Standards for Canadian organizations

2020 Edition

Respite Care (CA-RC) 2: Personnel

Respite care providers have the competency and support needed to provide temporary care services and meet the needs of individuals and families.

Interpretation

Competency can be demonstrated through education, training, or experience. Support can be provided through supervision or other learning activities to improve understanding or skill development in specific areas.
2020 Edition

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Purpose

Respite Care reduces caregiver stress, promotes the well-being and safety of care recipients, and contributes to stable families.
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; or
  • Supervisors provide additional support and oversight, as needed, to the few staff without the listed qualifications; or 
  • Most staff who do not meet educational requirements are seeking to obtain them; or 
  • With few exceptions, staff have received required training, including applicable specialized training; or
  • Training curricula are not fully developed or lack depth; or
  • Training documentation is consistently maintained and kept up-to-date with some exceptions; or
  • A substantial number of supervisors meet the requirements of the standard, and the organization provides training and/or consultation to improve competencies when needed; or
  • With few exceptions, caseload sizes are consistently maintained as required by the standards or as required by internal policy when caseload has not been set by a standard; or
  • Workloads are such that staff can effectively accomplish their assigned tasks and provide quality services and are adjusted as necessary; or
  • 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.,
  • A significant number of staff (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; or
  • 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; or 
  • Supervisors do not typically provide additional support and oversight to staff without the listed qualifications; or
  • A significant number of staff have not received required training, including applicable specialized training; or
  • Training documentation is poorly maintained; or
  • 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; or
  • There are numerous instances where caseload sizes exceed the standards' requirements or the requirements of internal policy when a caseload size is not set by the standard; or
  • Workloads are excessive, and the integrity of the service may be compromised; 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.
Self-Study EvidenceOn-Site EvidenceOn-Site Activities
  • Table of contents of training curricula
  • Procedures for health evaluations 
  • Procedures or other documentation relevant to continuity of care and case assignment
  • Documentation tracking staff completion of required trainings and/or competencies
  • Sample job descriptions from across relevant job categories
  • Training curricula
  • Caseload size requirements set by policy, regulation, or contract, when applicable
  • Documentation of current caseload size per worker
  • Interviews may include:
    1. Program director
    2. Relevant personnel
  • Review personnel files

CA-RC 2.01

Respite care providers are trained or demonstrate competency on the following, as appropriate to the services provided:
  1. assessing the need for additional services;
  2. identification of changes in functioning;
  3. identification of medical needs or problems;
  4. use of adaptive equipment, such as braces and wheelchairs;
  5. providing personal care, including lifting techniques; and
  6. determining if a crisis situation is imminent and intervene using appropriate resources.

CA-RC 2.02

Supervisors are qualified by:
  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.

CA-RC 2.03

The organization minimizes the number of workers assigned to the client over the course of their contact with the organization by:
  1. assigning a worker at intake or early in the contact; and
  2. avoiding the arbitrary or indiscriminate reassignment of direct service personnel.

Fundamental Practice

CA-RC 2.04

There is at least one person certified in basic first aid and CPR on duty at each program site, at any time the program is in operation.

Fundamental Practice

CA-RC 2.05

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.

Interpretation

While a physical examination is preferred, personnel should 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.

CA-RC 2.06

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 behaviour and implement appropriate discipline techniques.

Fundamental Practice

CA-RC 2.07

Respite care 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 check for all adults living in the provider’s home; and
  2. relevant caregiving experience.

Interpretation

When a finding of child or adult abuse, neglect, or exploitation is indicated, guidelines should be used to determine the appropriateness of provider responsibilities.

Interpretation

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

CA-RC 2.08

Employee workloads support the achievement of client outcomes and are regularly reviewed.
Examples: Examples of factors that may be considered when determining employee workloads include, but are not limited to:
  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 persons served.