WHO IS ACCREDITED?

Private Organization Accreditation

Children's Home Society of Florida delivers a unique spectrum of social services designed to protect children at risk of abuse, neglect or abandonment; to strengthen and stabilize families; to help young people break the cycle of abuse and neglect; and to find safe, loving homes for children.
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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 5: Human Resource Practices

Human resource practices are equitable, consistently applied, and in compliance with applicable laws and regulations. 

Update:

  • Deleted Standard - 08/31/17
    HR 5.04 was deleted; the use of independent contractors is now addressed in HR 8. 

Interpretation: For networks, the analysis is conducted annually, and is network-wide, covering all employees, partner organizations, provider organizations and independent providers providing direct services to persons and families for whom the network is responsible.

Rating Indicators
1
The organization's practices fully meet the standard, as indicated by full implementation of the practices outlined in the HR 5 Practice standards.
2
Practices are basically sound but there is room for improvement, as noted in the ratings for the HR 5 Practice standards.
3
Practice requires significant improvement, as noted in the ratings for the HR 5 Practice standards; and/or
  • HR 5.01 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 5 Practice standards. 

Table of Evidence

Self-Study Evidence On-Site Evidence On-Site Activities
    • Table of Contents for Personnel Manual
    • Procedures for conducting an annual audit of human resource practices
    • Most recent HR audit including documentation of corrective action, as needed
    • Personnel Manual
    • Personnel records
    • Review and analysis reports of compensation/benefits
    • Interview:
      1. CEO
      2. Governing Body regarding CEO
      3. HR Director
      4. Supervisory personnel
      5. Personnel at all levels

  • FP
    HR 5.01

    The organization conducts an annual review of its human resource practices to ensure compliance with applicable employment and labor laws.

    Update:

    • Revised Standard - 02/15/17
    • Revised Interpretation - 08/31/17
      The second interpretation was revised to address legal and IRS requirements pertaining to independent contractors. 

    Interpretation: The Human Resource Management field refers to this annual review as an annual "audit". Organizations must be prepared to justify how the review/audit process ensures compliance with applicable employment and labor laws. This may include consultation with third-party human resource professionals as needed given the organization’s internal expertise.

    Interpretation: Applicable employment and labor laws include, but are not limited to: 

    • use of independent contractors and other contingent workers such as temporary employees, volunteers, and leased workers;
    • laws governing fair employment practices; 
    • compensation and benefits;
    • maintenance of personnel records; 
    • retention of hiring records; 
    • background checks; and
    • collective bargaining.

    Some of the major federal laws in the United States that govern employer/employee relations include: Titles VI and VII of the Civil Rights Act of 1964 (as amended by the Equal Employment Opportunity Act of 1972 and the Civil Rights Act of 1991), the Fair Labor Standards Act (FLSA), Section 503 of the Rehabilitation Act of 1973, the Equal Pay Act, the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Occupational Safety and Health Act (OSHA), the Consolidated Omnibus Budget Reconciliation Act (COBRA), the National Labor Relations Act, as well as the regulations implementing all of the above statutes, and Executive Order 11246. Additionally, organizations using independent contractors should review Internal Revenue Services (IRS) requirements regarding independent contractors.

    Typically, state or local law or regulation, when more stringent, supersedes federal regulation. Organizations are expected to review and monitor their compliance with federal, state, and local laws and regulations.

    Research Note: Evidence suggests that employment related complaints, charges, and lawsuits are on the rise, making human resource practices a significant source of liability risk for organizations.  Small and mid-sized organizations are increasingly seeking out third-party professionals such as attorneys, human resource vendors, and professional associations as a matter of best practice to ensure their compliance with applicable laws and regulations.  

    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 audit process needs strengthening.
    3
    Practice requires significant improvement; e.g., 
    • The organization has not conducted an HR audit for two years; or
    • The review is not comprehensive.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.

  • HR 5.02

    All personnel receive, and confirm in writing, receipt of an up-to-date employee policies and procedures manual that articulates current:

    1. conditions of employment;
    2. benefits;
    3. rights and responsibilities of employees; and
    4. other important employment-related information.

    Update:

    • Added Note - 08/31/17

    Interpretation: Policies and procedures can be written or electronic and address:

    1. conditions and procedures for layoffs;
    2. emergency and safety procedures;
    3. equal employment policies;
    4. nepotism and favoritism protections;
    5. grievance process procedures;
    6. insurance protections including unemployment, disability, medical care, and malpractice liability;
    7. performance appraisal system;
    8. promotions;
    9. professional development;
    10. standards of conduct;
    11. time-off policies;
    12. wage policy; 
    13. working conditions;
    14. technology/network security and usage policies; and
    15. the use of social media, electronic communications, and mobile devices.

    Note: HR 5.02 does not apply to independent contractors.

    Rating Indicators
    1
    The organization's practices reflect full implementation of the standard.
    2
    The organization's practices reflect full implementation of the standard.
    Practices are basically sound but there is room for improvement; e.g.,
    • All personnel receive the manual but a few of the organization’s procedures are vaguely written or incomplete.
    3
    Practice requires significant improvement; e.g., 
    • A few personnel report not having a copy of, or access to, the manual; or
    • The manual does not include a few important polices or procedures; or
    • Polices and/or procedures have not been reviewed for more than two years; or
    • Staff signatures were not found in a few personnel records.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.

  • HR 5.03

    Total compensation and benefits are reviewed regularly in relation to industry practices.

    Update:

    • Added Note - 08/31/17

    Note: HR 5.03 does not apply to independent contractors.

    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 review uses limited information about industry practices.
    3
    Practice requires significant improvement; e.g., 
    • The review does not cover a few staff positions; or
    • Has not been conducted for more than two years; or
    • Is not adequately documented.
    4
    Implementation of the standard is minimal or there is no evidence of implementation at all.
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