Central Fabrication Accreditation Guide

October 2023


Human Resources (HR)

The Human Resources Standards address policies and procedures for personnel qualifications and human resource management. You must have written policies that describe staff qualifications and provide documentation of participation in orientation and training. All licenses and certifications must be verified and documented in the employee’s personnel file or another file specifically for this purpose.

You must conduct and document staff reviews that provide individuals with feedback on their job performance.


The business establishes written policies and procedures for personnel qualifications and training, including 1) detailed job descriptions; 2) required certifications and/or licenses as applicable; 3) required experience; and 4) continuing education requirements.

Tip–Personnel Qualifications

You must have policies and procedures in place that describe the qualifications and employment requirements of your staff. Documentation may be located in personnel files, human resources records, training records and/or staff meeting minutes.


The facility must have a full time staff member onsite who is credentialed as an orthotist, prosthetist, pedorthist, technician or assistant by a nationally recognized orthotic, prosthetic or pedorthic certifying board in the discipline of the services it provides to assist in the determination of the design specifications.

Tip–Full time Credentialed Staff Member

A full time credentialed staff member is onsite the majority of the business’ operating hours.


The business provides appropriate orientation and training programs to familiarize all personnel with its facilities and procedures. Appropriate reference materials and educational information are available to all personnel.

Tip–Staff Orientation and Training

You must provide orientation and training to familiarize your staff with your facility and all procedures. You need to document staff participation in this orientation or training as well as all ongoing and remedial training programs. The orientation or training materials must be available to all staff.

Documentation may include, but is not limited to:

  • Employee handbook
  • Safety orientation
  • Signed and dated list of program participants and a copy of the agenda for the orientation or training session


The business verifies all required professional licenses and/or certifications, at least annually.

Tip–Licenses and Certifications

All of the licenses and certifications held by all staff need to be verified every year. You can do this by contacting the issuing agency (licensure or certification board) and requesting verification that the individuals’ credentials are still valid. This can be done via phone, email or by checking the agency’s website. Once acquired, the verification should be documented in the employee’s personnel file or another file specifically for this purpose. You should document the date and method by which the verification was received.


The business conducts performance reviews of its staff, at least annually.

Tip–Performance Reviews

During your performance reviews you must provide the individual with feedback on their competencies and areas for improvement, if needed. These reviews must be documented in their personnel file or another file specifically maintained for this purpose.