Employee Management

Employee Management

We maintain personnel files for all program participants’ employees. These files contain required tax and program forms, as well as a copy of the employee’s driver’s license and social security card. Medicaid has a base set of requirements for providers, it is up to an organization to interpret and build upon that base. According to the Medicaid Provider Manual-Michigan:


  • At least 18 years of age.
  • Able to prevent transmission of any communicable disease from self to others in the environment in which they are providing supports.
  • Able to communicate expressively and receptively in order to follow individual plan requirements and beneficiary-specific emergency procedures, and report on activities performed.
  • In good standing with the law (i.e., not a fugitive from justice, not a convicted felon who is either still under jurisdiction or one whose felony relates to the kind of duty he/she would be performing, not an illegal alien).
  • Able to perform basic first aid procedures, as evidenced by completion of a first aid training course, self-test, or other method determined by the PIHP to demonstrate competence in basic first aid procedures.
  • Has received training in the beneficiary’s IPOS.

We verify employment eligibility with the Federal E-Verify Online System which is required of all new employees by the Department of Homeland Security. Where contracted, we conduct criminal background checks on each new employee and forward negative results to the program participant and case manager for determination of employment eligibility.

In addition to retaining files, our Personnel Department maintains a matrix of training certifications for mental health agency required trainings. These training requirements are determined by each individual Community Mental Health (CMH) organization along with associated training expiration and recertification guidelines for employees. Upon request from a CMH, our office will track employee trainings and send out periodic reminders to employees to make sure all employees are trained and are kept current with certifications. Our training procedures and policies are based on the needs and requirements of the CMH organization.

The Hiring Process

Getting Started

  • List five major responsibilities of the position
  • List any critical skills or special knowledge needed
  • Determine necessary and desirable educational backgrounds or training
  • Decide what depth of experience is needed
  • Always be recruiting
  • Place job ads online and in the newspaper

Resumes: Fact or Fiction

  • Resumes that focus on major skills and accomplishments with no chronological record of employment are often used to hide gaps in employment
  • Beware of exaggeration and dramatic action verbs, like managed and researched
  • Too much detail about degrees and interests can act as padding
  • Read resumes in small doses to help maintain focus and recognize fact from fiction

Conduct an Effective Interview

We have a helpful guide to make the interview process easier.

Click here to check out our Interview Guide. Interview Guide

  • Prepare in advance: rank key factors required for the job in order of importance
  • Ask the right questions: ask closed and open-ended questions, as well as questions about hypothetical job scenarios to assess the candidate’s compatibility and work style
  • Rephrase questions: if a candidate’s response is vague or insufficient, don’t be afraid to ask it in a different way.
  • Write it down: don’t try to transcribe everything the candidate says word for word, just focus on the key points
  • Don’t rush to judgment: wait until after the interview to evaluate responses and make interpretations
  • End on a positive note: thank the candidate for their time and interest