The Department intends to amend and repeal several rules within Chapter 65C-33, Child Welfare Training and Certification, to accomplish the following tasks: 1) eliminate the requirement of a pre-test as part of the pre-service training curriculum; 2)...

 

DEPARTMENT OF CHILDREN AND FAMILIES

Family Safety and Preservation Program

RULE NOS.:RULE TITLES:

65C-33.001Definitions

65C-33.002Certification for Child Protection Professionals

65C-33.003Child Welfare Pre-Service Training

65C-33.004Pre-Service Training Assessments

65C-33.005Phase II of Child Welfare Training

65C-33.006Performance Assessment

65C-33.007Additional Requirements for Supervisor Certification

65C-33.008Recertification

65C-33.009Certificate Issuance

65C-33.010Waiver Process

65C-33.011Decertification

65C-33.012Child Welfare Trainer Certification

65C-33.013“Supervising for Excellence” Trainer Certification

65C-33.014Third Party Credentialing Entities’ Application and Review Process

65C-33.015Revocation or Suspension of Department Approval of Third Party Credentialing Entity Status

PURPOSE AND EFFECT: The Department intends to amend and repeal several rules within Chapter 65C-33, Child Welfare Training and Certification, to accomplish the following tasks: 1) eliminate the requirement of a pre-test as part of the pre-service training curriculum; 2) repeal references to the Training Academy and SkillNET; 3) add responsibilities to the Third Party Credentialing Entity relating to developing and administering child welfare certification programs for persons who provide child welfare services; 4) repeal obsolete certification designations and amend the names of certification designations; 5) repeal the requirement of a Performance Assessment; 6) repeal rules regarding certificate issuance, supervisor certification, child welfare trainer certification, and “supervising for excellence” trainer certification; 7) repeal duplicative language and obsolete terms; and 8) repeal or clarify vague language.

In addition, the Department intends to add two new rules pertaining to the Third Party Credentialing Entities’ application and review process and revocation of Third Party Credentialing Entity Status.

SUMMARY: The Department intends to amend and repeal several rules within Chapter 65C-33, Child Welfare Training and Certification. In addition, the Department intends to add two new rules pertaining to the Third Party Credentialing Entities’ application and review process and revocation of Third Party Credentialing Entity Status.

SUMMARY OF STATEMENT OF ESTIMATED REGULATORY COSTS AND LEGISLATIVE RATIFICATION: The Agency has determined that this will not have an adverse impact on small business or likely increase directly or indirectly regulatory costs in excess of $200,000 in the aggregate within one year after the implementation of the rule. A SERC has not been prepared by the Agency.

The Agency has determined that the proposed rule is not expected to require legislative ratification based on the statement of estimated regulatory costs or if no SERC is required, the information expressly relied upon and described herein: The Department used a checklist to conduct an economic analysis and determine if there is an adverse impact or regulatory costs associated with this rule that exceeds the criteria in section 120.541(2)(a), F.S. Based upon this analysis, the Department has determined that the proposed rule is not expected to require legislative ratification.

Any person who wishes to provide information regarding a statement of estimated regulatory costs, or provide a proposal for a lower cost regulatory alternative must do so in writing within 21 days of this notice.

RULEMAKING AUTHORITY: 402.40 FS.

LAW IMPLEMENTED: 402.40 FS.

IF REQUESTED WITHIN 21 DAYS OF THE DATE OF THIS NOTICE, A HEARING WILL BE SCHEDULED AND ANNOUNCED IN THE FAR.

THE PERSON TO BE CONTACTED REGARDING THE PROPOSED RULE IS: Jodi Abramowitz. Jodi can be reached at [e-mail] or [phone]

 

THE FULL TEXT OF THE PROPOSED RULE IS:

 

65C-33.001 Definitions.

(1) “Agency” or “Employing Agency” refers to the Department, or any Sheriff’s Office or cCommunity-bBased cCare (CBC) provider under Grant Agreement or under contract with the Department to provide core child protection or child welfare services, including protective investigations, protective supervision, post-placement supervision, foster care, and other out-of-home care or adoption services.

(2) “Break in Service” refers to an interruption of an individual’s continuous employment in a position requiring Child Welfare Protection Professional certification.

(3) “Certification” refers to the process whereby an individual must demonstrate the knowledge, skills, abilities and priorities necessary to competently discharge the duties of a Florida Child Welfare Protection Professional, as evidenced by the successful completion of all applicable classroom instruction, field training, testing, and job-performance requirements of his or her position classification. Unless accommodations are made by the employing agency to address an individual’s special circumstances, each individual in a position requiring certification must be certified within one (1) year of the date of hire, or within one year of having successfully completed the post-test or the waiver test, whichever is earlier. Certification is a condition of employment in those positions requiring certification. Absent special circumstances, certification is valid for a period of no longer than three (3) years.

(4) “Certification Designation” refers to one (1) of the three (3) 11 Child Welfare Protection Professional categories in which an individual is eligible for certification, depending upon his or her position classification. Each designation (Child Protective Investigator, Case Manager, and Licensing Counselor) position classification has a different training, testing and certification requirement. , all of which are established by the Department:

(a) Child Protective Investigator;

(b) Child Protective Investigations Supervisor;

(c) Child Protective Investigations Specialist;

(d) Child Protection Case Manager;

(e) Child Protection Case Management Supervisor;

(f) Child Protection Case Management Specialist;

(g) Child Protection Licensing Counselor;

(h) Child Protection Licensing Supervisor;

(i) Child Protection Licensing Specialist;

(j) Child Protection Specialized Services Professional;

(k) Child Welfare Trainer.

(5) “Certification Plan” refers to an individualized, time-limited written contract between the Trainee or Child Protection Professional, his or her supervisor, and a Certified Child Welfare Trainer, which shall be developed when the need for such a plan is indicated by the individual’s inability to fulfill all training and certification requirements as necessary.

(5)(6) “Certified Florida Child Welfare Protection Professional” or “Certified” refers to the designation earned by an individual who has met the criteria for Florida certification as a Child Protective Investigator Investigations Professional, a Child Protection Case Manager Management Professional, or a Child Protection Licensing Counselor Professional, or a Child Protection Specialized Services Professional, by demonstrating the knowledge, skills, abilities and priorities necessary to competently discharge the duties of his or her position classification, as evidenced by the successful completion of all applicable classroom instruction, field training, testing, and job-performance requirements necessary for certification as a Florida Child Protection Professional.

(7) “Child Protection Case Management Professional” refers to any Department employee or employee of any designated service provider under contract with the Department who directly conducts, or who directly supervises individuals who conduct child protection services such as protective supervision, post-placement supervision, foster care, and other out-of-home care or adoption services.

(8) “Child Protection/Child Welfare Services” or “Child Protection Services” as defined in subsection 65C-30.001(21), F.A.C., means “core child protection programs such as protective investigations, protective supervision, post-placement supervision, foster care and other out-of-home care, or adoption services.”

(9) “Child Protection Licensing Professional” refers to any Department employee or employee of any designated service provider under contract with the Department who directly conducts, or who directly supervises individuals who conduct foster home licensing services.

(10) “Child Protective Investigations Professional” refers to any Department employee or employee of any designated service provider or sheriff’s office under contract or Grant Agreement with the Department who directly conducts, or directly supervises individuals who conduct investigations of reports of child abuse, neglect, or abandonment received by the Florida Abuse Hotline as defined in Section 39.01(61), F.S.

(6)(11) “Child Welfare Pre-Service Training Program” (also known as “Pre-Service”) refers to “Phase I,” the multi-faceted child welfare pre-service curriculum, the primary component of which is classroom instruction. The Pre-Service Training Program may also include opportunities for on-line learning and as well as supervised agency-specific field activities. Program participants must successfully complete all Phase I pre-service training requirements, including passing the post-test, in order to be eligible to move on to Phase II, the field portion of the Child Protection Professional certification process.

(7)(12) “Classroom Instruction” refers to one of the facets of the State of Florida Child Protection Professional Pre-Service Training Program, the other facets of which may include opportunities for on-line learning as well as supervised, agency-specific field activities. Classroom instruction involves the delivery and facilitation of approved, mandatory child welfare curricula. by at least one Certified Child Welfare Trainer in the classroom at all times.

(13) “Core Competency Elements,” or “Core Competencies,” as described in Section 402.40(5)(a), F.S., refer to the range of fundamental and essential knowledge, skills, abilities and priorities as determined by the Department, that every Child Protection Professional must achieve, demonstrate and maintain in order to competently perform his or her work responsibilities. These competencies are posted on the Training Academy website, at: http://cwta.fmhi.usf.edu/ and the document “Florida Child Welfare Core Competencies”, CF/PI 175-72 PDF 04/2010, is incorporated by reference. A copy of this document is available upon request by contacting the Office of Family Safety, 1317 Winewood Boulevard, Building 1, Room 306G, Tallahassee, Florida 32399-0700.

(14) “Decertification” refers to the process to be undertaken when a certified individual no longer meets the qualifications for certification. An individual may be decertified for cause (refer to Rule 65C-33.011, F.A.C.); any individual so decertified must immediately be removed from any position requiring certification.

(8)(15) “Department” refers to the Florida Department of Children and Families.

(9)(16) “Field Activities” or “Field Training” refers to one type of experiential learning which may be included in the State of Florida Child Welfare Pre-Service Training Program. When agency-designed field activities are included as part of a trainee’s pre-service training experience, the trainee must be accompanied by and under the direct and constant supervision of a Certified Child Protection Professional; the activities can take place in the field (e.g. accompanying certified staff on home visits or to court), or in the trainee’s unit (e.g., reviewing documentation in a case record).

(10)(17) “Florida Safe Families Network” (also known as “FSFN”) refers to the Department’s Statewide Automated Child Welfare Information System (SACWIS). FSFN serves as the statewide electronic case record for all child abuse investigations and case management activities in Florida. the SACWIS system of record which supports child safety, well-being and permanency by providing tools to enhance the quality of investigation, case management, and permanency services. As the official record of the case, FSFN is the mechanism by which to document and integrate various aspects of child welfare case practice and service delivery in a single statewide system, including intake and investigation, assessment and case planning, financial management, resource and provider management, and service delivery tracking.

(18) “Independent Evaluator” refers to an individual who is not a Child Protection Professional candidate’s supervisor, who is responsible for reviewing and impartially evaluating the casework and interpersonal skills portions of the Performance Assessment of a Child Protection Professional who is a candidate for certification. The independent evaluator is “independent” in the sense that he or she is not in the candidate’s direct line of supervision within the employing agency.

(11) “Full Certification” refers to the certification awarded after the provisionally certified professional has completed specified on-the-job experience and direct supervision requirements.

(12) “Group Supervision” refers to supervision provided to two (2) or more staff, either certified or uncertified, at the same time.

(13) “Individual Supervision” refers to face-to-face contact between a qualified supervisor and a provisionally certified professional during which the applicant apprises the supervisor of the status of a case, the case is discussed, the supervisor provides the applicant with oversight and guidance in working the case, and evaluates the applicant’s performance.

(14) “In-Service Training” refers to all training in which a certified Child Welfare Professional participates in order to help develop or enhance his or her core competencies on an on-going basis.

(15)(19) “Intern” refers to an undergraduate or graduate level college student undergoing supervised, practical training in the field of social work, child welfare/child protection, or a similar human services field.

(20) “Interpersonal Skills Evaluation” refers to that portion of the Performance Assessment wherein a meeting between the Child Protection Professional candidate for certification and a client, family, or other party is observed by the individual’s supervisor and an independent evaluator (either together or separately), in order to assess the individual’s competence in interacting with others in a professional manner.

(16)(21) “On-Line Learning” refers to one type of learning experience, provided via a computer, which may be included in the State of Florida Child Welfare Pre-Service Training Program.

(22) “Paraprofessional” for the purposes of this rule, refers to a trained aide who assists a professional individual.

(23) “Performance Assessment/Skills Demonstration” refers to the competency-based performance evaluation which is conducted on one of the cases assigned to each Child Protection Professional for which the individual has primary case responsibility, in order to help measure the knowledge, skills, abilities and priorities he or she demonstrates on the job. The Performance Assessment is the skills demonstration component of the certification process, the successful completion of which is required for certification of staff in the position classifications of Protective Investigations, Case Management and Licensing. The Performance Assessments which have been approved by the Department for each of these position classifications are incorporated by reference in Rule 65C-33.006, F.A.C. The two-part assessment is considered to be the culmination of the “Phase II” portion of the Child Protection Professional Certification process, and is designed to assess both casework and interpersonal skills.

(24) “Phase II” refers to the period of time between an individual’s successful completion of the pre-service requirements and successful completion of the Performance Assessment/Skills Demonstration. At the beginning of Phase II, the Child Protection Professional is given a caseload and other duties, and, under close supervision, is guided through the process of learning how to competently manage the responsibilities of his or her position. Phase II is performance-driven in that it examines the degree to which, with supervision and support, the Child Protection Professional is able to transfer the knowledge, skills, abilities and priorities developed during the pre-service training to actual casework application. Phase II culminates with the Performance Assessment/Skills Demonstration, the successful completion of which leads to initial certification when all other agency requirements are met.

