Initial Comments:
Based on the findings of an onsite unannounced state license survey completed April 21, 2025, Amplified Home Health 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 unannounced state license survey completed April 21, 2025, Amplified Home Health 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:
611.51(a) LICENSURE
Hiring or Rostering Prerequisites
Name - Component - 00
Prior to hiring or rostering a direct care worker, the home care agency or home care registry shall: (1) Conduct a face-to-face interview with the individual. (2) Obtain not less than two satisfactory references for the individual. A satisfactory reference is a positive, verifiable reference, either verbal or written, from a former employer or other person not related to the individual that affirms the ability of the individual to provide home care services. (3) Require the individual to submit a criminal history report, in accordance with the requirements of § 611.52 (relating to criminal background checks), and a ChildLine verification, if applicable, in accordance with the requirements of § 611.53 (relating to child abuse clearance).
Observations:
Based on review of direct care worker personnel files (PF), and staff (EMP) interview, the agency failed to conduct and interview and obtain two satisfactory references for the individual prior to hire for six (6) of six (6) direct care worker personnel files reviewed (PF1-PF6).
Findings included:
Review of personnel files was conducted on April 16, 2025, at 10 a.m.
PF1 was hired on 10/14/2024. PF1 contained an undated interview and no satisfactory reference checks completed.
PF2 was hired on 7/12/2024. PF2 contained an undated interview and no satisfactory reference checks completed.
PF3 was hired on 2/22/2024. PF3 did not contain satisfactory reference checks.
PF4 was hired on 6/13/2023. PF4 did not contain satisfactory reference checks.
PF5 was hired on 7/3/2024. PF5 contained an undated interview and no satisfactory reference checks completed.
PF6 was hired on 2/9/2024. PF6 contained an undated interview and no satisfactory reference checks completed.
Interview with EMP1 (owner) on April 16, 2025, at 1 p.m. confirmed above findings.
Plan of Correction:
1. A New Personnel Checklist has been implemented. It includes documentation for 2 reference checks. Including Reference Date and feedback to determine hiriing from 2 referneces.
Personnel form will document required signature from Human Resource verifying personnel hiring requirements are met. A second signature is now required from the Staffing Coordinator verifying employment requirements are met before the first day of providing patient service. Quarterly the administrator will monitor all new-hire records to ensure solutions/remedies are sustained.
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611.52(d) LICENSURE
Proof of Residency
Name - Component - 00
The home care agency or home care registry may request an individual required to submit or obtain a criminal history record to furnish proof of residency through submission of any one of the following documents:
(1) Motor vehicle records, such as a valid driver ' s license or a State-issued identification.
(2) Housing records, such as mortgage records or rent receipts.
(3) Public utility records and receipts, such as electric bills.
(4) Local tax records.
(5) A completed and signed, Federal, State or local income tax return with the applicant ' s name and address preprinted on it.
(6) Employment records, including records of unemployment compensation
Observations:
Based on review of direct care worker personnel files (PF), and staff (EMP) interview, the agency failed to ensure five (5) of six (6) personnel files contained proof of residency (PF1, PF2, PF3, PF5, & PF6).
Findings included:
Review of personnel files was conducted on April 16, 2025, at 10 a.m.
PF1 was hired on 10/14/2024. PF1 contained a PA driver's license but the license was issued on 9/13/24 (not 2 years preceding the date of hire). PF1 contained no other documentation to show this requirement was met.
PF2 was hired on 7/12/2024. PF2 contained a PA driver's license but the license was issued on 2/24/2023(not 2 years preceding the date of hire). PF2 contained no other documentation to show this requirement was met.
PF3 was hired on 2/22/2024. PF3 contained a PA driver's license but the license was issued on 11/9/2023(not 2 years preceding the date of hire). PF3 contained no other documentation to show this requirement was met.
PF5 was hired on 7/3/2024. PF5 contained a PA driver's license but the license was issued on 5/11/2024(not 2 years preceding the date of hire). PF5 contained no other documentation to show this requirement was met.
PF6 was hired on 2/9/2024. PF6 contained a PA driver's license but the license was issued on 11/17/2023(not 2 years preceding the date of hire). PF6 contained no other documentation to show this requirement was met.
Interview with EMP1 (owner) on April 16, 2025, at 1 p.m. confirmed above findings.
Plan of Correction:- Update Pre-Employment Documentation – Modify the pre-employment sheet to explicitly require proof of residency (Diploma, voter's registation card, Tax Documents.) beyond two years if necessary, making it clear what documents are acceptable.
Reinforce Administrative training:
require yearly re-training of staff of HR and Personnel files and properly obtaining proof of residency (High School Diploma, voter's registation card, Tax Documents etc.) when there is no proof of residency 2 years beyond date of hire.
