TE_CYS-43_MDTI_CPAC_Personnel_CY15_Checklist_v2_20141202.xls
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Instructions
| CY15 CHILD, YOUTH & SCHOOL (CYS) SERVICES GARRISON MULTI-DISCIPLINARY TEAM INSPECTION (MDTI) CHECKLIST INSTRUCTIONS |
| 1. The instructions below are intended to briefly explain the checklists found on the Excel spreadsheets for this MDTI Checklist for Personnel. These checklists should be used by the inspector to ensure all criteria are inspected as Met or Not Met. Use of N/A or Not Observed should only be used in extenuating circumstances for that facility or program. |
| 2. The following is an explanation of the structure of the CY15 inspection criteria |
A. Section level – The highest level of the criteria are the “Sections”. Child Development Centers (CDC), Family Child Care (FCC), School Age Centers (SAC) and Youth Program (YP) criteria are divided into three sections, 1) General Management (Section A), 2) Facilities, Health, Safety and Risk Management (Section B) and 3) Programming (Section C).
B. Subsection level – The sections are further categorized into “Subsections.” Example: A.1 Resource Management and Administration is a Subsection under General Management Section A.
C. Criteria level – Each subsection has multiple “Criteria.” The number varies from one subsection to the next. The criteria represent the overall program standards which have been determined by Office of the Secretary of Defense (OSD) to demonstrate “quality” across programs.
Example A.1.a. The program has implemented the fee policy in accordance with current DoD guidance.
There is at least one criteria under each sub-section and as many as 8. Each criteria is followed by the intent statement.
D. Component level – The “Component” level is new for CY15 and is the new term for the compliance item being inspected. The component level compliance items show how the program meets the criteria. The following is an example of one component under Criteria A.1.a. shown above:
Example A.1.a.1 Fees are determined by total family income (TFI).
There is at least one component under each criteria and up to twenty-six, depending on the number of components needed to demonstrate compliance with the criteria. Each component is followed by Guidance, which explains what is observed, reviewed or done by the inspector in order to determine if the program is in compliance with that component. There will also be some Components which have a Notes section that explain the percentage of files, or additional information needed to be consistent in determining compliance with the Component.
| 3. The MDTI Checklist for the inspector is divided into four checklists -- Family Child Care (FCC), Child Development Center (CDC), School Age Center (SAC) and Youth Program (YP). Each component should be evaluated as to whether it is met or not met. If not met, it will go on the Corrective Action Report (CAR) as a finding. The Guidance section will assist the inspector to know what to look for in determining compliance. The Notes section will also assist if there are records to review. |
| 4. Until an electronic version of the CAR is developed based on the new criteria, a CAR form is found on AKO at https://www.us.army.mil/suite/files/44298680 and can be filled in by the inspector until one is developed which will be more automatic. |
| 5. Items identified with a red background in the number cell are the immediate fix deficiencies that must be corrected as soon as identified. The remaining items are a 45 day fix time. Items which are repeats from previous inspections should be designated as repeats. |
| 6. The other inspector checklists are uploaded onto the AKO site under 01 Inspections folder/MDTI folder: https://www.us.army.mil/suite/files/44298680 |
| NOTE: The term "personnel" refers to staff, FCC providers, contractors, volunteers and others identified in the Secretary of the Army Directive. |
FCC Personnel
| CY15 PERSONNEL FAMILY CHILD CARE (FCC) CHILD, YOUTH & SCHOOL (CYS) SERVICES MULTI-DISCIPINARY TEAM INSPECTION (MDTI) CRITERIA | |||||||
| CRITERIA NUMBER | FCC CRITERIA HOME INSPECTED_______________________ DATE INSPECTED_________ INSPECTOR________________ | MET | NOT MET | N/A | NOT OBS. | ||
| A. | GENERAL MANAGEMENT | PUBLIC LAW 102-190, SECTION 1094, Provisional Supervised Employment of Child Care Services Personnel. | |||||
| A.2 | PUBLIC LAW 104–106—FEB. 10, 1996, § 1792. Child care employees | (a) REQUIRED TRAINING.—(1) The Secretary of Defense shall prescribe regulations implementing, a training program for child care employees. Those regulations shall apply uniformly among the military departments. Subject to paragraph (2), satisfactory completion of the training program shall be a condition of employment of any person as a child care employee. |
(2) Under those regulations, the Secretary shall require that each child care employee complete the training program not later than six months after the date on which the employee is employed as a child care employee.
(3) The training program established under this subsection shall cover, at a minimum, training in the following:
(A) Early childhood development.
(B) Activities and disciplinary techniques appropriate to children of different ages.
(C) Child abuse prevention and detection.
(D) Cardiopulmonary resuscitation and other emergency medical procedures.
(b) TRAINING AND CURRICULUM SPECIALISTS.—(1) The Secretary of Defense shall require that at least one employee at each military child development center be a specialist in training and curriculum development. The Secretary shall ensure that such employees have appropriate credentials and experience.
(2) The duties of such employees shall include the following:
(A) Special teaching activities at the center.
(B) Daily oversight and instruction of other child care employees at the center.
(C) Daily assistance in the preparation of lesson plans.
(D) Assistance in the center’s child abuse prevention and detection program.
(E) Advising the director of the center on the performance of other child care employees.