(17)(15) “Position Classification” in Child Protection refers to the position in which a person is or has been employed such categories of Child Protection Professionals as Protective Investigations, Case Management, and Licensing.

(18)(26) “Post-Test” refers to the competency-based, criterion-referenced, proctored, written or on-line test which is administered at the conclusion of the State of Florida Child Welfare Pre-Service Training Program classroom curriculum. The post-test is designed both to measure the level of each trainee’s basic knowledge of Florida child protection laws, principles and policies, and to gauge each individual’s ability to appropriately integrate and apply fundamental child welfare/child protection concepts in his or her decision-making, when determining how best to meet the safety, permanency and well-being needs of a child. Upon successful completion of the post-test, the trainee may progress to Phase II, and assume the role and responsibilities of a Child Protection Professional.

(27) “Pre-Test” refers to the written or on-line test which is administered at the commencement of the Pre-Service training curriculum. The pre-test is designed to record baseline data on each trainee’s basic understanding of child protection issues prior to training, and to provide the trainee with an opportunity to gain familiarity with the testing instrument as well as some of the curriculum course content.

(19)(28) “Primary case responsibility” refers to the principal or foremost person, unit or geographical area assigned to perform child welfare/child protection services for a specific child, investigation, family, or case.

(29) “Professional Development Training” (also known as “In-Service Training”), refers to all relevant training in which a Certified Child Protection Professional participates in order to help develop or enhance his or her core competencies on an on-going basis. Each Certified Child Protection Professional must successfully complete a minimum of 48 Professional Development training hours every three (3) years in order to be eligible for recertification.

(20)(30) “Provisional Certification” refers to the certification of a Child Welfare Professional that is awarded after successful completion of pre-service training and the post-test, or the waiver test, prior to achieving full certification. status of a Certified Child Protection Professional whose most recent certification has expired as a result of the individual not having met the Professional Development training (or other) requirements for recertification. Provisional Certification may not exceed 60 days from the date of the expiration of the individual’s most recent certification. While provisionally certified, the individual may carry a caseload and continue to perform his or her job responsibilities, but must complete all requirements for recertification addressed in the Professional Development Plan within the specified time frame (no later than 60 days from the date of expiration of the individual’s most recent certification), or be removed from any position requiring such certification.

(31) “Recertification” refers to the process whereby the certification of a currently certified individual must be renewed every three (3) years, based upon the individual’s continuing ability to satisfy on-going training requirements, and meet both the demands of the job and the expectations of the employing agency. Unless accommodations are made by the employing agency to address an individual’s special circumstances, each individual in a position requiring certification must either be recertified within three (3) years of the date of the most recent (current) certification, or enter into a Recertification Plan.

(32) “Recertification Plan” (also known as “Professional Development Plan”) refers to an individualized, time-limited written contract between the Certified Child Protection Professional, his or her supervisor, and a Certified Child Welfare Trainer, which shall be developed when the Certified Child Protection Professional has failed to complete the required 48 Professional Development training hours as required for recertification, absent special circumstances accommodated by the employing agency. The agency-designed Recertification Plan must identify the roles and responsibilities of all plan participants, must address the training, activities and other action steps necessary in order for the Child Protection Professional to achieve recertification, and must include a specific time frame for successful completion of all activities. During this period of time, the individual is “provisionally certified.”

(21)(33) “Remedial Training Plan” refers to an individualized, time-limited written contract between the trainee, his or her supervisor, and a Certified cChild wWelfare tTrainer, which shall be developed when the trainee has failed to successfully complete his or her first attempt of the post-test, and will be re-taking the post-test. It is the responsibility of the trainee’s supervisor to initiate development of the Remedial Training Plan with input from the trainer and trainee.

(22)(34) “Secondary Worker case responsibility” refers to the designation of a person, unit or geographical area assigned by the supervisor to perform child welfare/child protection services for a specific child, investigation, family, or case in a minor capacity or to a lesser degree than that individual which maintains the “primary” case responsibility.

(23)(35) “Special Circumstances” refer to those instances in which an individual is unable to assume full or partial responsibility for a caseload, or is unable to be involved as required in pre-service or professional development (in-service) training due to unforeseen conditions beyond his or her control, which limit the individual’s ability to perform some or all required job functions.

(36) “Statewide Automated Child Welfare Information System” (also known as “SACWIS”), refers to a single statewide system that automates the collection of federally-mandated child welfare data and provides support for the delivery and management of child welfare services. The Florida Safe Families Network (“FSFN”) is the state’s SACWIS system of record.

(37) “Supervising for Excellence” refers to the Office of Family Safety-approved curriculum (including classroom training, assignments and a project component), which is required as part of the certification process for supervisors; an individual’s participation in this or other Department-approved supervisory course is one of the two steps in the supervisory certification process, the other of which is successful completion of the applicable Performance Assessment for the supervisor’s position classification (Protective Investigations; Case Management; Licensing).

(24)(38) “Trainee” refers to an individual who is participating in pre-service training and has not yet received Provisional Certification means a participant in the State of Florida Child Welfare Pre-Service Training Program. An individual remains in trainee status during the entire period of time he or she is in the pre-service training. Upon successful completion of the post-test, the trainee is eligible to progress to Phase II, and may assume the role and responsibilities of a Child Protection Professional.

(39) “Training Academy” refers to The Child Welfare Training Academy, which is responsible for the training and certification of Child Welfare Trainers, and for the administration of the State of Florida’s Child Protection Professional Certification Program. The mission of the Training Academy is to ensure that Child Welfare Trainers have the skills and supports necessary to help provide Child Protection Professionals with the knowledge, skills, abilities and priorities needed to make decisions that provide Florida children with safe and permanent homes.

(25)(40) “Training Caseload” refers to the reduced number of cases assigned to each provisionally certified Child Welfare Protection Professional after having successfully completed the pre-service curriculum and passing the post-test, or passing the waiver test.

(26)(41) “Training Entity” refers to the employing agency of each cChild wWelfare tTrainer, which is responsible for the delivery of pre-service and in-service training and the provision of other training services to a particular circuit, region or geographical area.

(27)(42) “Waiver Plan” refers to an individualized, written plan contract between the Child Welfare Protection Professional, his or her supervisor, and a Certified cChild wWelfare tTrainer, which, when the waiver process is implemented, addresses must be developed within five (5) business days of the individual having passed the waiver test. The “Waiver Plan” must address any supplemental identified training or activities needed by the Child Welfare Protection Professional in order to fulfill certification requirements, must assign responsibilities to each party, and must include specific time frames for completion.

(28)(43) “Waiver Process” refers to the procedure whereby an individual who meets the minimum educational and experiential criteria of a Child Welfare Protection Professional is eligible to take a “wWaiver tTest” and enter into an individualized “wWaiver pPlan,” in lieu of participating requiring that the individual participate in all of the pre-service training and post-test requirements of Phase I. There is no waiver procedure for any part of Phase II, the Performance Assessment/Skills Demonstration portion of the certification process; similarly, there is no waiver procedure for the 48 hours of professional development (in-service) training required every three (3) years for recertification.

(29)(44) “Waiver Test” refers to the competency-based, criterion-referenced, proctored, written or on-line test which, at the discretion of the employing agency, may be administered to individuals an individual whose prior experience allows them the opportunity to take the test in lieu of completing the pre-service training requirements in order to achieve provisional certification. credentials and qualifications meet the minimum educational and experiential criteria of a Child Protection Professional as outlined in Rule 65C-33.010, F.A.C. The waiver test is designed to measure the level of the individual’s basic knowledge of Florida child protection laws, principles and policies, and to assess the individual’s ability to appropriately integrate and apply fundamental child welfare/child protection concepts in his or her decision-making, when determining how best to meet the safety, permanence and well-being needs of a child. The waiver test must be administered within ten (10) business days of the individual’s start date in the position into which he or she was hired.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10, Amended______.

 

65C-33.002 Certification for Child Welfare Protection Professionals.

(1) It is the responsibility of each employing agency to maintain the integrity of the training and certification process, by ensure ensuring employee compliance with this Rule and establish by establishing agency policies that require reflect the fact that timely child welfare protection certification as is a condition of employment for those positions requiring certification.

(2)(a) It is the supervisor’s responsibility to support the evolving capacity of each individual under his or her supervision to effectively and competently carry out his or her job responsibilities.

(b) On an on-going basis, the supervisor must assess the individual’s level of job-related knowledge, skills, abilities and priorities and must identify, arrange for, or provide additional assistance as necessary to help enhance the individual’s overall development as a proficient Child Welfare Protection Professional.

(3) Absent special circumstances, every Child Welfare Protection Professional is required to be certified within one (1) year of the date of hire, or within one year of having successfully completed either the post-test or the waiver test for his or her position classification, whichever is earlier. Unless accommodations are made by the employing agency to address an individual’s special circumstances, certification is valid for a period of no longer than three (3) years.

(4) Accommodations.

(a) Arrangements shall may be made to accommodate an individual’s special circumstances in those cases in which the individual is unable to assume full or partial responsibility for a caseload, or fulfill the attendance requirements of pre-service or in-service training due to a medical, personal, family, or other emergency situation beyond the individual’s control.

(b)1. Accommodations include Accommodation includes extending the individual’s pre-service or in-service training period, approving limited additional time within which the individual can become certified or have his or her certification renewed recertified, or effecting such other accommodation as is reasonable based upon the individual’s situation.

(c)2. Accommodation of an individual’s special circumstances may be restricted to a specified time frame, or may extend until such time as the individual is able to fully resume his or her regular duties; the individual no longer occupies a position requiring certification; the individual is no longer employed by the agency; or the agency can no longer provide the accommodation.

(c) All individuals whose certification or recertification is or is anticipated to be delayed due to the accommodation of special circumstances shall be required to enter into a Certification Plan.

1. The agency-designed Certification Plan must identify the roles and responsibilities of all plan participants, and must set forth specific training and other job performance requirements which must be met in order for the Trainee or Child Protection Professional to achieve certification. The plan must address each of the necessary steps, and must include a specific time frame (not to exceed 60 days from one year after the individual’s having successfully completed the post-test or the waiver test) within which the individual must satisfy the training and other job performance requirements in order to achieve certification, or be removed from any position requiring that certification.

(5)2. It is the responsibility of the employing agency to help ensure that the Trainee or Child Welfare Protection Professional has access to the resources and supports necessary for his or her successful completion of the certification process.

(6)(4) Certification is based upon successful completion of both the pre-service curriculum component, including successfully passing the post-test, and completion of the required on-the-job training and supervision and the Performance Assessment element of the State of Florida’s Child Protection Professional Certification Program, as well as additional specific established requirements for each position classification, if any.

(7)(5) Each type of cChild welfare Protection cCertification has a different training, testing and certification requirement, all of which are established by the Department.

(8)(6) There are three (3) 11 types of certification designations for Child Welfare Protection Professionals that require certification:

(a) Child Protective Investigator;

(b) Child Protective Investigations Supervisor;

(c) Child Protective Investigations Specialist;

(b)(d) Child Protection Case Manager; and

(e) Child Protection Case Management Supervisor;

(f) Child Protection Case Management Specialist;

(c)(g) Child Protection Licensing Counselor.;

(h) Child Protection Licensing Supervisor;

(i) Child Protection Licensing Specialist;

(j) Child Protection Specialized Services Professional;

(k) Child Welfare Trainer.

(7) Certification designations may be modified or additional certification designations may be authorized by the Department of Children and Families through the rulemaking process.

(8) As determined by the Department, each certification type shall be indicative of core competencies achieved within the job responsibilities of each respective position classification and be so designated.

(9) Certification is a requirement for individuals in the following positions:

(a) Child Protective Investigator;

(b) Child Protective Investigations Supervisor (which includes any individual, regardless of position title, who is primarily responsible for providing direct supervision of Child Protective Investigators);

(c) Child Protection Case Manager;

(d) Child Protection Case Management Supervisor (which includes any individual, regardless of position title, who is primarily responsible for providing direct supervision of Child Protection Case Managers);

(e) Child Protection Licensing Counselor (or any individual, regardless of position title, who conducts parent preparation pre-service training for prospective caregivers, or any individual who conducts home visit assessments for the purpose of completing foster or adoptive home studies of prospective caregivers);

(f) Child Protection Licensing Supervisor (which includes any individual, regardless of position title, who is primarily responsible for providing direct supervision of Child Protection Licensing Counselors, or who conducts parent preparation pre-service training for prospective caregivers, or who conducts home visit assessments for the purpose of completing foster or adoptive home studies of prospective caregivers, or who approves, by signature, foster or adoptive home studies of prospective caregivers);

(g) Child Welfare Trainer.

