Maxim FMS makes it easy for you to direct who provides your care, what type of services you require and when and where those services are administered. Independence and freedom regarding long-term care is your right—we’re here to make it as easy as possible, so you can spend your time focusing on the people, places and activities that bring you joy.
Working with your FMS provider
Your FMS provider is your vital hub for the administrative side of self‑direction.
Finding and hiring the right workers
Let us guide you through the hiring process from start to finish with support on who you can hire, keeping yourself safe in hiring and more.
Being a great employer
Hiring is just the beginning, how you manage and support your worker matters too. Follow our steps to learn more.
Helpful PDFs and downloads
We’re here to support you. Find Important information and forms to review to help set you up for success with self-directed care.
Quick-start guide to self-direction
Self‑direction puts you in control, letting you choose your workers, manage your supports and shape your daily life. It also means taking on the role of employer, which can feel overwhelming at first. This expanded guide from The Kansas Self-Direction Toolkit breaks down the process and offers advice to ease the journey.
Working with your financial management services (FMS) provider
Your FMS provider is your vital hub for the administrative side of self‑direction.
Responsibilities include:
- Handling payroll, hiring paperwork, background checks, taxes and keeping budget records.
- Offering information and assistance, including:
- Explaining your responsibilities as an employer
- Providing training, problem-solving support and employer best practices
- Being your go-to for administrative concerns, such as how to reach supports and what services they offer
How to choose wisely:
Ask your FMS candidates:
- Who can you call if you have questions?
- How quickly do they respond to support requests?
- How do they handle EVV and payroll?
- What sets them apart?
Finding and hiring the right workers
This section walks you through the hiring process from start to finish.
Who you can hire
- Hire family members, friends, neighbors or others in your community. Under some waivers, you may even hire parents (ask your Care Coordinator or FMS for rules).
Creating a worker ad
- Show your personality and expectations—introduce yourself, your interests, the kind of worker you’re seeking and the tasks involved. Use color or images to make your ad stand out.
Keeping yourself safe in hiring
- Use only your first name or initials.
- Set up a free email or temporary phone number for responses.
- Meet applicants in public places (CILs or FMS offices can help).
Job descriptions and interviews
- Your job description should include:
- A clear title( e.g., Direct Support Worker)
- Role overview and required qualifications (age 18+, legal to work in the U.S., background check requirement, etc.)
- Tasks, schedule and physical requirements, as needed
- In interviews, only ask job‑related questions that are legally appropriate (e.g., “Are you 18 or older?”) instead of asking about age, or “Can you legally work in the U.S.?” instead of nationality.
- Sample interview topics: availability, reliability, experience and scenario-based questions such as, “What would you do if I fell?”
Choosing and hiring your worker
- Use a simple checklist:
- Did they arrive on time?
- Do you feel safe with them?
- Were references positive and responsive?
- To hire: always offer the job, remind them about background screening, complete paperwork with your FMS, set a start date and plan initial training.
Being a great employer
Hiring is just the beginning, how you manage and support your worker matters too.
Training your worker
Share how you prefer tasks done, emergency protocols, routines, location of supplies and how to respect your choices. A checklist from your FMS can help.
Task organization and scheduling
List daily tasks (e.g., shower assistance, med reminders, meal prep, etc.), and clarify expectations such as punctuality and phone use. Use calendars to coordinate schedules, including holidays and team needs.
Coaching and communication
Acknowledge when things go well and give constructive feedback gently. If expectations change, show rather than tell. Difficult conversations? Pick a quiet time and document the discussion. You can involve your FMS for guidance.
Retention and team culture
Be respectful, adapt to each worker, and build a supportive, family‑like atmosphere by celebrating birthdays, coordinating calendars and fostering mutual respect.
Changing workers when needed
If coaching doesn’t help or circumstances change, manage transitions with privacy and care. Have a witness if needed, retrieve keys and coordinate with your FMS.
Creating a backup plan
It’s important to prepare for the unexpected.
- List backup workers, emergency contacts, doctors and clear instructions for emergencies.
- Plan for situations such as:
- No-show worker: call backups or your FMS
- Power outages and fires: know who to call and what steps to follow
Preventing fraud, abuse and neglect
Protect yourself and your workers.
Fraud
Report immediate concerns like altered timesheets or overreporting hours to your FMS or MCO. Review EVV records and prevent abuse of systems.
Abuse and neglect
Abuse includes unwanted physical or emotional harm. Neglect means failure to provide essential care. If you suspect either, contact your FMS or MCO. In emergencies, dial 911.
Maxim FMS Resources
Learn more about using the Maxim FMS portal, downloading, logging in and using our app, connecting with us through the participant dashboard and more.
