Section D: Standard VII

Standard VII: Human Resources Management

Page 2

Program ID:

”The CASA program provides a framework for recruitment, retention, and effective performance of its paid personnel.”

A. The chief executive officer/program administrator is responsible for the management of the CASA program.
(Standard VII.A)

1. Does the chief executive officer/program administrator meet the following qualifications?

i. Education and/or training in human services or a related field

ii. Management skills and experience to effectively administer the program’s human and financial resource

iii. Management skills and experience to effectively coordinate services with the court and other community agencies

2. Does the chief executive officer/program administrator:

i. Plan and coordinate with the governing body to develop CASA/GAL program policies?

ii. Attend or is represented by a designee at all meetings of the governing body and its committees?

3. When the replacement of the chief executive officer/program administrator is necessary, does the governing body:

i. Designate an interim chief executive officer/program administrator, if necessary?

ii. Charge a committee with responsibility for conducting a formal search?

iii. Provide the resources needed to carry out the search effectively?

B. The CASA program utilizes its personnel efficiently in order to accomplish its goal.
(Standard VII.B)

1. Does the CASA/GAL program have a written job description for each position or group of similar positions, which clearly specifies qualifications and responsibilities?

2. Does the CASA/GAL program efficiently manage its clerical and administrative systems, including accounting, bookkeeping, and personnel records?

C. The CASA program retains employees qualified to carry out its program goals.
(Standard VII.C)

1. Is administrative and/or supervisory responsibility assigned to employees qualified by experience and training?

2. Does the CASA/GAL program employ only persons qualified according to the job description for their position?

3. Do all CASA/GAL program employees meet all applicable state registration, licensing, or certification requirements for their positions and/or use of professional titles? (100% required)

4. Does the governing body evaluate the chief executive officer/program administrator in writing at least annually against written performance criteria and objectives?

5. Does the governing body provide for the participation of the chief executive officer/program administrator in the evaluation process and his/her review, signature, and response to the evaluation before it is entered into the personnel record?

D. Personnel policies and practices specify the responsibilities of paid personnel and are equitable, clear, and consistent.
(Standard VII.D)

1. Are there written personnel policies and practices?

2. Is a copy provided or made available to all employees?

3. Are written revisions/policy updates provided or made available to all employees?

4. Do written policies:

i. Grant employees access to their personnel records?

ii. Detail the procedures for review, addition, and correction by employees of information contained in the record?

5. Does the CASA/GAL program comply with applicable laws and regulations governing fair employment practices? (100% required)

6. Are the CASA/GAL program personnel salaries and benefits established:

i. By considering practices of similar agencies and organizations in the area?

ii. In compliance with salary and benefit levels set by appropriate governing, legislative, or elected bodies?

7. Is the rate of personnel turnover measured and evaluated at least biennially?

8. Is action taken to correct problems when identified?

E. The CASA program actively recruits, selects, and promotes qualified employees broadly representative of the community served and administers its personnel practices without discrimination based upon age, gender, sexual orientation, race, ethnicity, nationality, handicap, or religion.
(Standard VII.E)

1. Are the CASA/GAL program’s personnel recruitment and selection practices in compliance with applicable laws and regulations? (100% required)

2. Is the CASA/GAL program in compliance with all applicable federal and state anti-discrimination laws? (100% required)

3. Does the CASA/GAL program have a written equal opportunity policy which clearly states its practices in recruiting, selecting and promoting personnel?

4. Does the CASA/GAL program include its equal opportunity statement in personnel recruitment materials?

5. Does the CASA/GAL program make an effort to ensure that its facility is free of barriers that restrict the employment of or use by physically challenged employees?

6. Does the program strive to recruit and hire staff reflective of the population of abused and neglected children in the community?

7. If the program’s personnel do not reflect the composition of the community, has a plan been developed and implemented to diversify its work force to promote culturally competent advocacy and equal opportunity?
N/A: Program’s personnel reflects the community composition.

