214 R.I. Code R. 214-RICR-40-00-5.4

Current through December 3, 2024

Section 214-RICR-40-00-5.4 - PERSONNEL

A. Qualification of Employees

1. Chief Administrator

a. The chief administrator of an agency shall hold an advanced degree from an accredited program of social work education; or an advanced degree from an accredited academic program in another field of human service, with progressively responsible supervisory and management experiences in direct services for individuals, families and children, or other field directly related to the service being provided by the agency.

b. The chief administrator shall also be qualified by training, experience and management skills to ensure effective utilization of the agency's personnel and financial resources and coordination of the agency's program of service with other community services.

2. Social Service Supervisor - A social service supervisor, at the time of appointment to the position, shall possess one (1) of the following:

a. a master's degree in social work and one (1) year of experience as a social service worker;

b. a master's degree in sociology, psychology or guidance and counseling and two (2) years of experience as a social service worker;

c. a bachelor's degree in sociology, psychology, social work, or guidance and counseling and four (4) years of experience as a social service worker in a child care organization. Two (2) of the four (4) years of experience shall be in a child placing agency which provides in-service training.

3. Social Service Worker - A social service worker, at the time of appointment to the position shall possess at least a bachelor's degree with a major in sociology, psychology, social work, or guidance.

4. General qualifications

a. An agency shall have employment practices which attempt to ensure that employees and volunteers are of good moral character and emotional stability and of sufficient good health, ability, experience and education to perform the tasks assigned.

b. All staff shall be properly certified or licensed as required, and cleared for employment history and criminal record checks.

5. Employee qualifications as herein stipulated shall not be required of persons employed in these positions prior to the date these regulations become effective.

B. Staffing Ratio

1. The agency shall develop a staffing ratio based on a written workload formula to determine the number of administrative, supervisory, social service workers and other staff necessary to provide services in accordance with the agency's program statements for those areas of service in which the agency is licensed.

2. The formula shall include, at a minimum, all of the following:

a. type of children served, and their special needs;

b. types of services to be provided;

c. distances involved in provision of service; and

d. other functions or responsibilities of the social service workers.

C. Job Descriptions

1. The agency shall have a job description for each position identifying duties, qualifications, education, training requirements, and lines of authority.

2. A copy of the job description shall be made available to the employee.

3. Practice shall conform to the job description.

D. Staff Training

1. An agency shall provide or make available orientation and in-service training programs for all professional staff on a regular basis.

2. An agency shall ensure that all professional staff participate in a minimum of eight (8) hours of staff training annually.

3. Training shall include but need not be limited to information regarding current child placing practices and the laws and regulations related to child placing in Rhode Island.

4. The agency shall keep a record of each staff member's participation in in-service training.

E. Personnel Policies

1. Personnel policies shall be in writing, and shall identify the rights and responsibilities of the organization and staff.

2. The policies shall specify hours of work, grievance procedures, sick leave, vacation, and all other fringe benefits.

3. Personnel policy shall include the prohibition of an employee or volunteer from performing duties if their ability is impaired by drugs or alcohol or both.

F. Employee Performance Evaluations

1. There shall be a written evaluation of the employee's performance within six (6) months after an employee's appointment, and annually thereafter.

G. Personnel Records

1. A confidential personnel record shall be maintained for each employee and volunteer.

2. The record shall contain all of the following:

a. the employee's name;

b. verification of the employee's education, where specified by rule;

c. the employee's work history;

d. record of any convictions, other than minor traffic violations; and

e. performance evaluations as required.

3. Personnel records shall be secured against loss, destruction, or unauthorized access.

214 R.I. Code R. 214-RICR-40-00-5.4