As Caregiving Superheroes®, our concern for your safety does not depend on whether you choose our services. We want individuals and families to have practical tools for evaluating the people entrusted with personal care for their loved ones or themselves.

 

Before inviting someone who claims to be a caregiver (or other professional) into your home, or entrusting anyone with your care or a loved one’s care, consider the 25 recommendations below. Use them to ask informed questions, verify qualifications, investigate relevant concerns, and establish clear expectations. It includes recommendations for hiring a caregiver directly and for evaluating a company that assigns caregivers. 

 

These recommendations emphasize Arizona resources, with several tools focused on Maricopa County, but each State and County has similar websites that you can verify information as well.

 

Approach this process with both diligence and fairness: verify information, protect personal privacy, and thoroughly evaluate what the information actually shows you.

_____________________________

 

Meeting and Evaluating Applicants

 

1 - When scheduling meet & greets, screenings, and formal interviews with applicants, always arrange to meet in public places such as a Public Library. As an example, a study room can be reserved to conduct a conversation. Never compromise the security of your household by inviting someone to your home without vetting them.

 

2 - Confirm the applicant’s identity using current government-issued photo identification. When needed for accurate screening, ask about former names or other names used in employment and credential records.

 

Explain what information you need and how it will be used. Collect only what is reasonably necessary for legitimate screening and hiring purposes. For safety and security reasons, send a text message or email to a trusted family member or friend which includes the full name of the person you are meeting as it appears on their ID, as well as the type of ID they presented to you. For example: Jane Susan Doe - AZ Driver's License.

 

When sensitive identifying information must be collected or shared, use a secure method, restrict access to people who genuinely need it, and retain it only as long as necessary or legally required.

​

3 - As you interact with applicants, communicate your non-negotiables as early in the conversation as possible. This ensures that all parties are not wasting each other's valuable time. For example, if occasional driving to appointments is a requirement for the position, along with maintaining a clean driving record, make it clear as soon as possible.

 

The applicant might disclose that they do not have a clean driving record and you may decide to either ask more questions to gain clarity on what occurred in the past before moving further, or respectfully end the interview because of the severity of the infractions such as a charge/conviction of Driving Under the Influence (DUI/DWI).

 

Many traffic infractions can be found on public record websites that are listed below at no charge to you, but we also recommend requiring applicants who may be needed as a driver for your loved one to share a copy of their driving record by completing a Motor Vehicle Record Request form and submitting $5 for a certified record (five-year driving record) at any MVD or authorized third-party office.

 

4 - Establish written payment terms and maintain accurate records and also listen for red flags. For example, if an applicant desires to be paid under the table (no W2 or Form 1099), only cash, or they ask you to pay their wages to a family member, friend, etc., those are red flags. A red flag is a reason to ask further questions—not, by itself, a finding that someone has acted improperly.

 

Cash payment is not, by itself, evidence of wrongdoing. However, requests to conceal wages, avoid required records, or bypass tax and employment obligations should be taken seriously.

 

Before hiring directly, determine whether the working relationship makes you a household employer. Employee or independent-contractor status depends on the actual working arrangement, not simply on which tax form someone prefers. Obtain qualified payroll or tax guidance when needed from a Certified Public Accountant (CPA).

 

Lastly, never agree to redirect wages to another person without first confirming that the arrangement is lawful, properly authorized, and accurately documented - this is something that can also be discussed with a CPA.

​

5 - Don't ignore your gut instincts - it usually starts from the time you conducted an initial electronic message (email, DM, etc.), telephone screening, or meet & greet. Also, consider whether the person was respectful, punctual, and attentive during your communications, and also whether the person's overall attitude and personality would be a good fit for you or your loved one.

 

Verifying Qualifications and References

​

6 - As a selection standard, we recommend choosing an Arizona caregiver who holds a valid Arizona Department of Public Safety (DPS) Fingerprint Clearance Card appropriate to the role. 

 

After the applicant obtains a Fingerprint Clearance Card number, use the AZ DPS status checker to verify current status. Confirm the cardholder’s identity, expiration date, card type, and any restrictions relevant to the work, including driving. A physical card or photocopy alone does not establish current validity.