(10) Certification is optional for individuals in the following non-supervisory positions:

(a) Child Protective Investigations Specialist (which includes any individual, regardless of position title, who performs the same or substantially similar function as a Program Specialist, Quality Assurance Professional, Field Trainer, Job Coach, or is otherwise responsible for evaluating the job performance of a Child Protective Investigator, or for providing case oversight or review in the program area of Child Protective Investigations);

(b) Child Protection Case Management Specialist (which includes any individual, regardless of position title, who performs the same or substantially similar function as a Program Specialist, Quality Assurance Professional, Field Trainer, Job Coach, or is otherwise responsible for evaluating the job performance of a Child Protection Case Manager, or for providing case oversight or review in the program area of Child Protection Case Management);

(c) Child Protection Licensing Specialist (which includes any individual, regardless of position title, who performs the same or substantially similar function as a Program Specialist, Quality Assurance Professional, Field Trainer, Job Coach, or is otherwise responsible for evaluating the job performance of a Child Protection Licensing Counselor, or for providing case oversight or review in the program area of Child Protection Licensing). Certification is optional for individuals in this category unless the individual is primarily responsible for providing direct supervision of Child Protection Licensing Counselors, or conducts parent preparation pre-service training for prospective caregivers; or conducts home visit assessments for the purpose of completing foster or adoptive home studies of prospective caregivers; or approves, by signature, foster or adoptive home studies of prospective caregivers. For individuals performing these functions, certification requirements shall apply.

(d) Child Protection Specialized Services Professional (which includes any individual, regardless of position title, who performs a very specific activity for the employing agency, such as placements; locating missing children; etc.). Certification is optional for individuals in this category unless the individual is responsible for direct supervision of persons in positions requiring certification.

(9)(11) The employing agency shall ensure is responsible for ensuring that all certification requirements are met within the specified time frames frame for those positions requiring certification.

(10)(a) To be certified, each Child Welfare Protection Professional candidate must meet the training and certification requirements for his or her position classification (Protective Investigations; Case Management; Licensing; Child Welfare Trainer) and certification designation (e.g., Protective Investigator; Supervisor) within one (1) year of the date of hire, or the date of having successfully completed the waiver or post-test for the position, whichever is earlier, absent special circumstances accommodated by the employing agency.

1. Regardless of an individual’s prior experience or length of time in a position requiring child welfare/child protection certification as a condition of employment, any individual who, prior to the effective date of this rule, has been functioning for any length of time in a position which requires such certification as set forth in this rule, and in which he or she has not achieved certification in that specific position classification (i.e., Protective Investigations; Case Management; Licensing) and in that specific certification designation (e.g., Case Manager; Protective Investigations Supervisor) within one (1) year of the date of hire, or the date of having successfully completed the waiver or post-test for the position, that individual is hereby provided with one (1) year from the effective date of this rule within which he or she shall successfully complete the activities necessary for certification in that specific position classification and certification designation (including both the casework and interpersonal components of the appropriate Performance Assessment for all individuals, in addition to the Office of Family Safety-approved “Supervising for Excellence” training for individuals in supervisory positions), and shall achieve such certification no later than one (1) year from the effective date of this rule, or be removed from any position requiring such certification. For individuals in this situation, a waiver test is not necessary.

(b) Prior to successfully completing the waiver or post-test, the individual is considered to be a trainee, and, as such, under no circumstances shall he or she carry a caseload, be assigned responsibility for any cases, conduct any unaccompanied or unsupervised home visits, perform any unsupervised home studies or interviews of children or adults, be ultimately responsible for any assessment of risk, or otherwise have primary responsibility for any investigation, child, family or case.

(11)(12) In those instances in which an individual, by virtue of promotion or other means of transfer into another position, is actively, concurrently certified in more than one position classification (Protective Investigations; Case Management; Licensing) or more than one certification designation (e.g., Protective Investigator; Supervisor), An the individual may hold multiple two or more such certifications at the same time simultaneously as long as he or she holds or has held the position classification or certification designation for which he or she is certified.

(a) Individuals shall be initially certified only in positions which they do not currently occupy, however, they may be eligible for recertification in the positions they held previously, as long as they meet the requirements for recertification.

(b) There is no limit to the number of position classifications or certification designations in which an individual may be recertified, and no limit to the length of time an individual may hold multiple Child Protection certifications, as long as the individual continues to meet the following recertification requirements:

1. Achieved initial certification in each of the position classifications or certification designations as indicated by possession of a valid, original Department-issued certificate, and

2. Is currently employed in a Florida child welfare/child protection position in good standing;, and

3. Has not been decertified for cause in any position requiring certification, and

4. Participates in and maintains documentation in the SkillNET system (or other Department-approved tracking database) of a minimum of 48 hours of professional development training every three (3) years for recertification in each of the certifications held. Each separate recertification requires 48 hours of professional development training hours, as addressed in Rule 65C-33.008, F.A.C.

(12)(13) The Third Party Credentialing Entities are employing agency is responsible for the internal monitoring of all trainings, certification activities and certification status of every Child Welfare Protection Professional employed by the Department, sheriffs’ offices and community-based care providers agency.

(13) Absent special circumstances, certification is valid for a period of two (2) years. The Third Party Credentialing Entity that administered the certification is responsible for determining whether an extension will be granted.

(a) The official tracking system that shall be used by the Department, the Training Academy, and all agencies to document training is SkillNET (or other Department-approved tracking database).

(b) All training, testing and certification information must be current and maintained in SkillNET (or other Department-approved tracking database).

1. The Training Academy is responsible for entering and maintaining pre-service course and testing information in the SkillNET (or other Department-approved tracking database) system.

2. The Office of Family Safety is responsible for verifying certification information in the SkillNET (or other Department-approved tracking database) system, prior to certificate issuance.

(14)(a) Upon any of the following: an individual’s loss of or inability to achieve certification; promotion, demotion or transfer to a position not requiring certification; decertification; termination from the position or agency; or other such status-changing event, the employing agency Training Manager or designee shall notify the Training Academy in writing of the individual’s status within five (5) business days of the effective date of the event.

(b) Within two (2) business days of same notification, the Training Academy will update the individual’s status in the SkillNET or other Department-approved tracking database system.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10, Amended_______.

 

65C-33.003 Child Welfare Pre-Service Training.

(1) The Department-approved State of Florida Child Welfare Pre-Service Training Program curriculum is primarily comprised of classroom instruction, but may also include opportunities for on-line learning and as well as agency-specific field activities. Department approval shall be based on whether the curriculum meets the standards set forth in Section 402.40(5), F.S.

(2) The pre-service classroom instruction involves the delivery and facilitation of approved, mandatory child welfare/child protection curricula by at least one a Certified cChild wWelfare tTrainer in the classroom at all times.

(a) At the discretion of the training entity, some pre-service classes may include guest speakers as subject matter experts regarding relevant topics; however, although agency or area-specific information may be added to the curriculum, nothing in the existing, Department-approved curriculum may be deleted or revised.

(b) With the exception of interns as referenced in subsection 65C-33.003(6) (9), F.A.C., a training entity or employing agency may arrange for non-employed individuals to participate in pre-service classroom instruction;, however, these individuals shall not be administered the waiver test, pre-test, or post-test.

(c)1. Pre-service classroom instruction may be observed by individuals involved in the administration, delivery, design, or oversight of pre-service training for purposes of assessing the effectiveness of training delivery, or evaluating the need for enhancement of curriculum design.

1. Advanced notice of the observation may be provided, but is not required.

2. Although classroom observation shall not require prior authorization from the agency training entity, Nno more than two (2) individuals shall observe the same class session at the same time any one time, and the observer(s) shall neither disrupt the class nor interact with the trainer(s) or class participants at any time while the class is in session.

(3) There is a 100% mandatory attendance requirement for all pre-service classroom instruction, absent special circumstances documented and accommodated by the employing agency or the training entity.

(a) It is the responsibility of the employing agency to ensure that each trainee attends and completes all of the pre-service classroom, on-line and field instruction pertinent to and required for his or her position classification.

(b) Any missed training classes, modules or material must be completed by the trainee prior to the trainee taking being eligible to take the post-test.

(4) The training entity is responsible for establishing and implementing a code of conduct for class participants to follow during all pre-service classroom instruction. This code of conduct shall, at a minimum, address trainee punctuality; courtesy and professionalism in the classroom; and respect for others’ opinions.

(5) On-line Learning. When opportunities for on-line learning are included as part of the pre-service training, certain approved course content may be presented in a web-based format, enabling each participant to assimilate the information at an individual pace, thereby helping to meet the unique needs and accommodate the different learning styles of each trainee.

(4)(6) Field Activities. As the classroom training experience helps introduce trainees to basic competencies, various supervised, agency-specific field activities, when included as part of the pre-service training, can help illustrate and augment classroom training content as well as any available and accessible on-line learning opportunities, by providing each trainee with a forum within which to observe, question and practice on-the-job application of the concepts learned in classroom training, while under guidance.

(a) It is the responsibility of the employing agency to ensure that, Iif field activities are provided to trainees during the pre-service training, the employing agency shall ensure the activities are overseen/supervised and reviewed by cCertified Child Welfare Protection Professionals.

(b) At the discretion of the supervisor, field activities may include opportunities for the trainee to shadow or be mentored by experienced certified staff, and may take place in the agency unit or in the field, as long as the trainee is accompanied by and under the direct and constant supervision of a cCertified Child Welfare Protection Professional at all times.

(7) Each trainee must successfully complete all pre-service training requirements for his or her position classification prior to taking the post-test.

(5)(8)(a) Under no circumstances shall a any trainee carry a caseload, be assigned responsibility for any cases, conduct any unaccompanied or unsupervised home visits, perform any unsupervised home studies or interviews of children or adults, be ultimately responsible for any assessment of risk, or otherwise have primary responsibility for any investigation, child, family or case, until he or she successfully completes successful completion of the pre-service training and passes , including having passed the post-test.

(b) In order to meet each trainee’s need for a variety of opportunities in the practical application of concepts learned in pre-service training, a trainee may be assigned as a “secondary” worker (investigator, case manager or licensing counselor) in the FSFN or other Department-approved system to no more than four (4) active cases during his or her pre-service training, for the sole purpose of performing and practicing newly-learned skills while accompanied and supervised at all times by a cCertified Child Welfare Protection Professional. Although assigned as a “secondary” worker, the trainee shall not in any way bear ultimate responsibility for any aspect of the case. Every piece of casework completed by the trainee shall be reviewed and approved by either the primary worker on the case, the supervisor of the primary worker on the case or other cCertified Child Welfare Protection Professional, prior to the piece of casework being included and saved in the active case file or FSFN case record.

(6)(9) Interns.

(a) Interns may be utilized to assist cChild welfare Protection staff in the performance of their job duties;, however, under no circumstances shall an intern carry a caseload, be assigned responsibility for any cases, conduct unaccompanied or unsupervised home visits, perform unsupervised home studies or interviews of children or adults, be ultimately responsible for any assessment of risk, or otherwise have primary responsibility for any investigation, child, family or case, until successfully completing the pre-service training and passing the post-test.

every intern must be accompanied by and under the direct and constant supervision of a Certified Child Protection Professional at all times, until the intern successfully completes the pre-service training (including passing the post-test).

(b) Any intern who will conduct any casework or have any client contact is required to attend pre-service training, fulfill the same on-line and field training requirements, and be expected to conduct himself or herself in the same responsible manner as other trainees employed by the agency.

1. Interns attending the pre-service training will remain in trainee status for the duration of the pre-service training. As a trainee, under no circumstances shall an intern carry a caseload, be assigned responsibility for any cases, conduct any unaccompanied or unsupervised home visits, perform any unsupervised home studies or interviews of children or adults, be ultimately responsible for any assessment of risk, or otherwise have primary responsibility for any investigation, child, family or case, until successful completion of the pre-service training, including having passed the post-test.

(b)2. The agency shall develop a policy addressing, at a minimum, the scope, limitations and required supervision of interns who have successfully completed the pre-service training, with regard to such issues as type of case assignments, caseload size, continuity of service provision to families, and child safety.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10, Amended_______.

 

65C-33.004 Pre-Service Training Post-Test Assessments.

(1) Pre-Test.

(a) The training entity is responsible for the administration of the pre-test. Individuals who may take the pre-test as part of the pre-service training curriculum are those persons hired by the employing agency in a Child Protection Professional position, as well as interns working with the agency in a paraprofessional capacity.

(b) The pre-test shall not be authorized to be used as a study guide, as an evaluation tool to assess trainees’ comprehension of material covered during pre-service training in any type of preparation for the post-test, or for any other purpose(s) for which it has not been validated and approved. An individual may take the pre-test only once during any one period of employment, or once during any one pre-service training cycle in those instances where an individual would be required to attend pre-service training more than once during any one period of employment.

(c) The pre-test is scored by the SkillNET system, and upon conclusion of the pre-test, the test proctor may provide each trainee with his or her pre-test score. Each employing agency may develop its own protocols with regard to the dissemination of an individual’s pre-test score to appropriate personnel within the agency. The employing agency may utilize the trainee’s pre-test score for purposes of trainer and trainee performance evaluations by comparing the trainee’s pre- and post-test scores, however, neither the pre-test nor the pre-test score shall be used for any type of pre-employment screening or for any other purpose(s) for which it has not been validated and approved.

