Catch up on important updates:
- Training Deadlines – APS overdue, Standards of Conduct past due 3/7, Medicaid 101 due 4/15
- General Staff Meeting – 3/25 @ 7:30 AM
- Survey Results & Actions – Your feedback is driving improvements!
- Policy Reminders – Attendance, breaks, vehicle use, and open-door policy
- Employee Spotlights – Celebrating our outstanding team!
Monthly Training Topics (LMS) Training Page
- APS for Providers (Jan), now overdue
- Annual Standards of Conduct (Feb), read/return signature pages past due 3/7/25
- Medicaid 101, due 4/15/25 (1hr)
- General Staff Meeting – Tuesday, March 25th @ 7:30am
Hot Topics
- Staff and PCSP Team Survey Follow-up
- We appreciate everyone who took the time to participate in the recent staff and PCSP team surveys. Your feedback is incredibly valuable in helping us improve our processes, enhance communication, and ensuring we meet the needs of both our staff and the individuals we support.
- In addition to gathering input from staff, we also reached out to members of the Person-Centered Support Plan (PCSP) team for their perspectives. We have responded to those who submitted feedback from the PCSP team. We carefully reviewed their comments and have already implemented some of the suggested changes while considering others for future improvements.
- Similarly, staff feedback has been instrumental in identifying areas where we can enhance our operations. We have already begun implementing some of the suggestions and are actively following up on others and gaining further context and clarity. As we continue this process, we will provide staff with a more detailed response outlining the key takeaways from the survey, the actions we are taking, and any next steps.
- Thank you for your thoughtful contributions and engagement. Your input helps shape a better work environment and ensures we are delivering the highest quality support. Stay tuned for further updates as we continue making improvements based on your valuable feedback!
- Attendance Policy
- As a reminder, staff are expected to be fully prepared to begin work at their scheduled start time. While timekeeping rounds to the nearest 15 minutes, this does not mean employees can arrive seven minutes late without consequence—late is late.
- Additionally, clocking into Therap from the parking lot or while walking into the building is not acceptable. Being “ready for work” means being prepared to take assignments and start work immediately. These pre-work tasks generally include settling in, securing personal belongings, and being at your designated work area, ready to engage. Simply arriving at the building at your scheduled time does not meet this expectation.
- Starting late not only disrupts our operations but also affects the schedules of group homes and parents who rely on timely transportation services. It is essential that all staff are fully prepared and ready to begin work on time to ensure a smooth and efficient start to the day.
- Breaks
- ACS provides 10-minute breaks for staff to attend to personal matters. However, these breaks should not be taken at or near the very beginning or end of a shift or other break under normal circumstances. Taking a discretionary break shortly after arriving—such as extended “water cooler” conversations or quick trips to Maverik—is not appropriate.
- Additionally, staff must notify a supervisor or the designated scheduling coordinator before taking a break, particularly in the morning when efficient van operations are essential. Proper communication ensures workflow continuity and minimizes disruptions to daily operations.
- Vehicle Policy Reminders
- Food & Drinks on Company Vehicles
- Please remember that food and beverages, except for water and other non-sticky or non-staining liquids, are not allowed in company vehicles. Coffee is permitted if kept in a spill-proof container, and any spills must be cleaned up before you finish using the vehicle. Additionally, please remove all personal items, trash, and belongings at the end of your trip or workday.
- Speeding: Please remember—don’t speed! Our GPS system monitors vehicle speeds and compares them to posted speed limits. Our company policy strictly limits driving speed to 65 miles per hour—there’s no need to rush.
- Collisions & Incidents:
- Food & Drinks on Company Vehicles
- If you are involved in a collision or any incident resulting in more than $2,500 in property damage or any injuries, a police report must be filed per state law.
- In all cases, exchange contact and insurance information. If no one is present to receive the information, leave our office number and insurance details at the scene for an ACS owned vehicle, or your information if using a personal vehicle. We have placed an accident report form with the registration for convenience.
- Take clear photos of:
- Our vehicle
- The other vehicle(s) or damaged property
- The scene of the incident
ACS Open Door Policy
- Accessibility with Boundaries
- Managers are open to discussions but also may set expectations about their availability.
- Managers may request staff to schedule a time for in-depth discussions.
- We provide alternative options like email follow-ups or scheduled meetings as well.
- Encouraging Open Communication
- We want staff to feel safe to express concerns, suggest ideas, or ask for clarification without fear of retaliation.
- Managers will actively listen, respond thoughtfully, and take action when necessary to reinforce trust.
- Balancing Transparency and Productivity
- While the door is “open,” managers also may need uninterrupted time for deep work.
- Using signals like a “Do Not Disturb” sign, calendar blocks, or status updates help staff understand when immediate access is appropriate.
- Promoting a Respectful Approach
- Staff should be encouraged to respect the manager’s workflow and seek the right time for discussions.
- Urgent matters can be raised anytime, while non-urgent discussions should be scheduled.
SL Quarterly Theme:
Harnessing the Power of Teamwork: Each of us has unique abilities and strengths that improve our organization. We all have a role and a purpose. As we team up with each other and those we serve, it is fundamental to help one another recognize our individual contributions and values. By embracing the idea “to build a strong team, you must view another’s strength as a complement to your own weaknesses rather than a challenge to your authority” – Christine Cain, we can promote a value of support and success in our work environment.
Employee of the Month Nominations (March)
- Salt Lake: Bob: Is a wonderful staff and always puts the clients first. Bob is very dedicated team member.
- Tooele: Teona – She consistently demonstrates a strong team-oriented approach and a dedication to our clients’ needs. Teona is always seeking ways to enhance our clients’ lives while working towards their goals. She is a truly valuable member of the Tooele team.
- Support Living: Amanda – She consistently supports the team with a strong work ethic, proactively seeking clarification on assignments, and jumping in where needed. Her commitment to empowering clients ensures they have the information necessary to make informed decisions.
- Employment: Stirling – He communicates effectively with the team and is always punctual. He keeps everyone aligned, embraces new cases without complaint, and builds strong rapport with clients, significantly enhancing our team’s reputation.
- Management: Tiffany – Is always ready to jump in and help when needed, We can always rely on her and her dedication to our individuals.