(c) COMPETITIVE RATES OF PAY—For the purpose of providing military child development centers with a qualified and stable civilian workforce, employees at a military installation who are directly involved in providing child care and are paid from no appropriated funds—
(1) in the case of entry-level employees, shall be paid at rates of pay competitive with the rates of pay paid to other entry-level employees at that installation who are drawn from the same labor pool; and
| (2) in the case of other employees, shall be paid at rates of pay substantially equivalent to the rates of pay paid to other employees at that installation with similar training, seniority, and experience. | PERSONNEL MANAGEMENT | |
| A.2.c | DoDI 6060.02 (DRAFT), ENCLOSURE 3, |
Section 3. ADMINISTRATION, FUNDING, AND OVERSIGHT OF MILITARY-OPERATED CDPs., Section 4. PERSONNEL., and Section 6. VOLUNTEERS 3. ADMINISTRATION, FUNDING, AND OVERSIGHT OF MILITARY-OPERATED CDPs. Unless otherwise noted, the requirements in this section apply to all DoD-operated CDPs.
content for" a. - f." not listed...
g. Immunizations. (4) Civilian employees (including specified regular volunteers) and FCC providers shall obtain appropriate immunization against communicable diseases in accordance with recommendations from the ACIP. The requirement for appropriate immunization is a condition of continued employment or active participation in the program or organization.
(a) This requirement is waived if a current immunization, a protective titer, or a medical exemption is approved and documented. A waiver for an immunization exemption may also be granted for religious reasons. Philosophical exemptions are not permitted.
(b) The DoD Component must provide guidance on the waiver process. The DoD Component must approve all waivers and documentation of the waiver kept on file.
(c) During a documented outbreak of a contagious disease, staff with a waiver will be excluded from the program for their protection and the safety of the other children and staff until the contagious period is over.
4. PERSONNEL. Installation-based CDP personnel and FCC providers shall meet the following requirements:
a. CDC Directors. CDC directors shall have at a minimum:
(1) A baccalaureate degree in child development, ECE, home economics (early childhood emphasis), elementary education, special education, or other degree appropriate to the position filled from an accredited college; or
(2) A combination of education and experiences, which provide knowledge comparable to that normally acquired through the successful completion of the 4-year course of study in a child-related field.
b. SAC Directors. Directors shall have at a minimum:
(1) A baccalaureate degree in a field of child or youth development, such as youth recreation, physical education, elementary education, secondary education, child development, psychology, social work, or other degree appropriate to the position filled from an accredited college; or
(2) A combination of education and experiences, which provide knowledge comparable to that normally acquired through the successful completion of the 4-year course of study in a child development or youth-related field.
c. Training and Curriculum Specialists. Each program within the CDP shall employ at least one training and curriculum specialist. Training and curriculum specialists shall have at a minimum:
(1) A baccalaureate degree with a major course of study directly related to child or youth development, ECE, or an equivalent field of study from an accredited college, or a combination of education and experiences, which provide knowledge comparable to that normally acquired through the successful completion of the 4-year course of study in the field of child or youth development or ECE.
(2) Knowledge of early childhood or youth education principles, concepts, and techniques to develop, interpret, monitor, and evaluate the execution of curriculum and age-appropriate activities.
(3) Knowledge of adult learning techniques and strategies and experience training adult learners.
(4) Ability to support DoD certification, accreditation, and staff credentialing (Child Development Associate (CDA), Associate of Arts (AA) Degree) by ensuring that required training is administered and successfully accomplished to meet statutory and program requirements.
d. FCC Administrators. FCC administrators shall have at a minimum:
(1) A baccalaureate degree with a major course of study directly related to child or youth development, family studies, or an equivalent field of study from an accredited university; or
(2) A combination of education and experiences, which provide knowledge comparable to that normally acquired through the successful completion of the 4-year course of study in the field of child or youth development or family studies.
e. CDP Direct Care Personnel, Support Staff, and FCC Providers. CDP direct care personnel and support staff, as a condition of employment, and FCC providers shall, as a condition of participation:
(1) Be at least 18 years of age.
(2) Hold a high school diploma or equivalent.
(3) Read, speak, and write English.
(4) Successfully pass a pre-employment physical, maintain current immunizations and be physically and behaviorally capable of performing the duties of the job.
| 6. VOLUNTEERS. All volunteers shall be screened, trained, and supervised in accordance with Reference (f), DoDI 1100.21 (Reference (v)), and DoD Component implementing guidance, as appropriate to their role. Volunteers may not be alone with children and are not counted in the staff ratio. All regularly scheduled volunteers shall be trained in: | Required documentation is maintained in personnel files. | 608-10, 3–18. Individual Education Plan (IDP), ( m), 2–14. Employee records, C–19. Compliance item 18. | ||||
| Intent: To ensure important information on personnel is readily available for review. | ||||||
| A.2.c.1 | 10.E.02 | Documentation of educational/experience requirements for employees are maintained and minimum requirements are met. | ||||
| Guidance: Transcripts or HR verification is on file at the program that educational/experience requirements are met (.i.e. a high school diploma or GED for direct care). Experience is documented on resumes or verified by HR. | DoDI 6060.02 (Draft), Enclosure 3, Section 4; Enclosure 3,, Section 10. |
AR 608-10, Section II Personnel (f)
B FACILITY, HEALTH, SAFETY AND RISK MANAGEMENT PUBLIC LAW 101-647, SECTION 231,
Crime Control Act of 1990
| B.1 | PUBLIC LAW 101-647, SECTION 231, | |
| Crime Control Act of 1990 | (a) IN GENERAL.-(l) Each agency of the Federal Government, and every facility operated by the Federal Government (or operated under contract with the Federal Government), that hires (or contracts for hire) individuals involved with the provision to children under the age of 18 of child care services shall assure that all existing and newly-hired employees undergo a criminal history background check. |
(2) For the purposes of this section, the term child care services means child protective services (including the investigation of child abuse and neglect reports), social services, health and mental health. care, child (day) care, education (whether or not directly involved in ,teaching), foster care, residential care, recreational or rehabilitative programs, and detention, correctional, or treatment services.
