Management of Detoxification Centers
(1)Compliance with the sections of OAR 309-013, which address general administrative standards for community mental health contractors.l. In addition to the policy issues required in OAR 309-014, the program’s personnel policies must include:
(a)The Program’s philosophical approach to stablization;
(b)Rules of employee conduct, including ethical standards; and
(c)Standards for employee use and abuse of alcohol and other drugs.
(2)Compliance with the Civil Rights Act of 1964, as amended in 1972, the Equal Pay Act of 1963, Age Discrimination in Employment Act of 1967, and any subsequent amendments.
(3)Implementation of a policy and procedure prohibiting client abuse which is consistent with OAR 407-045.
(4)Implementation of a policy and procedure for resolving employee performance problems, which must specify the sequence of steps to be taken when performance problems arise, and identify the resources to be used in assisting employees to deal with problems which interfere with job performance.
(5)Maintenance of personnel records for each member of the Program’s staff. The personnel record must:
(a)Contain the employee’s resume and/or employment application, wage and salary information, and the employee’s formal performance appraisals;
(b)Contain documentation of training/development needs of the employee and identify specific methods for meeting those needs;
(c)Contain documentation of any formal corrective actions taken due to employee performance problems;
(d)Contain documentation of any actions of commendation taken for the employee; and
(e)Be maintained and utilized in such a way as to insure employee confidentiality. Records must be retained for a period of three years following the departure of an employee.
(6)Implementation of personnel performance appraisal procedures that must:
(a)Be based on pre-established performance criteria in terms of specific responsibilities of the position as stated in the job description;
(b)Be conducted at least annually;
(c)Require employees to review and discuss their performance appraisals with their supervisors, as evidenced by their signature on the appraisal document;
(d)Require that when the results of performance appraisal indicates there is a discrepancy between the actual performance of an employee and the criteria established for optimum job performance, the employee must be informed of the specific deficiencies involved, in writing; and
(e)Require documentation that when deficiencies in employee performance have been found in an appraisal, a remedial plan is developed and implemented with the employee.
(7)Implementation of a development plan which addresses continuing training for staff members.
Rule 415-050-0015 — Management of Detoxification Centers,