JOB Opening:
Four (4) caregivers openings :- please see caregiver job qualifications/descriptions before applying for a Job with Villa Victoria and Luxury Vila.
What all Employee Must have to work at Villa Victoria and Luxury Vila
- The employee's full name.
- Social Security number and W-2.
- Professional license or registration number.
- Additional qualifications (work place CPR & first aid).
- Employment history.
- Employment classification.
- Date of last employment began/end.
- Required health examinations and /or tests, which include at the onset of employment a yearly physical and initial T.B. test,
- Fingerprints clearance.
- In-service training if any.
Please read below "your JOB DESCRIPTION and QUALIFICATIONS" before Applying for a Job at Villa Victoria and Luxury Vila
ADMINISTRATORS JOB DESCRIPTION
These policies are amended to affect the probation and conditions imposed on Villa Victoria and Luxury Vila by California State Department of Social Services regulations and statutes governing the operation of adult residential facilities.
QUALIFICATIONS
The administrator shall work a minimum of 40 hour per week at the facility for which that administrator is hired. The administrator shall be at least 21years of age, have a valid administrator's license issued by the California State Department of Social Services and have two years Experience as a Residential Care Provider, valid first aid and CPR card, ability to speak, read and understand English, have a health screening that is within 12months, T.B. clearance, crime record clearance, and a valid California Driver's license. The administrator will be supervised by the licensee and shall report to the licensee and CCL at all time.
ADMINISTRATOR'S DUTIES
- The administrator shall attend to the needs and requirements of licensing staffs at all time and proved all needed documents to licensing 24hours a day. The administrator shall operate these facilities in strict compliance with the regulations and statutes governing the operation of adult residential facilities.
- The administrator shall be at least 21 years of age; complete at least 20 hours of continuous education per year or 40 hours in two years in areas relating to mental health, adult residential facility or administration and in addition; administrator and all staffs will also complete at least one-day seminar of Nonviolent Crisis Intervention training every five years. The administrator and all staffs will also complete at least two hours of additional training thereafter on a quarterly basis. All this training shall be in addition to other mandatory training imposed by licensing laws and regulations on adult care facility workers.
- The administrator will be responsible for the supervision of resident's care, set overall policy for staff pursuant to Ca. Title 22, Regulation and accept applications to recruit staff and set training of new staffs.
- Complete necessary paperwork; oversee billing and payment of bill, Record hours worked by employees and give date to bookkeeping service for payroll taxes. Distribute payroll checks on the 5th and 20th of each Month. Transport residents to medical appointment, picnics, and other outing. Plan and coordinate social programs and recreational Activities. Maintain client and personnel records. Identify the daily operating needs for the facility.
- Provide input and feedback to the caregiver and clients, and provide, organized, conducted and evaluate activity to meet individual client needs, serve as appropriate role model for the clients, and assist in maintaining clean, healthy, and safe environment for the clients, and Assist clients with activities of daily living, home management and money management skills as needed.
- Coordinate care and plan care with case manager or conservator, Communicate effectively with case manager, or responsible party or conservator on issues regarding client's well-being, Make sure that incidents are reported promptly and effectively to appropriate parties, Maintain and provide supervision for resident's finances and records and most of all; follow and set overall policy for staff pursuant to Ca. Title 22, Regulation concerning personal right violations.
- All staffs training must be done by a consultant or behaviorist haired by the licensee and an outside trainer as well. The administrator must follow overall policy pursuant to Ca. Title 22, Regulation at all times.
- The administrator must prepare client assessments and develop or update care plans for all clients placed at each of the facilities and a mental health consultant or behaviorist employed by licensee must review each develop assessment and signoff on the assessment before staff implementation of each client service plan.
This Job stipulation constitutes the entire agreement between Villa Victoria and Luxury Vila and Villa Victoria and Luxury Vila STAFFS with respect to employment with Villa Victoria and Luxury Vila only. Moreover, the terms of this Job stipulation, cannot be amended except in writing, signed by all the parties thereto.