(b) Criminal HISTORY CHECK.-(1) A background check required by subsection (a) shall be-
(A) based on a set of the employee's fingerprints obtained by a law enforcement officer and on other identifying information;
(B) conducted through the Identification Division of the Federal Bureau of Investigation and through the State criminal history repositories of all States that an employee or prospective employee lists as current and former residences in an employment application; and
(C) initiated through the personnel programs of the applicable Federal agencies.
(2) The results of the background check shall be communicated to the employing agency.
(c) APPLICABLE CRIMINAL HISTORIES.-Any conviction for a sex ':crime, an offense involving a child victim, or a drug felony, may be ;ground for denying employment or for dismissal of an employee in :any of the positions listed in subsection (a)(2). In the case of an incident in which an individual has been charged with one of those [offenses, when the charge has not yet been disposed of, an employer !may suspend an employee from having any contact with children Awhile on the job until the case is resolved, Conviction of a crime i. Other than a sex crime may be considered if it bears on an individual's fitness to have responsibility for the safety and well-being of children.
(d) EMPLOYMENT APPLICATIONS.-(l) Employment applications for individuals who are seeking work for an agency of the Federal &Government, or for a facility or program operated by (or through contract with) the Federal Government, in any of the positions listed in subsection (a)(l), shall contain a question asking whether the individual has ever been arrested for or charged with a crime ~involving a child, and if so requiring a description of the disposition of the arrest or charge, An application shall state that it is being signed under penalty of perjury, with the applicable Federal punishment for perjury stated on the application.
(2) A Federal agency seeking a criminal history record check shall first obtain the signature of the employee or prospective employee indicating that the employee or prospective employee has been notified of the employer's obligation to require a record check as a condition of employment and the employee's right to obtain a copy lof the criminal history report made available to the employing Federal agency and the right to challenge the acc uracy and completeness of any information contained in the report,
| (e) ENCOURAGEMENT OF VOLUNTARY CRIMINAL HISTORY CHECKS FOR O'THERS WHO MAY HAVE CONTACT WITH CHILDREN-Federal agencies and facilities are encouraged to submit identifying information for criminal history checks on volunteers working in any of the positions listed in subsection (a) and on adult household members in places where child care or foster care services are being provided in a home. | BACKGROUND CHECKS | |
| B.1.a | PUBLIC LAW 102-190, SECTION 1094, | |
| Provisional Supervised Employment of Child Care Services Personnel. | 3) An agency or facility described in subsection (a)(1) may hire a staff person provisionally prior to the completion of a background check if,at all times prior to receipt of the background check during which children are in the care of the person, the person is within the sight and under the supervision of a staff person with respect to whom a background check has been completed. |
(b) ADDITIONAL SAFETY MEASURES FOR FEDERAL CHILD CARE SERVICE FACILITIES.-lt is the sense of Congress that each agency of the Federal Government, each facility operated by the Federal Government, and each facility operated under contract with the Federal Government, that provides child care services to children under the ageof18-
(1) modify child care facilities to the extent necessary to ensure that, except for restrooms, there are no secluded areas not open to the general view of persons in such facilities; (2) provide for regular oversight of the management and operations of child care facilities by an agency official who is not directly in charge of the operation of the facility; and (3) to the maximum extent feasible allow parental access to children in child care facilities at all times. Programs ensure required background checks are completed for all categories of CYSS personnel and any other persons reasonably expected to have regular contact with children. PUBLIC LAW 102-190, SECTION 1094, Provisional Supervised Employment of Child Care Services Personnel.
| Intent: To ensure individuals working in CYS Services programs have been thoroughly vetted. | |||
| B.1.a.1 | 10.E.02 | Hiring practices include reference checks of all categories of personnel. | |
| Guidance: CPAC conducts reference checks on previous employers . | Personal references, AR 608–10, 2–24b, 6–11g |
AR 215-1 8-25c(9)(b)
| B.1.a.3 | N/A | The proper screening and assessment is completed for all personnel prior to working with children to include arrest and conviction statement (e.g., DA 3433-2) or equivalent. | |
| Guidance: Statement of Admission, must be used and completed by all staff. From Jan 2013 on there can be a MFR if documentation is not in file. | AR 608-10 2–14. Employee records, 2–24. CDS background clearance requirements |
AR 215-1 8-25c(9)(b)
| B.1.a.4 | 10.E.02 | Local records checks (IRCs) are conducted on all CYS Services personnel upon initial hire/service and favorably completed prior to working with children. | |
| Guidance: Local checks include Drug and Alcohol, Army Central Registry (ACR), Military Police (MP), and Local Civilian Law Enforcement (LCLE). The Criminal Investigation Division (CID)/DCII) is also required . | AR 608-10 2–14. Employee records, 2–24. CDS background clearance requirements |
AR 215-1 8-25c(9)(b)
| B.1.a.5 | 10.E.02 | A CNACI, to include a fingerprint based criminal history record check (State and Federal) is initiated on employees and contractors prior to working with children. | |
