Section 481.62.9. Personnel.

         62.9(1) The personnel policies and procedures shall include the following requirements: (III)

            a.               Written job descriptions for all employees or agreements for all consultants, which include duties and responsibilities; education, experience, or other requirements, and supervisory relationships. (III)

            b.               Annual performance evaluation of all employees and consultants which is dated and signed by the employee or consultant and the supervisor. (III)

            c.               Personnel records which are current, accurate, complete, and confidential to the extent allowed by law. The record shall contain documentation of how the employee’s or consultant’s education and experience are relevant to the position for which hired. (III)

            d.               Roles, responsibilities, and limitation of student interns and volunteers. (III)

            e.               An orientation program for all newly hired employees and consultants which includes an introduction to the facility’s personnel policies and procedures, and a discussion of the facility’s safety plan. (II, III)

            f.                A plan for a continuing education program with a minimum of eight in-service programs per year for all employees which shall include a written, individualized staff development plan for each employee. This includes, but is not limited to, the administrator, department heads, and direct care staff. The plan shall take into consideration the needs of the facility as identified in the résumé of care. The plan shall ensure that each employee has the opportunity to develop and enhance skills and to broaden and increase knowledge contributing to effective resident care, including but not limited to: (II, III)

             (1)             First aid. (II, III)

             (2)             Human needs and behavior. (II, III)

             (3)             Problems and needs of persons with mental illness. (II, III)

             (4)             Medication. (II, III)

             (5)             Crisis intervention. (II)

             (6)             Delivery of services in accordance with the principles of normalization. (III)

             (7)             Wellness. (III)

             (8)             Fire safety, disaster, and tornado preparation. (II, III)

            g.               Equal opportunity and affirmative action employment practices. (III)

            h.               Procedures to be used when disciplining an employee. (III)

            i.                Appropriate dress and personal hygiene for staff and residents. (III)

         62.9(2) The facility shall require regular health examinations for all personnel, and examinations shall be required at the commencement of employment and thereafter at least every four years. The examination shall include, at a minimum, the health status of the employee. Screening and testing for tuberculosis shall be conducted pursuant to 481—Chapter 59. (III)

            a.               No person shall be allowed to provide services in a facility if the person has a disease:

             (1)             Which is transmissible through required workplace contact, (I, II, III)

             (2)             Which presents a significant risk of infecting others, (I, II, III)

             (3)             Which presents a substantial possibility of harming others, and (I, II, III)

             (4)             For which no reasonable accommodation can eliminate the risk. (I, II, III)

Refer to Guidelines for Infection Control in Hospital Personnel, Centers for Disease Control, U.S. Department of Health and Human Services, PB85-923402 to determine (1), (2), (3) and (4).

            b.               There shall be written policies for emergency medical care for employees in case of sudden illness or accident. These policies shall include the administrative individuals to be contacted. (III)

            c.               Health certificates for all employees shall be available for review by the department. (III)

         62.9(3) Staffing. The facility shall establish, subject to approval of the department, the numbers and qualifications of the staff required in an RCF/PMI using as its criteria the services being offered as indicated on the résumé of care and as required for implementation of individual program plans. (II, III)

            a.               Personnel in an RCF/PMI shall provide 24-hour coverage for residential care services. Personnel shall be up and dressed at all times in facilities over 15 beds. In facilities with 15 or less beds, personnel shall be up and dressed when residents are awake. (II, III)

            b.               The policies and procedures shall provide for staff accessibility during normal sleeping hours in facilities with 15 beds or less. (I)

            c.               Direct care staff shall be present in the facility unless all residents are involved in activities away from the facility. The policies and procedures shall provide for an on-call staff person to be available when residents and staff are absent from the facility. (II, III)

             (1)             The on-call staff person shall be designated in writing.

             (2)             Residents shall be informed of how to call the on-call person.

            d.               The staffing plan shall ensure that at least one qualified direct care staff is on duty to carry out and implement the individual program plans. (II, III)

            e.               The RCF/PMI shall provide for services of a qualified mental health professional by direct employment or contract and whose responsibilities shall include, but not be limited to: (II, III)

             (1)             Approval of each resident’s individual program plan; (II, III)

             (2)             Monitoring the implementation of each resident’s individual program plan; (II, III)

             (3)             Recording each resident’s progress; (II, III)

             (4)             Participation in a periodic review of each individual program plan pursuant to 62.12(4)“a” and “b.” (II, III)

            f.                Each residential care facility with over 15 beds shall employ a person to direct the activity program both inside and outside the facility in accordance with each resident’s individual program plan. (III)

            g.               Staff for the activity program shall be provided on a minimum basis of 45 minutes per licensed bed per week:

             (1)             The activity coordinator shall have completed the activity coordinator’s orientation course approved by the department within six months of beginning employment or have comparable training and experience as approved by the department. (III)

             (2)             The activity coordinator shall attend workshops or educational programs which relate to activity programming. These shall total a minimum of ten contact hours per year. (III)

             (3)             There shall be a written plan for personnel coverage when the activity coordinator is absent during scheduled working hours. (III)

            h.               The activity coordinator shall have access to all residents’ records excluding financial records; (III)

            i.                Responsibilities of the activity coordinator shall include:

             (1)             Coordinating all activities, including volunteer or auxiliary activities and religious services. (III)

             (2)             Keeping all necessary records including attendance, individual resident progress notes at least quarterly, and monthly calendars prepared one month in advance. (III)

             (3)             Coordinating the activity program with all other services in the facility. (III)

             (4)             Participating in the in-service training program in the facility. This shall include attending as well as presenting sessions. (III)

         62.9(4) Personnel record.

            a.               A personnel record shall be kept for each employee. (III)

            b.               The record shall include the employee’s:

            1.      Name and address, (III)

            2.      Social security number, (III)

            3.      Date of birth, (III)

            4.      Date of employment, (III)

            5.      References, (III)

            6.      Position in the facility, (III)

            7.      Job description, (III)

            8.      Documentation of experience and education, (III)

            9.      Staff development plan, (III)

            10.     Annual performance evaluation, (II, III)

            11.     Documentation of disciplinary action, (II, III)

            12.     Date and reason for discharge or resignation, (III)

            13.     Current physical examination. (III)

         62.9(5) Employee criminal record checks, child abuse checks and dependent adult abuse checks and employment of individuals who have committed a crime or have a founded abuse. The facility shall comply with the requirements found in Iowa Code section 135C.33 as amended by 2013 Iowa Acts, Senate File 347, and rule 481—50.9(135C) related to completion of criminal record checks, child abuse checks, and dependent adult abuse checks and to employment of individuals who have committed a crime or have a founded abuse. (I, II, III)

This rule is intended to implement Iowa Code sections 135C.14(2) and 135C.14(6).

[ARC 0663C, IAB 4/3/13, effective 5/8/13; ARC 0903C, IAB 8/7/13, effective 9/11/13; ARC 1205C, IAB 12/11/13, effective 1/15/14]