amy peloquin director of certification 850-222-6314 ~ [email protected]
TRANSCRIPT
Discussion Topics
Reciprocity
New Employee Certification (Employer Sponsored Applicants)
Old vs. New Requirements
Question/Answer
Reciprocity
Eligibility
Persons holding DCF-issued certification in good standing prior to January 1, 2012.
Persons holding expired DCF-issued certification with no break in service.
Persons who passed the written exam but did not complete the FBPA by January 1, 2012.
Reciprocity
Persons holding DCF-issued certification in good standing prior to January 1, 2012.
Staff member completes reciprocity application.
Employer completes attestation of certification type held and successful completion of Level 2 background check.
Reciprocity
Persons holding expired DCF-issued certification with no break in service.
Less than 3-years since expiration: show 48 hours of CEUs, complete application, submit employer attestation.
More than 3-years since expiration: show 48 hours of CEUs, complete application, submit employer attestation, pass waiver exam.
Reciprocity
Persons who passed the written exam but did not complete the FBPA by January 1, 2012.
Staff member completes reciprocity application.
Employer completes attestation of certification type held and successful completion of Level 2 background check.
Staff member completes FBPA or FCB supervision and experience requirements by 10-31-12.
Reciprocity ~ Fees
There is NO fee for credentials awarded to applicants who submitted an application and all required documents by 10-31-12.
Documents received at the FCB after 10-31-12 must be postmarked or email date stamped on or before 10-31-12 to be valid.
There is a $100 fee to applicants who are still “in-process” after 10-31-12.
Reciprocity ~ In-process
IF the application has been received by 10-31-12; BUT
the FBPA or FCB supervision and experience documentation HAS NOT been met by 10-31-12; THEN
the applicant must pay a $100 fee and has a maximum of 3 months to fulfill FBPA or FCB requirements.
Failure to complete the process by 12-31-12 will result in starting the process as a new applicant, including payment of all certification fees.
Reciprocity ~ Renewal
All credentials issued during reciprocity period expire 10-31-13.
Renewal payments ($200) and CEUs (40) are due on or before 10-31-13.
Persons who renew in 2013 will be issued a credential that is valid until 10-31-15.
Reciprocity ~ Renewal CEUs For credentials that renew in 2013
CEUs will be prorated and must be earned between 10-31-11 and 10-31-13.
For credentials that renew after 10-31-14 20 CEUs must be earned between 10-31-13
and 10-31-14 20 CEUs must be earned between 10-31-14
and 10-31-15.
Reciprocity questions?Next … New Employee Certification
New Employee Certification Certification required for
protective investigators, case managers, licensing staff, and their supervisors; and
persons who ▪ conduct parent preparation pre-service training
for prospective caregivers; ▪ conduct home visit assessment for foster or
adoptive home studies of prospective caregivers; or
▪ approve foster or adoptive home studies of prospective caregivers.
New Employee Certification
Employees are certified in their discipline, not in their position.
Employees earn child welfare certification in one of the following disciplines: Protective Investigations Case Management Licensing
Certification Standards
Uniform standards.
Multiple paths to achieve standards.
Certification Standards
Prequalification standards Degree requirements Training requirements Testing requirements Direct supervision requirements On-the-job experience requirements
Post-certification standards Annual continuing education requirements Ethical and professional practice requirements
New Employee Certification
•No fee•Complete employer-driven training program•Take written exam
Registration
•$100 fee•Valid for 12-months (from exam pass date)•Complete field requirements
Provisional Certification
•No fee•Valid for 2-years (expires October 31 of renewal year)•Complete annual CEU requirements (20/12-month period)
Full Certification
New Employee Certification
•Employee completes Registration Form
Registration
•Employee completes Provisional Certification Application•Employer completes Employer Attestation Form
Provisional Certification
•Employee completes Full Certification Application•Employer completes Direct Supervision and Work Experience Forms (or FBPA Results Form until 10-31-12)
Full Certification
Certification Forms
All forms are currently manual. Forms are maintained on the FCB
website. Select “certifications” from the menu bar. Select “child welfare” from the menu bar. Select “employer sponsored applicants”
from the webpage. Print the full application from the website.
(The full application includes directions, policy, applicant forms & employer forms.)
Written Exam
DCF post-test will be used for certification purposes until at least 10-1-12.
There will not be a testing fee until the DCF test is retired and the FCB test is initiated.
The FCB test fee is $50 per administration.
The FCB does not limit the number of test attempts, the employer may limit the number of test attempts.
The Field Based Performance Assessment (FBAP)
May be used for certification purposes until 10-31-12.
May ONLY be used for certification purposes after 10-31-12 if the applicant failed the first FPBA attempt and can pass the 2nd attempt by 12-31-12.
Questions?Next … Old vs. New Requirements
65C-33, FAC
The FCB has been orally advised that 65C-33 is no longer valid. To date, DCF has not published direction that the code is no longer valid.
The FCB is proceeding “as if” 65C-33 is no longer valid. All content on following slides are working assumptions until further notice.
65C-33 dictated policy related to:
Certification program standards Child Welfare pre-service training Pre-service training assessments Phase II standards, including
caseload and FBPA standards Supervisor certification Trainer certification Program administration
DCF new rule authority
Position classifications that require certification as a condition of employment.
Training requirements, above and beyond certification training standards.
Approval process for: Third party credentialing entities, Core competencies, and Pre-service curriculum.
Old Rule vs. New Approach
Certification program standards: now are established and verified by the FCB
Child Welfare pre-service training: now is selected by the employer; must reflect DCF-approved core competencies; must be approved by DCF
Pre-service training assessments: ultimately, testing is the responsibility of the FCB
Old Rule vs. New Approach
Protected caseload: no longer required by rule, should be established by employer policy
FBPA standards: replaced by direct supervision and on-the-job experience requirements (optional if can be completed by 10-31-12)
Old Rule vs. New Approach
Supervisor certification: supervisors must be certified in the appropriate discipline but no longer earn specific supervisor certification. Employers should establish position qualifications, including required training and on-the-job experience.
Trainer certification: Trainers are no longer required to be certified. Employers should establish policy for hiring qualified training staff.
Old Rule vs. New Approach
Program administration
Rule requirements NOT addressed by FCB program certification policy should be addressed by employer policy.
The rule provides solid guidance for employers when establishing policy related to training and preparing new employees to be successful child welfare professionals.
Old Rule vs. New Approach
CERTIFICATION IS ONE PIECE OF A LARGER PROFESSIONAL DEVELOPMENT PROGRAM.
In and of itself, it will not fix turnover or replace quality supervision, on-going training and mentoring.
It will assure that certified staff have the minimum knowledge and skills necessary to perform competently, safely, and professionally under standard supervision.
Questions?
Amy PeloquinDirector of CertificationFlorida Certification Board1715 South Gadsden StreetTallahassee, FL 32301850-222-6314apeloquin@flcertificationboard.orgwww.flcertificationboard.org