| Guidance: Ensure the CNACI is inclusive of the State Criminal History Check (SCHR). It will be coded for child care (H or 8). Employees may begin once IRCs are complete, but must work in Line of Sight Supervision (LOSS) until CNACI with SCHR successfully completed. Suitability files source documents at CPAC will be reviewed for employees. | AR 608-10 2–14. Employee records, 2–24. CDS background clearance requirements, C–143. Compliance item 2. |
AR 215-1 8-25c(9)(b)
| B.1.a.6 | CYS Services uses CYMS to track background checks to ensure checks meet timely requirements. CYMS is recorded accurately. | ||
| Guidance: Run CYMS report to determine if CYMS is being used as the tracking mechanism. Compare source documents, and verification checklists against the CYMS report to ensure accuracy. | CYMS Instruction Manual | ||
| B.1.a.7 | None | Background checks for personnel are completed in a timely manner and tracking system is in place. (5 days for all IRC except CID which is 15 days; 60 days for CNACI with SCHR.) | |
| Guidance: Review CYMS report to determine time taken to complete background checks for employees, focusing on the last two to three months for timeliness issues. Compare against verification sheet in personnel files at the program. Review most recent month's timeframes to ensure sustainment of required timeframes. | AR 608-10, C–253. Compliance item 9. | ||
| B.1.a.8 | A background check re-verification is conducted on all staff, specified volunteers, and DoD contractors every 5 years; and for FCC Providers annually. | ||
| Guidance: Review CYMS report for IRC requirements to ensure completed every 5 years for staff. Verification sheet should be in files. Review CYMS reports or other installation tracking mechanisms. | IMCOM PRB SOP | ||
| B.1.a.9 | None | A background check verification checklist indicating background checks are initiated/completed is contained in personnel/provider files. | |
| Guidance: For employees, source background checks are not contained in program personnel files. Verification sheet accurately reflects the status of the background checks. These original source documents are contained in the suitability files at the CPAC. A verification sheet is signed with all required signatures. | AR 608-10 , k. , C–38. Compliance item 16, ( b.) Intent |
AR 215-1 8-25c(9)(b)
| B.1.a.10 | Staff, FCC Providers, volunteers and contractors with derogatory information go through a Program Review Board (PRB) process IAW the IMCOM PRB SOP and Secretary of the Army guidance. | |
| Guidance: Review Annex K report from OPORD 13-058 FRAGO background check source documents, PRB minutes for any files reviewed indicating derogatory information has been found to ensure PRB process has taken place IAW IMCOM PRB SOP. Ensure record keeping in compliance with SOP (PRB files, memos in place, etc.) | 608-10 , CDS Program Review Board (PRB) • 2–10, page 10 |
IMCOM PRB SOP
| B.1.a.11 | PRB is conducted in a timely manner, which may require increased frequency, i.e. weekly. PRB SOP requires that PRB is conducted within 10 days after notification of derogatory information IAW IMCOM PRB SOP. | |
| Guidance: Interview PRB Chairperson and CPAC regarding process. Review last 10 PRBs cases conducted to ensure within timeframe. | IMCOM PRB SOP | |
| B.1.a.12 | Garrison completed a 100% audit of their background check suitability files and took the necessary corrective actions to ensure files are in compliance. | |
| Guidance: Review Annex T or CHRA tracking documents to show completion of identified deficiencies September 2013 audit. | OPORD 13-058 CYS Background Check Verification, 17 Dec 2012 |
&LCY15 Personnel FCC MDTI Checklist&CPage &P of &N&RVersion 1 2/24/14
CDC Personnel
| CY15 PERSONNEL CHILD DEVELOPMENT CENTER (CDC) CHILD, YOUTH & SCHOOL (CYS) SERVICES MULTI-DISCIPINARY TEAM INSPECTION (MDTI) CRITERIA | |||||||
| CRITERIA NUMBER | CDC CRITERIA CDC NAME/BLDG #________________________ DATE INSPECTED_____________ INSPECTOR________________ | MET | NOT MET | N/A | NOT OBS. | ||
| A. | GENERAL MANAGEMENT | PUBLIC LAW 102-190, SECTION 1094, Provisional Supervised Employment of Child Care Services Personnel. | |||||
| A.2 | PUBLIC LAW 104–106—FEB. 10, 1996, § 1792. Child care employees | (a) REQUIRED TRAINING.—(1) The Secretary of Defense shall prescribe regulations implementing, a training program for child care employees. Those regulations shall apply uniformly among the military departments. Subject to paragraph (2), satisfactory completion of the training program shall be a condition of employment of any person as a child care employee. |
(2) Under those regulations, the Secretary shall require that each child care employee complete the training program not later than six months after the date on which the employee is employed as a child care employee.
(3) The training program established under this subsection shall cover, at a minimum, training in the following:
(A) Early childhood development.
(B) Activities and disciplinary techniques appropriate to children of different ages.
(C) Child abuse prevention and detection.
(D) Cardiopulmonary resuscitation and other emergency medical procedures.
(b) TRAINING AND CURRICULUM SPECIALISTS.—(1) The Secretary of Defense shall require that at least one employee at each military child development center be a specialist in training and curriculum development. The Secretary shall ensure that such employees have appropriate credentials and experience.
(2) The duties of such employees shall include the following:
(A) Special teaching activities at the center.
(B) Daily oversight and instruction of other child care employees at the center.
(C) Daily assistance in the preparation of lesson plans.
(D) Assistance in the center’s child abuse prevention and detection program.
(E) Advising the director of the center on the performance of other child care employees.
