WHO IS ACCREDITED?

Private Organization Accreditation

Stillwater-based FamilyMeans provides services in budget and credit counseling, mental health, collaborative divorce, caregiver support, youth programming, and an employee assistance program. 
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ORGANIZATION TESTIMONIAL

Children's Foundation of Mid America

James W. Thurman, President/CEO

Children’s Foundation of Mid America has been accredited through COA since 1983. The process of accreditation ensures that we meet or exceed the highest standards in the industry.
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Purpose

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

FOC
HR 4: Satisfaction and Retention

The organization promotes a high level of personnel satisfaction and retention.

Interpretation: Factors known to contribute to staff satisfaction and retention include: role clarity, recognition of employee contributions, satisfaction with salary and benefits, reasonable workload, autonomy, opportunities for advancement, and career development. The organization should retain high performing staff by providing support, opportunities, and resources to prepare personnel within the organization to assume leadership roles.

Note: Please see Staff Turnover Rate Worksheet - Private, Public, Canadian for additional assistance with this standard.

Rating Indicators
1
The organization's practices fully meet the standard, as indicated by full implementation of the practices outlined in the HR 4 Practice standards.
2
Practices are basically sound but there is room for improvement, as noted in the ratings for the HR 4 Practice standards.
3
Practice requires significant improvement, as noted in the ratings for the HR 4 Practice standards.
4
Implementation of the standard is minimal or there is no evidence of implementation at all, as noted in the ratings for the HR 4 Practice standards.

Table of Evidence

Self-Study Evidence On-Site Evidence On-Site Activities
    • Personnel grievance procedures
    • Aggregated personnel satisfaction and retention information
    • Meeting minutes and/or schedules
    • Methods/protocols employed by the organization to obtain personnel participation/input and for providing feedback to personnel about their recommendations/suggestions
    • Grievance reports
    • Relevant minutes related to retention rates and improvement action, if necessary
    • Interview:
      1. CEO
      2. Governing Body
      3. HR Director
      4. Personnel at all levels

  • HR 4.01

    The organization promotes open communication and collaboration among disciplines and staff levels by:

    1. holding regular team, organizational, and divisional meetings, as appropriate to the organization; and
    2. providing feedback to personnel about their suggestions and recommendations.
    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.,
    • On occasion, management is slow to provide feedback on implementation or action taken on recommendations; or
    • Staff meet regularly but minutes are inconsistently maintained.
    3
    Practice requires significant improvement; e.g., 
    • Communication and collaboration between disciplines and/or staff levels is deficient  but efforts are underway to make improvements; or
    • While team meetings are held and suggestions are made, staff do not feel that their suggestions are heard or used to improve the quality of services.
    4
    The organization makes little or no effort to promote communication and collaboration.

  • HR 4.02

    The organization encourages initiative, creativity, and innovation and rewards and recognizes the contributions of personnel.

    Rating Indicators
    1
    The organization's practices reflect full implementation of the standard.
    2
    Practices are basically sound but there is room for improvement.
    3
    Practice requires significant improvement; e.g., 
    • The organization makes little effort to recognize employee initiative, creativity and innovation or recognize staff contributions.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.

  • HR 4.03

    The organization annually establishes personnel satisfaction and retention goals and measures:

    1. rate of personnel turnover; and
    2. personnel satisfaction.
    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.,
    • Staff across the organization are not sufficiently involved in identifying satisfaction goals or measures; or
    • Retention goals are not established for a few departments and/or programs.
    3
    Practice requires significant improvement; e.g., 
    • Satisfaction and/or retention are not formally measured for a number of the organization's departments or programs;
    • Staff satisfaction and/or retention has not been formally measured for more than two years; or
    • The organization collects data on staff satisfaction and turnover but does not set thresholds or goals for either.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.

  • HR 4.04

    The organization takes action to address identified staff satisfaction and retention concerns.

    Interpretation: The organization can be alert to Work/Life policies and practices that have been shown to increase employee productivity, job satisfaction, and retention, including: flexible work options and personal and family support.

    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.,
    • The organization takes action based on satisfaction and/or retention data however decisions do not involve staff at all levels.
    3
    Practice requires significant improvement; e.g., 
    • Retention data has been aggregated but there is no indication of how it is used.
    4
    The organization does not measure staff satisfaction and/ or retention.

  • HR 4.05

    The organization establishes personnel grievance procedures, which include:

    1. the right to file a grievance without interference or retaliation;
    2. a description of how grievances are filed, to whom, and who will make a final determination;
    3. timely written notification of the resolution and an explanation of any further appeal, rights, or recourse;
    4. processes for review, including a third-party review of the final determination;
    5. documenting responses and actions taken; and
    6. maintaining a copy of the notification of resolution in the personnel record.

    Interpretation: Regarding element (d), the third-party review refers to at least one level of review that does not involve the person about whom the complaint has been made or the person who reached the decision under review. If a grievance is raised against the CEO then the grievance will go directly to the governing body.  

    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.,
    • One of the required elements is not fully addressed; or
    • In few instances staff were not aware of the procedures or did not now how to access them.
    3
    Practice requires significant improvement; e.g., 
    • Two or more of the required elements are not fully addressed; or one element is not addressed at all; or
    • A significant number of staff members were not aware of the procedures or did not know how to access them.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.
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