STAFF COMPETENCIES Sample Clauses

STAFF COMPETENCIES. Grantee will: 1. Ensure that newly hired full-time Recovery Coaches obtain either their Recovery Coach Certification or Designation through the Texas Certification Board of Addiction Professionals within the first 4 months of hire. 2. Ensure that all newly hired part-time Recovery Coaches obtain either their Recovery Coach Certification or Designation through the Texas Certification Board of Addiction Professionals within the first 8 months of hire. 3. Ensure that all volunteer Recovery Coaches obtain either their Recovery Coach Certification or Designation through the Texas Certification Board of Addiction Professionals within the first 12 months of hire. 4. Provide the 46-hour System Agency-approved Recovery Coach training for new recovery coaches. a. Xxxxxxx will reimburse recovery coach trainer for incurred travel costs (transportation, meals, lodging, and incidentals). i. Travel reimbursement for the 46-hour training will not exceed $1,000.00. ii. Travel expenses will be in accordance with the State of Texas travel guidelines. b. Grantee will ensure completion of training for new recovery coaches within 30 days after date of employment or within 30 days of contract start date. c. Ensure that all recovery staff have been trained in Medication-Assisted Recovery Support and Medication Assisted Advocacy Training.
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STAFF COMPETENCIES. 1. Contractor understands that most individuals in substance use disorder treatment may have a current or past co-occurring mental health condition. Contractor shall require staff to obtain training on co-occurring psychiatric disorders in an effort to continuously improve the quality of services that are provided within each program. Training topics may include review of specific disorders, evidence-based practices, and treatment approaches that include medications. 2. Contractor staff shall show competence in co-occurring disorders by completing training. This requirement is fulfilled by completing at a minimum two (2) credit hours of Co-Occurring Psychiatric Disorder training on Relias withing the first twelve months of hire or upon execution of this agreement. A list of approved courses is listed within the KernBHRS SUD Division Contractor Training Requirements Guide. 3. Contractor must ensure that treatment for co-occurring psychiatric conditions is addressed during the course of SUD treatment, and that staff encourage clients to follow through with services with other treatment providers including therapy, psychiatric evaluations, psychiatric medication management, lab work, etc.
Sample 1
STAFF COMPETENCIES. 1. All direct care staff shall have one of the following credentials: a. Bachelor of Social Work (BSW); b. Licensed Social Worker (LSW); c. Master of Social Work (MSW); d. Licensed Master Social Worker (LMSW); e. Licensed Clinical Social Worker (LCSW); f. Licensed Professional Counselor (LPC); g. Licensed Chemical Dependency Counselor (LCDC); h. Be in training to become a Qualified Credentialed Counselor (QCC); or i. Have four years case management experience in a social work-related field. A request for an exception to these requirements shall be submitted in writing by Contractor for written approval by the System Agency. 2. All HEI case managers shall: a. Be knowledgeable and competent in discussing the clinical aspects of HIV, hepatitis C and other communicable diseases associated with substance use/abuse and be able to demonstrate ability to address concerns openly and comfortably about sexual and substance abuse risk behaviors and overdose prevention to the target population; b. Demonstrate skills in advocacy and the utilization of these skills for improved services and care for individuals with HIV disease; c. Be knowledgeable about depression and anxiety and other mental health issues prevalent in people with HIV infection; and be trained in and able to conduct a brief mini mental status exam and assess for suicide risk, as appropriate; d. Have demonstrated experience in the use of counseling skills associated with motivational interviewing techniques, including how to implement guidelines associated with the Stages of Change; or be enrolled in training on motivational interviewing techniques within 90 days from date of hire or the start date of the contract, whichever is later; e. Receive formal case management training provided through the System Agency-funded HIV Training Services (HTS) program or another provider of specialized HIV case management training if approved by System Agency program staff. Training shall take place within three months of hire or within three months of the contract start date, whichever is later. 3. Each staff member who performs HIV testing shall be listed in the DSHS HIV/STD database as having successfully completed the required HIV testing training, “The Foundations of HIV Counseling and Testing” (FCT) course within 90 days from date of hire or start date of this Program Attachment, whichever is later. Two online pre- requisite courses shall be completed first: “Prevention Groundwork” and the “Foundations Pre-course...
Sample 1

Related to STAFF COMPETENCIES

  • Competencies The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review.

