Current through Register Vol. 47, No. 6, September 18, 2024
(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.
(Ill)
b. Annual performance
evaluation of all employees and consultants which is dated and signed by the
employee or consultant and the supervisor. (Ill)
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. (Ill)
d. Roles, responsibilities, and limitation of
student interns and volunteers. (Ill)
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 resume 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. (Ill)
(7) Wellness. (Ill)
(8) Fire safety, disaster, and tornado
preparation. (II, III)
g. Equal opportunity and affirmative action
employment practices. (Ill)
h.
Procedures to be used when disciplining an employee. (Ill)
i. Appropriate dress and personal hygiene for
staff and residents. (Ill)
(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. (Ill)
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.
(Ill)
c. Health certificates for
all employees shall be available for review by the department. (Ill)
(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 resume 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.
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. (Ill)
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.
(Ill)
(2) The activity coordinator
shall attend workshops or educational programs which relate to activity
programming. These shall total a minimum often contact hours per year.
(Ill)
(3) There shall be a written
plan for personnel coverage when the activity coordinator is absent during
scheduled working hours. (Ill)
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. (Ill)
(2) Keeping all
necessary records including attendance, individual resident progress notes at
least quarterly, and monthly calendars prepared one month in advance.
(Ill)
(3) Coordinating the activity
program with all other services in the facility. (Ill)
(4) Participating in the in-service training
program in the facility. This shall include attending as well as presenting
sessions. (Ill)
(4) Personnel record. A personnel record
shall be kept for each employee. (Ill)
a. 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. (Ill)
b. The personnel records shall be made
available to the long-term care resident's advocate/ombudsman of the department
on aging in response to a complaint being investigated.
(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).