 

Consult DPS fingerprint-clearance information and the fingerprinting provider for current application instructions and charges. Confirm the complete cost before agreeing to reimburse an applicant. Clearance is one part of screening—not a substitute for checking qualifications, references, and suitability for the actual care responsibilities.

​

7 - Require a current CPR/First Aid/AED certification card and make note of the expiration date. In the event of an emergency such as a burn, cut, fall, seizure, stroke, heart attack, or choking, the applicant should know how to respond. The applicant should also be able to recognize the signs of medical conditions that warrant an immediate call to 9-1-1 for help.

 

Before care begins, review a written emergency plan with the person receiving care, their authorized representative when applicable, and their qualified health care provider. Make sure the caregiver understands whom to contact, when to call 9-1-1, where emergency documents are kept, and how to follow the person’s applicable medical orders.

​

A Do Not Resuscitate (DNR) order addresses whether CPR should be attempted when breathing or heartbeat stops. It is not a blanket instruction to withhold other care or assistance. Clarify any DNR, advance directive, or other treatment limitation with the treating health care provider before an emergency occurs.

​

8 - Ask the applicant for the names, addresses, and phone numbers of at least 3 professional references. Call the references that were provided and verify names and relationships. Keep in mind that it's quite easy for a con artist to ask an acquaintance to lie for them, so you may have to circle back with follow-up questions later if responses don't add up. For example, the applicant informed you that they've worked for the reference for 1 year, but the reference states that they worked only 2 weeks.

​

9 - Obtain at least two emergency contacts (name, address, phone number, and their relationship to the applicant); then contact and verify them - this information is needed in case there is an emergency while the person is working for you.

​

Review Public Records Carefully—Verify Identity, Context, and Outcome

 

Use recommendations 10–22 to investigate relevant concerns through official sources. Record where you searched, the date of the search, and what you actually verified. Review only information you are lawfully permitted to obtain and use for the screening purpose.

 

Before drawing conclusions, confirm that a record belongs to the applicant. Determine the person’s role in the proceeding and review the available outcome. An arrest or allegation does not, by itself, establish misconduct. Appearing in a family, civil, or probate case does not, by itself, establish wrongdoing either.

 

Evaluate supported conduct in relation to the caregiving responsibilities involved. Consider its seriousness, how long ago it occurred, and relevant information about what happened afterward. Ask the applicant about material discrepancies and give appropriate consideration to explanations and supporting records.

 

Take credible safety concerns seriously, apply consistent standards, and follow applicable hiring requirements. A search that returns no results does not guarantee that someone is suitable for the position.

​

Using an optional Background-Screening Company

 

Before ordering a background report from a background-screening company for employment purposes, review the Federal Trade Commission’s guidance on employment background checks. Obtaining a report from a company that compiles background information can trigger Fair Credit Reporting Act requirements, including a separate written disclosure, written authorization, and notices associated with an unfavorable employment decision.

 

Before rejecting an applicant based on such a report, follow the applicable advance-notice process, including providing the report and the required summary of rights so the applicant can review the information. Follow the required notice process after the decision as well.

 

Consider using a screening provider that supports these requirements. Do not assume that an ordinary consumer people-search service that many apps and online companies use is appropriate for employment screening.

​

10 - Check to see if the applicant's name is on the AZ Adult Protective Service registry for any abuse, neglect, or exploitation.

​

11 - Check to see if the applicant's name is on the AZ DPS Sex Offender registry for any reason.

​

12 - Check to see if the applicant's name is on the U.S. Department of Justice National Sex Offender website for any reason.

​

13 - Check to see if the applicant's name is on the AZ Board of Nursing Nurse Imposter list for any reason. The names on this particular site are not in alphabetical order, but rather in the order of the date the individual is listed as an imposter.

​

14 - Check the Arizona Board of Nursing Administrative Penalties list when evaluating an applicant with a relevant nursing credential. The Board classifies these entries as non-disciplinary financial penalties.

 

Review the reason for the penalty, whether the matter was resolved, and any meaningful connection to the proposed caregiving duties. When necessary, request the underlying agreement through the Board’s public-records process.

