Parkland Community Living and Supports Society

Human Resources Policies

Staff Training | Annual Acknowledgement | Employee Grievance and Appeal

Staff Training

Policy
Parkland Class provides its employees with a comprehensive mandatory staff training program. The agency's staff training and professional development courses are provided free of cost to all agency employees.

As part of the initial orientation which occurs within the first 30 days of employment, all employees will be required to receive formal training in the Abuse Reporting Protocol (PDD's "Recognizing Abuse and Reporting").
All employees of Parkland CLASS who work directly with individuals must maintain current certification in Standard First Aid and CPR Level C. Employees who work directly with children must have certification related to child First Aid and CPR. New employees with the exception of foster care providers will have a three (3) month grace period to comply with this policy. Foster care providers must obtain First Aid and CPR training prior to the placement of a child.
All employees of Parkland CLASS who work directly with individuals must also maintain current certification in Professional Assault Crisis Training (Pro-ACT) and Medications Administration (Med. Admin.) which includes universal precautions. New employees will have a three (3) month grace period to obtain both.
All employees of Parkland CLASS who work directly with children and in some adult residences, with the exception of Parkland School Staff, will require formal certification in a 16 hour Suicide Intervention program. New employees will have a six month grace period to comply with this policy. Re-training will be required every three years through attendance at a 8 hour Suicide Intervention re-certification program.
All employees of Parkland CLASS who are adult proprietors or foster parents to children, will require the following additional training:
1. A Foster Parent / Proprietorship Preparation Training of 25 hours prior to the placement of an individual in their home. This course will confirm the care-giver's willingness and ability to have an individual move into their home.
2. Additional Advanced / Specialized Training of 143 hours during the first two years of service as a foster parent / proprietorship care-giver. This additional training may be exempted at the discretion of the Program Director for those care-givers who have had more than two years of prior foster parenting / proprietorship experience and who have appropriate skills and training already in place.
3. After the completion of the above Advanced / Specialized Training, each foster parent and proprietor will complete a minimum of 6 hours of Supplemental Training during each year of service.
All employees who work with children, and in some adult residences, with the exception of Parkland School Staff, will be required to complete Aboriginal Awareness Training comprising of an 8 hour course within the first six months of employment and 8 hours of additional training on an annual basis thereafter.
All employees of Parkland CLASS who work directly with individuals, with the exception of proprietors, foster parents, employees in Family Supports who are working less than ten (10) hours per week and Parkland School substitute teachers or casual employees, must complete the Foundations program. New employees will commence this training between their 3rd and 6th month of employment, with completion being required 16 months after commencement. Employees, who have their Rehabilitation or Community Disability Services Diploma, do not have to take Foundations training.
All employees who work in a residential service including adult proprietors and children foster parents, will be required to complete an agency approved Food Handling and Nutrition Awareness course.
First Aid, CPR, Pro-ACT, Medication Administration and Suicide Intervention certifications shall be valid for three (3) years. Re-certification must be obtained prior to the 3rd year expiry date. Abuse Reporting Protocol certification shall be valid for two (2) years and re-certification must be obtained prior to the 2nd year expiry date.
Failure to complete the mandatory training or scheduled re-certification in First Aid, CPR, Med. Admin., Pro-ACT, Suicide Intervention, Aboriginal Awareness Training, Abuse Reporting Protocol and Foundations will result in disciplinary action which may include termination from the Agency.
Verification of certification and re-certification must be provided by the employee to the Human Resource department for placement in their personnel file.
The Agency will pay for the program and material costs of all agency provided mandatory training and re-certification courses. The employee will not be paid for the time involved in attending mandatory training or re-certification courses.

Annual Acknowledgement

Policy
On an annual basis, all employees will be required to sign Form PC052 Annual Acknowledgement which certifies the following:

That they have thoroughly reviewed and are prepared to adhere to the Oath of Confidentiality and Code of Ethics;
That they have thoroughly reviewed and understand all policies, procedures, and information contained in Chapter I - Emergency Procedures of the Employee Handbook; and

Specifically that they have thoroughly reviewed and understand the following policies:

Ch. I:8:1.0
Ch. I:8:1.1
Ch. I:8:1.2
Ch. I:8:1.3
Ch. IV:3:2:1
Ch. IV:3:3.6
Ch. V:1:1
Ch. V:1:3
Ch. V:1:6
Ch. 1:21, 1:22, 1:23, & 1:25
Ch. V:1:18

Behavior Management
Emergency Restrictive Procedures
Restrictive Practices
Behavior Management Programs
Health and Safety Standards
Employee Grievance
Mission Statement and Values
Individuals in Service - Rights and Responsibilities
Abuse of Individuals in Service
Medications Administration Policies
Infectious Diseases and Universal Precautions;

That they have current certification in Standard First Aid, CPR, PART / Pro-ACT, and if applicable they have completed the agency Medications Administrations Course and the David Thompson Health Region's Food Handling and Health Course;
That they have a current driver's license and adequate insurance if they are transporting consumers;
That they have reported any criminal convictions incurred since their initial hiring date to the Executive Director; and
That they have reported any involvement with, or investigation by, Child Welfare that would result in a negative CWIS report.

Employee Grievance and Appeal

Policy

When an employee, volunteer, or practicum student has a concern regarding implementation of the Agency�s policies, corrective actions/reprimands, disciplinary actions, job postings and appointments or other practices that the individual feels are unfair, the individual may submit a grievance through the multi-level process outlined below. Employees have the right to be supported by a peer of their choosing throughout the grievance process.
Level I
The individual with the concern shall meet with their immediate supervisor in an attempt to resolve the problem. The individual shall be advised to present their concern in a written format. The immediate supervisor shall respond in writing within ten (10) working days. A copy of the grievance and the immediate supervisor�s response shall be submitted to the Divisional Director or Program Manager for information and placement in the individual�s personnel file.
Level II
In the event that the concerned individual is dissatisfied with their immediate supervisor�s Level I response, the individual may submit within seven (7) working days a written grievance including a copy of the Level 1 response to the Program Manager or Divisional Director.

The Divisional Director or Program Manager shall meet with the individual and their immediate supervisor in an attempt to resolve the problem. The Divisional Director or Program Manager shall provide the individual with a written Level II response within fifteen (15) working days, a copy of which will be placed in the individual�s personnel file.
Level III
In the event that the concerned individual is dissatisfied with the Program Manager or Divisional Director Level II response, the individual may submit within seven (7) working days a written grievance including a copy of the Levels I and II responses to the Executive Director.

The Executive Director shall meet with the individual and the immediate supervisor and/or individual�s Divisional Director or Program Manager in an attempt to resolve the problem. The Executive Director will provide the individual with a written Level III response within fifteen (15) working days, a copy of which will be placed in the individual�s personnel file.

Notwithstanding the above, if the Executive Director has been directly involved in undertaking the investigation, or arriving at the decisions that were made at Level I or Level II, he will refer the Level III grievance to a designated Board Member to ensure that the matter is heard by a neutral party.