F. Recruitment and selection procedures assure that the personnel needs of the CASA program are adequately met.
(Standard VII.F)

1. Are all applicants for paid employment with the CASA/GAL program required to:

i. Complete a written application and/or supply a resume containing information about educational background and training, employment history, and experience working with children? (100% required)

ii. Submit the names of three or more references who are unrelated to the applicant?

iii. Authorize the CASA/GAL program and other appropriate agencies to secure a criminal check, motor vehicle division record check, and child protective services check, as appropriate and permissible by state law?

2. Does the CASA/GAL program conduct appropriate, legally permissible, and mandated inquiries into the background of prospective personnel? (100% required)

3. Does the CASA/GAL program conduct a formal security check on the applicant selected by screening criminal records through local and state enforcement agencies? (100% required)

4. Does the CASA/GAL program conduct a check on the applicant with the central Child Abuse Registry when authorized by law? (100% required)
N/A: Not authorized by law.

5. If the employee has lived in another state within the past five years, does the CASA/GAL program conduct criminal record checks in that area?

6. Does the CASA/GAL program reject an applicant if he/she refuses to sign a release of information for appropriate law enforcement checks?

7. Does the CASA/GAL program’s selection process for all employees include an assessment of the applicant’s awareness and sensitivity to the cultural and socioeconomic differences that are present among the children and families served by the program?

G. The CASA program provides new employees an orientation to its mission and purpose, policies, and services.
(Standards VII.G and H)

1. Are all employees formally oriented to the program’s goals, objectives, and methods of operation and lines of authority?

2. Are the lines of authority formalized in a chart of the organization?

3. Does the orientation and training for new employees include:

i. Information about confidentiality laws and the employee’s responsibility to abide by these laws?

ii. Information about the CASA/GAL program’s structure, service mandates, relationship to the court, and professional ethics?

iii. Information regarding cultural norms, values, and heritage?

iv. Lines of accountability and authority within the program?

v. Information about pertinent laws, regulations, and policies?

vi. Information regarding conflicts of interest?

vii. Information about the National CASA Association?

H. The CASA program provides adequate supervision for its employees.
(Standard VII.I)

1. Is the frequency of individual or group supervision arranged on the basis of:

i. Employee needs?

ii. The complexity and size of the workload?

2. Do CASA/GAL program administrators hold regularly scheduled case conferences with supervisory staff to review progress on each case?

I. The CASA program develops and implements a system for the periodic evaluation of all employees.
(Standard VII.J)

1. Is the performance of each employee evaluated:

i. At least once a year by the person to whom she/he is accountable?

ii. By means of a standardized evaluation form?

iii. Against established criteria?

iv. With the active participation of the employee?

2. Do the employee evaluations include:

i. An assessment of job performance in relation to the quality and quantity of work?

ii. Criteria that reflect the job description and performance objectives established in the most recent evaluation?

iii. Clearly stated objectives for future performance?

iv. Recommendations for future training and skill building, as applicable?

v. Opportunity for self-evaluation by the employee?

3. Are the employees provided the opportunity to:

i. Sign the evaluation report?

ii. Obtain a copy?

iii. Include written comments before the report is entered into the personnel record?

J. The CASA program has policies and procedures for a reduction in staff and termination of employees t hat are in compliance with applicable laws and regulations.
(Standard VII.K)

1. Do the CASA/GAL program’s personnel policies and practices:

i. Specify the conditions for disciplinary action?

ii. Specify the conditions for non-voluntary termination of employees?

iii. Specify conditions pertaining to violations of program policy and/or documented sub-standard performance?

2. Do the CASA/GAL program’s policies and procedures specify the person or persons with authority to terminate or discharge an employee?

K. The CASA program maintains a written personnel record for each employee.
(Standard VII.L)

1. Do employee personnel files contain, as appropriate:

i. Identifying information and emergency contacts?