The Human Resource Specialist first signature required before hire and is responsible to ensure hiring policies are followed. A second signature is now required from Staffing Coordinator verifying employment requirments are met before first day of hire. Quarterly the administrator will monitor all new-hire records to ensure solutions/remedies are sustained.
1. Pre-employment sheet that requires caregiver provide additional proof of residency doesn't show two years.
2. File Documentation that shows Signatures From Staffing Cordinator Before Date of Hire and Administrator signature
611.56(a) LICENSURE
Health Screening
Name - Component - 00
The screening shall be conducted in accordance with CDC guidelines for preventing the transmission of mycobacterium tuberculosis in health care settings. The documentation must indicate the date of the screening which may not be more than 1 year prior to the individual's start date.
Observations:
Based on a review of CDC (Center for Disease Control and Prevention) guidelines, direct care worker personnel files (PF), and staff (EMP) interview, the agency failed to ensure each direct care worker was screened for mycobacterium tuberculosis (TB) in accordance with CDC (Center for Disease and Control) guidelines prior to consumer contact for six (6) of six (6) personnel files (PF1-PF6).
Findings included:
According to the "Guidelines for Preventing the Transmission of Mycobacterium tuberculosis in Health-Care Settings, 2005," "Baseline testing for M. Tuberculosis infection is recommended for all newly hired HCWs [health care workers] ... If TST [tuberculin skin testing] is used for baseline testing, two-step testing is recommended for HCWs whose initial TST results are negative ... A second TST is not needed if the HCW has a documented TST result from any time during the previous 12 months. If a newly employed HCW has had a documented negative TST result within the previous 12 months, a single TST can be administered in the new setting ... This additional TST represents the second stage of the two-step testing." Retrieved from http://www.cdc.gov/mmwr/pdf/rr/rr5417.pdf
According to "Tuberculosis Screening, Testing, and Treatment of U.S. Health Care
Personnel: Recommendations from the National Tuberculosis Controllers
Association and CDC, 2019," "Baseline (preplacement) screening and testing, in addition to the IGRA (interferon-gamma release assay) or TST [tuberculin skin testing], shall include a symptom screen questionnaire and an individual TB risk assessment." Retrieved from https://www.cdc.gov/mmwr/volumes/68/wr/pdfs/mm6819-H.pdf
Review of personnel files was conducted on April 16, 2025, at 10 a.m.
Note: agency's hire date is the date the direct care worker begins providing services to a consumer
PF1 was hired and in contact with consumers beginning 10/14/2024. PF1 contained a single negative TSTs from 10/2/2024 with no other testing performed (not a complete two-step TST). PF1 had no symptom screen or risk assessment completed.
PF2 was hired and in contact with consumers beginning 7/12/2024. PF2 had no TB testing (TST or IRGA), symptom screen or risk assessment completed.
PF3 was hired and in contact with consumers beginning 2/22/2024. PF3 contained a single negative TSTs from 1/16/2024 with no other testing performed. PF3 had no symptom screen or risk assessment completed.
PF4 was hired and in contact with consumers beginning 6/13/2023. PF4 contained a single negative TSTs from 6/2/2023 with no other testing performed. PF4 had no symptom screen or risk assessment completed.
PF5 was hired and in contact with consumers beginning 7/3/2024. PF5contained a single negative TSTs from 6/26/2024 with no other testing performed. PF5 had no symptom screen or risk assessment completed.
PF6 was hired and in contact with consumers beginning 2/9/2024. PF6 contained a single negative TSTs from 2/5/2024 with no other testing performed. PF6 had no symptom screen or risk assessment completed.
Interview with EMP1 (owner) on April 16, 2025, at 1 p.m. confirmed above findings.
Plan of Correction:Staff have been retrained on the proper use of TB Testing requirements. Clear steps to verify and ensure caregivers are compliant before first day of service All new caregivers meet Guidelines for preventing the Transmission of Mycobacterium Tuberculosis.
1. TST [tuberculin skin testing] Two-step testing is required for HCWs and staff. whose initial TST results are negative and shall include a symptom screen questionnaire and an individual TB risk assessment."
2. If a newly employed HCW has had a documented negative TST result within the previous 12 months, a single TST can be administered in the new setting ... This additional TST represents the second stage of the two-step testing." and shall include a symptom screen questionnaire and an individual TB risk assessment.
We've updated our personnel Checklist form to document required signature from Human Resource verifying personnel hiring requirements are met.
A second signature is now required from the Staffing Coordinator verifying employment requirements are met before the first day of providing patient service.
Quarterly the administrator will monitor all new-hire records to ensure solutions/remedies are sustained.
Initial Comments:
Based on the findings of an onsite unannounced state license survey completed April 21, 2025, Amplified Home Health Care was found to be in compliance with the requirement of 35 P.S. 448.809 (b).
Plan of Correction:
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