Respite care providers have the competency and support needed to provide temporary care services and meet the needs of individuals and families.
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.
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.
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.
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.
Implementation of the standard is minimal or there is no evidence of implementation at all, as noted in the ratings for the Practice Standards.
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
Caseload size requirements set by policy, regulation, or contract, when applicable
Documentation of current caseload size per worker
Interviews may include:
Review personnel files
Respite care providers are trained or demonstrate competency on the following, as appropriate to the services provided:
assessing the need for additional services;
identification of changes in functioning;
identification of medical needs or problems;
use of adaptive equipment, such as braces and wheelchairs;
providing personal care, including lifting techniques; and
determining if a crisis situation is imminent and intervene using appropriate resources.
Supervisors are qualified by:
an advanced degree in social work or a comparable human service field with one year of relevant experience; or
a bachelor's degree in social work or a comparable human service field with two years of relevant experience.
The organization minimizes the number of workers assigned to the client over the course of their contact with the organization by:
assigning a worker at intake or early in the contact; and
avoiding the arbitrary or indiscriminate reassignment of direct service personnel.
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.
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.
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.
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.
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:
a criminal record and abuse registry check for all adults living in the provider’s home; and
relevant caregiving experience.
When a finding of child or adult abuse, neglect, or exploitation is indicated, guidelines should be used to determine the appropriateness of provider responsibilities.
Element (a) is only applicable if respite care is delivered in the provider's home.
Employee workloads support the achievement of client outcomes and are regularly reviewed.