TARRY HOUSE, INC.

 

Subject:  Human Resource Management and Diversity

 

Procedure Number:  H.R. 02

Site: Tarry House and Tarry House Respite

 

Issued By: Executive Director

Effective: 3/20/98,

Approved By: The Board of Trustees

Revised:  9/23/99; 11/27/01; 9/13/04; 9/07/05; 10/4/06

Reference Policy: H.R. 01; H.R. 04; H.R. 18

Reviewed: 10/10/00; 12/19/02; 9/13/04; 9/07/05; 10/4/06; 11/5/08

Standards Reference:

CARF: Section 1. D. 2.

ODMH: 5122-30-12

 

I.                   Purpose

 

To outline procedures which address the recruitment, management, development, and retention of culturally diverse personnel who meet the needs of the people served and contribute to the accomplishment of the organization’s mission.

 

II.                Policy

 

With the delegated authority from the Tarry House Board of Trustees, the administrative staff, as directed by the Executive Director, will actively recruit and retain a culturally diverse work force that is representative of the persons served.  To that end, Tarry House, Inc. will maintain policies and procedures which address recruitment and retention of employees, employee input and recognition, and employee development.

 

III.             Procedure

 

Employee Recruitment/Retention

 

The following is the procedure by which Tarry House, Inc. recruits employees:

 

1.         Offer internal Job Opportunity Program.

2.         Advertise in the local newspaper.

3.         Announce job openings at selected churches and community organizations.

4.         Solicit referrals from current employees and former employees in good standing.

5.         Attend selected job fairs and career day programs.

 

 

The following is the procedure by which Tarry House, Inc. retains employees:

 

1.            Offer competitive wages.

2.            Provide comprehensive benefits package to full-time employees.

3.            Offer salary increases based on merit and job performance.

4.            Provide employee recognition program based on criteria set by Administrative Team and the Board of Trustees.

5.            Provide employee training and development.

 

 

 

 

 

Employee Input and Recognition

 

1.            Open door policy by administration for the purpose of accepting employee input.

2.            Solicit employee input at regularly scheduled staff meetings.

3.            Solicit employee input at employee evaluation.

4.            Recognize employee input through implementation of suggestions and ideas.

5.            Publicly acknowledge positive employee suggestions and ideas at staff meetings.

6.            Acknowledge employee input, commitment and performance through personal overt social rein forcers (i.e. “thank you, good job”).

7.            Recognize employee contributions and commitment to the agency through the awarding of certificates, trophies, gift certificates, etc.

 

Employee Development

 

1.            Provide at least 20 hours of employee orientation training program which includes but not limited to on-the-job training, reading policies, procedures and training pamphlets, and discussion with direct supervisor.

2.            Establish employee performance goals and objectives through annual performance evaluation.

3.            Provide basic employee education curriculum that is updated annually. (First Aid/CPR, Med. Monitoring, Universal Precautions, Crisis Intervention, Documentation, Confidentiality, Abuse/Neglect, Ethics, Incident Reporting, Health and Safety, Personnel Guidelines, Cultural Diversity, Skill Teaching, Safe Food Handling, and Fire Safety.)

4.            Provide comprehensive Client Rights/Client Grievance education through expert outside trainer.

5.            Provide external seminar and conference training opportunities.

 

 

 

 

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Executive Director                                                                                                        Date