(c) COMPETITIVE RATES OF PAY—For the purpose of providing military child development centers with a qualified and stable civilian workforce, employees at a military installation who are directly involved in providing child care and are paid from no appropriated funds—
(1) in the case of entry-level employees, shall be paid at rates of pay competitive with the rates of pay paid to other entry-level employees at that installation who are drawn from the same labor pool; and
| (2) in the case of other employees, shall be paid at rates of pay substantially equivalent to the rates of pay paid to other employees at that installation with similar training, seniority, and experience. | PERSONNEL MANAGEMENT | ||||||
| A.2.a | MDTI/HQ | Collective Bargaining Agreement (See Antilles Consolid. Educ. Ass’n, 22 FLRA 235 (1986) | |||||
| Standard IDPs | Program establishes management policies for staff, contractors, and volunteers | PUBLIC LAW 104–106—FEB. 10, 1996, § 1792. Child care employees | |||||
| Intent: To ensure a qualified, well-informed, and stable workforce. | |||||||
| A.2.a.1 | N/A | Direct care staff are paid IAW pay plan. | |||||
| Guidance: Check personnel and training files to ensure pay is commensurate with training. | P.L. 104–106—FEB. 10, 1996, § 1792. AR 215-3, Chapter 3 , Section III, |
DoDI 6060.2 E2.1.11. DoD CDP DoDI 1400.25-V1405, Jan 19, 1993, APPENDIX 3 TO ENCLOSURE 2
| Notes: Review 10% direct care staff personnel (SF50 or personnel action) and training (IDP to see training level) files for the CDC. (minimum of 3, maximum of 15) | ||||
| A.2.a.2 | N/A | 75% of the program's total labor hours are paid to direct program staff who are in benefit status. | ||
| Guidance: Calculate using the total hours worked in a two week period. Include Collective Bargaining agreement (where applicable) Consider all direct care staff in the installation CYP programs. | CYS)Services OPERATIONS MANUAL, April 2013 Chapter 4 Resource Management, Personnel 4-9. | |||
| A.2.c | DoDI 6060.02 (DRAFT), ENCLOSURE 3, |
Section 3. ADMINISTRATION, FUNDING, AND OVERSIGHT OF MILITARY-OPERATED CDPs., Section 4. PERSONNEL., and Section 6. VOLUNTEERS 3. ADMINISTRATION, FUNDING, AND OVERSIGHT OF MILITARY-OPERATED CDPs. Unless otherwise noted, the requirements in this section apply to all DoD-operated CDPs.
content for" a. - f." not listed...
g. Immunizations. (4) Civilian employees (including specified regular volunteers) and FCC providers shall obtain appropriate immunization against communicable diseases in accordance with recommendations from the ACIP. The requirement for appropriate immunization is a condition of continued employment or active participation in the program or organization.
(a) This requirement is waived if a current immunization, a protective titer, or a medical exemption is approved and documented. A waiver for an immunization exemption may also be granted for religious reasons. Philosophical exemptions are not permitted.
(b) The DoD Component must provide guidance on the waiver process. The DoD Component must approve all waivers and documentation of the waiver kept on file.
(c) During a documented outbreak of a contagious disease, staff with a waiver will be excluded from the program for their protection and the safety of the other children and staff until the contagious period is over.
4. PERSONNEL. Installation-based CDP personnel and FCC providers shall meet the following requirements:
a. CDC Directors. CDC directors shall have at a minimum:
(1) A baccalaureate degree in child development, ECE, home economics (early childhood emphasis), elementary education, special education, or other degree appropriate to the position filled from an accredited college; or
(2) A combination of education and experiences, which provide knowledge comparable to that normally acquired through the successful completion of the 4-year course of study in a child-related field.
b. SAC Directors. Directors shall have at a minimum:
(1) A baccalaureate degree in a field of child or youth development, such as youth recreation, physical education, elementary education, secondary education, child development, psychology, social work, or other degree appropriate to the position filled from an accredited college; or
(2) A combination of education and experiences, which provide knowledge comparable to that normally acquired through the successful completion of the 4-year course of study in a child development or youth-related field.
c. Training and Curriculum Specialists. Each program within the CDP shall employ at least one training and curriculum specialist. Training and curriculum specialists shall have at a minimum:
(1) A baccalaureate degree with a major course of study directly related to child or youth development, ECE, or an equivalent field of study from an accredited college, or a combination of education and experiences, which provide knowledge comparable to that normally acquired through the successful completion of the 4-year course of study in the field of child or youth development or ECE.
(2) Knowledge of early childhood or youth education principles, concepts, and techniques to develop, interpret, monitor, and evaluate the execution of curriculum and age-appropriate activities.
(3) Knowledge of adult learning techniques and strategies and experience training adult learners.
(4) Ability to support DoD certification, accreditation, and staff credentialing (Child Development Associate (CDA), Associate of Arts (AA) Degree) by ensuring that required training is administered and successfully accomplished to meet statutory and program requirements.
d. FCC Administrators. FCC administrators shall have at a minimum:
(1) A baccalaureate degree with a major course of study directly related to child or youth development, family studies, or an equivalent field of study from an accredited university; or
(2) A combination of education and experiences, which provide knowledge comparable to that normally acquired through the successful completion of the 4-year course of study in the field of child or youth development or family studies.
e. CDP Direct Care Personnel, Support Staff, and FCC Providers. CDP direct care personnel and support staff, as a condition of employment, and FCC providers shall, as a condition of participation:
(1) Be at least 18 years of age.
(2) Hold a high school diploma or equivalent.
(3) Read, speak, and write English.