(1)(2) Post-Test.

(a)1. The training entity is responsible for proctoring the administration of the post-test, and for ensuring that there is adequate and appropriate technical support available at or within close proximity to the testing site, in the event of an emergency related to the administration of the test emergencies.

2. Disruptions During Testing.

a. Should equipment failure, building disruption, or other unforeseen circumstance occur during the course of the administration of the post-test, and should the failure affects one, several, or all participants involved in taking the test, arrangements shall be made by the training entity to re-administer the post-test as soon as practical to those participants affected by the disruption.

b. The re-administration of the post-test to the affected participant(s) must be conducted in a manner consistent with the time and proctoring standards followed in the initial post-test administration, ensuring that all participants are treated fairly and provided with equal opportunities for successful post-test completion.

c. For issues not addressed above which arise during the administration of the post-test, the trainer/test proctor shall contact the Training Academy for immediate guidance. The Training Academy shall keep a record of these issues/requests detailing the date and time of the call; the name, title and agency of the caller; the nature of the issue; and the resolution provided by the Academy. A copy of this log will be provided to the Department on a quarterly basis, or as requested.

(2)(b) Only individuals hired by the employing agency in a Child Welfare Professional position, as well as interns working with the agency, are eligible to take the post-test. Prior to proctoring administering the post-test, the training entity is responsible for verifying each trainee’s eligibility to take the post-test, by ensuring that every trainee has satisfactorily completed all pre-service training requirements., including all classroom instruction as well as any required on-line courses and applicable field activities for his or her position classification. Individuals who may take the post-test are those persons hired by the employing agency in a Child Protection Professional position, as well as interns working with the agency in a paraprofessional capacity.

(3)(c) The Third Party Credentialing Entity training entity is responsible for addressing and accommodating the special testing needs of a trainee, by prior discussion with the trainee and the supervisor, in order to determine if accommodations are reasonable accommodation is warranted and able to be afforded the trainee, while ensuring that all pre-service participants are treated fairly and provided with equal opportunities for successful post-test completion.

(4)(d) The post-test shall be is administered and scored by the Third Party Credentialing Entity or contracted provider. SkillNET system, and Immediately upon completion conclusion of the post-test, the test proctor shall provide is responsible for providing each trainee with his or her preliminary post-test score. Within five (5) business days of the completion of the test, the Third Party Credentialing Entity shall send the trainee his or her official score via U.S. mail or electronic mail. Each employing agency shall may develop its own protocols with regard to the dissemination of an individual’s post-test score to appropriate personnel within the agency.

(5) Disruptions During Testing.

(a) If equipment failure, building disruption, or other unforeseen circumstances occur during the course of the administration of the post-test, and the disruption affects any participants taking the test, arrangements shall be made by the training entity to re-administer the post-test as soon as practical to those participants affected by the disruption.

(b) The re-administration of the post-test to the affected participant(s) must be conducted in a manner consistent with the time and proctoring standards followed in the initial post-test administration, ensuring that all participants are treated fairly and provided with equal opportunities for successful post-test completion.

(c) For issues not addressed above which arise during the administration of the post-test, the trainer/test proctor shall contact the Third Party Credentialing Entity for guidance. The Third Party Credentialing Entity shall keep a record of these issues/requests detailing the date and time of the call; the name, title and agency of the caller; the nature of the issue; and the resolution provided by the Third Party Credentialing Entity. A copy of this log shall be provided to the Department on a quarterly basis, or as requested.

(3) Post-Test (First Attempt).

(6)(a) A trainee must achieve the minimum established passing score or higher on the post-test in order to receive progress to Provisional Certification Phase II. The minimum established passing score of the post-test is determined by the Third Party Credentialing Entity Department and shall be posted on the Training Academy website.

(b) Any trainee who scores one (1) to ten (10) points below the minimum passing score on the first attempt of the post-test may either take the post-test one (1) additional time, or be removed from the position no later than ten (10) business days of receipt of the post-test results.

(7) Retaking the Post-Test. 1. If re-taking the post-test, the re-test must be administered no later than 15 business days following the date of the initial post-test, absent special circumstances accommodated by the employing agency or the training entity.

(a)2.a. If the employing agency authorizes the trainee to re-take the post-test, Pprior to scheduling such a re-take, a Remedial Training Plan shall be developed between the trainee, his or her supervisor, and a Certified cChild wWelfare tTrainer, to address the trainee’s area(s) of deficiency in the pre-service training modules or on the post-test and a plan for remediation. It is the responsibility of the trainee’s supervisor to initiate development of the Remedial Training Plan, with input from the trainer and trainee.

(b)b. The agency-designed Remedial Training Plan must identify the roles and responsibilities of all plan participants, must address the trainee’s major area(s) of deficiency on the post-test, and must include a schedule of dates and times during which specific portions of the pre-service curriculum (as well as any other relevant training materials) will be reviewed with the trainee in an effort to ensure that the individual is provided with access to all of the resources and supports available to help increase the likelihood of successful completion of the re-take of the post-test.

(c)1. Any trainee who scores eleven (11) or more points below the established minimum passing score on the first attempt of the post-test may either take the entire pre-service training again during the next training cycle, or be removed from the position no later than ten (10) business days after receipt of the post-test results.

2. If retaking the entire pre-service training, the trainee shall remain in trainee status, and therefore shall not carry a caseload, be assigned responsibility for any cases, conduct any unaccompanied or unsupervised home visits, perform any unsupervised home studies or interviews of children or adults, be ultimately responsible for any assessment of risk, or otherwise have primary responsibility for any investigation, child, family or case while in trainee status.

(4) Post-Test (Second Attempt):

(a) For those trainees re-taking the post-test, the employing agency shall make arrangements for the second attempt of the post-test to be administered within 15 business days following the date of the initial post-test, absent special circumstances accommodated by the employing agency or the training entity.

(b)1. Any trainee who fails to achieve the minimum passing score on the second attempt of the post-test must either take the entire pre-service training again during the next training cycle, or be removed from the position within ten (10) business days after receipt of the post-test results.

2. If retaking the entire pre-service training, the trainee shall remain in trainee status, and therefore shall not carry a caseload, be assigned responsibility for any cases, conduct any unaccompanied or unsupervised home visits, perform any unsupervised home studies or interviews of children or adults, be ultimately responsible for any assessment of risk, or otherwise have primary responsibility for any investigation, child, family or case while in trainee status.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10, Amended______________.

 

65C-33.005 Provisional Certification Phase II of Child Welfare Training.

(1)(a) A trainee must successfully complete all of the required pre-service training and pass the post-test, (or pass the waiver test,) in order to receive provisional certification progress to Phase II as a Child Protection Professional.

(b) Any Child Protective Investigator, Case Manager, or Licensing Counselor who has either successfully completed either the waiver test (and entered into a waiver plan), or successfully completed the pre-service training and (including having passed the post-test), is considered to be a Provisionally Certified Child Welfare Protection Professional, and, as such, may perform all tasks required by the position held, while completing his or her certification process.

(c) The Third Party Credentialing Entity is responsible for issuing provisional certification certificates and maintaining a certification database.

(c) Any Child Protective Investigations, Case Management, or Licensing Supervisor or Specialist who has successfully completed either the waiver test (and entered into a waiver plan), or the pre-service training (including having passed the post-test), is considered to be a Child Protection Professional, and, as such, may perform all tasks required by the position held while completing his or her own certification process, with the exception of:

1. Performing 2nd Party Reviews of investigative cases, which non-certified individuals shall not do; and,

2. Serving as either a first-tier or second-tier evaluator on any Performance Assessment, which individuals not certified as Supervisors, Specialists or Child Welfare Trainers shall not do.

(2) Training Caseload

(a) Upon receiving provisional certification successful completion of either the waiver test, or the pre-service training requirements and the post-test, each Child Protective Investigator, Case Manager, and Licensing Counselor shall be granted caseload protection for 30 calendar days, during which time given a training caseload of a reduced number of investigations (for Child Protective Investigators), a reduced number of cases (for Case Managers), or a reduced number of foster family home studies (for Licensing Counselors) will be provided to the new Child Protection Professional. for 30 calendar days.

(b) The employing agency shall develop a policy which addresses the establishment of a training caseload range, specifying both the maximum number, as well as the type of investigations, cases, or home studies to which a new Child Protection Professional may be assigned as either primary or secondary worker within 30 calendar days of having passed the waiver test or post-test.

(b)1. The training caseload for Child Protective Investigators shall should be limited to no more than four (4) open, active investigations at any time, and shall not exceed a total of eight (8) open, active investigations at any time during the 30 calendar days following the date the individual passed the waiver or post-test.

(c)2. The training caseload for Child Protection Case Managers shall should be limited to no more than five (5) open, active cases, and shall not exceed ten (10) children at any time during the 30 calendar days following the date the individual passed the waiver or post-test.

(d)3. The training caseload for Child Protection Licensing Counselors shall should be limited to no more than three (3) open, active home studies at any time; the number of licensed foster homes on the training caseload and shall not exceed a total of five (5) licensed foster homes at any time during the 30 calendar days following the date the individual passed the waiver or post-test.

(3) After the 30 calendar days of having passed the waiver test or post-test day period of caseload protection, the caseload of a new Child Welfare Protection Professional may be increased gradually over time, based upon the ongoing assessment of the individual’s developing knowledge, skills, abilities and priorities by the sSupervisor or and other designated certified individuals within the employing agency.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10, Amended______.

 

65C-33.006 Full Certification Performance Assessment.

(1) A provisionally certified Child Welfare Professional must meet the following requirements to earn Full Certification:

(a) Complete 1,040 hours of on-the-job experience in his or her certification designation.

(b) Complete six (6) field observations, as defined by the Third Party Credentialing Entity;

(c) Have 20 hours of individual supervision;

(d) Have 10 hours of group supervision; and

(e) Have an additional 10 hours of individual and/or group supervision with an attestation from the supervisor that the Child Welfare Professional has the ability to competently perform child welfare services.

(2) Absent special circumstances, a Child Welfare Professional has one (1) year from provisional certification to attain full certification.

(3) The Third Party Credentialing Entity is responsible for issuing full certification certificates and maintaining a certification database.

(1) The employing agency is responsible for the administration, tracking and oversight of the Performance Assessment.

(2) Every agency shall utilize the core standardized, competency-based skills evaluation instrument (“Performance Assessment”) approved by the Department, in order to address core competency elements by objectively assessing and measuring each candidate’s proficiency in executing identified key activities essential to and representative of the responsibilities and duties of the individual’s position, when performed as mandated by statute, rule and policy within required time frames.

(3)(a) Each component of the Performance Assessment is designed to address those fundamental competency elements pertinent to the job responsibilities of each respective position classification (Protective Investigations; Case Management; Licensing), and each Child Protection Professional shall be evaluated in terms of the primary function(s) of the position which he or she occupies.

(b) Although every agency must utilize the standard Performance Assessment approved by the Department, each agency may incorporate into the Performance Assessment additional components which reflect the agency’s own System of Care or Quality Assurance measures.

1. These additions must not change the core elements of the Assessment, and although they may be more prescriptive than statute, rule and Department policy, they may not be less so.

2. The agency-specific additions to the core Performance Assessment are not required to be forwarded to the Office of Family Safety for approval prior to use.

(4) There are two portions of the core Performance Assessment; one is the casework portion, which includes an evaluation of actual case documents, and the other is the interpersonal skills portion, which includes an evaluation of a professional interaction.

(5) There is no requirement as to which component of the Performance Assessment is evaluated first, the casework or the interpersonal skills portion, provided that all evaluations of each component (including any re-takes, if necessary) are completed no later than one (1) year from the date of hire or the date of the candidate’s successful completion of the waiver or post-test, whichever is earlier.

(6) Each Child Protection Professional shall have two (2) opportunities to successfully complete all portions of the Performance Assessment.

(a) After successful completion of all of the required classroom and field training provided as part of the State of Florida Child Welfare Pre-Service Training Program (or completion of the individual’s waiver plan, if applicable), and upon approval of the candidate’s supervisor, the candidate is considered eligible to take the Performance Assessment.

(b) Although there is no set time frame during which the candidate must begin the Performance Assessment process, all evaluations of each component of the Performance Assessment (including any re-takes, if necessary) must be completed no later than one (1) year from the date of hire, or the date of the candidate’s successful completion of the post-test or waiver test, whichever is earlier.

(7) Both the Casework and Interpersonal portions of the Performance Assessment shall undergo a two-tiered evaluation, whereby each portion is assessed by two (2) evaluators, either internal or external to the employing agency, both of whom must be certified, and at least one of whom shall be an “independent evaluator” of the candidate’s Performance Assessment (i.e., “independent” in that he or she is not in the candidate’s chain of command). If certified as a supervisor, the candidate’s supervisor may serve as the first-tier evaluator, but is not required to do so.

