WHO IS ACCREDITED?

Private Organization Accreditation

Southeastern Regional Mental Health, Developmental Disabilities and Substance Abuse Services is a Local Management Entity, covering the geographic areas of Bladen, Columbus, Robeson, and Scotland counties. SER ensures continuity of care to consumers through access to a quality of care system available 24/7/365 days a year through management of our network provider services.
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VOLUNTEER TESTIMONIAL

Audrey Coleman, RN-MSN

Volunteer Roles: Military Reviewer; Peer Reviewer; Team Leader

My first experience with COA was in 1999 with what was a NC Area Program. I started as a peer reviewer in 2005, doing two to four site visits a year. I am also a team leader and have recently been approved to be a military reviewer.
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Purpose

The agency’s human resources practices attract and retain a competent and qualified workforce that is capable of supporting the agency’s mission and strategic goals. 

FOC
PA-HR 1: Work Environment

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

Rating Indicators
1
Full Implementation, Outstanding Performance
A rating of (1) indicates that the agency's practices fully meet the standard and reflect a high level of capacity.  
  • All elements or requirements outlined in the standard are evident in practice, with rare or no exceptions: exceptions do not impact service quality or agency performance. 
2
Substantial Implementation, Good Performance
A rating of (2) indicates that an agency's infrastructure and practices are basically sound but there is room for improvement.
  • The majority of the standards requirements have been met and the basic framework required by the standard has been implemented. 
  • Minor inconsistencies and not yet fully developed practices are noted; however, these do not significantly impact service quality or agency performance.
3
Partial Implementation, Concerning Performance
  • A rating of (3) indicates that the agency's observed infrastructure and/or practices require significant improvement.  
  • The agency has not implemented the basic framework of the standard but instead has in place only part of this framework.  
  • Omissions or exceptions to the practices outlined in the standard occur regularly, or practices are implemented in a cursory or haphazard manner.  
  • Service quality or agency functioning may be compromised.  
  • Capacity is at a basic level.
4
Unsatisfactory Implementation or Performance
  • A rating of (4) indicates that implementation of the standard is minimal or there is no evidence of implementation at all.  
  • The agency’s observed administration and management infrastructure and practices are weak or non-existent; or show signs of neglect, stagnation, or deterioration.
Please see Rating Guidance for additional rating examples. 

Table of Evidence

Self-Study Evidence On-Site Evidence On-Site Activities
    County/Municipality Administered Agency, State Administered Agency (Central Office), or other Public Entity
    • Policies related to: 
      1. Non-discrimination/EEO
      2. Anti-harassment
      3. Nepotism (PA-HR 1.01, PA-HR 1.02)
    • Procedures for:
      1. Non-discrimination/EEO reporting and investigation
      2. Anti-harassment reporting and investigation (PA-HR 1.01)
    • Training curricula for non-discrimination/EEO and anti-harassment training (PA-HR 1.01)
    • Aggregate reports of discrimination/harassment complaints, investigations, and corrective action for the past year (PA-HR 1.01)
    • See letter signed by the agency head verifying legal and regulatory compliance in PA-RPM 1 (PA-HR 1.01)
    State Administered Agency (Regional Office)
    • No Self-Study Evidence
    All Agencies
    • Training files, database, or personnel files that demonstrate attendance at non-discrimination/EEO and anti-harassment training (PA-HR 1.01)
    • Relevant legal and regulatory documents, as applicable to the agency (PA-HR 1.01)
    County/Municipality Administered Agency, State Administered Agency (Central Office), or other Public Entity
    • Interview:
      1. Agency head
      2. HR Director
      3. Supervisory personnel
      4. Direct service personnel
      5. EEO officer, if applicable
    State Administered Agency (Regional Office)
    • Interview:
      1. Regional director
      2. Agency leadership
      3. Regional HR personnel
      4. Supervisory personnel
      5. Direct service personnel

  • FP
    PA-HR 1.01

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

    1. adhering to relevant policy and procedures;
    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: Non-discrimination and anti-harassment procedures must allow personnel to bypass the alleged offender in the reporting process.
     
    Interpretation: Agencies should review guidance from the Equal Employment Opportunity Commission (EEOC) and other federal, state, or local entities to determine the legally protected classes applicable to their jurisdiction. See PA-HR 5.01 for more information on ensuring compliance with applicable laws.


  • PA-HR 1.02

    The agency adheres to human resources policies that prohibit preferential treatment and 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.

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