(4) Successfully pass a pre-employment physical, maintain current immunizations and be physically and behaviorally capable of performing the duties of the job.
| 6. VOLUNTEERS. All volunteers shall be screened, trained, and supervised in accordance with Reference (f), DoDI 1100.21 (Reference (v)), and DoD Component implementing guidance, as appropriate to their role. Volunteers may not be alone with children and are not counted in the staff ratio. All regularly scheduled volunteers shall be trained in: | Required documentation is maintained in personnel files. | 608-10, 3–18. Individual Education Plan (IDP), ( m), 2–14. Employee records, C–19. Compliance item 18. | ||||
| Intent: To ensure important information on personnel is readily available for review. | ||||||
| A.2.c.1 | 10.E.02 | Documentation of educational/experience requirements for employees are maintained and minimum requirements are met. | ||||
| Guidance: Transcripts or HR verification is on file at the program that educational/experience requirements are met (.i.e. a high school diploma or GED for direct care). Experience is documented on resumes or verified by HR. | DoDI 6060.2 E3.5 and E4.3 |
AR 608-10, Section II Personnel (f)
B FACILITY, HEALTH, SAFETY AND RISK MANAGEMENT PUBLIC LAW 101-647, SECTION 231,
Crime Control Act of 1990
| B.1 | PUBLIC LAW 101-647, SECTION 231, | |
| Crime Control Act of 1990 | (a) IN GENERAL.-(l) Each agency of the Federal Government, and every facility operated by the Federal Government (or operated under contract with the Federal Government), that hires (or contracts for hire) individuals involved with the provision to children under the age of 18 of child care services shall assure that all existing and newly-hired employees undergo a criminal history background check. |
(2) For the purposes of this section, the term child care services means child protective services (including the investigation of child abuse and neglect reports), social services, health and mental health. care, child (day) care, education (whether or not directly involved in ,teaching), foster care, residential care, recreational or rehabilitative programs, and detention, correctional, or treatment services.
(b) Criminal HISTORY CHECK.-(1) A background check required by subsection (a) shall be-
(A) based on a set of the employee's fingerprints obtained by a law enforcement officer and on other identifying information;
(B) conducted through the Identification Division of the Federal Bureau of Investigation and through the State criminal history repositories of all States that an employee or prospective employee lists as current and former residences in an employment application; and
(C) initiated through the personnel programs of the applicable Federal agencies.
(2) The results of the background check shall be communicated to the employing agency.
(c) APPLICABLE CRIMINAL HISTORIES.-Any conviction for a sex ':crime, an offense involving a child victim, or a drug felony, may be ;ground for denying employment or for dismissal of an employee in :any of the positions listed in subsection (a)(2). In the case of an incident in which an individual has been charged with one of those [offenses, when the charge has not yet been disposed of, an employer !may suspend an employee from having any contact with children Awhile on the job until the case is resolved, Conviction of a crime i. Other than a sex crime may be considered if it bears on an individual's fitness to have responsibility for the safety and well-being of children.
(d) EMPLOYMENT APPLICATIONS.-(l) Employment applications for individuals who are seeking work for an agency of the Federal &Government, or for a facility or program operated by (or through contract with) the Federal Government, in any of the positions listed in subsection (a)(l), shall contain a question asking whether the individual has ever been arrested for or charged with a crime ~involving a child, and if so requiring a description of the disposition of the arrest or charge, An application shall state that it is being signed under penalty of perjury, with the applicable Federal punishment for perjury stated on the application.
(2) A Federal agency seeking a criminal history record check shall first obtain the signature of the employee or prospective employee indicating that the employee or prospective employee has been notified of the employer's obligation to require a record check as a condition of employment and the employee's right to obtain a copy lof the criminal history report made available to the employing Federal agency and the right to challenge the acc uracy and completeness of any information contained in the report,
| (e) ENCOURAGEMENT OF VOLUNTARY CRIMINAL HISTORY CHECKS FOR O'THERS WHO MAY HAVE CONTACT WITH CHILDREN-Federal agencies and facilities are encouraged to submit identifying information for criminal history checks on volunteers working in any of the positions listed in subsection (a) and on adult household members in places where child care or foster care services are being provided in a home. | BACKGROUND CHECKS | |
| B.1.a | PUBLIC LAW 102-190, SECTION 1094, | |
| Provisional Supervised Employment of Child Care Services Personnel. | 3) An agency or facility described in subsection (a)(1) may hire a staff person provisionally prior to the completion of a background check if,at all times prior to receipt of the background check during which children are in the care of the person, the person is within the sight and under the supervision of a staff person with respect to whom a background check has been completed. |
(b) ADDITIONAL SAFETY MEASURES FOR FEDERAL CHILD CARE SERVICE FACILITIES.-lt is the sense of Congress that each agency of the Federal Government, each facility operated by the Federal Government, and each facility operated under contract with the Federal Government, that provides child care services to children under the ageof18-
(1) modify child care facilities to the extent necessary to ensure that, except for restrooms, there are no secluded areas not open to the general view of persons in such facilities; (2) provide for regular oversight of the management and operations of child care facilities by an agency official who is not directly in charge of the operation of the facility; and (3) to the maximum extent feasible allow parental access to children in child care facilities at all times. Programs ensure required background checks are completed for all categories of CYSS personnel and any other persons reasonably expected to have regular contact with children. PUBLIC LAW 102-190, SECTION 1094, Provisional Supervised Employment of Child Care Services Personnel.