(a) If the candidate’s immediate supervisor is not certified as a supervisor, he or she shall not serve as the first-tier evaluator for either the Casework or Interpersonal portions of the Performance Assessment; a certified supervisor or other evaluator certified at the supervisory or higher level (supervisor; specialist; trainer) must conduct the evaluation. When possible, the certified individual serving as an evaluator should be certified in the same program area of child protection expertise as that in which the candidate is seeking certification (e.g., Investigations; Case Management; Licensing).

(b) In order for an individual to serve as an independent evaluator, he or she shall:

1. Be a Certified Child Welfare Trainer, or

2. Be a Certified Child Protection Professional whose certification, when possible, is in the same position classification as that in which the candidate is seeking certification (Protective Investigations; Case Management; Licensing).

a. For certification candidates in the positions of Child Protective Investigator, Case Manager, Licensing Counselor, and Specialized Services Professional, an independent evaluator may be any individual with supervisory or higher level (i.e., Specialist; Trainer) certification.

b. For certification candidates in the position of Supervisor in any of the position classifications of Protective Investigations, Case Management, Licensing, or Specialized Services, an independent evaluator may be any individual with identical (i.e., Supervisor) or higher level (i.e., Specialist; Trainer) certification.

c. For certification candidates in the position of Specialist in any of the position classifications of Protective Investigations, Case Management, Licensing, or Specialized Services, an independent evaluator may be any individual with identical (i.e., Specialist) or higher level (i.e., Trainer) certification.

(c) Independent evaluators may be from within the same employing agency as that of the candidate, or from another agency which performs the same or substantially similar child welfare/child protection work, provided that the individuals meet the above independent evaluator criteria. Agency policy may include the assignment of more than one independent evaluator or the use of independent evaluation teams.

(d) An independent evaluator shall not conduct an assessment of any candidate within his or her chain of command, or of any candidate with whom there may exist a personal relationship or conflict of interest.

(e) If more than one independent evaluator is assigned, the same independent evaluator(s) shall not be required to evaluate both portions of a candidate’s Performance Assessment (including any agency-specific additions); one independent evaluator may evaluate the Casework portion, and another evaluate the Interpersonal portion of the assessment.

(8) Casework Component of the Performance Assessment.

(a) For all positions and candidates for certification, each employing agency will establish Performance Assessment case selection procedures which may include identifying one “test” case per candidate, or a combination of several such cases per candidate, in order to determine an average rating of all standards. Case selection procedures may also include random or planned identification of the one or more “test” cases, which meet the established criteria for the casework component of the Assessment, within the guidelines set forth in this rule for each candidate’s position classification and certification designation.

(b) The Performance Assessment enables child protection professionals to demonstrate their skills consistent with the specific tasks their jobs require.

1. Each individual shall complete the casework component of the Performance Assessment that is most representative of or most closely matches his or her job responsibilities.

2. In those situations where an individual works in a “mixed” unit and performs several job functions, or works in a highly specialized unit and performs a very specific or limited job function, the individual will meet with his or her supervisor in order to determine which casework component of the Performance Assessment would be the most appropriate to complete for his or her job.

a. There are instances in which an individual’s job duties are very specific and limited to one primary function for which there are no existing, Department-approved Performance Assessments that would provide an appropriate measure of the individual’s knowledge, skills, abilities and priorities in performing his or her particular job (e.g., placements; locating missing children; etc.).

b. In these cases, if the agency requires that the individual be certified, the agency shall develop the casework component of a position-specific Performance Assessment, and shall submit same draft to the Office of Safety for review, comment and approval prior to its use.

1. All such position-specific Performance Assessments shall be designed to evaluate comparable criteria as that which is evaluated by the Department-approved Performance Assessments incorporated by reference herein, in terms of compliance with applicable statutes and rules, as well as quality of practice measures in each of the standards of Assessment, Documentation, and Planning.

2. For the interpersonal component, the Department will approve use of the interpersonal skills assessment for either client interaction (as approved for use by investigators, case managers, or licensing counselors), or for staff/peer interaction (as approved for use by supervisors and specialists), depending upon the individual’s job function. The certification designation for individuals who successfully complete these Department-approved, position-specific Performance Assessments will be “Child Protection Specialized Services Professional”.

(c) For all Performance Assessments, the casework component evaluation shall include a review of all documentation in both the paper case file (if any) and the electronic SACWIS (FSFN) record of the case.

1. In those situations where it is anticipated or known that an evaluator may be unable to access or view documentation within the FSFN record, all documents, completed forms and information in the electronic FSFN or other record of the case must be printed out and placed into the case file to be evaluated (or otherwise made accessible to all reviewers), prior to the scheduled starting date of the first tier evaluation.

2. All casework conducted and documents prepared, included and evaluated as part of the casework portion of the Performance Assessment shall be representative of those casework activities and documents regularly required to be completed or reviewed as part of the candidate’s typical job responsibilities. For Protective Investigator, Case Manager, Licensing Counselor, and Specialized Services Professional candidates, all documents evaluated shall be the sole work of the candidate.

3. No documents may be added to, removed from, or changed within either the electronic or printed case file once the Performance Assessment has begun.

(d) Absent special circumstances accommodated by the employing agency, the first-tier evaluator must conclude his or her evaluation within 10 business days of having the completed case file provided to him or her by the candidate or the candidate’s supervisor.

(e) An independent evaluation of the casework portion of the Performance Assessment may be conducted only after the initial evaluation has been completed by the first-tier evaluator.

1. The results of the first-tier evaluation and rating of the casework portion of the Performance Assessment shall not be shared with the candidate, the independent evaluator or any other party prior to the independent evaluator having completed his or her evaluation.

2. Upon completion of his or her evaluation (no later than 10 business days after having received all case materials), the first-tier evaluator will provide the case file to the independent evaluator for his or her evaluation, regardless of the results of the first-tier evaluation.

(f) Each independent evaluator has 10 business days from the date he or she has been provided with the completed case file to conclude his or her evaluation of the candidate’s work products.

(9) Casework Component of the Performance Assessment for Child Protective Investigator, Child Protection Case Manager, and Child Protection Licensing Counselor candidates:

(a) Demonstration of core competency elements through skilled performance of minimum applicable key case activities as set forth in the Department-approved basic, core Performance Assessment designed for each position classification and certification designation is required for successful completion of the casework component of the Performance Assessment by candidates for Child Protective Investigator, Child Protection Case Manager, and Child Protection Licensing Counselor certification.

(b) All case activity must be completed pursuant to the applicable requirements of Chapter 39, F.S. and Chapters 65C-13, 65C-16, 65C-28, 65C-29, 65C-30, and 65C-31, F.A.C., including adhering to the applicable time frames as set forth in same statute and rules.

(c) Each case for evaluation shall be selected according to the employing agency’s case selection criteria, and shall be a case which has (or had, in closed cases) been open for a sufficient length of time so that it includes all of the documents required to be evaluated by the Performance Assessment. All documents in the case selected to be evaluated shall have been personally completed by the candidate. The parameters for case selection for the following Performance Assessments are:

1. “Performance Assessment for Child Protective Investigator Candidates”, CF-FSP 5344, August 2010, incorporated by reference and available at www.dcf.state.fl.us/publications/.

a. All documents in the case(s) selected to be evaluated shall have been personally completed by the candidate. The case shall be a closed judicial or non-judicial case with findings (closed no longer than within the past 60 days), which was staffed and referred for on-going case management service provision, and for which the candidate had primary responsibility.

b. The case may be an out-of-home case, where the child was removed and is living with a relative, non-relative, legal custodian, or foster parent; or the case may be an in-home case, where the child is living with one or both parents, under agency or court-ordered supervision.

2. “Performance Assessment for Child Protection Case Manager Candidates”, CF-FSP 5346, August 2010, incorporated by reference and available at www.dcf.state.fl.us/publications/.

a. All documents in the case(s) selected to be evaluated shall have been personally completed by the candidate. The case shall be an open or recently closed judicial or non-judicial case for which the candidate has/had primary responsibility. If open, the case must have been open for a sufficient length of time to enable the candidate to have developed each of the documents being assessed; if closed, the case can have been closed for no longer than 90 days prior to the start of the Performance Assessment process.

b. The case may be an out-of-home case, where the child was removed and is living with a relative, non-relative, legal custodian, or foster parent; or the case may be an in-home case, where the child is living with one or both parents, under agency or court-ordered supervision.

c. The preferred hierarchy of case selection for this Performance Assessment is as follows: The selected case shall be a judicial out-of-home case which is open, or which has been closed no longer than 90 days at the start of the Performance Assessment process. If the candidate’s work involves only (or primarily) judicial in-home cases, the case selected may be a judicial in-home case which is open, or which has been closed no longer than 90 days at the start of the Performance Assessment process. If the candidate’s work involves only (or primarily) non-judicial in-home cases, the case selected may be a judicial in-home case which is open, or which has been closed no longer than 90 days at the start of the Performance Assessment process.

3. “Performance Assessment for Child Protection Licensing Counselor Candidates”, CF-FSP 5348, August 2010, incorporated by reference and available at www.dcf.state.fl.us/publications/.

a. All documents in the case(s) selected to be evaluated shall have been personally completed by the candidate. Documentation to be reviewed shall be in FSFN or other Department-approved database or system if the licensed child-placing agency is unable to input, retrieve or otherwise access information in the FSFN system. Unless the candidate’s work involves only (or primarily) relicensing files, the case shall be an initial licensing file which has been completed in full, so that it includes all of the documents evaluated by the assessment (including, the home study, all supporting licensing documentation, and a recommendation to license), and all such documents being evaluated must have been personally completed by the candidate. The file can be one which has been submitted (or one which has not yet been submitted) for licensure.

b. If the candidate’s work involves only (or primarily) relicensing files, the file selected for the Performance Assessment may be a relicensing file, provided that the file is an active (not closed) relicensing file of a foster home which has had at least one placement (not respite) for a minimum of 90 days during the past licensing year. All documents in the relicensing case(s) selected to be evaluated shall have been personally completed by the candidate.

(10) Casework Component of the Performance Assessment for Child Protective Investigations, Child Protection Case Management, and Child Protection Licensing Supervisor or Specialist candidates.

(a) These Assessments are designed for Supervisors or for any individual, regardless of position title, who is primarily responsible for directly supervising Child Protective Investigators, Child Protection Case Managers, Child Protection Licensing Counselors, or any other persons who provide direct client services of a protective investigations, case management or licensing nature; certification is required for all supervising individuals meeting this criteria.

(b) These Assessments are also designed for Specialists or for any individual, regardless of position title, who performs the same or substantially similar function as a Program Specialist, Quality Assurance Professional, Field Trainer, Job Coach, or who is otherwise responsible for evaluating the job performance of a Child Protective Investigator, Child Protection Case Manager, or Child Protection Licensing Counselor, or who is otherwise responsible for providing case oversight or review in the program area of investigations, case management or licensing, but who is not responsible for providing direct supervision. Certification is optional for individuals in these Specialist or similar positions.

(c) A candidate for Supervisor or Specialist certification shall conduct an analysis of the casework of a Child Protective Investigator, a Child Protection Case Manager, or a Child Protection Licensing Counselor.

(d) Demonstration of core competency elements through skilled critical analysis of the strengths, omissions and errors in the case, in addition to identification of the improvements needed in the work product(s) analyzed per the case criteria set forth in the Department-approved Performance Assessment designed for each position classification and certification designation is required for successful completion of the casework component of the Performance Assessment by a candidate for Supervisor or Specialist certification.

(e) All case activity must be analyzed using the applicable requirements of Chapter 39, F.S. and Chapters 65C-13, 65C-16, 65C-28, 65C-29, 65C-30, and 65C-31, F.A.C., including applicable time frames as set forth in same statute and rules.

(f) The Supervisor or Specialist candidate shall conduct his or her analysis on a case which shall be selected according to the agency’s case selection criteria. However, a candidate shall not be assigned to conduct his or her analysis on a case on which he or she provided direct supervision or a significant amount of consultation prior to the assessment. Cases may be selected from any unit or program area caseload. The parameters for case selection for the following Performance Assessments are:

1. “Performance Assessment for Supervisor and Specialist Candidates in Child Protective Investigations”, CF-FSP 5345, August 2010, incorporated by reference and available at www.dcf.state.fl.us/publications/.

a. For Child Protective Investigations Supervisor or Specialist candidates, the selected case must be a closed judicial or non-judicial case with findings (closed no longer than within the past 60 days), which was staffed and referred for on-going case management service provision.

b. The selected case may be an out-of-home case, where the child was removed and is living with a relative, non-relative, legal custodian, or foster parent; or the case may be an in-home case, where the child is living with one or both parents, under agency or court-ordered supervision.

