Initial Comments:
Based on an onsite state re-licensure survey completed 5/14/25, APlus United Home Care was found to be in compliance with the requirements of PA Code, Title 28, Health and Safety, Part IV, Health Facilities, Subpart A, Chapter 51.
Plan of Correction:
Initial Comments:
Based on the findings of an onsite state re-licensure survey completed 5/14/25, APlus United Home Care was found not to be in compliance with the following requirements of PA Code, Title 28, Health and Safety, Part IV, Health Facilities, Subpart H, Chapter 611, Home Care Agencies and Home Care Registries.
Plan of Correction:
611.52(a) LICENSURE
Criminal Background Checks
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The home care agency or home care registry shall require each applicant for employment or referral as a direct care worker to submit a criminal history report obtained at the time of application or within 1 year immediately preceding the date of application.
Observations:
Based on reviews of personnel files (PF) and policy, and interviews with staff, the agency failed to require a direct care worker applicant to submit a criminal history report obtained at the time of application for one (1) of seven (7) PFs reviewed. (PF1)
Findings include:
A 5/14/25 review of Rehire Policy and Procedure revealed: " ...to be considered for rehire, former employees should have left the company for one of the following reasons: voluntary resignation, company lay-offs, expired contract, termination [other than termination for cause] ...employee can apply to a position with the company after a minimum period of two weeks ... "
A 5/14/25 review of Criminal History Check policy revealed: " ...All staff being considered for hire must sign a Criminal Check Attestation and must either present a criminal check that is less than one year old or must have a criminal history check pending ... "
A review of PFs on 5/14/25 between 10:30 am - 12:44 pm revealed:
PF1: Date of Hire: 8/31/22. PF1 contained a Pennsylvania State Police Criminal Record check dated 8/17/18, approximately four years prior to the date of hire. PF1 contained an Employment Application dated 7/29/22.
Interviews with the HR manager (EMP1) and Agency Manager (EMP4) revealed that PF1 had previously been employed by the agency with an original hire date of 8/17/18. PF1 resigned on 7/15/22 and was rehired by the agency after approximately six weeks.
The agency failed to comply with regulatory requirements and obtain PF1 ' s criminal background check at the time of hire/application.
The finding was reviewed with EMP1 (HR manager), EMP2 (Assistant Manager), EMP3 (Agency Manager), and EMP4 (Agency Manager) during a 5/14/25 exit interview at approximately 2:15 pm.
Plan of Correction:The required criminal history report at the time of application has been obtained for the identified personnel file (PF1).
A correction has been made. A current Pennsylvania State Police Criminal Record Check has been obtained for PF1 in accordance with regulatory requirements. The agency acknowledges the oversight and has implemented additional measures to ensure all rehires submit updated background checks at the time of application.
The HR Manager is responsible for implementing this correction and ensuring ongoing compliance. New hire and rehire staff must sign a Criminal Check Attestation and must either present a criminal check that is less than one year old or must have a criminal history check pending.
To ensure this, the HR Manager will:
1. Review all personnel files at the time of hire/rehire and monthly until compliance standards are consistently met.
2. Once compliance is achieved, files will be reviewed quarterly for one year.
3. After that, reviews will occur at hire, at 90 days, during policy changes, and at the time of performance evaluations.
A personnel file audit tool will be used to support this process. This review system will be maintained on an ongoing basis to ensure continued compliance.
611.55(e) LICENSURE
Competency Requirements
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The competency review must occur at least once per year after initial competency is established, and more frequently when discipline or other sanction, including, for example, a verbal warning or suspension, is imposed because of a quality of care infraction.
Observations:
Based on a review of personnel files (PF) and policy and interviews with staff, the agency failed to annually review direct care worker competency for one (1) of seven (7) PFs reviewed. (PF3)
Findings include:
A review of Staff Training Policy on 5/14/25 revealed: " Aplus United Home Care LLC will maintain documentation for the following: Staff member attendance at trainings, Content of trainings ...[agency] shall implement standard annual training for staff members providing services ... "
A review of PFs on 5/14/25 between 10:30 am - 12:44 pm revealed:
PF3: Date of Hire: 8/2/22. PF3 failed to contain evidence of an annual training/competency review for 2024. PF3 ' s documented 2023 Annual In-Service Quiz was not graded which failed to determine if PF3 successfully completed a competency review for 2023.
The finding was reviewed with EMP1 (HR manager), EMP2 (Assistant Manager), EMP3 (Agency Manager), and EMP4 (Agency Manager) during a 5/14/25 exit interview at approximately 2:15 pm.
Plan of Correction:The correction has been made, and we will continue to ensure compliance by conducting competency reviews at least annually after initial competency is established, and more frequently when any disciplinary action or quality of care infraction occurs.
PF1, has been completed with required competency.
PF3: , has been completed with
required competency.
PF3 ' s 2023 Annual In-Service Quiz was graded and passed the quiz.
The HR Manager is responsible for implementing this correction and ensuring ongoing compliance. Competency reviews must be conducted at least once per year after initial competency is established.
To ensure this, the HR Manager will:
1. Review all personnel files at the time of hire and monthly until compliance standards are consistently met.
2. Once compliance is achieved, files will be reviewed quarterly for one year.
3. After that, reviews will occur at hire, at 90 days, during policy changes, and at the time of performance evaluations.
A personnel file audit tool will be used to support this process. This review system will be maintained on an ongoing basis to ensure continued compliance.
Initial Comments:
Based on an onsite state re-licensure survey completed 5/14/25, APlus United Home Care was found to be in compliance with the requirements of 35 P.S. 448.809 (b).
Plan of Correction:
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