WHO IS ACCREDITED?

Private Organization Accreditation

Debt Education and Certification Foundation (DECAF), a private non-profit 501(c)(3) organization, provides high-quality financial education and counseling, with nationwide outreach throughout the U.S. DECAF is HUD-approved, and recognized as one of the 100 Best Companies to Work for in Texas.
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VOLUNTEER TESTIMONIAL

Bonnie Bagley

Volunteer Roles: Evaluator; Lead Evaluator; Peer Reviewer; Team Leader

I have found that being a COA Volunteer builds my professional skills and experience in ways that more traditional workshops do not. The opportunity to learn about best practices through the COA standards and then see how agencies implement them is truly a growth experience.
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Purpose

Respite Care reduces caregiver stress, promotes the well-being and safety of care recipients, and contributes to stable families.

RC 11: Personnel

Respite care providers are qualified for, and receive support in, providing temporary care to improve individual and family well-being, reduce caregiver stress, and promote family stability.

Update:

  • Added Evidence - 04/20/18
    Review of respite provider files added to on-site activities.
Rating Indicators
1
All elements or requirements outlined in the standard are evident in practice, as indicated by full implementation of the practices outlined in the Practice standards.
2
Practices are basically sound but there is room for improvement, as noted in the ratings for the Practice standards; e.g., 
  • With some exceptions, staff (direct service providers, supervisors, and program managers) possess the required qualifications, including: education, experience, training, skills, temperament, etc., but the integrity of the service is not compromised.
    • Supervisors provide additional support and oversight, as needed, to staff without the listed qualifications.
    • Most staff who do not meet educational requirements are seeking to obtain them.
  • With some exceptions staff have received required training, including applicable specialized training.
    • Training curricula are not fully developed or lack depth.
    • A few personnel have not yet received required training.
    • Training documentation is consistently maintained and kept up-to-date with some exceptions.
  • A substantial number of supervisors meet the requirements of the standard, and the organization provides training and/or consultation to improve competencies.
    • Supervisors provide structure and support in relation to service outcomes, organizational culture and staff retention.
  • With a few exceptions caseload sizes are consistently maintained as required by the standards.
  • Workloads are such that staff can effectively accomplish their assigned tasks and provide quality services, and are adjusted as necessary in accord with established workload procedures.
    • Procedures need strengthening.
    • With few exceptions procedures are understood by staff and are being used.
  • With a few exceptions specialized staff are retained as required and possess the required qualifications.
  • Specialized services are obtained as required by the standards.
3
Practice requires significant improvement, as noted in the ratings for the Practice standards.  Service quality or program functioning may be compromised; e.g.,
  • One of the Fundamental Practice Standards received a rating of 3 or 4.
  • A significant number of staff, e.g., direct service providers, supervisors, and program managers, do not possess the required qualifications, including: education, experience, training, skills, temperament, etc.; and as a result the integrity of the service may be compromised.
    • Job descriptions typically do not reflect the requirements of the standards, and/or hiring practices do not document efforts to hire staff with required qualifications when vacancies occur.
    • Supervisors do not typically provide additional support and oversight to staff without the listed qualifications.
  • A significant number of staff have not received required training, including applicable specialized training.
    • Training documentation is poorly maintained.
  • A significant number of supervisors do not meet the requirements of the standard, and the organization makes little effort to provide training and/or consultation to improve competencies.
  • There are numerous instances where caseload sizes exceed the standards' requirements.
  • Workloads are excessive and the integrity of the service may be compromised. 
    • Procedures need significant strengthening; or
    • Procedures are not well-understood or used appropriately; or
  • Specialized staff are typically not retained as required and/or many do not possess the required qualifications; or
  • Specialized services are infrequently obtained as required by the standards.
4
Implementation of the standard is minimal or there is no evidence of implementation at all, as noted in the ratings for the Practice standards; e.g.,

?For example:
  • Two or more Fundamental Practice Standards received a rating of 3 or 4.

Table of Evidence

Self-Study Evidence On-Site Evidence On-Site Activities
    • Program staffing chart that includes lines of supervision
    • List of program personnel that includes:
      1. name;
      2. title;
      3. degree held and/or other credentials;
      4. FTE or volunteer;
      5. length of service at the organization;
      6. time in current position
    • Table of contents of training curricula
    • Procedures for screening respite providers
    • Procedures and criteria used for assigning and evaluating workloads
    • Job descriptions
    • Documentation of training
    • Training curricula
    • Interview:
      1. Supervisors
      2. Personnel
      3. Respite providers
    • Review personnel and respite provider files

  • RC 11.01

    Respite care providers have the personal characteristics necessary to provide flexible, affectionate care.


  • RC 11.02

    Respite care providers are competent to:

    1. assess the need for additional services;
    2. respect and appreciate the cultural background, heritage, and identity of persons receiving services;
    3. communicate effectively;
    4. identify changes in functioning; and
    5. determine if a crisis situation is imminent and intervene using appropriate resources.

    Interpretation: Competency can be demonstrated through education, training, or experience.


  • RC 11.03

    Respite care providers are skilled in the following areas, as appropriate to the services provided:

    1. methods of engagement;
    2. helping individuals cope with trauma;
    3. identification of medical needs or problems;
    4. the organization’s plans for handling emergencies;
    5. case advocacy;
    6. use of adaptive equipment, such as braces and wheelchairs;
    7. providing personal care, including lifting techniques; and
    8. other areas necessary to serve the target population.

    Interpretation: Skills can be acquired or improved through education, training, or supervision.


  • FP
    RC 11.04

    Providers are screened and approved prior to having contact with families to ensure they are able to provide the type of care needed, and screenings include:

    1. a criminal record and abuse registry check for all adults living in the provider’s home; and
    2. relevant caregiving experience.

    Interpretation: Record checks are conducted in compliance with applicable law. When a finding of child or adult abuse, neglect, or exploitation is indicated, guidelines are used to determine the appropriateness of provider responsibilities.

    Note: Element (a) is only applicable if respite care is delivered in the provider’s home. 


  • FP
    RC 11.05

    Personnel and respite care providers that provide personal care or basic health services receive a health evaluation prior to providing care to determine their ability to perform the essential functions of the job, with or without reasonable accommodation.

    Update:

    • Revised Standard - 04/20/18
      The standard was revised to clarify applicability to respite care providers.

    Interpretation: While a physical examination is preferred, personnel may receive a general health screening performed by a qualified medical practitioner, provided that the screening addresses communicable diseases.

    NA The program is not designed to serve individuals with personal care or health services needs. 


  • RC 11.06

    Respite care providers sign a statement agreeing to refrain from the use of corporal punishment and degrading treatment, and receive training and support to promote positive behavior and implement appropriate discipline techniques.

    Note: Organizations that permit restrictive behavior management techniques must implement relevant Behavior Support and Management (BSM) standards.


  • RC 11.07

    Personnel who conduct assessments are qualified by training, skill, and experience, and have the ability to recognize individuals and families with special needs.


  • RC 11.08

    Supervisors have:

    1. an advanced degree in social work or a comparable human service field with one year of relevant experience, or
    2. a bachelor’s degree in social work or a comparable human service field with two years of relevant experience.

  • RC 11.09

    Employee workloads are regularly reviewed and are based on an assessment of the following:

    1. the qualifications, competencies, and experience of the worker, including the level of supervision needed;
    2. the work and time required to accomplish assigned tasks and job responsibilities; and
    3. service volume, accounting for assessed level of needs of new and current clients and referrals.
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