Private Organization Accreditation

As one of the largest family services agencies in the country, Child & Family Services has dedicated its resources to meet the needs of the community since 1873.


Anita Paukovits

Volunteer Roles: Peer Reviewer

Being a COA peer reviewer has clearly played a role in my professional development and has made me a better administrator at my own agency as a result!  To be part of a professional network that is on the cutting edge of program, practice, fiscal responsibility, and insuring Best Practice across the field is an amazing opportunity.
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A qualified, trained, and supported workforce contributes to the delivery of quality services that promote customer satisfaction and positive service delivery results. 


COA’s Human Resources (MIL-HR) standards address practices that contribute to the development of a qualified workforce and the promotion of military family readiness. Since staff perform the tasks that help to fulfill the military family readiness (MFR) program’s mission, it is incumbent upon the MFR program to develop and implement the plans and programs necessary to attract, motivate, develop, recognize and reward the best people to meet MFR program goals. MIL-HR also focuses on preparing incoming staff to fulfill their roles, and on providing them with ongoing opportunities for continued learning and professional development. These training opportunities, along with supportive supervision, are essential to fostering a competent workforce. 

Interpretation: Unless otherwise indicated in the standards the term “staff” refers to any individual providing a service or performing a task under the administration and/or supervision of the MFR program. This includes full-time and part-time government employees, non-personal services contractors, and statutory volunteers. The use of these terms is further governed by the following guidelines:

  • "direct service staff”are the government employees, contractors, and volunteers who work with the MFR program’s customers, as well as the administrators or supervisors that oversee their work;
  • contractors are not employees of the government and, as such, are not subject to various Human Resources (MIL-HR) standards related to supervision, performance review, and human resource management;
  • as part of his or her oversight responsibilities, the MFR program director must be prepared to demonstrate that government employees and volunteers when applicable possess required qualifications, have attended applicable trainings, and receive appropriate supervision, including regular performance reviews, even if the MFR program director is not directly responsible for performing these activities;
  • statutory volunteers with an ongoing role in the MFR program are considered to be part of a MFR program’s staff and will be included in the review of the MIL-HR standards to the same extent as paid government employees, as appropriate to their identified responsibilities;
  • gratuitous volunteers will not be considered in the evaluation of a MFR program’s implementation of the MIL-HR standards; and
  • if the MFR program is responsible for overseeing the installation-, state- or region-wide volunteer coordination program and has been assigned Volunteer Coordination (MIL-VC), various MIL-HR standards related to hiring, supervision, recognition, performance review, and training will not apply to volunteers as noted in the standards.

Note: MIL-HR and MIL-TS were combined and updated in June 2017 to reflect current practice. For more information, please refer to the MIL-HR Update Summary

Note: For more information on which of COA’s Human Resources (MIL-HR) standards apply to contractors, please see the following tool: Applicability of MIL-HR Standards to Contractors - MFR.

Note: For more information on which of COA’s Human Resources (MIL-HR) standards apply to volunteers when Volunteer Coordination (MIL-VC) has been assigned, please see the following tool: Applicability of MIL-HR to Volunteers – MFR.

Note: Please see MIL-HR Reference List for a list of resources that informed the development of these standards.

Human Resources Narrative

Self-Study Evidence
    • Describe how the MFR program manages its human resources. Who is responsible for overseeing the human resources responsibilities outlined in MIL-HR?
    • Describe any challenges that the MFR program may have faced with regard to filling vacant positions with qualified personnel. What are the MFR program’s limitations in addressing this issue and what mechanisms have been put in place to address the impact of staff shortages such as workload and/or a lack of appropriately qualified staff.
    • Provide any additional information that would increase the Peer Review Team's understanding of how the MFR program's human resources practices contribute to customer satisfaction and positive service delivery results.
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