Dignity Privacy Independence
"How far you go in life depends on your being tender with the young, compassionate with the aged, sympathetic with the striving, and tolerant with the weak and strong, because some day in your life you will have been all of these"
- George W. Carver


Employee Requirements.

Below is the actual policy and procedure policy that Groom Senior Care Homes Inc. follows when hiring our employees. We take pride in knowing that our employees have been checked and rechecked, interviewed and re-interviewed. We ONLY hire CNA's (Certified Nurse Aides) we do not hire "Caregivers" (Caregivers are non-licensed staff).

Because we take so much time interviewing and training our employees when we get them, we like to take care of them and they take care of our families. We have very little turnover in an industry which is known for having a 73% turnover rate. That low turnover rate is truly something we are proud of.

Hiring Process

Initial contact made by Applicant to HR Manager. Please Contact Us.

  • If HR Manager thinks the applicant sounds like a fit info is given to a House Manager.

House Manager Contacts Applicant for phone interview.

  • If phone interview goes well, house manager asks applicant to come in for a face to face interview.
  • If phone interview does not go well, applicant is removed from list.
  • If face to face interview goes well, applicant fills out Groom Senior Living, Inc. application.
  • If face to face interview does not go well, applicant is removed from list.
  • If Applicant fills out application, House Manager gives to HR Mgr.

HR Manager runs background check.

  • Criminal background check.
  • SS Verification, Misconduct registry, & nurse aide registry.
  • If background passed, HR Manager notifies House Manager that Applicant can be brought in for drug test and orientation.

House Manager begins Orientation.

  • Drug Test
  • If drug test is passed, 4 hours of orientation begins.
  • If drug test is failed, Applicant is dismissed.
  • Applicant required to work minimum of two 12 hour shifts with House Manager.
  • Applicant required to work 12 hr shift with co-worker other than House Manager.
  • House Manager and co-worker discuss Applicant work ethic over the past 36 hrs.
  • If review goes well he / she is added to the schedule as an employee.

Staff Training

(1) All staff members must receive four hours of dementia-specific orientation prior to assuming any job responsibilities. Training must cover, at a minimum, the following topics:

  1. basic information about the causes, progression, and management of Alzheimer's disease;
  2. managing dysfunctional behavior; and
  3. identifying and alleviating safety risks to residents with Alzheimer's disease.

(2) Direct care staff must receive 16 hours of on-the-job supervision and training within the first 16 hours of employment following orientation. Training must cover:

  1. providing assistance with the activities of daily living;
  2. emergency and evacuation procedures specific to the dementia population;
  3. managing dysfunctional behavior; and
  4. behavior management, including prevention of aggressive behavior and de-escalation techniques, or fall prevention, or alternatives to restraints.

(3) Direct care staff must annually complete 12 hours of in-service education regarding Alzheimer's disease. One hour of annual training must address behavior management, including prevention of aggressive behavior and de-escalation techniques, or fall prevention, or alternatives to restraints. Training for these subjects must be competency-based. Subject matter must address the unique needs of the facility. Additional suggested topics include:

  1. assessing resident capabilities and developing and implementing service plans;
  2. promoting resident dignity, independence, individuality, privacy and choice;
  3. planning and facilitating activities appropriate for the dementia resident;
  4. communicating with families and other persons interested in the resident;
  5. resident rights and principles of self-determination;
  6. care of elderly persons with physical, cognitive, behavioral and social disabilities;
  7. medical and social needs of the resident;
  8. common psychotropics and side effects; and
  9. local community resources.

DADS: http://www.dads.state.tx.us/handbooks/ls-alf/


I just wanted you to know how pleased we are with the care and support Groom has provided my Dad. He has significantly improved during his stay with your staff. I could not be more pleased with the care and service you are providing. It is comforting to know that he is being well cared for and we have flexibility to travel and always know he is in good hands. I could not give you any higher recommendation and would welcome to the opportunity to discuss how pleased we are with any prospective clients.

Thanks again for your service, it is truly a Godsend of finding your organization.
- Rick Brantley

Ed was placed in a Groom Senior Living home after being discharged from multiple facilities for aggressive behavior due to frontal lobe dementia.

"I was told that their [Groom Senior Living Inc.] mission was to make my husband's and my quality of life better... that is exactly what they did."
- Mrs. Pat Smith

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