Licenses and Certifications
Home Health Aide/Personal Care Aide Certifications are to be presented at the initial interview.
Employees are also required to have a Supervisory Visit at their client’s home every six (6) months by a SARA Companion Home Care Services nurse.
In-service Education
SARA Companion Home Care Services is required to conduct an in-service educational program. The in- service program shall include improvement of skills of staff to ensure the delivery of quality home care services as well as recognition and reporting of abuse, neglect, mistreatment, and exploitation.
Our program requires all Home Health Aides to have 12 hours of in-services per year and 6 hours of in- services per year for Personal Care Aides. These in-services are mandatory for all caregivers.
Performance Management
SARA Companion Home Care Services employees are expected to perform at the highest level of skill, competency, and compassion at all times. As needed, the management staff will work with employees who have performance difficulties.
On an ongoing basis, job performance, attendance records, work attitude, quality of work, work relations with other staff members and the willingness and responsiveness to work will determine how pay increases will be distributed. Pay levels are determined by the staff member’s position with the agency, as well as by economics and merit. Salaries are based on information compiled from performance appraisals, client feedback, and supervision.
Performance reviews are an ongoing communication between employees and supervisors to provide a clear understanding of what is expected in the job. A performance review provides an opportunity for employees to communicate any concerns they may have about their job or their future. The schedule for reviews of performance is as follows:
Compliance Requirements
As per the Department of Health, you are required to complete annual health requirements, in services and evaluations. It is your responsibility, with the assistance of the HR Compliance department to ensure that these requirements are met on an annual basis.
Probationary Review
The first scheduled performance review usually occurs after three months of employment or once the introductory period has been completed.
Semi-Annual Review
After the probationary review, employees will be reviewed at least once every six (6) months. Other periodic reviews may be scheduled as an ongoing form of communication between employees and supervisors.
Channels of Communication
A. All scheduling and cancellations MUST be done through the office. Even minor schedule changes must be communicated with the Staffing Coordinator.
B. Call every week to make sure your tentative schedules are the same. Scheduling is subject to change.
C. You are responsible for keeping track of your own hours. You may work no more than forty hours weekly without prior approval from Administration.
D. Caregivers must speak with a live person if they need to call out of work due to unforeseen circumstances.
E. Report ANY problems to your Nursing Supervisor. A supervisor is on call 24 hours a day to handle questions about patient care.
Performance Problems
In the event that an employee demonstrates unacceptable behavior or has difficulty performing all of the duties as assigned, the DPS will work with the employee to correct job performance. Initially, this may mean that an employee may be spoken to or provided with training.
Verbal Warning
This is a formal discussion between an employee and the DPS and/or HR Manager to discuss a minor violation or poor job performance. If the behavior continues, the employee may be subject to a written warning or termination. The DPS/HR Manager will document the verbal warning for his/her record.
Written Warning
This is a formal discussion accompanied by written notice stating the violation of SARA Companion Home Care Services policy or poor job performance. If the behavior is not corrected, the employee may be subject to termination of employment. A copy of any written warning will be placed in the employee’s personnel file and made available to the employee upon request.
False Claims Act
The federal False Claims Act of 1986 and similar laws are some of the most important laws that govern our business. This law imposes liability on persons or companies that make or cause to be made false or fraudulent claims to the government for payment based on false record or statement.
This law applies to Medicare and Medicaid reimbursement. New York State has additional penalties to that of the federal government which include, but not limited to, monetary penalties up to $11,000 per occurrence and imprisonment.
Things to Remember to Prevent a False Claim
- + Do not ever sign the patient/client’s name.
- + Call the office with any cancellations or time changes.
- + Always call the office if you need to leave a client’s home early or are going to stay late.
- + Call the office if your client is not home or refusing care.
- + No call, no show means you did not call the agency to report you were not working your scheduled time. THIS IS GROUNDS FOR TERMINATION.
- + Your duties entered in the EVV portal system must match the client’s current Plan of Care.
Assignment Policy
All staff assignments are done under the direction of the R.N. Supervisor or the DPS. Assignments are made after checking staff profiles for skill level and technical abilities and review of patient data for psychosocial considerations and anticipated compatibility. The number of staff assigned to a case is to be kept to a minimum based on service/care needs of patient.
Acceptance of Patient
Patients are accepted for treatment on the basis of an expectation that the nursing and health care needs can be met adequately by the Agency in the patient’s place of residence. Care follows a written Plan of Care established and periodically reviewed by the physician, and care continues under the active supervision of Registered Nurses.