WHO IS ACCREDITED?

Private Organization Accreditation

One Hope United offers a range of services aimed at our mission of "Protecting children and strengthening families" including early childhood education, early intervention and prevention, family preservation, foster care, residential, and adoption.
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VOLUNTEER TESTIMONIAL

Barry Gourley

Volunteer Roles: Endorser; Peer Reviewer

It is an honor to be a COA volunteer. I’ve had a great opportunity to work with fabulous COA volunteers, I’ve grown professionally in the COA accreditation process and I’ve met some wonderful people across this nation who are working hard to help and support children and families.
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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. 

PA-HR 7: Personnel Records

Personnel records contain all relevant documentation and access to personnel records is limited to protect confidentiality.

Note: Please see Retention of Employment Records Tip Sheet - Private, Public for additional assistance with this standard. 

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 and/or procedures for: 
      1. Maintaining personnel records 
      2. Accessing personnel records, including explanation of where personnel files are maintained in the agency (PA-HR 7.03)
    State Administered Agency (Regional Office)
    • A description of regional personnel records contents (PA-HR 7.01, PA-HR 7.02)
    All Agencies
    • Personnel records
    • Network only:
      1. Network review of the managing entity's records for independent practitioners (PA-HR 7.05)
    County/Municipality Administered Agency, State Administered Agency (Central Office), or other Public Entity
    • Interview:
      1. HR Director
      2. Supervisory personnel
      3. Personnel at various levels including direct service personnel and support personnel
    State Administered Agency (Regional Office)
    • Interview:
      1. Regional HR personnel
      2. Supervisory personnel
      3. Personnel at various levels including direct service personnel and support personnel

  • PA-HR 7.01

    Personnel records are updated regularly, and contain:

    1. identifying information and emergency contacts;
    2. application for employment including resume;
    3. hiring documents including job postings, interview notes, reference verifications, and documentation of completed background checks when available;
    4. job descriptions;
    5. compensation documentation, as appropriate;
    6. pre-service and in-service training records when training hours are documented in the personnel file; and
    7. performance reviews and all documentation relating to performance, including disciplinary actions and termination summaries, if applicable.

    Interpretation: An agency may maintain records in separate files according to its own record keeping system and as required by law or regulation. For example, EAP and health records, including health benefits enrollment forms; grievance, complaint, and response documents; and EEOC-related records, must be kept separately from other personnel records.  

    Interpretation: Network management entities see PA-HR 7.05 for additional requirements.
     

    Note: Agencies should review state Medicaid plans or other third party reimbursement requirements to familiarize themselves with training requirements and timeframes and ensure appropriate documentation of training hours.


  • PA-HR 7.02

    Personnel records contain health information or reports for annual physical examinations, appropriate to the job position or when required by law.

    NA The agency does not employ persons in positions where health information or physical examinations are appropriate or required by law.


  • PA-HR 7.03

    Access to personnel records is limited to authorized personnel on a need-to-know basis.


  • PA-HR 7.04

    Personnel may review, add, and correct information contained in their records, in accordance with applicable law.


  • PA-HR 7.05

    The network maintains a record for independent providers that contain:

    1. identifying and contact information;
    2. documentation related to the network’s credentialing process;
    3. documentation of quality monitoring of practitioner performance;
    4. documentation of relevant training; and
    5. performance reviews and all documentation relating to performance, including disciplinary actions and termination summaries, if applicable.

    NA The agency is not a network management entity.

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