Do not assume that an entry, by itself, establishes dishonesty, unsafe patient care, or general unreliability. Separately verify the person’s current credential status and any disciplinary actions or restrictions.

​

15 - If the applicant presents themself as a Registered Nurse (RN), Licensed Practical Nurse (LPN), or Advanced Practice Registered Nurse (APRN), obtain their license number; then look up and verify the license from participating boards of nursing at no cost, and also download a report with the licensure and discipline status information.

​

16 - If the applicant presents themself as a Certified Nurse Assistant (CNA), Licensed Nurse Assistant (LNA), Certified Medication Assistant (CMA), or Licensed Health Aide (LHA), obtain their license/certification number; then look up and verify the license. Note: Information available on this Board of Nursing website is limited to Arizona only. If the applicant carries a certification or license from another state, you will need to check with that state's appropriate department to verify the credential was issued and if it is currently in good standing.

​

17 - Check to see if the applicant's name is on the Office of Inspector General (OIG) exclusion list. The OIG's List of Excluded Individuals/Entities (LEIE) provides information to the health care industry, patients and public regarding individuals and entities currently excluded from participation in Medicare, Medicaid and all other Federal health care programs.

​

Do not treat a matching name as confirmed identity. Follow OIG’s verification instructions before concluding that an applicant is excluded, and document the result. When verification requires sensitive identifying information, use a secure process with the applicant’s knowledge and limit access to those who need it. Contact OIG for guidance when an apparent match cannot be resolved.

​

18 - Check to see if the applicant's name is on the Arizona Judicial Branch's website 

 

19 - Check to see if the applicant's name is on the Criminal Court Case Information website 

 

20 - Check to see if the applicant's name is on the Family Court Case History website

 

21 - Check to see if the applicant's name is on the Civil Court Case website

 

22 - Check to see if the applicant's name is on the Probate Court Case website

Obtaining Feedback from Family, Friends, and Professionals

 

After conducting all of your research, take the time to discuss the public records and other findings with trusted family members, friends, other loved ones, and professionals who can weigh in on the findings in an unbiased manner. Ask them if they would allow this person, company, or facility to care for their child or other loved one if they were in your shoes - especially after knowing about what you discovered. Keep an open mind to the responses and feedback you receive.

 

Do not allow yourself to be pressured to just 'make a decision' quickly. Take the time you need to assess the findings, your notes and concerns, and the feedback you received. 

 

Monitoring Care Remotely

 

23 - Install cameras - set up security cameras throughout the house, with the exception of places where privacy is expected such as the bathroom. Just the idea of being monitored remotely by cameras at any given time of a caregiver's shift can scare off many wolves that have presented themselves in sheep's clothing and are up to no good. You can contact us if you'd like to know what our favorite brands are, and why.

​​

​Before recording, review applicable privacy and consent requirements, including separate requirements for audio. Discuss camera use with the person receiving care and the caregiver, and establish arrangements that protect privacy during bathing, toileting, dressing, and other intimate care.

​​

Choosing a Provider through an Agency, or Selecting a Group Home or Assisted Living Community

​

24 - Establish your verification requirements with a caregiving agency or company before agreeing to their care services. We recommend requiring assigned caregivers to hold a valid Arizona DPS Fingerprint Clearance Card appropriate to their role and applying the verification steps in recommendation 6. Distinguish your selection standards from the legal requirements that apply to a particular position.

 

Request the assigned caregiver’s name and relevant qualification information sufficiently in advance of accepting their services to complete your review. For planned assignments, request at least two days’ notice and a written process for substitutions.

 

When a short-notice replacement is necessary, ask how your established verification process will be completed before care begins. Do not accept pressure to bypass unresolved safety concerns. Ask how the company verifies credentials and evaluates the caregiver’s ability to perform the specific tasks you need. Don't allow desperation to find assistance outweigh the importance of diligently trying to protect yourself, your loved one, and/or your household.

 

Find out who supervises the caregiver, how missed shifts and replacements are handled, how concerns are escalated, and what insurance, if any, applies to the services provided. Ask who employs the caregiver and which responsibilities, if any, remain with your household.

