Policy & Procedure Meeting

April 20, 2005

 Agenda:  Policy: accreditation update, fire drills, house, maintenance, draft policies

 In Attendance:

 Rebecca, Mitch, Lanny, Ally, Breda, Pam, Dave, Nadine & Ernie

Accreditation:

-         Manager will meet re: annual progress reports

-         for all clients

-         getting people focused on understanding goals & outcomes

-         Target: Mock Survey in September & then to Schedule formal survey for accreditation in March 2006.

Fire Drills:

-         Lanny’s question – confusion over what to do when client has evacuated to the balcony- stay or leave?

-         Feeling uncomfortable about leaving her.

-         It is staff’s responsibility to follow through with plan.  (ie) may not be able to stop a client from using drugs – you should notify manager, develop a plan & follow through.

-         Questions – re: behavioral interventions - is written approval in the plan (by behavioral therapists) needed for behavioral programs?  P.24 8(b) Prior written consent by a physician – needed when restraints & seclusion are to be used.

Health and Safety Committee

Interlock – Employee and Family Assistance Program is confidential  ! Spectrum management does not receive reports on the issues or treatments or even the attendance of staff with Interlock services.  We only receive semi-annual summary reports with non-identifying information.

Report – 1-Addiction

               4- Families

               6- Personal issues  2002

Spectrum has had reports of people not being satisfied by services.  You could:  a) call interlock again and get a different counselor

            b) call Spectrum and let them know

Spectrum has other options – other services.

A lot of people don’t know about interlock.  Does a flyer go out with full-time benefits package?  Make sure teams know about it.

Drug Addiction & Awareness

Staff who have problems with drugs, either at work or in their lives.

Training would be beneficial – how could teams deal with this occurrence.  What should CSW do in a shift change - if following staff coming on is obviously impaired – or should not be at work?  Treat as a safety issue.  Options include stay, stay and call manager, call manager.  Any ideas on staff training?  Ernie will look into it.  Idea of a “crisis team” – that was rotating – put together of unbiased staff members who would investigate and address the situation as needed. 

Giving staff clear guidelines that they can do something about a situation (unsuitable staff)

Similarly – what if we notice another staff is not very effective with clients? – offer assistance and talk to manager.

Next meeting is scheduled for June 22/05.