2. “Performance Assessment for Supervisor and Specialist Candidates in Child Protection Case Management”, CF-FSP 5347, August 2010, incorporated by reference and available at www.dcf.state.fl.us/publications/.

a. For Child Protection Case Management Supervisor or Specialist candidates, the selected case must be an open or recently closed judicial or non-judicial case which was staffed for service provision. If open, the case must have been open for a sufficient length of time to allow for the development of each of the documents being assessed; if closed, the case can have been closed for no longer than 90 days prior to the start of the Performance Assessment process.

b. The case may be an out-of-home case, where the child was removed and is living with a relative, non-relative, legal custodian, or foster parent; or the case may be an in-home case, where the child is living with one or both parents, under agency or court-ordered supervision.

c. The preferred hierarchy of case selection for this Performance Assessment is as follows: The selected case shall be a judicial out-of-home case which is open, or which has been closed no longer than 90 days at the start of the Performance Assessment process. If the candidate’s work involves reviewing only (or primarily) judicial in-home cases, the case selected may be a judicial in-home case which is open, or which has been closed no longer than 90 days at the start of the Performance Assessment process. If the candidate’s work involves reviewing only (or primarily) non-judicial in-home cases, the case selected may be a judicial in-home case which is open, or which has been closed no longer than 90 days at the start of the Performance Assessment process.

3. “Performance Assessment for Supervisor and Specialist Candidates in Child Protection Licensing”, CF-FSP 5349, August 2010, incorporated by reference and available at www.dcf.state.fl.us/publications/.

a. For Child Protection Licensing Supervisor or Specialist candidates, unless the candidate’s work involves reviewing only (or primarily) relicensing files, the selected case must be an initial licensing file which has been completed in full, so that it includes all of the documents evaluated by the assessment (including the home study, all supporting licensing documentation, and a recommendation to license). The file can be one which has been submitted or not yet submitted for licensure, and can be active/open or inactive/closed.

b. If the candidate’s work involves reviewing only (or primarily) relicensing files, the file selected for the Performance Assessment may be a relicensing file, provided that the file is an open (or recently closed) relicensing file of a foster home which had at least one placement (not respite) for a minimum of 90 days during the past licensing year.

(11) For all Supervisor candidates, the successful completion of the “Supervising for Excellence” or other Department-approved classroom training as addressed in Rule 65C-33.007, F.A.C., is an additional requirement for certification; completion of the supervisory training is not a requirement for certification of Specialist candidates, unless they provide direct supervision.

(12) Interpersonal Skills Component of the Performance Assessment.

(a) It is the responsibility of the candidate to select the interaction(s) for the interpersonal skills evaluation(s) and to schedule the observation(s).

1. For Child Protective Investigator candidates, the interpersonal skills evaluation(s) shall be scheduled in a client or family home, in the candidate’s office, or in any other professional setting in which the candidate interacts with children and adult clients.

2. For Child Protection Case Manager candidates, the interpersonal skills evaluation(s) shall be scheduled in a client or family home, during a home visit.

3. For Child Protection Licensing Counselor candidates, the interpersonal skills evaluation(s) shall be scheduled in the home of a family that is seeking licensure or relicensure.

4. For Supervisor and Specialist candidates in each of the position classifications, the interpersonal skills evaluations shall be scheduled in the candidate’s office or the field, where the candidate interacts with staff, peers, or other professionals.

(b) The interpersonal skills evaluation(s) may be scheduled at any time after the Performance Assessment has begun, as long as there is sufficient time for both portions of the Assessment (including any re-takes, if necessary) to be completed no later than one (1) year from the date of the candidate’s hire into the position, or successful completion of the waiver or post-test, whichever is earlier.

1. There is no requirement that the first-tier evaluator and the independent evaluator observe separate interactions, although they may do so, based upon such factors as scheduling availability and sensitivity to the needs of clients and families.

2. If the first-tier evaluator and independent evaluator observe separate interactions, either evaluator’s observation may be completed first.

(d) For all candidates for certification, the interpersonal interactions shall be evaluated per the criteria set forth in the Department-approved Performance Assessment most applicable to each candidate’s job function.

(13) Completion of the Performance Assessment.

(a) All initial and subsequently attempted Performance Assessment activities and evaluations must be concluded no later than one (1) year from the date the individual was hired into the position, or passed the waiver or post-test (whichever is earlier), by which time the individual shall have either achieved Child Protection Professional certification or shall be removed from any position requiring such certification.

(b)1. All portions of the Performance Assessment, including any agency-designed and agency-required additional components, must be successfully completed in order for the Child Protection Professional to fulfill the minimum performance standards required for initial certification.

2. Successful completion requires that both the first-tier evaluator and the assigned independent evaluator concur that the candidate effectively demonstrated the knowledge, skills and priorities necessary for the competent performance of the duties required by his or her position.

(c) At such time as the independent evaluator has completed both the casework and interpersonal evaluations, he or she, along with the first-tier evaluator and the supervisor (if different) shall meet to review and discuss the findings, prior to meeting with the candidate to present the results.

1. If both the independent evaluator and the first-tier evaluator agree that the individual successfully completed all portions of the Performance Assessment, the candidate has met the standard for initial certification as a Child Protection Professional in the applicable position classification and certification designation, and the necessary paperwork shall be completed per the process set forth in Rule 65C-33.009, F.A.C., in order for the candidate to be issued his or her certificate.

2. If both the independent evaluator and the first-tier evaluator agree that the individual did not successfully complete all portions of the Performance Assessment (including any agency-designed additional components), the candidate may engage in one (1) more attempt to demonstrate those skill areas which he or she did not pass the first time during the initial assessment.

a. If a candidate passes only one portion of the Performance Assessment (either the Casework or the Interpersonal Skills portion), it is not necessary for the candidate to take the entire assessment again; he or she will only need to re-take the failed portion of the assessment.

I. On the casework portion of the Performance Assessment, each of the written work products and criteria included in one standard (e.g., Documentation) must be passed in order to have passed that standard.

II. All standards must be passed in order to successfully complete the casework portion of the Performance Assessment.

III. Any standard(s) not passed may be attempted a second time in a re-take of the Casework portion of the Performance Assessment.

b. Inasmuch as a candidate’s second Performance Assessment casework attempt shall not be conducted on the same case as previously evaluated, the employing agency will have established a protocol for case selection for re-takes of any standards of the Casework component of the Performance Assessment.

c. Should a second attempt at the Interpersonal Skills portion of the Performance Assessment be necessary, the second attempt shall be observed during a professional interaction between the candidate and different participants than those observed in the first attempt.

I. As in the initial attempt, it is the responsibility of the candidate to select the interaction(s) for the Interpersonal Skills evaluation(s) and to schedule the observation(s); there is no requirement that the first-tier evaluator and the independent evaluator observe separate interactions, however they may do so.

II. If, during the first attempt of the Interpersonal Skills evaluation, the first-tier evaluator and the independent evaluator(s) observed different interactions, and only one of them failed the candidate, more than one evaluator must evaluate the second attempted interaction.

d. The employing agency shall make arrangements for the second attempt of any failed portion(s) of the Performance Assessment to be conducted within a time frame that allows for remediation while adhering to the established one-year period during which certification must be achieved.

e. Upon failing the first attempt of either portion of the Performance Assessment and prior to the individual’s second attempt, the candidate, his or her Supervisor, the independent evaluator(s), and a Certified Child Welfare Trainer shall enter into a Certification Plan to identify the areas of deficiency and develop the strategy for remediation; absent special circumstances, no second attempt of the Performance Assessment shall extend the one-year period during which certification must be achieved.

3. The employing agency shall have established a protocol for the resolution of differences which arise in the event that, after a review of their findings, the first-tier evaluator and the independent evaluator(s) differ in their perspective on whether or not the candidate successfully completed all components of the Performance Assessment.

a. Such agency protocol should include convening a Review Panel (or some similar resolution process) consisting of at least three executive staff (supervisory or higher level, at least one of whom must be certified at a supervisory or higher level) from the employing or other agency (who did not participate in initially evaluating the candidate’s Performance Assessment), to evaluate the same work products and skills assessed during the initial evaluation.

b. Within three (3) business days of the request for a Review Panel, all Performance Assessment work product materials (including all completed first and second-tier evaluation forms) shall be forwarded to the agency-designated senior member of the panel by the candidate’s supervisor.

c. Within five (5) business days of receipt of the Performance Assessment materials by the agency-designated senior panel member, the Panel shall meet, review the materials and make a determination as to whether or not the candidate successfully completed the Performance Assessment. The Panel must conclude its evaluation of all work products no later than 15 business days after having been notified that the Tier 1 and Tier 2 evaluators disagree on their findings.

I. As part of the panel’s decision-making process, the panel may request that both the first and second-tier evaluators appear and discuss their findings.

II. In the case of a difference of opinion between the panel members as to whether or not the candidate successfully completed the Performance Assessment, the agency-designated senior panel member shall make the final decision.

d. Within two (2) business days of the panel having reached a decision, the agency-designated senior member of the Panel shall return all Performance Assessment materials to the candidate’s supervisor. Within two (2) business days of having the materials returned to him/her, the candidate’s supervisor shall meet with the candidate to officially present the determination of the Review Panel. The Panel decision shall be final and binding.

4. The first-tier evaluator and independent evaluator(s) for the individual’s second Assessment attempt shall not be the same individual(s) as those who participated in rating the candidate’s first attempt of the Performance Assessment, unless a team approach is utilized by the agency for the independent evaluation process.

(14) Absent special circumstances, should a Child Protection Professional fail to successfully complete the second Performance Assessment attempt (either portion), the employing agency shall remove the individual from any position requiring such Child Protection Certification no later than ten (10) business days from the date of receipt of the results of the second failed Performance Assessment.

(15) Once it is known that an individual in a position requiring certification has failed to achieve certification due to two unsuccessful attempts to successfully complete the Performance Assessment, under no circumstances shall that individual carry a caseload, assign or be assigned responsibility for any cases, conduct any unaccompanied or unsupervised home visits, perform any unsupervised home studies or interviews of children or adults, be ultimately responsible for any assessment of risk, be tasked with any oversight or approval of the work of others, or otherwise have either primary or secondary responsibility for or provide oversight of any investigation, child, family or case.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10, Amended_______.

 

65C-33.007 Additional Requirements for Supervisor Certification.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10, Repealed_____.

 

65C-33.008 Certification Renewal Recertification.

(1) Certification renewal Recertification is a condition of continued employment for those positions requiring certification.

(2) In order to be eligible for certification renewal recertification, a it is required that every cCertified Child Welfare Protection Professional must continue to fulfill his or her job requirements and participate in a minimum of 40 48 hours of professional development (“in-service”) training every two (2) three (3) years from the date of his or her most recent certification, in order to help enhance professional growth and development on an on-going basis, and as the means by which to fulfill the training requirements for recertification. Unless accommodations are made by the Third Party Credentialing Entity employing agency to address an individual’s special circumstances, an each individual must be removed from in a position requiring certification if certification renewal is not achieved must be recertified within two (2) three (3) years of the date of the most recent certification, or be removed from any position requiring such certification.

(3) The employing agency shall ensure certification renewal that obtaining recertification every two (2) three (3) years through the fulfillment of job requirements and documented in-service professional development training is included as a performance standard for each cCertified Child Welfare Protection Professional, and that each individual employed in a position requiring certification is made aware of the ramifications of not meeting the requirement.

(4)(a) It is the responsibility of Tthe employing agency shall to ensure that each cCertified Child Welfare Protection Professional is notified of and encouraged to attend and participate in a variety of in-service professional development training opportunities in order to help enhance each individual’s professional evolution on an on-going basis, as well as to meet certification renewal recertification requirements.

(b) An individual may hold certification in more than one position classification (Protective Investigations; Case Management; Licensing) or in more than one certification designation (e.g., Protective Investigator; Supervisor) at the same time, and may be eligible for recertification in multiple position classifications or certification designations. In those instances in which an individual, by virtue of transferring, promoting, or being hired into another position requiring certification, is actively, concurrently certified in more than one position classification or certification designation, and meets the requirements for recertification, the individual’s recertification shall be granted in each position classification or certification designation for which he or she is eligible.

(5) Multiple Certifications

(a) An individual may renew his or her certification in multiple classifications or certification designations as long as he or she holds or has held the position classification or certification designation for which he or she is being renewed.

(a) Individuals shall not be initially certified in positions which they do not currently occupy, however, they may be eligible for recertification in positions they held previously, as long as they meet the requirements for recertification.

(b) There is no limit to the number of position classifications or certification designations in which an individual may be recertified, and no limit to the length of time an individual may hold multiple Child Welfare Protection certifications, as long as the individual continues to meet the certification renewal following recertification requirements.:

(6) An individual’s certification can be renewed for a position classification or certification designation if he or she meets the following requirements:

(a)1. Achieved initial certification in each of the position classifications or certification designations as indicated by possession of a valid certification issued by a Third Party Credentialing Entity; , original certificate, and

(b)2. Is currently employed in a Florida child welfare/child protection position in good standing; , and

(c)3. Has not had his or her certification revoked been decertified for cause in any position requiring certification; , and

(d)4. Participates in and maintains his or her own documentation in the SkillNET system (or other Department approved tracking database) of a minimum of 40 48 hours of in-service professional development training every two (2) three (3) years for recertification in each of the position classifications or certification designations in which the individual seeks and meets the criteria for recertification.

