NAB Review Human Resources

Question 1

Purpose of Human Resources in NH

Answer 1

To provide quality resident care (24/7/365) with efficiency and economy.

Question 2

What is the first step in human resource management in a NH?

Answer 2

Policies, Procedures, and Rules

Question 3

The purpose of PPR’s is?

Answer 3

To provide information on what management expect of employees and what employees expect from management.

Question 4

Federal regs do not set specific ____________ for nursing homes.

Answer 4

Staffing Ratio

Question 5

In 2016 regulations require a facility to have what as far as staffing?

Answer 5

Sufficient nursing staff to meet the needs of the residents.

Question 6

Facilities must have ________ a least 8 consecutive hours per day, seven days per week.

Answer 6

RN coverage.

Question 7

The DON must be ____?

Answer 7

RN

Question 8

A licensed nurse must serve as a ________ on each work shift.

Answer 8

Charge Nurse

Question 9

The DON may serve as the charge nurse only if the facility has how many residents?

Answer 9

60 or fewer.

Question 10

CNAs must re-register how often?

Answer 10

Every 2 years.

MUST HAVE WORKED 8 HOURS IN THE LAST 24 MONTHS.

Question 11

If a CNA has been reported of a violation of (abuse, neglect, or misappropriation of prop/funds) the Admin must?

Answer 11

ENSURE that it cannot happen again until the case is completed

REPORT incident to the state Medicaid complaint office.

INFESTIAGTE do a full investigation and document

NEVER hire a CNA found guilt of one of the 3 violations.

Question 12

For a facility with more than 120 beds the SW must have what work/school background before hiring?

Answer 12

Bachelor’s in social work or in human services (sociology, spec ed, counseling, psychology, etc)

PLUS one year of supervised SW work in a health care facility

Question 13

If a NH has less than 120 beds who determines SW?

Answer 13

State sets requirement.

Question 14

Resident Activity Director (RAD) must have what to be hired?

Answer 14

Certifiion as a TRS OR

Activities professional by a recognized accrediting body OR
OT or a OTA

OR someone that has worked in social or recreational program within the last 5 years, 1 of which was full time in a patient activities program in a health care setting.

Question 15

What are the steps to creating a Job Analysis?

Answer 15

1. Identify tasks
2. Knowledge, skills, and behaviors needed to complete the tasks.
3. Best person to help determine is the employee. Used to develop the Job Description.

Question 16

Job Description

Answer 16

List of duties, level of authority, distinguishing features of work, special requirements as standing, stooping, lifting, and qualification-required license, training, etc.

USED TO STAY COMPLIENT WITH AMERICAN DISABILTY ACT (ADA)

Question 17

Interview method Non-Directive-Open Ended Question

Answer 17

Give problem and ask how handled

Question 18

In-Depth interview method is what?

Answer 18

Ask specific questions (Directed)

Question 19

Patterned interview method is?

Answer 19

Use list of sequential, detailed questions.

Some think this is the most reliable.

Question 20

NH must keep Payroll Records for what duration?

Answer 20

At least 3 years

Timecards for 2 years.

Question 21

Full Time Equivalent formula?

Answer 21

of positions x # of days worked/week x 20% = FTE’s

3 LPNs x 7 days x 20% = 4.2 FTE’s

Question 22

Purpose of Equal Employment Opportunity Commission (EEOC)

Answer 22

No discrimination in employment and use of facilities

Question 23

EEOC Title VII

Answer 23

Race, religion, sex, and national origin.

Question 24

EEOC Title VI

Answer 24

Use of facilities, activities, bed assignment.

Question 25

Rehabilitation Act of 1973 (Handicapped)

Answer 25

No discrimination if employer received federal funds, no discrimination in hiring or use of faculties by handicapped in programs using federal funds. Also, required Affirmative Action in federally funded programs.

Question 26

Family and Medical Leave Act of Feb 1993 give the employee how long off?

Answer 26

Up to 12 weeks per year; does not have to be all at once.

Question 27

What employees are eligble for Fam and Med leave?

Answer 27

Employees that have worked 1,250 hours during the past 12 months, includes person working part-time (at least 60%)

Question 28

The Fam and Med Leave is regulated and enforce by whom?

Answer 28

Wage and Hour Division, U.S. Dept. of Labor.

Question 29

How does a EMPLOYER qualify for the Fam and Med Leave?

Answer 29

Has at least 50 people (Ee’s) for at least 20 weeks per year

Question 30

CNA’s must have ______ of continued education per year.

Answer 30

12 hours.

Question 31

Required in services for dietary are?

Answer 31

Fire control and infection control

Question 32

You want your Turnover rate to be below what %?

Answer 32

35%

If more than 35% in trouble.

Question 33

How to calculate Turnover rate?

Answer 33

Number of Ee leaving/number of position = Turnover Rate

Question 34

Purpose of Discipline and Counseling?

Answer 34

To change Ee behavior to acceptable and improve work performance.

Question 35

Four types of discipline?

Answer 35

Oral

Written

Suspension

Dock Pay

Question 36

Purpose of Personnel Records

Answer 36

To provide factual information for making objective personnel decisions.

Not required by CMS but by Wage & Hour Dept, EEOC, INS, State, etc.

Question 37

Purpose of the National Labor Relations Act (NLRA)

Answer 37

1. Define and protect employee and employer rights
2. Encourage bargaining
   
   1. Eliminate harmful practice

Question 38

First thing to do when Union Comes in?

Answer 38

Contact labor relations specialists and develop plan

Question 39

NLRB (Union) may call election when ____ sign cards.

Answer 39

30%