Community Services Programs
Mental Health Agency Licensing Standards; Social Clubs Standards - Human Resource Management
The social club has written documentation that each person's duties, responsibilities and performance expectations are clearly communicated upon hire.
Staff members meet minimum qualifications for their job as determined by the requirements of the Division of Public Education.
Each position in the organization has a job description.
Job descriptions minimally include the following:
duties and responsibilities; and
minimum education, training and experience qualifications
The social club has a policy and procedure that addresses the mechanism by which all employees have access to, or receive a copy of, the personnel policies and procedures.
The social club documents that each employee has reviewed or received a copy of the - personnel policies and procedures by way of signature in the employee's personnel file.
Interpretive Guideline for SC.39.A
Documentation may include a form indicating the employee has reviewed policies/procedures or the distribution of personnel policy handbooks, etc.
The social club has policies and procedures for the recruitment, selection, and retention and promotion of employees, volunteers, and students.
The social club has a policy and procedure establishing practices for the termination or temporary layoff of employees, including provision for notification or the employee and mechanisms for appeal.
The social club has a policy and procedure concerning employee grievances that includes notifying employees of the procedure and maintaining confidential communications and records.
Each employee, student and volunteer has a personnel record.
The social club has a policy and procedure concerning maintaining personnel records for each employee, student or volunteer.
Personnel records should be maintained similarly and contain documentation pertinent to the employee's, student's or volunteer's work, supervision and training.
Each personnel file contains information documenting and verifying the positions held by the employee, volunteer or student and their qualifications and experience.
The personnel record minimally contains the individual's:
copies of appropriate licenses and certifications;
copies of the employee's diplomas, transcripts or documentation of verbal verification from the school officials citing date and school official contacted;
records of employee continuing education and training
Interpretive Guidelines for SC.44.A.4
These records of training may be in the form of certificates noting date, title of training, number of hours or CEU's or other listings of training received with content, date, presenter and length of training documented.
An individual's need for training and continuing education is assessed with the individual's participation and documented within 6 months of hire or job change and at least annually thereafter.
All employees, students and volunteers are given a copy of the Rights of Recipients (Adult and/or Children as appropriate).
A There is documented evidence that all employees, students and volunteers review the applicable sections of the Rights of Recipients (Adult and/or Children's editions) before commencing the duties of their job and when there is a change in the Rights regulations.
Interpretive Guideline for SC.46.A
Documented evidence may be a statement or other documentation, signed and dated by the employee, student or volunteer that confirms that they have reviewed the Rights of Recipients (Adult and/or Children's edition's).
The social club has policies and procedures on access to personnel files that minimally include the following: the employee's right to access, protection of confidential information, secure storage, making record entries, and distribution of information upon staff request.
The social club has policies and procedures that minimally address the following
personnel records issues:
who in addition to the employee, has access to personnel records;
how confidential personnel information is protected;
how personnel records are securely stored;
who in addition to the employee may enter information into the personnel records; and
how and to whom information from personnel records may be disseminated.
The social club has a policy and procedure that addresses when a personnel record is considered inactive and what practices are followed in its disposal to assure the employee's confidentiality.
The social club has documented processes for addressing employee issues, including policies and procedures on employee recognition, supervision, and discipline.
The social club is an Equal Opportunity Employer.
The governing body or consumer board establishes and adheres to policies and procedures that provide for periodic review and approval of the personnel policies for compliance with federal, state and local laws.
Interpretive Guideline for SC.50.A
The definition of "periodic review" is determined by the governing body. Compliance with this standard and the subsequent standard (SC.53.A.1) depend on this definition.
The social club will follow personnel policies and procedures as required by federal, state or local laws in all instances.
All social clubs must notify DMHMR of discrimination complaints resulting in a reasonable grounds finding by an external regulatory body (MHRC/EEOC).
The social club has received approval from DMHMR Affirmative Action Officer as an Equal Opportunity Employer.