(6) The employing agency shall verify is responsible for verifying attendance and maintain maintaining documentation of each individual’s in-service professional development training hours.

(7) When a certified individual has a break in service of less than one (1) year and can meet the requirements for renewal as stated in (6) above, his or her certification can be renewed.

(7) The Department will not review or approve professional development (“in-service”) training courses.

(8) It is the responsibility of Tthe employing agency shall to validate in-service professional development training course content as to subject relevance, with regard to each individual’s position classification, job requirements, and identified or observed needs.

(9) In order to be eligible for recertification credit for any one (1) position classification or certification designation, an individual’s minimum of 48 professional development training hours shall include a minimum of four (4) hours of professional ethics; a minimum of six (6) hours of legal; and a minimum of 24 hours of practice skills training.

(a) Each separate recertification requires a minimum of 48 hours of professional development training hours; no more than 24 hours may overlap by counting toward recertification in more than one position classification or certification designation.

(b) For recertification in two (2) position classifications or certification designations, an individual meeting the criteria for recertification in each shall participate in and maintain documentation of 96 professional development training hours, which shall include a minimum of eight (8) hours of professional ethics; a minimum of 12 hours of legal; and a minimum of 48 hours of practice skills training.

(9)(10) Although there are no specific course requirements for the mandatory 40 48 hours of in-service professional development training required for each separate recertification, employing agencies shall provide or make available training opportunities which address a wide variety of core competency elements (e.g., interpersonal skills, conflict resolution, law and policy issues, cultural diversity, and investigative and casework related processes), in addition to the minimum ethics, legal and practice skills training required, in order to help expand the knowledge, proficiency and awareness of each cCertified Child Welfare Protection Professional.

(a) In-service professional development training hours may be obtained by attending relevant workshops, conferences, other trainings, or participating in pertinent on-line learning opportunities approved by the employing agency. In some cases whereby individuals are pursuing undergraduate or graduate degrees, certain courses may be pre-approved by the Third Party Credentialing Entity employing agency to count as a portion of the individual’s in-service professional development training hours, as long as the course and the degree sought are relevant to the individual’s current position classification (Protective Investigations; Case Management; Licensing).

1. In-service professional development training hours obtained garnered through Third Party Credentialing Entity-approved agency-approved, successfully completed college or graduate-level courses shall be credited as the number of total credit hours for the course; for example, a three (3) credit-hour course shall be credited as three (3) in-service professional development training hours toward certification renewal recertification.

2. No more than 10 25% of the required 48 professional development training hours required for each separate certification renewal recertification may come from college or graduate-level courses in which the individual is enrolled as a degree-seeking or non-degree seeking student.

(b) No individual may take the pre-test, post-test or waiver test in lieu of all or any part of the required 40 48 hours of in-service professional development training hours.

(c) No individual may attend pre-service classes that he or she previously attended as part of the pre-service curriculum or waiver plan in order to obtain any professional development (“in-service”) training hours.

(d) 1. Pre-service curriculum courses that are new, or in which the individual has not previously participated, (including relevant on-line instruction that may be a new part of the pre-service curriculum, but was not included in the individual’s previous pre-service experience,) may be considered as in-service professional development training hours which count toward meeting the requirement for certification renewal recertification.

(e)2.a. Training provided by the Department on updated statutory, administrative code and policy requirements may be considered as in-service professional development training hours which count toward meeting the requirement for certification renewal recertification.

b. In order to help promote each individual's professional development, enhancement of skills and assimilation of information beyond that which is routinely required as part of each individual’s job function, no more than 50% of the mandatory minimum 48 professional development training hours required for each separate recertification may be credited from trainings which are required by the Department.

(11) The employing agency is responsible for the tracking of all professional development trainings, activities and recertification information for every Certified Child Protection Professional employed by the agency.

(a) The official tracking system that shall be used by the Department, the Training Academy and all agencies to document training is SkillNET, or other Department-approved tracking database.

(b) Each individual shall enter and regularly maintain all professional development training information in SkillNET, or other Department-approved tracking database.

(12) Every Supervisor of a Certified Child Protection Professional shall ensure, prior to the expiration of the individual’s certification, that his or her professional development training hours are appropriate and sufficient to meet job performance expectations and recertification requirements.

(a) Absent accommodated special circumstances, when professional development training or other identified requirements for recertification are not met, the Certified Child Protection Professional whose certification has expired may:

1. Enter into a Recertification Plan with his or her Supervisor and a Certified Child Welfare Trainer, in order to identify available courses and specific time frames for satisfactorily meeting the requirement, as well as to help ensure that the individual has access to the resources and supports necessary to do so. The formulation of a Recertification Plan is applicable in those cases where, in the judgment of the employing agency, compelling circumstances exist that warrant the allowance of limited additional time for the fulfillment of recertification requirements to be afforded the individual in order to provide every possible opportunity for his or her successful completion of the recertification process within the prescribed time frame.

a. The agency-designed Recertification Plan must identify the roles and responsibilities of all plan participants, must address each of the training, activities, and other steps necessary in order for the Child Protection Professional to satisfy the job performance requirements and achieve recertification, and must include a specific time frame (not to exceed 60 days from the date of expiration of the individual’s most recent certification) within which the individual must either complete all requirements for recertification, or be removed from any position requiring that certification (absent any special circumstances accommodated by the employing agency).

b. A copy of the Recertification Plan will be placed into the individual’s personnel file, and a copy will be sent to the employing agency’s Training Manager or designee, who will provide one copy each to the Training Academy and the Office of Family Safety.

c. There is a limited process for “provisional certification,” the informal certification status of the individual during the period of time between entering into the Recertification Plan and the 60th day after the date of expiration of the individual’s most recent certification. While provisionally certified (for a period not to exceed 60 days), the individual may carry a caseload and continue to perform his or her job responsibilities, but must complete all of the trainings and other recertification activities identified in the Recertification Plan within the specified time frame, or be removed from any position requiring that certification.

2. Be removed from the position within ten (10) business days of notice to the individual by the employing agency that the requirements of recertification have not been met within the required period of time.

(13)(a) Upon any of the following: an individual’s loss of or inability to achieve certification; promotion, demotion or transfer to a position not requiring certification; decertification; termination from the position or agency; or other such status-changing event, the employing agency Training Manager or designee shall notify the Training Academy in writing of the individual’s status within five (5) business days of the effective date of the event.

(b) Within two (2) business days of same notification, the Training Academy will update the individual’s status in the SkillNET or other Department-approved tracking database system.

(14) For any individual who is currently employed in a Florida child welfare/child protection position for which certification is either required or optional pursuant to Rule 65C-33.002, F.A.C., and whose most recent State of Florida Child Protection certification expired prior to the effective date of this rule, the individual shall be eligible for recertification in that position classification and certification designation, if, as of one (1) year from the effective date of this rule, either the individual’s SkillNET record accurately reflects that he or she was previously certified in that position classification and certification designation, or the individual is in possession of a signed and dated original Child Protection certificate or signed and dated Assessment Results Form indicating successful completion of a Department-approved Performance Assessment, as evidence that the individual was eligible to be certified and is subsequently eligible to be recertified in that position classification and certification designation, and:

(a) He or she is currently employed in a Florida child welfare/child protection position in good standing (regardless of whether or not the individual’s current position requires certification), and

(b) During the period of time between the date on which the Department suspended recertification (June 24, 2005) and one (1) year from the effective date of this rule, the individual has participated in a minimum of 48 hours of agency-approved professional development training and has documented those 48 hours in the SkillNET or other Department-approved tracking database system, and

(c) The individual has not been decertified for cause.

(d) Upon verification and notification by the employing agency of the individual’s eligibility for recertification, the Department will verify the individual’s certification status, certification type, and documented professional development training hours in SkillNET. If confirmed, the Department will recertify the individual and a request for issuance of a certificate will be forwarded to the Training Academy pursuant to the process set forth in Rule 65C-33.009, F.A.C.

(15) For any individual who is certified, his or her certification status is active for three (3) years from the date of the certificate, at which time the individual shall be eligible for recertification in that position classification and certification designation, provided that:

(a) He or she is currently employed in a Florida child welfare/child protection position in good standing, and

(b) The individual has not been decertified for cause, and

(c) The individual has participated in and documented a minimum of 48 hours of agency-approved professional development training in the SkillNET or other Department-approved tracking database system, and

(d)Within 30 calendar days before either the expiration date of the individual’s certificate, or three (3) years from the issuance date of the certificate (if there is no expiration date), the employing agency Training Manager or designee forward to the Office of Family Safety a completed and signed Department-generated “Request for Certificate” form, CF-FSP 5329, effective April 2010, attesting to the fact that the individual has successfully completed all requirements necessary for recertification, along with a copy of the individual’s most recent, Department-issued certificate for the position in which the individual is seeking recertification.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10.

 

65C-33.009 Certificate Issuance.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10. Repealed_______.

 

65C-33.010 Waiver Process.

(1) The waiver process is the procedure by which individuals who may already meet certain educational and experiential criteria as set forth in this rule and as determined by the employing agency are may be eligible to take a waiver test and enter into an individualized waiver plan in lieu of participating in all of the training, activities, pre-test and post-test requirements to achieve provisional certification of the pre-service curriculum.

(2) Within the established guidelines set forth in this rule, the employing agency is responsible for the oversight of the waiver process, including verification of credentials, authorization of the waiver test, and development of the individualized waiver plan.

(3) There is no loss of certification when an individual experiences a break in service of less than three (3) years, unless the certification has expired, or the individual has failed to meet or no longer meets the qualifications for certification or recertification;.

(a) It is not required that a currently certified individual who experiences no break in service or any break in service for a period of up to (but not to exceed) three years, and who is subsequently hired (by the same or different agency) into the same position classification as that in which he or she was certified be administered a waiver test upon hire, however the employing agency shall require specific training, based upon the length of break in service and the individual’s identified needs, to bring the individual’s knowledge up to current standards.

(b) It is not required that a currently certified individual who experiences no break in service or any break in service for a period of up to (but not to exceed) three years, and who is subsequently hired (by the same or different agency) into a different position classification as that in which he or she was certified be administered a waiver test upon hire, however, the employing agency shall require that the individual enter into a waiver plan which will include, at a minimum, that the individual participate in all pre-service training and activities for the new position classification into which he or she has been hired.

(2)(4) A waiver test may only be given in the following situations:

In order for the employing agency to consider exercising the waiver option, the individual for whom the waiver process is to be utilized must not have been decertified for cause pursuant to paragraph 65C-33.011 (1)(b), F.A.C., and shall:

(a) When Be a previously cCertified individual’s Florida Child Protection Professional whose certification has expired due to having failed to maintain the required 40 48 hours of professional development (in-service) training every two (2) three years, and employed in who is hired into any position classification or certification designation after experiencing no break in service or a break in service for any period of up to (but not to exceed) one (1) year two (2) years; or

(b) When an individual Be a Florida Child Protection Professional in any position classification or certification designation, who, after having successfully became provisionally certified completed the pre-service training and having passed the post-test, but prior to achieving having achieved full certification, experienced no break in service or a break in service for any period of up to (but not to exceed) one (1) year and his or her provisional certification has expired; or

(c) When an individual achieved full certification and has a break in service greater than one (1) year and up to three (3) years, regardless of whether the certification has expired. Be any individual who, meets established employment criteria, and for whom it can be verified that within the one (1) year period immediately preceding his or her date of hire, the individual completed all classroom instruction of the Department-approved State of Florida Child Welfare Pre-Service Training Program curriculum, trained by a currently-certified Child Welfare Trainer whose certification was granted by the Child Welfare Training Academy (whether or not the individual was administered the post-test); or

(d) When an Be any individual who meets the educational and experiential criteria set forth in this rule for whom it can be verified that he or she was actively engaged in relevant training, education or comparable employment in child welfare/child protection, human services, investigations, or law enforcement in Florida or another state for at least one (1) year during the two (2) year period immediately preceding the individual’s date of hire.

(3) A waiver test shall never be given if the individual whose certification was previously revoked for cause pursuant to subparagraph 65C-33.011(1)(b), F.A.C. Any individual hired after having his or her certification previously revoked for cause must successfully complete all pre-service training requirements.

(4)(5) Regardless of education or experience, Aany individual who does not pass meet the criteria for agency employment of the waiver process option pursuant to the above established timeframes or who, meeting the criteria, fails the waiver test on his or her first and only attempt, shall participate in the entire pre-service curriculum, and shall successfully complete all pre-service training requirements of the position classification into which he or she is hired (including passing the post-test), prior to the assignment of primary responsibility for any investigation, child, family or case.

(5)(6) Although an individual may meet the criteria and be considered for the waiver process by virtue of his or her certification status, educational credentials or employment experience, Tthe employing agency shall require the participation in the entire pre-service training and post-test process of any individual for whom training needs or known job performance deficits have been identified, prior to the assignment of primary responsibility for any investigation, child, family or case.

