of the Year, Mr. Arteaga conducts two to three site visits a year, often volunteering for visits that require a Spanish speaking peer.
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Purpose

A stable, qualified workforce contributes effectively and efficiently to consumer satisfaction and positive service delivery results.

FOC
HR 1: Work Environment

The organization provides an equitable work environment that is supportive of organizational productivity, diversity, and stability.

Rating Indicators
1
The organization's practices fully meet the standard, as indicated by full implementation of the practices outlined in the HR 1 Practice standards.
2
Practices are basically sound but there is room for improvement, as noted in the ratings for the HR 1 Practice standards.
3
Practice requires significant improvement, as noted in the ratings for the HR 1 Practice standards; and/or
  • HR 1.01 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 HR 1 Practice standards. 

Table of Evidence

Self-Study Evidence On-Site Evidence On-Site Activities
    • Discrimination policy
    • Harassment policy
    • Nepotism policy
    • Training documentation
    • Interview:
      1. CEO
      2. HR Director
      3. Supervisory personnel
      4. Direct service personnel
      5. Persons served

  • FP
    HR 1.01

    The organization promotes a workplace that is free of discrimination and harassment by: 

    1. adhering to relevant policy;
    2. providing relevant training to personnel at all levels on an annual basis;
    3. establishing an accessible, clearly-defined reporting process that is communicated to all personnel;
    4. conducting timely, thorough, and unbiased investigations following a complaint; and
    5. taking immediate and appropriate corrective action when discrimination or harassment has occurred. 

    Interpretation: Non-discrimination policies apply to all aspects of employment practices including, but not limited to: recruitment, hiring, promotion, termination, transfer, compensation, benefits, and working conditions. 

    Interpretation: The organization’s non-discrimination and anti-harassment procedures must allow personnel to bypass the alleged offender in the reporting process. 

    Organizations should review guidance from the Equal Employment Opportunity Commission (EEOC) and other federal, state, or local human rights agencies to determine the legally protected classes applicable in their jurisdiction. 

    Rating Indicators
    1
    The organization's practices reflect full implementation of the standard.
    2
    Practices are basically sound but there is room for improvement; e.g., 
    • Some aspect of the policy requires clarification; or
    • Some staff have not received training.
    3
    Practice requires significant improvement; e.g.,
    • The policy has not been reviewed against current legal requirements in more than two years; or
    • A substantial number of staff report not being aware of the policy; or
    • A substantial number of staff have not received training.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.

  • HR 1.02

    Organizational policy:

    1. prohibits preferential treatment; and
    2. addresses nepotism with regard to hiring, supervision, and promotion.

    Interpretation: This standard permits the hiring of relatives, provided that relatives are qualified and do not work within the same hierarchy of supervision. 

    Rating Indicators
    1
    The organization's practices reflect full implementation of each of the standard's elements. 
    2
    Practices are basically sound but there is room for improvement; e.g.,
    • Some aspect of the policy requires clarification.
    3
    Practice requires significant improvement, e.g., 
    • Staff report that there have been instances of nepotism or preferential treatment; or
    • The organization chart indicates that at least one person is directly supervised by a relative.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.
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