| Intent: To ensure individuals working in CYS Services programs have been thoroughly vetted. | |||
| B.1.a.1 | 10.E.02 | Hiring practices include reference checks of all categories of personnel. | |
| Guidance: Management conducts two previous employer reference checks prior to hiring, contracted or volunteering prior to provision of care. CPAC conducts two reference checks on previous employers. | Personal references, AR 608–10, 2–24b, 6–11g | ||
| B.1.a.3 | N/A | The proper screening and assessment is completed for all personnel prior to working with children to include arrest and conviction statement (e.g., DA 3433-2) or equivalent. | |
| Guidance: Statement of Admission, must be used and completed by all staff, specified volunteers, and DoD contractors, FCC Providers and family member over the age of 12 - this is the statement by potential employee, provider, volunteer, and contractor answering questions about convictions, etc. From Jan 2013 on there can be a MFR if documentation is not in file. | AR 608-10 2–14. Employee records, 2–24. CDS background clearance requirements | ||
| B.1.a.4 | 10.E.02 | Local records checks (IRCs) are conducted on all CYS Services personnel upon initial hire/service and favorably completed prior to working with children. | |
| Guidance: Local checks include Drug and Alcohol, Mental Health, Army Central Registry (ACR), Military Police (MP), and Local Civilian Law Enforcement (LCLE). The Criminal Investigation Division (CID)/DCII) is also required . Suitability files source documents at CPAC are reviewed for employees and at the program for volunteers, contractors and FCC. | AR 608-10 2–14. Employee records, 2–24. CDS background clearance requirements | ||
| B.1.a.5 | 10.E.02 | A CNACI, to include a fingerprint based criminal history record check (State and Federal) is initiated on employees and contractors prior to working with children. | |
| Guidance: Ensure the CNACI is inclusive of the State Criminal History Check (SCHR). It will be coded for child care (H or 8). Employees may begin once IRCs are complete, but must work in Line of Sight Supervision (LOSS) until CNACI with SCHR successfully completed. Suitability files source documents at CPAC will be reviewed for employees and for contractors at the program. | AR 608-10 2–14. Employee records, 2–24. CDS background clearance requirements, C–143. Compliance item 2. | ||
| B.1.a.6 | CYS Services uses CYMS to track background checks to ensure checks meet timely requirements. CYMS is recorded accurately. | ||
| Guidance: Run CYMS report to determine if CYMS is being used as the tracking mechanism. Compare source documents, and verification checklists against the CYMS report to ensure accuracy. | CYMS Instruction Manual | ||
| B.1.a.7 | None | Background checks for personnel are completed in a timely manner and tracking system is in place. (5 days for all IRC except CID which is 15 days; 60 days for CNACI with SCHR.) | |
| Guidance: Review CYMS report to determine time taken to complete background checks for employees, volunteers, FCC providers, and contractors (e.g. SKIES instructors) focusing on the last two to three months for timeliness issues. Compare against verification sheet in personnel files at the program. Review most recent month's timeframes to ensure sustainment of required timeframes. | AR 608-10, C–253. Compliance item 9. | ||
| B.1.a.8 | A background check re-verification is conducted on all staff, specified volunteers, and DoD contractors every 5 years; and for FCC Providers annually. | ||
| Guidance: Review CYMS report for IRC requirements to ensure completed every year for FCC providers in FCC and every 5 years for staff, contractors and volunteers. Verification sheet should be in files. Review CYMS reports or other installation tracking mechanisms. | IMCOM PRB SOP | ||
| B.1.a.9 | None | A background check verification checklist indicating background checks are initiated/completed is contained in personnel/provider files. | |
| Guidance: For employees, source background checks are not contained in program personnel files. Verification sheet accurately reflects the status of the background checks. These original source documents are contained in the suitability files at the CPAC. For FCC Providers, specified volunteers and SKIES contractors, the copies should be in the CYS Services files. A verification sheet is signed with all required signatures. | AR 608-10 , k. , C–38. Compliance item 16, ( b.) Intent | ||
| B.1.a.10 | Staff, FCC Providers, volunteers and contractors with derogatory information go through a Program Review Board (PRB) process IAW the IMCOM PRB SOP and Secretary of the Army guidance. | ||
| Guidance: Review Annex K report from OPORD 13-058 FRAGO background check source documents, PRB minutes for any files reviewed indicating derogatory information has been found to ensure PRB process has taken place IAW IMCOM PRB SOP. Ensure record keeping in compliance with SOP (PRB files, memos in place, etc.) | 608-10 , CDS Program Review Board (PRB) • 2–10, page 10 |
IMCOM PRB SOP
| B.1.a.11 | PRB is conducted in a timely manner, which may require increased frequency, i.e. weekly. PRB SOP requires that PRB is conducted within 10 days after notification of derogatory information IAW IMCOM PRB SOP. | ||||
| Guidance: Interview PRB Chairperson and CPAC regarding process. Review last 10 PRBs cases conducted to ensure within timeframe. | IMCOM PRB SOP | ||||
| B.1.a.12 | Garrison completed a 100% audit of their background check suitability files and took the necessary corrective actions to ensure files are in compliance. | ||||
| Guidance: Review Annex T or CHRA tracking documents to show completion of identified deficiencies September 2013 audit. | OPORD 13-058 CYS Background Check Verification, 17 Dec 2012 | ||||
| B.1.b | DoDI 1402.5 reference here | Received confirmation Friday afternoon that General Council had no legally objectionable comments and DoDI will be prepared for formal coordination. | None | Programs establish procedures for Line-Of-Sight Supervision (LOSS) for employees, DoD contractors, and volunteers. | DoDI 1402.5 |
| Intent: To ensure all individuals working with children who do not have a completed CNACI are readily identifiable. | |||||
