The organization’s human resources practices attract and retain a competent and qualified workforce that contributes to consumer satisfaction and positive service delivery results and supports the achievement of the organization’s mission and strategic goals.
The organization's practices fully meet the standard, as indicated by full implementation of the practices outlined in the HR 5 Practice standards.
Practices are basically sound but there is room for improvement, as noted in the ratings for the HR 5 Practice standards.
Practice requires significant improvement, as noted in the ratings for the HR 5 Practice standards.
Implementation of the standard is minimal or there is no evidence of implementation at all, as noted in the ratings for the HR 5 Practice standards.
Procedures for maintaining personnel records
Procedures regarding access to personnel records
Network procedures for maintaining independent provider records
No On-Site Evidence
Interviews may include:
Review personnel records
Review the Network managing entity's records for independent practitioners
Personnel records are updated regularly and contain:
identifying information and emergency contacts;
application for employment, hiring documents including job postings and interview notes, and reference verification;
compensation documentation, as appropriate;
pre-service and in-service training records;
health information or reports for annual physical examinations, appropriate to the job position or when required by law; and
performance reviews and all documentation relating to performance, including disciplinary actions and termination summaries if applicable.
An organization may maintain records in separate files according to its own record keeping system as required by law or regulation. For example, EAP records, health benefits enrollment forms, documentation of a grievance/complaint and response documents, immigration status documentation, and EEOC-related records must be kept separately from other personnel records.