Initial Comments:
Based on the findings of an onsite unannounced state relicensure survey completed January 15, 2020, Superb Home Care LLC, 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 relicensure survey completed January 15, 2020, Superb Home Care LLC, 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 employee files, and interview with the Administrator, it was determined that the agency failed to conduct a face-to-face interview with the individual, and to obtain two verifiable references that affirms the ability of a Direct Care Worker, (DCW) to provide home care services for four, (4), of four, (4), employee files reviewed. (DCW # 1, 2, 3, and 4).
Findings include:
1. Review of personnel files on January 15, 2020 at approximately 11:00 a.m. revealed that DCW #1 was hired on October 4, 2019. There was no documented evidence that a face-to-face interview had been conducted, or that two verifiable references were obtained by the facility.
2. Review of personnel files on January 15, 2020 at approximately 11:15 a.m. revealed that DCW #2 was hired on November 17, 2019. There was no documented evidence that a face-to-face interview had been conducted, or that two verifiable references were obtained by the facility.
3. Review of personnel files on January 15, 2020 at approximately 11:30 a.m. revealed that DCW #3 was hired on September 28, 2019. There was no documented evidence that a face-to-face interview had been conducted, or that two verifiable references were obtained by the facility.
4. Review of personnel files on January 15, 2020 at approximately 11:45 a.m. revealed that DCW #4 was hired on May 23, 2019. There was no documented evidence that a face-to-face interview had been conducted, or that two verifiable references were obtained by the facility.
An interview with the Administrator on January 15, 2020 at approximately 1:30 p.m., it was confirmed that the agency failed to conduct a face-to-face interview, and to obtain two verifiable references for e
Plan of Correction:To ensure this Agency is in compliance and maintains future compliance, the Agency Administrator retained the services of an outside consulting firm (hereinafter "The Firm"). The Firm went through the Agency's entire employee Personnel files including and specifically Personnel file #'s (1, 2, 3 and 4), as directed by Citation 0200.
A review of the Personnel Files reflects the Agency did and does perform face to face interviews on all employees and specifically employees' personnel #'s (1, 2, 3 and 4). A further review of the Agency's Personnel Files reflect the Agency did not verify specifically employees' personnel #'s (1, 2, 3 and 4) references as required by 611.51(a). With regards to employees' personnel #'s (1, 2, 3 and 4) the Firm and Administrator reviewed the employment application files and said applications did contain three (3) personnel references. On February 25, 2020; Firm and Agency's Administrator contacted and verified the references of employees' personnel #'s (1, 2, 3 and 4) as required by 611.51(a). To correct this issue moving forward, Firm provided the Agency and the Administrator with a new Employee Personnel In-Take Policy (hereinafter "EPIP"); the new Internal Document contains the following checklists:
EMPLOYEE FULL NAME:
INTERVIEW DATE(S):
EMPLOYEE START DATE:
DATE OF COMPETENCY TEST:
PASSED OR FAILED:
BACKGROUND CHECK DATE:
FORM SP4-164 SIGNED:
CHILDLINE VERIFICATION DATE:
REVIEW DATE:
IS TB SCREENING PAPERWORK ON FILE? (ONLY 2-STEP TEST IS ACCEPTABLE)
WAS EMPLOYEE APPLICATION COMPLETED?
WERE AT LEAST (3) REFERENCES LISTED?
WERE AT LEAST (3) REFERENCES CONTACTED AND VERIFIED?
DATES REFERENCES CHECKED?
DATE AND SIGNATURE OF THE EMPLOYEE WHO VERIFIED THE CHECKLIST INFORMATION.
The Agency EPIP which further ensures all new hiring all requirements of 11.51(a), have been met before a new employee can provide service to any or the Agency's consumers. Additionally, the Administrator has assigned the Office Manager effective 2/25/20; with the direct job duty and task including on an annual basis to review and inspect all employee Personnel files to ensure the Agency maintains the EPIP system and to ensure compliance with 11.51(a). The EPIP was implemented by the Agency on February 25, 2020, with help from the Firm; and by implementation, all employee Personnel file's specifically #'s (1, 2, 3 and 4), as directed by Citation 0200, have the required reference verified in their file along with related hiring prerequisites as required under 11.51(a).
Initial Comments:
Based on the findings of an onsite unannounced state relicensure survey completed January 15, 2020, Superb Home Care LLC, was found to be in compliance with the requirements of 35 P.S. 448.809 (b).
Plan of Correction:
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