 

Apply the careful public-record review practices described in recommendations 10–22. Respect legitimate privacy limits, but do not accept unsupported assurances from individuals and companies in place of reasonable verification. When a company or other provider cannot meet your clearly stated needs, consider another company.

 

When considering assisted living or another residential facility, use a separate facility-selection checklist. Do not assume that screening individual caregivers answers every question about the facility itself.

​​

Seek recommendations from friends, family and health care providers with relevant experience. Vet each suggestion; what works for someone else may not suit your loved one.

​

Call each facility that you're considering. Remember, the person you speak with will most likely be a marketing or sales representative, so be prepared to probe for detailed information.

 

Here’s a list of questions to get you started

​

• What personal and health care services are included?

• What additional services are available if health care needs change?

• Is specialized care available for Alzheimer’s or other conditions?

• How are written care plans created? Are residents and their families involved?

• What unit types and sizes are available?

• Are all rooms private, including bathrooms?

• Do any units have kitchens or kitchenettes?

• What personal belongings, like furniture, can residents bring?

• What are the entrance fees, monthly rent and security deposits?

• Can I review a sample contract outlining fees, services and policies?

• Under what circumstances could a resident be asked to move out, and how much notice is given?

• Is a resident’s space held if they need to be hospitalized?

 

Make a short list of facilities to tour
 

Take your loved one on tours and encourage them to ask questions. Visit each facility multiple times, including mealtimes. Ask residents about the benefits and drawbacks and what they wished they knew before moving in.

 

Closely watch how staff interact with residents. Ask about their qualifications and ongoing training and whether staffing levels are sufficient for residents’ needs.

 

Find out how the facility handles suggestions and grievances and if it has resident and family councils that provide feedback. 

Also, ask staff if they feel supported by management. When the staff is happy, that trickles down and can help make your loved ones happy.

​

Here’s what to keep an eye out for during your tour:

​

• Cleanliness

• Emergency generator or backup power

• Ample common areas such as dens, living rooms

• A logical, easy-to-navigate floor plan

• Rooms large enough for your loved one’s needs

• Handrails and call buttons in rooms and bathrooms

• Safety locks on doors and windows

• Security and fire safety systems

• Well-lit stairs and hallways and clearly marked exits

 

Be mindful of the following disadvantages of assisted living:

​

• High costs. Expenses vary based on the level of care, amenities and location, yet the median annual cost was $70,800 in 2024, according to the insurance company Genworth. Most residents pay with personal savings or long-term-care insurance.

• Limited federal financial assistance. Medicare doesn’t typically cover assisted living, and Medicaid support depends on your state. (Contact your state’s Medicaid agency or Area Agency on Aging to learn more.) Veterans may get help through the Aid and Attendance benefit, although that covers only additional services, not room and board. (Contact the VA pension management center that serves your state or your regional VA office for details.)

• Less personal space. Residents have private rooms but share common areas. They may also need to adjust to a smaller living space than they had previously.

• Adapting to a new environment. Residents leave behind familiar surroundings and need to get used to new routines and facility rules.

​​

Throughout your search, we recommend keeping AARP’s policy guidance in mind: “Supportive housing should promote residents’ autonomy and decision-making while ensuring high-quality services. Consumer protections should ensure safety, encourage a home-like atmosphere and offer an individualized approach that ensures personal dignity and autonomy.”

​

Choosing a Long-Term Care Facility

 

25 - After thoroughly researching care options and facilities, and you have come to the conclusion that a long-term care facility would be the best fit for your loved one, before making a decision on based on a colorful brochure or online reviews, we recommend that you review AARP's '5 Things Experts Want You to Know About Choosing the Right Long-Term Care Facility' 

​​​​

​

Important Reminder:

 

These recommendations can help you make a more informed decision, but no checklist, clearance card, credential, or background search guarantees someone’s future conduct. Continue communicating with the person receiving care, reviewing whether their needs are being met, and responding promptly to concerns. Stay involved.

 

This guide provides general educational information, not individualized legal, tax, or medical advice. Consult qualified professionals about requirements that apply to your particular hiring arrangement, recording practices, or care plan.

​

​

We wish you and your loved ones a safe and supported care journey!

​

​

Last reviewed: 11/1/2026