| B.1.b.1 | N/A | Installation complies with Army HQ guidelines for LOSS. | |||
| Guidance: Ask the Program Director how the background check process is conducted to ensure Service requirements are followed. Review schedules to ensure covering LOSS requirement. NOTE: Ops Manual guidelines on volunteers. | OPORD 13-058 CYS Background Check Verification, 17 Dec 2012 | ||||
| B.1.b.2 | None | Direct care program staff, DoD contractors and specified volunteers without a favorably completed background check wear identifying apparel. | |||
| Guidance: Verify by a visual check that all staff and specified volunteers without a favorably completed background check wear a red smock, apron, or shirt. Cross walk those identified needing LOSS with the employee's file and/or CYMS report. | 608-10 2–24. CDS background clearance requirements |
CYSS Operations Manual
| Notes: Refer to employee file checklist to identify background check status of staff and volunteers. | ||||
| B.1.b.3 | None | a) Personnel without a completed background check work within line-of-sight of an employee with a favorably completed background check.; b) If the nature and seriousness of the derogatory information poses a potential risk or threatens safety, the individual is assigned to a non-CYSS position or put on administrative leave. | ||
| Guidance: Observe in program to ensure employees without cleared background checks are working in LOSS. Spot check CYMS report of individuals not cleared with those working day of observation to ensure they are identified correctly as needing LOSS. ACTIONS TO TAKE: | ||||
| a) Employees not cleared will be immediately put under LOSS. b) If derogatory info serious or poses risk, staff member is not working with children - reassigned away from children or on admin leave. | AR 608-10 2–24. CDS background clearance requirements, 5–14. Staffing patterns , (g) |
&LCY15 Personnel CDC MDTI Checklist&CPage &P of &N&RVersion 1 2/24/14
SAC Personnel
| CY15 PERSONNEL SCHOOL AGE CENTER (SAC) CHILD, YOUTH & SCHOOL (CYS) SERVICES MULTI-DISCIPINARY TEAM INSPECTION (MDTI) CRITERIA | |||||||
| CRITERIA NUMBER | SAC CRITERIA SAC NAME/BLDG #________________________ DATE INSPECTED_____________ INSPECTOR________________ | MET | NOT MET | N/A | NOT OBS. | ||
| A. | GENERAL MANAGEMENT | PUBLIC LAW 102-190, SECTION 1094, Provisional Supervised Employment of Child Care Services Personnel. | |||||
| A.2 | PUBLIC LAW 104–106—FEB. 10, 1996, § 1792. Child care employees | (a) REQUIRED TRAINING.—(1) The Secretary of Defense shall prescribe regulations implementing, a training program for child care employees. Those regulations shall apply uniformly among the military departments. Subject to paragraph (2), satisfactory completion of the training program shall be a condition of employment of any person as a child care employee. |
(2) Under those regulations, the Secretary shall require that each child care employee complete the training program not later than six months after the date on which the employee is employed as a child care employee.
(3) The training program established under this subsection shall cover, at a minimum, training in the following:
(A) Early childhood development.
(B) Activities and disciplinary techniques appropriate to children of different ages.
(C) Child abuse prevention and detection.
(D) Cardiopulmonary resuscitation and other emergency medical procedures.
(b) TRAINING AND CURRICULUM SPECIALISTS.—(1) The Secretary of Defense shall require that at least one employee at each military child development center be a specialist in training and curriculum development. The Secretary shall ensure that such employees have appropriate credentials and experience.
(2) The duties of such employees shall include the following:
(A) Special teaching activities at the center.
(B) Daily oversight and instruction of other child care employees at the center.
(C) Daily assistance in the preparation of lesson plans.
(D) Assistance in the center’s child abuse prevention and detection program.
(E) Advising the director of the center on the performance of other child care employees.
(c) COMPETITIVE RATES OF PAY—For the purpose of providing military child development centers with a qualified and stable civilian workforce, employees at a military installation who are directly involved in providing child care and are paid from no appropriated funds—
(1) in the case of entry-level employees, shall be paid at rates of pay competitive with the rates of pay paid to other entry-level employees at that installation who are drawn from the same labor pool; and
| (2) in the case of other employees, shall be paid at rates of pay substantially equivalent to the rates of pay paid to other employees at that installation with similar training, seniority, and experience. | PERSONNEL MANAGEMENT | ||||||
| A.2.a | MDTI/HQ | Collective Bargaining Agreement (See Antilles Consolid. Educ. Ass’n, 22 FLRA 235 (1986) | |||||
| Standard IDPs | Program establishes management policies for staff, contractors, and volunteers | PUBLIC LAW 104–106—FEB. 10, 1996, § 1792. Child care employees | |||||
| Intent: To ensure a qualified, well-informed, and stable workforce. | |||||||
| A.2.a.1 | N/A | Direct care staff are paid IAW pay plan. | |||||
| Guidance: Check personnel and training files to ensure pay is commensurate with training. | P.L. 104–106—FEB. 10, 1996, § 1792. AR 215-3, Chapter 3 , Section III, |
DoDI 6060.2 E2.1.11. DoD CDP DoDI 1400.25-V1405, Jan 19, 1993, APPENDIX 3 TO ENCLOSURE 2
| Notes: Review 10% direct care staff personnel (SF50 or personnel action) and training (IDP to see training level) files for the CDC. (minimum of 3, maximum of 15) | ||||
| A.2.a.2 | N/A | 75% of the program's total labor hours are paid to direct program staff who are in benefit status. | ||
| Guidance: Calculate using the total hours worked in a two week period. Include Collective Bargaining agreement (where applicable) Consider all direct care staff in the installation CYP programs. | CYS)Services OPERATIONS MANUAL, April 2013 Chapter 4 Resource Management, Personnel 4-9. | |||
| A.2.c | DoDI 6060.02 (DRAFT), ENCLOSURE 3, |
Section 3. ADMINISTRATION, FUNDING, AND OVERSIGHT OF MILITARY-OPERATED CDPs., Section 4. PERSONNEL., and Section 6. VOLUNTEERS 3.
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