Compliance with 59A-36.010 Staffing Standards

Job Descriptions Are Not Optional: Compliance with 59A-36.010 Staffing Standards
Job Descriptions Are Not Optional: Compliance with 59A-36.010 Staffing Standards

Staffing is the backbone of any Assisted Living Facility (ALF). While many operators focus on schedules, coverage, and training, one area that can easily be overlooked is the requirement for written job descriptions.

Florida’s regulation makes it clear:

59A-36.010 Staffing Standards (2)(e)(1):

For facilities with a licensed capacity of 17 or more residents, the facility must develop a written job description for each staff position and provide a copy of the job description to each staff member.

Why This Matters

A job description is more than just paperwork—it’s a compliance requirement and a tool for success. Regulators want to see that:

  • Every staff member knows their role and responsibilities. 
  • Administrators have clear expectations to evaluate performance. 
  • Residents are assured that staff are trained and accountable. 

Failure to provide written job descriptions could result in citations under 59A-36.010, signaling poor administrative oversight.

What Facilities Must Do ✅

  1. Write Job Descriptions for Each Position 
    • Administrator 
    • Direct Care Staff 
    • Food Service Workers 
    • Housekeeping/Maintenance Staff 
    • Activities Coordinators 
    • Medication Technicians (if applicable) 
  2. Distribute Copies to Staff 
    • Each staff member must have their own copy. 
    • Keep a signed acknowledgment in the employee file. 
  3. Keep Them Current 
    • Update descriptions when roles change. 
    • Review annually to stay aligned with regulations and facility needs. 

Best Practices for Administrators

  • Be Specific: Don’t just say “assists residents.” Spell out duties like personal care, charting, or meal service. 
  • Tie to Training: Match job descriptions with your in-service and competency-based training plans. 
  • Document Everything: Place copies in both the employee’s personnel file and your compliance binder. 
  • Use Job Descriptions for Evaluations: This keeps accountability consistent and defensible. 

For facilities with 17 or more residents, written job descriptions are not optional—they are a compliance must-have. They protect your facility, guide your staff, and demonstrate to regulators that your ALF is organized and professionally managed.

👉 Tip: Create a standardized template for job descriptions so you can easily update and distribute them across all positions.