Minnesota Minnesota

DWRS Cost Reporting Tool Instruction Manual

DWRS Cost Reporting Tool Instruction Manual

Direct care worker questionnaire

Page posted: 2/12/21

This section of the cost report collects information about the following benefits available to DWRS direct care workers in the organization:

  • · Benefits and training.
  • · Continuing education.
  • · Tuition reimbursement.

    • This section separates full-time and part-time employees because availability of these benefits might be linked to employment hours or status.

    The information on this section does not directly factor into a DWRS component value, but it allows DHS to identify potential gaps in benefit offerings and continuing education opportunities for direct care workers that may not be evident from other sections of the cost report.

    Category

    Instructions

    Staffing

    Provide all the following information, as of the last day of the reporting period:

  • · Number of direct care workers who provide DWRS services on a full-time basis.
  • · Number of direct care workers who provide DWRS services on a part-time basis.

    • Include employees who provide direct care services outside of DWRS, as long as they also provide DWRS direct care services.

    For the purposes of the cost report, full-time means at least 40 hours per week.

    Holidays

    For full-time and part-time direct care workers who provided DWRS services, provide all the following information:

  • · Whether workers are eligible to receive holiday pay (either pay paid in lieu of working on a holiday or differential pay offered on holidays).
  • · The waiting period before newly hired workers are eligible for holiday pay, if applicable.
  • · The minimum hours per week a worker must work to be eligible for holiday pay.
  • · The percentage of workers currently eligible for holiday pay.
  • · The average number of holidays (in days) provided to eligible workers during the reporting period.

    • Paid time off (PTO, vacation and sick time)

    For full-time and part-time direct care workers who provided DWRS services, provide all the following information:

  • · Whether workers are eligible to receive paid time off (PTO) in addition to holiday pay (e.g., vacation and sick time).
  • · The waiting period before newly hired workers are eligible for PTO.
  • · The minimum hours per week a worker must work to be eligible for PTO.
  • · The percentage of workers currently eligible for PTO.
  • · The average number of PTO days used by eligible workers during the reporting period.

    • Health insurance

    For full-time and part-time direct care workers who provided DWRS services, provide all the following information:

  • · Whether workers are eligible to receive health insurance.
  • · The waiting period before newly hired workers are eligible for health insurance.
  • · The minimum hours per week a worker must work to be eligible for health insurance.
  • · The percentage of workers currently eligible for health insurance from the organization.
  • · The percentage of workers currently receiving health insurance from the organization.

    • Other benefits

    For full-time and part-time direct care workers who provided DWRS services, provide all the following information:

  • · Whether your organization provides other benefits (e.g., dental insurance, vision insurance, life insurance, short-term disability, long-term disability or retirement benefits).
  • · The waiting period before newly hired workers are eligible for other benefits.
  • · The minimum hours per week a worker must work to be eligible for other benefits.
  • · The percentage of workers currently eligible for other benefits from the organization.
  • · The percentage of workers currently receiving other benefits from the organization.

    • Training, continuing education and tuition reimbursement

    For full-time and part-time direct care workers who provided DWRS services, provide all the following information:

  • · The average number of hours of non-mandatory training the organization provides or otherwise procures for workers in their first year of work.
  • · The average number of hours of non-mandatory training the organization provides or otherwise procures after a worker’s first year.
  • · Whether the organization pays for non-mandatory training costs (e.g., conference registration fees, travel costs and other related costs).
  • · Whether the organization provides tuition reimbursement.
  • · The maximum annual tuition reimbursement limit, if applicable.
  • · The percentage of workers who currently receive tuition reimbursement from the organization, if applicable.

    • Next step

    Next, review notes.

    Report this page