CAREGIVERS JOB DESCRIPTION
These policies are amended to affect the probation and conditions imposed on Villa Victoria and Luxury Vila by California State Department of Social Services regulations and statutes governing the operation of adult residential facilities.
QUALIFICATIONS
Caregiver shall be at least 18 years of age; the caregiver shall have the basic qualification of first aid and CPR training, ability to speak, read and Understand English, a physical exam, a T.B. clearance within the past 12 months before employment or within 7 days after employment, a criminal clearance record before coming in contact with clients.
The caregiver will be supervised by the administrator and shall report to the administrator at all times. The caregiver must have the ability to treat residents with dignity and respect. The caregiver must be neat and clean, have the ability to prepare nutritious meals and be two year knowledgeable in helping with personal care and clients need.
DUTIES
- Provide care and supervision for the residents according to hours scheduled to work five days a week with appropriate break times.
This Job stipulation constitutes the entire agreement between Villa Victoria and Luxury Vila and Villa Victoria and Luxury Vila STAFFS with respect to employment with Villa Victoria and Luxury Vila only. Moreover, the terms of this Job stipulation, cannot be amended except in writing, signed by all the parties there to.
EQUAL EMPLOYMENT OPPORTUNITY
Villa Victoria and Luxury Vila is an Equal Opportunity employer, and will conduct employment practices, including selection, promotion, demotion, transfer, training and separation in accordance with established Federal, State and Local Equal Employment Opportunity Laws and Regulations as they affect Villa Victoria and Luxury Vila. There will be no discrimination in selection and advancement due to sex, age, and sexual orientation or physical handicap.
If anyone thinks or feels he/she is discriminated against, he/she should report it immediately to the administrative office. An investigation will be conducted and immediate actions will be taken as necessary. No employee or susceptive employee will be retaliated against for questioning or reporting this incident.
All new positions will be posted on the facility information board by the administrator or advertized. All candidates for employment will be considered without regard to race, color, religion, sex, national origin, age and sexual orientation or physical handicap. Physical or mental handicap will be considered only as they may relate to bona-fide job requirements. An interview will be conducted for all positions by the immediate supervisor or his/her designee. Selected applicants will be notified and a starting date arranged.
HIRING PROCESS
The administrator shall be responsible for hiring and firing staff. Make such all new employees must be 18 years of age or older. The employee should be able to speak, write and understand English language.
The administrator shall make such all new employees must have a physical exam and T.B. check no more than 12 months prior to being employed and at least once every year.
The administrator shall make such all new employees have their fingerprints sent to the Department of Justice (DOJ), FBI and cleared prior to initial contact with clients.
The administrator shall make such all new employees complete a statement regarding any prior criminal convictions prior to being employed.
The administrator shall make such all new employees possess a current first aid card/CPR.
The administrator shall make such all new employees has the ability work in these facilities in strict compliance with the regulations and statutes governing the operation of adult residential facilities.
The administrator shall make such all new employees, permanent full time employees shall receive one week paid vacation annually. The employee is eligible for one week after twelve months of employment.
The administrator shall make such all new employees must complete at least 8 hours of training prior to employment in the areas of clients' personal rights violations, incident reporting, providing clients with adequate care and supervision, as well as meeting the clients' needs for services and 2 weeks orientation with the facility.
CONDITION OF EMPLOYMENT
This will be dependent of receipt of criminal clearance record, physical/health exam clearance record, TB clearance, and provision of first aid and CPR certification. The new employee will also meet the qualification to be hired for that particular job.
Each new employee will be given a sixty-days probationary period after which the administrator and employee will meet to determine if the worker has the required talents and qualifications for the position and if the employee wishes to become permanent staff.
Each employee will be evaluated on their job performance after probationary period and then annually. Raise and or promotion of a staff will depend on the following:
- If an employee performs above and beyond his /her normal job duties as defined in the job description.
- Spend an unusual amount of time outside of the normal work schedule on related work.
- Develop an exceptional or innovative program.