(7) In the event the employing agency hires an individual who had been previously certified and who was decertified for cause, the waiver process shall not be utilized; any individual hired in this circumstance must successfully complete all pre-service requirements of the position classification into which he or she is hired (including passing the post-test), prior to the assignment of primary responsibility for any investigation, child, family or case.

(6)(8) Any individual for whom the waiver process is utilized must:

(a) Pass the waiver test on his or her upon the first and only attempt, and

(b) Enter into a waiver plan with his or her sSupervisor and a Certified cChild wWelfare tTrainer prior to the assignment of primary responsibility for any investigation, child, family or case.

(7)(9) The Waiver Test.

(a) The waiver test is designed both to measure the level of the individual’s basic knowledge of Florida child protection laws, principles and policies, and to assess the individual’s ability to appropriately integrate and apply fundamental child welfare/child protection concepts in his or her decision-making, when determining how best to meet the safety, permanence and well-being needs of a child.

(a)(b)1. There must shall be no waiver test preparation classes conducted or pre-service curriculum study materials provided to any individual in order to help prepare him or her for the waiver test.

(b)2. Training staff at the Department, Training Academy, sSheriff’s oOffices, cCommunity-bBased cCare lead or subcontracted agencies, or any other agency providing child welfare training or services may only conduct waiver test preparation classes in emergency staffing situations, and only then with the prior written approval of the Office of Child Welfare Family Safety.

(c) The waiver test must be administered within ten (10) business days of the individual’s start date in the position into which he or she was hired.

(d) The employing agency shall maintain written documentation of the individual’s applicable educational and employment experience as verification of the employee’s eligibility to take the waiver test.

(10) An individual may take the waiver test only once during any one period of employment.

(e)(a) The waiver test taken by an individual shall be the version designed for the position classification into which the individual is hired (Investigations; Case Management; Licensing).

(b) An individual authorized to take the waiver test must pass the test on the first attempt; there are no subsequent re-take attempts of a failed waiver test.

(f)(c) If the individual fails the waiver test, no waiver plan is developed, and the individual must participate in the pre-service training in trainee status, regardless of any prior education or previous experience. As such, the individual shall not carry a caseload, be assigned responsibility for any cases, conduct any unaccompanied or unsupervised home visits, perform any unsupervised home studies or interviews of children or adults, be ultimately responsible for any assessment of risk, or otherwise have primary responsibility for any investigation, child, family or case until successful completion of the pre-service training, including having passed the post-test.

(8)(11) The minimum established passing score of the waiver test shall be is determined by the Third Party Credentialing Entity offering the certification Department and shall be posted on the Training Academy website.

(9)(12) The waiver test is administered and scored by the Third Party Credentialing Entity SkillNET system, and, upon conclusion of the waiver test, the test proctor shall provide is responsible for providing the individual with his or her preliminary waiver test score immediately upon completion of the test. Within five (5) business days of the completion of the test, the Third Party Credentialing Entity shall send the trainee his or her official score via U.S. mail or electronic mail. Each employing agency shall develop its own protocols with regard to the dissemination of an individual’s waiver test score to appropriate personnel within the agency.

(10)(13) The Waiver Plan.

(a) The employing agency shall ensure is responsible for ensuring that, upon successful completion of the version of the waiver test designed for the position classification into which the individual is hired, every individual for whom the Child Welfare Professional waiver process is employed enters into an agency-designed waiver plan.

(b) Within five (5) business days of having passed the waiver test, the Child Welfare Protection Professional shall meet with his or her supervisor and a Certified cChild wWelfare tTrainer in order to enter into and sign an individualized wWaiver pPlan, which, at a minimum, shall address:

1. The requirement that the individual participate in those pre-service classes and activities in the track of the new position classification that he or she had not previously attended or completed, and participate in any other identified classroom, field and online training and activities needed to bring the individual up to the current standard of a Florida Child Welfare Protection Professional in the same position classification;

2. The requirement that full certification shall the Performance Assessment and all other certification activities for the individual’s position classification or new certification designation, if applicable, be completed within one (1) year of the date of hire into the new position or the date of passing the waiver test, whichever is earlier; and

3. The roles, tasks, responsibilities and specific time frames for completion assigned to each party, in order to address identified needs and enhance or update current knowledge in order to help ensure that the individual has access to the resources and supports necessary for his or her successful job performance and completion of the certification process.

(11)(14) As part of any waiver plan, the employing agency may require that an individual participate in additional trainings and activities, regardless of certification status, education or experience. These additional requirements depend upon such factors as the type, length and degree of the individual’s previous child welfare or other applicable experience; the individual’s prior job performance history; duration of the individual’s break in service (if applicable); and changes in Florida law, policy and practice which may have occurred since the individual last attended pre-service training.

(12)(15) Regardless of certification status or any prior education or previous experience, until such time as the waiver plan has been reviewed, completed and signed by all parties, the Child Welfare Protection Professional who has passed the waiver test shall not carry a caseload, assign or be assigned responsibility for any cases, conduct any unaccompanied or unsupervised home visits, perform any unsupervised home studies or interviews of children or adults, be ultimately responsible for any assessment of risk, be tasked with any oversight or approval of the work of others, or otherwise have primary responsibility for or provide oversight of any investigation, child, family or case.

(13)(16) Each Child Protection Professional who passes the waiver test shall be given provisional certification. required to be given a protected training caseload for 30 calendar days following successful completion of the waiver test, as described in paragraph 65C-33.005(2)(b), F.A.C.

(a) Beginning caseload size shall be based upon information identified in the individual’s waiver plan, as well as the supervisor’s and trainer’s assessment of the individual’s knowledge, skills, abilities and priorities as they relate to Florida child welfare/child protection and job performance.

(b) In determining beginning caseload size, the supervisor shall also consider the type, length and degree of the individual’s previous child welfare or other applicable experience, as well as the duration of the individual’s break in service (if applicable), including any changes in law, policy and practice which may have occurred since the individual last attended pre-service training and in which the individual may need specific instruction.

(14)(17) There is no waiver procedure for the full certification either the Performance Assessment portion of the certification process, or for the 40 in-service 48 professional development training hours required every two (2) three (3) years for certification renewal recertification.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10.

 

65C-33.011 Certification Revocation Decertification.

(1) The Third-Party Credentialing Entity is responsible for certification revocation.

(a)(1) Regardless of any additional action which may be taken by the employing agency, the Third Party Credentialing Entity Department shall revoke the certification of decertify a certified child protection professional when he or she no longer meets the qualifications for certification pursuant to Section 402.731, F.S.

(b)(2) The Third Party Credentialing Entity department shall also revoke the certification of a child protection professional decertify an individual for cause, which is defined as: incompetence, negligence, or serious personal, professional, or ethical misconduct, including failure to responsibly discharge assigned duties; falsification of records; use of professional authority to exploit others; engaging in conduct punishable under Florida law by more than one (1) year in jail, whether or not criminally charged or convicted of such conduct; insubordination; theft or misuse of agency property; or violation of agency rules and regulations.

1.(a) When an individual who is concurrently certified in more than one (1) position classification (e.g., Protective Investigations and Case Management), or in more than one certification designation (e.g., Case Manager and Case Management Supervisor) and his or her certification is revoked is decertified for cause, all other he or she shall be decertified in all certifications held shall also be revoked.

2. The period of certification revocation for cause shall be three (3) years. After three (3) years, the individual can petition for a reinstatement hearing with the Third Party Credentialing Entity.

3.(b) When a certification revocation decertification for cause becomes final Third Party Credentialing Entity agency action, the decertified individual whose certification was revoked shall immediately be removed from any position requiring child protection professional certification.

(2)(3) Within five (5) days of an individual’s certification revocation decertification becoming final Third Party Credentialing Entity agency action, the Third Party Credentialing Entity Department shall provide written notification of the effective date of the revocation decertification to the employing agency’s Training Manager or designee and to the Office of Child Welfare Training Academy. Within two (2) business days of providing the same notification, the Third Party Credentialing Entity Training Academy will update the individual’s status in the Third Party Credentialing Entity’s on-line database for tracking certification SkillNET or other Department-approved tracking database system.

(3)(4) The Third Party Credentialing Entity Department shall send provide the individual with written notification of the decision to revoke his or her certification decertify him or her within five (5) business days of the decision to revoke his or her certification. The written notice must include the reason for the certification revocation decertification, and must advise the individual of his or her option to challenge the certification revocation decertification decision as provided in Chapter 120, F.S.

(4) The Department, community-based care agencies, sheriffs’ offices, and their contracted providers shall report all ethical violations of any certified child protection professional to the Third Party Credentialing Entity.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10, Amended_________.

 

65C-33.012 Child Welfare Trainer Certification.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10, Repealed_____.

 

65C-33.013 “Supervising for Excellence” Trainer Certification.

Rulemaking Authority 402.40, 402.731(1) FS. Law Implemented 402.40, 402.731(1) FS. History–New 10-14-10, Repealed_____.

 

65C-33.014 Third Party Credentialing Entities’ Application and Review Process

(1) Each Third Party Credentialing Entity applying for Department approval pursuant to Section 402.40, F.S., shall submit to the Office of Child Welfare at 1317 Winewood Boulevard, Building 1, 3rd floor, Tallahassee, Florida, 32399, the following documentation for review:

(a) Letter of introduction;

(b) Proof of nonprofit status;

(c) Proof that the applicant has accreditation from the National Commission for Certifying Agencies and has completed the Commission’s self-assessment checklist;

(d) Listing of professional requirements and standards that child welfare applicants must achieve in order to obtain and maintain a certification;

(e) Examination instruments used to assess mastery of core competencies and that comply with the National Commission for Certifying Agencies’ certification and psychometric standards;

(f) Professional code of ethics and disciplinary process for all persons holding child welfare certification, including a process for immediate notification to employing agencies upon indication that one of their employees has violated the code of ethics;

(g) Description of the applying entity’s database of all persons holding child welfare certification, that includes any history of ethical violations and how the database will be available to the public;

(h) Listing of the annual continuing education requirements for persons holding child welfare certification;

(i) Description of a continuing education provider program to ensure that only qualified providers offer continuing education opportunities for those certified; and

(j) Procedures requiring the maintenance of an advisory committee, including representatives from each region of the Department, each sheriff’s office providing child protective services, and each community-based care lead agency, who shall be appointed by the organization they represent.

(2) Upon receipt of an application, the Department shall review the application and, within 30 days after such receipt, notify the applicant of any apparent errors or omissions and request any additional information.

(a) The applicant shall have 30 days to submit additional information.

(b) For good cause shown, the Department will grant a request for an extension of time for submitting the additional information.

(c) An application is complete upon receipt of all requested information and correction of any error or omission for which the applicant was timely notified.

(d) An application must be approved or denied within 90 days after receipt of an application or receipt of the additional information, when applicable.

(e) Approval or denial shall be based on whether the applicant meets the standards set forth in Section 402.40(3), F.S.

(3) Each applicant shall be given written notice, by certified mail, that the Department intends to grant or deny, or has granted or denied, the application to become a credentialing entity.

(a) The notice shall be given within 30 days of the Department’s decision and shall state with particularity the grounds or basis for the issuance or denial of the application.

(b) The application will be denied if the applicant fails to meet the requirements prescribed in Section 402.40(3), F.S., or if there is a lack of funding.

Rulemaking Authority 402.40(6), FS. Law Implemented 402.40(3), FS. History–New_____.

 

65C-33.015 Revocation or Suspension Department Approval of Third-party Credentialing Entity Status

(1) No revocation or suspension of the Department’s approval of Third Party Credentialing Entity status can be made unless the Department has served, by certified mail, a letter which provides notice to the credentialing entity of the facts or conduct which warrant the intended action. The letter shall be served to the credentialing entity at least 30 days prior to the intended action.

(2) The Department shall suspend its approval for Third Party Credentialing Entity status when the credentialing entity no longer complies with requirements in Section 402.40, Florida Statutes.

(a) The credentialing entity shall have 60 days from receipt of notice to come into compliance with the requirements of Section 402.40, Florida Statutes.

(b) If the credentialing entity fails to come into compliance within 60 days from receipt of notice, the Department shall revoke its approval.

(3) Notwithstanding subsection (1) of this rule, the Department shall immediately revoke Department’s approval for Third Party Credentialing Entity status if the Department finds an immediate danger to the public safety or welfare or that approval to become a credentialing entity was obtained through fraudulent means.

Rulemaking Authority 402.40(6), FS. Law Implemented 402.40(3), FS. History–New_____.

 

NAME OF PERSON ORIGINATING PROPOSED RULE: Todd Darling

NAME OF AGENCY HEAD WHO APPROVED THE PROPOSED RULE: Mike Carroll

DATE PROPOSED RULE APPROVED BY AGENCY HEAD: June 23, 2015

DATE NOTICE OF PROPOSED RULE DEVELOPMENT PUBLISHED IN FAR: May 12, 2015