Here's what we're looking for from ACR Employees
- A heart for providing exceptional care for people with disabilities
- A positive "team player" attitude
- Responsibility, punctuality
- Good judgment and attention to detail
- Flexibility and creative problem solving skills
- A willingness to listen and learn
- Stress tolerance: be ready for fast-paced shifts that require focus and multitasking
- Part-time requires a minimum of 10 shifts/month (2-3 shifts/week) with a increasing number of homes only requiring 2 shifts/week.
- Full-time requires a minimum of 38-40 hours/week
ACR Homes is an EEO/AA Employer
ACR Homes is committed to the principles of diversity and inclusion in our recruiting, hiring, and professional development programs. We commit to ensuring an exceptional work experience for ALL employees.
You must be eligible to work in the U.S.A.
ACR is a drug-free environment and performs mandatory random drug screenings.
All group home employees must be at least 16 years old. There are substantial work restrictions for employees between the ages of 16 and 18.
Required Documents: Upon hire, you will need to provide identification documents to satisfy requirements of the I-9 form: a valid Social Security card (for payroll), a valid driver's license and proof of automobile insurance. All documents need to be presented to an ACR HR office member within 3 business days of a position being offered. If you are not able to provide required documents within 3 business days, the job offer will be suspended until this requirement is met.
Criminal Background Check: Upon hire, adult foster care licensing rules, as described in Minnesota Rules 9555.6125, require that employees undergo a criminal background check. Additionally, operators, caregivers, and household members must agree to disclose their conviction and criminal history information and may not have a disqualification under Minnesota Statutes, section 254C.15.
Conviction Record: Convictions of offenses such as homicide, crimes against a person, crimes of compulsion, sex crimes, incest, theft and burglary, arson or obscene phone calls will typically disqualify someone from employment at ACR due to licensure requirements.
Driving Record: You may be disqualified from employment if you have three or more moving violations or accidents or combination thereof, or convictions for careless or reckless driving, DUI/DWI, refusing a substance test, hit and run, manslaughter, eluding a police officer, any felony, drag-racing, suspension or revocation of license, or driving with suspended license. A valid U.S. Driver's License and a reliable form of transportation are required for all direct care positions with ACR Homes; you may be asked to transport the people we support in your own vehicle.
- If you are a student at the U of M or UW RIver Falls, ACR offers an Employee Transportation Program (ETP) that staff can utilize with a small deduction of pay that covers gas, parking, insurance, maintenance, etc.
- Applicants are encouraged to continue with the application process and can discuss ETP details at the time of the interview.
Tobacco Free: ACR is a tobacco free environment. This means you may not use tobacco in the home, in a company or personal vehicle or in the community while on duty or on premises.
Work Commitment: Consistency of care is essential for the physical and emotional well-being of the people we support. To that end, direct care professionals are required to work a minimum of 10 shifts/month (2-3 shifts/week) and full-time requires a minimum of 38 hours/week.
Scheduling: Scheduling is done monthly. Most shifts are 8 hours in length. Once a schedule is arranged, employees are responsible for working their scheduled shifts or finding replacements. Flexibility is essential.
Due to the nature of the work, all direct care professionals must share in the responsibility of providing care for the people we support during weekends (Friday evening through Sunday evening), holidays, spring break, summer break, and other frequently sought after vacation times.
Awkward, Heavy Lifting: The ability to occasionally perform awkward, heavy lifting of 70 pounds or more (with or without a reasonable accommodation) is a requirement of all direct care positions at ACR.
Mantoux: Prior to beginning work, all employees must have a 2-step Mantoux test (test for tuberculosis) administered and read (which is done by an MD or RN.) A physical may also be required.
Hepatitis B: Some people living in our homes are Hepatitis B carriers. ACR strongly encourages all employees to have the Hepatitis B vaccine. This is a series of three shots over a five month period.
Training: All new employees are required by state law to receive 30-60 hours of initial orientation training within 45 days of hire and before performing unsupervised work. This training includes courses in Vulnerable Adults/Children, OSHA, HIPAA, CPR, First Aid, Medication Administration, Behavior Management, Company Policy and Professionalism, specific information on the people we support, hands-on training in the group home where you are placed, and other training depending on the site you work at. Employees are given instructions on how and where they can obtain training and are responsible to see that it is completed within the required time (which will be explained during orientation.) There are also mandatory monthly staff meetings, which you are paid to attend. These meetings are required to discuss current methods, updates, and concerns relating to the people who line in the group home where you work. Your supervisor may also ask you to attend other training in the community.
Benefits: ACR offers health care benefits for employees who are approved for full-time status (38 hours per week for hourly staff, or 5 days per week for exempt staff.) Click here for more information about benefits. or contact the benefits coordinator at the ACR office. Availability of full-time positions and accompanying benefits are house specific; you may be eligible only after satisfactory completion of training.