- Exhibit significant improvement in the performance of their job duties as defined by the job description and verified by administrator, or exhibit consistently high quality performance over an extended period.
All employees will be advised of the responsibility to report suspected elder or adult abuse to CCL, Police and the office of the Ombudsman. Each will sign a form documenting that they have been so advised. The suspected abuse will be reported first to the Ombudsman/Authorities then to CCL.
INTERVIEWING PROCESS
The administrator or lead trainer for direct care staff position will conduct an interview; the interview will be conducted at the facility.
Selection of employees will follow federal guidelines for affirmative action. No applicant or employee shall be discriminated based on race, religion, sex, or disability. Those applicants not selected will be notified by phone or in writing. Selected applicants will be notified and a starting date arranged.
All employees must be willing to submit to the office the following documents before first day of work after selected.
- Physical check-up within 12months
- Fingerprint clearances
- First aid / CPR
Employees must be willing to be medication certified by the administrator/consultant within five (5) days from date of hire.
Employees must be willing to be CPR/ First Aid certified within three (3) months from date of hire or before hire.
Employees must be willing to participate in all the in-service training programs provided by the facility, each employee must have 8 hours of in-service training every year per Title 22 regulations.
Staff Training and Development Procedure:
The consultant will be responsible for staff training and development. The administrator will assist him/her. Guest speakers and community classes will be used as appropriate.
The caregiver must complete at least 8 hours of continuous education per year in areas relating to mental health, adult residential facility and in addition; all staffs will also complete at least one-day seminar of Nonviolent Crisis Intervention training every five years. All staffs will also complete at least two hours of additional training thereafter on a quarterly basis. All this training may be in addition to other mandatory training imposed by licensing laws and regulations on adult care facility workers.
Within the first week of employment, new staff members will be made familiar with the facility, its overall concepts and philosophy, and the special needs of the clients served. A minimum of eight (8) hour of training will be provided within the first 40 (forty) hours of employment.
Areas of training during the initial 40 (forty) hours of orientation will include specific program techniques in use in the facility to assess developmental growth of clients.
At least two (2) hours per month will be devoted on an on-going basis to planned in-service training. A staff training Report and a Staff In-service Log will be completed for each training session. An individual in-service Report will be kept on each staff member to reflect in-service training received.
WORK HOURS
The facility shall be open 24hours a day with 24 hour staffing at all time. The administrator is on-call 24 hours a day 7 days a week in addition for working at least 40 hours a week in the facility from 8am to 6pm Monday to Friday. The live in staff, night a-wake staff and reliever will be scheduled to work 12 hours a day with appropriate break time and live in staff is on-call at night while clients are sleeping, to assist night staff during emergency only. Each full time employee shall work 5 days week receives two days off each week. Staffing schedule:-One or two (depending upon the number of residents and their level of care). There will be two daytime direct care staff that will work from: 8am to 6pm and have one hour lunch and two thirty minutes, break and same as the two daytime relief staff. The two night-awake staffs will work from: 6pm to 8am, with two hours of break time and this will also be the same for the night-awake relief staffs.
SALARIES
The licensee determines salaries. Salaries will be paid on the 5th and 20th of each month. Deduction taken out of an employee's paycheck are either required by law or authorized in writing by the employee.
ABUSE REPORTING
- All employees shall be trained to report any form of abuse and are mandated by law to report any known or suspected abuse such as physical, neglect, abandonment, financial abuse, isolation.
- Abuse or suspected abuse shall be reported immediately by telephone or as soon as practically possible to the local Ombudsman and it should be followed by written report to the Department of Social Services within 2 working days and the Polices.
HARASSMENT
- It is Villa Victoria and Luxury Vila policy to fully support the laws that prohibit harassment, including harassment due to race, religion, color, sexual orientation, nationality, physical and mental, medical handicap, or age. We will maintain a friendly work place free of any harassment.
- No harassment will be tolerated. Any employee who is found to have engaged in such conduct will be subjected to immediate disciplinary action.
