Adjudication Process. Tuba City Regional Health Care Corporation. Human Resources

Transcription

1 Adjudication Process Tuba City Regional Health Care Corporation Human Resources

2 Overview TCRHCC Human Resources Hiring & Selection Adjudication Process

3 TCRHCC Human Resources HR Director Employee Relations Manager HR Operations Manager Executive Assistant Sr. HRIS Specialist HR Recruiter Talent Management Specialist Sr. Benefits & Compensation Employee Health Nurse HRIS Assistant Compensation & Benefits Specialist TCRHCC Active Headcount as of 06/30/18: 995

4 Workforce Analysis as of June 2018 Current Workforce - TCRHCC staff; comprised of direct hires, Commissioned Officers, and Federal Civil Service employees.

5 TCRHCC Recruitment Navajo Preference in Employment Act Application Screening Tier 1: Navajo Tier 2: Married to Navajo Tier 3: Other Native American Tier 4: Other (Non-Native)

6 TCRHCC Hiring and Selection Policy Reference and background checks, fingerprinting, and drug screening Fingerprint report 1) No convictions, guilty pleas, or pleas of no contest to any felony charges 2) Convictions, guilty pleas, misdemeanors (other than traffic offenses) Adjudication Process -jeopardize the mission or purpose of the hospital -create potential liability -jeopardize the high moral and ethical standards

7 TCRHCC Hiring and Selection Policy Adjudication Process 1. Letter of Inquiry 2. Provide documentation 3. Reviewed by HR 4. Response sent by HR (Final determination)

8 Adjudication Process Human Resources employees are Investigation & Adjudication Training Certified by Personnel Security Consultants, Inc. Adjudicator Responsibility: 1. Review first person information provided by individual on application questionnaire. 2. Review fingerprint background results. 3. Provide adjudication letter to applicant. 4. Review submitted documents. 5. Make final decision.

9 Letter of Inquiry What information can you provide regarding the charge on 12/2/2002? What steps have you taken to reduce or eliminate the conduct in question? Have you received counseling or remediation for your conduct? Documentation: Court docket Completion of sobriety classes/counseling Charges expunged Two outcomes: 1) Suitable for employment 2) Not suitable for employment

10 Indian Child Protection Regulations Indian Child Protection and Family Violence Prevention Act The purpose of these regulations is to prescribe minimum standards of character and suitability for employment for individuals whose duties and responsibilities allow them regular contact with or over Indian children, and the establish the method for distribution of funds to support tribally operated programs to protect Indian children and reduce the incidents of family violence in Indian country as authorized by the Indian Child Protection and Family Protection Act of 1990.

11 Indian Child Protection Regulations 25 CFR 63 Implementation of Public Law Public Law , the Indian Child Protection and Family Violence Prevention Act (25 USC 3202) 405 requires the following positions within Indian Country report suspected child abuse and/or neglect to their local or tribal child protective services or tribal law enforcement. The law further state that failure to immediately report such abuse or actions described in paragraph (2) to the local child protective services agency or local law enforcement agency shall be fined not more than $5,000 or imprisoned for not more than six months or both. Crime Control Act Subchapter V Child Care Worker Employee Background Checks (Public Law ) Each agency of the federal government, and every facility operated by the federal government (or operated under contract with the federal government), that hires (or contracts for hire) individuals involved with the provision to children under the age of 18 of child care services shall assure that all existing and newly-hired employees undergo a criminal background check.

12 Positions Designations Position designations direct which screening questions to ask. 25 CFR Determine the degree of risk the applicant, volunteer, or employee brings to the position. Position designations set the investigative requirements. 25 CFR Part Minimum standards of character are established by an employer and refer to identifiable character traits and past conduct. An employer may use character traits and past conduct to determine whether an applicant, volunteer, or employee can effectively perform the duties of a particular position without risk of harm to others. Position designations also establish suitability criteria. 25 CFR Indian tribes and tribal organizations must identify those positions which permit contact with or control over Indian children and establish standards to determine suitability for employment.

13 Fingerprinting Process Fingerprinting is completed by the Human Resources staff (June 2016) Electronic fingerprints are uploaded and sent via computer to reporting agency for results. FBI fingerprinting results in 45 minutes

14 Adjudication Process 1. Review 6. Final Decision 2.Compare/ Identify Issues 5. Re Evaluate 3. Prepare 4. Due Process

15 Adjudication Services Personnel Security Consultants, Inc th Street, Suite 200-N Albuquerque, New Mexico, Office: (505) Fax: (505)

16 Thank you Sharr Yazzie, MBA Human Resources Director Tuba City Regional Health Care Corporation 167 N. Main Street Po Box 600 Tuba City, AZ 86045