  • Cultural Competence 1. Grantee will make reasonable efforts to provide services that meet each client’s individual needs and takes into consideration the intellectual functioning, literacy, level of education and comprehension ability of each client in order to ensure that all information is presented in a way that meets each client’s individual needs. 2. Grantee will provide services in the client's primary language either directly by Grantee or by a DFPS approved translator. 3. Grantee will have a cultural competence mission statement, core values or other similar guidance that provides how the Grantee will effectively provide these services to clients of various cultures, races, ethnic backgrounds and religions in a manner that recognizes and affirms the client’s worth, protects and preserves the client’s dignity and ensures equity of service delivery.

  • Cultural Competency 1. All program staff shall receive at least one (1) in-service training per year on some aspect of providing culturally and linguistically appropriate services. At least once per year and upon request, Contractor shall provide County with a schedule of in-service training(s) and a list of participants at each such training. 2. Contractor shall use good faith efforts to translate health-related materials in a culturally and linguistically appropriate manner. At least once per year and upon request, Contractor shall provide to County copies of Contractor’s health-related materials in English and as translated. 3. Contractor shall use good faith efforts to hire clinical staff members who can communicate with clients in a culturally and linguistically appropriate manner. At least once per year and upon request, Contractor shall submit to County the cultural composition and linguistic fluencies of Contractor’s staff.

  • Competency Competency at this level involves application of knowledge and skills to a range of tasks and roles. There is a defined range of contexts where the choice of actions required is clear. There is limited complexity of choice of actions required. On occasion, more complex tasks may be performed.

  • Minimum Staffing The Employer agrees to employ sufficient registered staff and health care aides/ Personal Support Workers to meet the staffing needs that may be set from time to time by statute and/or regulation. In the event that there is insufficient staffing to meet this undertaking, the Employer will post vacancies so that any unmet care undertaking will be satisfied. (a) The Employer will assign at least the same number of total bargaining unit RN hours that are equal to those hours that were scheduled in the last week ending prior to June 30, 2009. For clarity, this includes existing vacancies. (b) In the event the Employer cannot meet their ongoing obligation for scheduled RN hours in part (a) above, it shall so notify the Union and fully disclose the reasons thereof. (c) If the failure to staff is a legitimate recruitment issue, there shall be no violation of this Agreement. The Employer will make reasonable efforts to recruit a replacement and will provide the Union with an outline of recruitment activities. (d) Further, if there is a reduction in beds, occupancy levels or CMI or its equivalent below the levels in effect as of June 30, 2009, a reduction in the complement shall not constitute a breach of this Agreement, as long as the reduction is proportionate. (e) If there is any other reason for the failure to staff in accordance with this article, the Union and Employer will attempt to find a resolution and if unable to do so, the matter may be referred to Arbitration. (f) The Arbitrator/Arbitration Board will have authority to determine whether the reduction in staffing was appropriate and shall have jurisdiction to award an appropriate remedy.

  • Excellence excellence is the result of always striving to do better. This is represented by constant improvements to the way in which we deliver our services, which results in a high performing health service. • Respect – we demonstrate respect through our actions and behaviours. By showing each other respect, in turn we earn respect. • Integrity – integrity is doing the right thing, knowing it is what we do when people aren’t looking that is a true reflection of who we are. • Collaboration – collaboration represents working together in partnership to achieve sustainable health care outcomes for our community with a shared understanding of our priorities. • Accountability – together we have a shared responsibility for ensuring the best health care outcomes for our community. This is a reminder that it is not only our actions, but also the actions we do not do, for which we are accountable.

  • Orientation and In-Service Program The Hospital recognizes the need for a Hospital Orientation Program of such duration as it may deem appropriate taking into consideration the needs of the Hospital and the nurses involved.

  • CULTURAL DIVERSITY The Cultural Diversity Requirement generally does not add units to a student's program. Rather, it is intended to be fulfilled by choosing courses from the approved list that also satisfy requirements in other areas of the student’s program; the exception is that Cultural Diversity courses may not satisfy Culture and Language Requirements for B.S. students. For example, COMM 6 – Intercultural Communication, can fulfill (3) units of the Behavioral Science requirement and (3) units of the Cultural Diversity requirement. This double counting of a class may only be done with the Cultural Diversity requirement. Courses in Cultural Diversity may be taken at the lower- division or upper-division level.

  • Dependencies HP’s ability to deliver services will depend on Customer’s reasonable and timely cooperation and the accuracy and completeness of any information from Customer needed to deliver the services.

  • Staffing There shall be a clinician employed by the outside contractor for EAP Services who will be on-site a minimum of 20 hours a week. The clinician shall report directly to the outside contractor, Peer Assistance Oversight Committee and the MIF liaison. There shall be three full-time Peer Assistants reporting to the outside contractor.

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