Section / Human Resources / Policy Number / 3-B
Topic / Hiring process / Last Review Date / 06/23/16
CARF Standards / 1.I.1; 1.I.9; 2.A.22 / Last Revision Date / 06/03/16
Purpose / To define the process for determining need and the requirements for hire
  1. In order to ensure adequate number of clinical staff to meet the needs, safety, and established outcomesof the clients referred, the Referral Coordinator keeps the Program Manager informed about the referrals on the waitlist. Program Managers notify the Clinical Director of the need for additional clinicians, including type (therapist, behavior analyst, licensed clinicians) and location.
  2. In order to maintain adequate number of office staff to ensure smooth program operation, including coverage of unplanned absences, Program Managers monitor growth of the program, anticipate the need for additional office staff based on projected growth, and seek approval from the Executive Director to hire additional office staff. Executive Director ensures adequate number of leadership and management personnel to achieve organizational performance expectations.
  3. The application process involves submitting a resumé or curriculum vita to the program office or Human Resources department.
  4. Clinical Director (clinical positions) or immediate supervisor (Executive Director for leadership positions, Program Manager for office positions) interviews the applicant to determinecompetence (skill and experience) and appropriateness for the program. A provisional job offer is extended if the candidate is deemed competent and a good fit for the program.
  5. Prior to hire, new staff are required to submit the following forms, which are placed in the staff’s personnel record:
  6. Resumé
  7. Employment references for all work locations in the past 2 years (minimum of 2)
  8. Signed job description or contract for position accepted, including attestation of ability to perform essential job functions, abstention from current illegal substance use, disclosure of any history of loss or sanctions against license, malpractice actions, insurance cancellations, criminal convictions, Medicaid/Medicare sanctions, or ethical violations.
  9. W4 (employee) or W9 (contractor)
  10. I-9 & required attachments (e.g., driver’s license, social security card, birth certificate, work visa)
  11. Copy of degree/diploma or transcript indicating degree conferred, if required for position
  12. State and Federal clearance (either copy of DCF clearance letter and FDLE report from current or prior employer or via new fingerprinting)
  13. Affidavit of Good Moral Character (notarized)
  14. Local Law Enforcement check
  15. Copy of professional license, registration, or certification, if required for the position
  16. Demographic information form
  17. National Provider Identifier (NPI) printout
  18. Proof of other trainings, if required for the position
  19. Human Resources reviews the new hire documents for compliance with legislative governing practices and credential verification.
  20. New staff are required to attend program orientation training. Proof of this training is placed in the personnel file.
  21. New staff are required to complete competency based training within the first 3 months of hire (see Staff Training for complete list of topics). Proof of competency is placed in the personnel file.

1.I.1.a / There is an adequate number of personnel to meet the established outcomes of the persons served. / Hiring process
1.I.1.b / There is an adequate number of personnel to ensure the safety of persons served / Hiring process
1.I.1.c / There is an adequate number of personnel to deal with unplanned absences of personnel / Hiring process
1.I.1.d / There is an adequate number of personnel to meet the performance expectations of the organization / Hiring process
1.I.9.a / As applicable, the organization demonstrates a process that addresses the provision of services by personnel that are consistent with relevant legislation governing practices / Hiring Process, Credentialing, Background screening
1.I.9.b / As applicable, the organization demonstrates a process that addresses the provision of services by personnel that are consistent with licensure requirements / Hiring Process, Credentialing
1.I.9.c / As applicable, the organization demonstrates a process that addresses the provision of services by personnel that are consistent with registration requirements / Hiring Process, Credentialing
1.I.9.d / As applicable, the organization demonstrates a process that addresses the provision of services by personnel that are consistent with certification requirements / Hiring Process, Credentialing
1.I.9.e / As applicable, the organization demonstrates a process that addresses the provision of services by personnel that are consistent with their educational degrees / Hiring Process, Credentialing
1.I.9.f / As applicable, the organization demonstrates a process that addresses the provision of services by personnel that are consistent with professional training to maintain established competency levels / Hiring Process, Staff training
1.I.9.h / As applicable, the organization demonstrates a process that addresses the provision of services by personnel that are consistent with professional standards of practice / Hiring Process, Supervision, Staff Evaluations
2.A.22.a / For personnel providing direct services, the organization includes assessment of competency and competency-based training in areas that reflect the specific needs of the persons served / Hiring process, Staff training, Supervision
2.A.22.b / For personnel providing direct services, the organization includes assessment of competency and competency-based training in clinical skills that are appropriate to the position / Hiring process, Staff training, Supervision

Human Resources - Hiring Process