- Any employee who feels that he/she is being harassed should report to the administrator immediately. A thorough and confidential investigation will be undertaken.
- If harassment is found, a prompt, immediate remedial action will be taken on the offender. No employee will be retaliated against for reporting harassment or participating in an investigation thereof.
NEW EMPLOYEES
- The administrator will review with each new employee all "B" documents and appropriate regulations from the "Manual of Policies and Procedures - Adult Residential Facilities".
- The administrator will instruct and give on the job training to each new employee concerning his/her duties and responsibilities.
- The administrator will closely supervise the new employee during his/her first few weeks of employment.
- All new personnel shall be given on-the-job training appropriate to the job hired for, such as,
- Food preparation storage and menu plan.
- Housekeeping and sanitation.
- Provision of client care and supervision.
- Assisting clients with prescribed medication for self-administration.
- Recognition of early signs of illness and calling for appropriate professional assistance.
- Availability of community service and resources.
ONGOING STAFF TRAINING
- The administrator will convene staff meetings every two weeks or more often when necessary. At these meetings the administrator or a visitor knowledgeable, in the subjects being discussed will speak about new regulation, changes in procedures, or more efficient ways of carrying out responsibilities. Red Cross or appropriate agency will do first Aid training every three years.
- The administrator and staffs will share information they have learned or questions they may have.
- The administrator will note, in each staff's file, courses and training she/he has received.
- The administrator and associate administrator will attend a minimum of thirty five-hour initial certification training and thirty-five hours of continuous education training every two years to become more knowledgeable and to fulfill the requirement for their administrator's license.
- Training for all staff, will be provide by the administrator within his/her capabilities. Other training to be provided by college courses and professional seminars as needed.
- A Pre-employment orientation will provide prospective employees of what will be required of them, including personnel policies, job description, house rules and duties.
- On - the - job training will provide prospective employees the training necessary to carry out their duties in the most efficient manner possible.
- Any changes in the rules and regulations governing the operation of Residential care homes will immediately be relayed to employee so they will have complete up-to-date knowledge of all current regulations.
- Prior to the admission of a client with a restricted health condition, all facility staff who will participate in meeting the client's specialized care needs shall complete training sufficient to meet those needs and shall complete the training prior to providing services to the clients.
- Will provide training in handling of emergency and disaster plan.
- Will provide training in handling providing assistance with medication.
- Will provide training in handling P & I monies as required.
- Will provide training in handling and completing required documentation as prescribed by law.
- Will provide training in handling of requests or answering questions asked by CCL.
- Will provide training in handling Abuse reporting, Mobility, Money handling, Personal property and home management, Health care, Community awareness, Rights/responsibilities, Grooming and hygiene, Total self care and Behavioral management.
- Will provide training in handling the use, sale, and possession of illegal drugs or alcohol in this facility or coming to work under the influence of drug/alcohol.
- Will provide training in handling unprofessional conduct.
- Will provide training in handling dishonesty and incompetence.
- Will provide training in handling physical or mental unfitness for position occupied.
- Will provide training in handling personal problems being brought to work and affecting job performance.
- Will provide training in handling removing of any asset belonging to clients or to the facility for any reason without the expression of written consent from Villa Victoria and Luxury Vila, or buying/selling from the clients, which will lead to immediate employee dismissal.
- Will provide training in handling HIV clients.
- Will provide training in handling injury/illness prevention, fire /hazard prevention.
- Will provide training in handling safety/earthquake plan.
- Will provide training in handling/management of restricted health conditions like: Diabetes, incontinence of bladder care.
- Will provide training in handling/management of licensed sex offender clients.
Topics covered in training shall include developmental skills in these areas but are not limited to the following:
- [view] Abuse Reporting Responsibilities Form
- [view] Confidential Employee Medical Record
- [view] Criminal Clearance Transfer
- [view] Criminal Record Exemption Transfer Form
- [view] Criminal Record Statement
- [view] Employee Rights
- [view] Personal Rights
- [view] Personnel Health Screening
- [view] Personnel Record