Your personnel policies and procedure must:
(1) Include an organizational chart showing the administrative,
professional, and staffing structures and lines of authority;
(2) Include written job descriptions, including minimum
qualifications and job responsibilities for each position;
(3) Include a written professional staffing plan that:
(A) Demonstrates that the number, qualifications, and
responsibilities of professional positions, including the child-care
administrator, are appropriate for the size and scope of your services
and that workloads are reasonable enough to meet the needs of the
children in care;
(B) Describes in detail the qualifications, duties,
responsibilities, and authority of professional positions. For each
position, the plan must show whether employment is on a full-time,
part-time, or continuing consultative basis. For part-time and consulting
positions, the plan must specify the number of hours and/or frequency
of services;
(C) Documents your staffing patterns, including your
child/caregiver ratios, hours of coverage, and plans for providing
backup caregivers in emergencies; and
(D) Identifies, if you provide treatment services,
your:
(i) Ability to have enough caregivers, including caregivers
who are awake throughout the night to supervise children 24 hours
a day, including frequent one-to-one monitoring whenever necessary
to meet the needs of a particular child; and
(ii) Staffing patterns, including your child/caregiver
ratios, hours of coverage, and plans for providing backup caregivers
in emergencies;
(4) Include written training requirements for employees
and caregivers;
(5) Include policies on whether your operation allows
individual caregivers to take children away from the operation for
day or overnight visits. The policy must require obtaining the parent's
written approval prior to allowing overnight visits with staff. The
policy must also address the issue outlined in §748.685(e) of
this title (relating to What responsibilities does a caregiver have
when supervising a child or children?);
(6) Comply with background check requirements outlined
in Subchapter F of Chapter 745 of this title (relating to Background
Checks);
(7) Require your employees to report serious incidents
and suspected abuse, neglect, or exploitation. An employee who suspects
abuse, neglect, or exploitation must report their suspicion directly
to us and may not delegate this responsibility, as directed by Texas
Family Code §261.101(b);
(8) Require that all employees and consulting, contracting,
and volunteer professionals who work with a child and others with
access to information about a child be informed in writing of their
responsibility to maintain child confidentiality; and
(9) Include either the model drug testing policy or
a written drug testing policy that meets or exceeds the criteria in
the model policy provided in §745.4151 of this title (relating
to What drug testing policy must my residential child-care operation
have?).
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| Source Note: The provisions of this §748.105 adopted to be effective January 1, 2017, 41 TexReg 10393; transferred effective March 9, 2018, as published in the Texas Register February 16, 2018, 43 TexReg 909 |
