Individual Provider (IP) Questions

Below you’ll find answers to our most frequently asked questions specific to Individual Providers (IP).

For definitions to common terms mentioned, please review our frequently asked questions glossary.

Current IPs will not have to reapply for their jobs. Most employment information will transfer to CDWA. However, CDWA is obligated to complete background checks on current IPs whose background checks have expired or will expire, as per criteria set by the State of Washington. Additionally, IPs must complete several employment-related documents and orientation/training as part of the new hire process. The new documentation will ensure we have up to date information and have accounted for any changes in your status (such as name changes). It is our goal to make the transition as smooth as possible.

Yes, the Department of Health will continue to certify IPs. Current training and certification requirements for IPs will not change as a result of the transition. The SEIU 775 Benefits Group will continue to create and update the Orientation and Safety training. All IPs must be trained on this before providing services to Clients.

IP requirements will stay the same. CDWA will make sure all IPs meet and are up-to-date on IP requirements. These requirements include:

  • Being 18 years or older
  • Legally able to work in the US
  • Completion of background checks and required training
  • Not being named on any of the Medicaid exclusion lists

CDWA will receive current background check results when the CDE transition takes place. IPs who are currently under contract with DSHS, and who have a valid background check that will not expire within 90 days, will not need a new background check until it expires. For new IPs, CDWA will use the Background Check Central Unit (BCCU) to perform checks. There will be no change to the list of crimes and conditions that disqualify an individual from being an IP. If a background check returns with issues that are not considered a disqualifying crime or condition, CDWA will complete a Character, Competence and Suitability (CC&S) review to determine whether or not an IP can still provide services to a Client.

CDWA will have a new payment system that will fully replace IPOne. The payment system will be fully managed by CDWA.

Pay scales and employment requirements are set by state legislation and the collective bargaining agreement (CBA) with SEIU 775. If there are changes to pay scales or employment requirements, due to changes in legislation or to the CBA, SEIU 775 and CDWA will communicate changes to IPs and Clients.

IPs should confirm their PTO balances in IPOne are accurate prior to transition to CDWA. CDWA will receive PTO balances from IPOne.

Your Client(s) will continue to manage your schedule and hours worked. CDWA will monitor Work Week Limits (WWL).

IPs and Clients can continue to use Carina to find more work or available IPs.

IPs who are not live-in providers will have to use Electronic Visit Verification (EVV). This is a federal requirement by the 21st Century Cures Act. You will clock in and out using CDWA’s mobile app. At the end of each shift you will report the tasks performed as part of the logging out process. A landline telephone option will be available as needed. CDWA also has an online time entry portal, called DirectMyCare. This is used if you forget to clock in/out or need to correct a previous time entry.

Training will continue to be done through SEIU 775 Benefits Group. You will be required to go through CDWA’s employment orientation for training on the DirectMyCare web portal, EVV (if applicable) and other employment-related information.

No. The change applies to IPs who are providing services to a Client through the self-directed program.

CDWA will become your legal employer. The Client will remain the managing employer. CDWA will process payroll and monitor credentialing requirements necessary to provide services to the Client. The Client will continue to schedule, supervise, and dismiss their IPs.

There will be no change to authorized hours as a result of the transition to the CDE. There will be a change in the number of pay periods, from 24 now, to 26 per year. IPs working for CDWA will be paid every other Friday.

To check your current status on your CE, go to After transition to the CDE, CDWA will inform IPs of required trainings and renewals. Current training credentials will transfer to CDWA at the time of the transition.

In most instances, IPs are only required to be fingerprinted once.

IPs will provide CDWA with their direct deposit information during the hiring process. IPs may select a pay card if they do not want to be paid by direct deposit. Federal law does not allow DSHS to share current direct deposit info with CDWA.

Hours will continue to be authorized monthly regardless of the shift in the pay period. Your Client will continue to have the ability to allocate hours among IPs to suit their care needs.

Clients and IPs are responsible for monitoring hours worked and miles used so they do not exceed the monthly allocation. Hours and miles can be monitored in the CDWA DirectMyCare web portal.

There will not be a gap between the last day on IPOne and the start date with CDWA for any IPs, assuming you complete your hiring process prior to your phased changeover date. You will receive information from CDWA regarding when you can begin the hiring process and when you must complete the process to ensure there is no gap.

You should discuss your resignation with your Client first. Resignations will then need to be submitted to CDWA. IPs who are no longer employed by CDWA will not be able to provide services to a Client. If an IP in good standing wishes to stop providing services to a particular Client but remain an employee of CDWA, they would contact CDWA with this information.

Current IP contracts will remain in place until the IP is hired by CDWA, unless the contract expires or is closed by DSHS. IP contracts will be closed by DSHS once the CDWA hiring process is complete.

If your current contract with DSHS expires before you transition, you will need to renew it with DSHS. Both transitioning and new IPs will need to complete hiring documents to be hired by CDWA.

Eligibility criteria and plan options for healthcare coverage and health programs through SEIU 775 Benefits Group will remain the same. Additionally, if an IP is currently enrolled in coverage and continues to meet established eligibility criteria their coverage will be extended through the CDWA transition. SEIU 775 Benefits Group will continue to provide communications related to your healthcare benefits. For more information, please call 1-877-606-6705 or visit

If you do not have an active contract with DSHS, your information will not automatically transfer to CDWA during the transition phases. You may use the Carina database to find a Client prior to transitioning to ensure you have an active contract with DSHS. If you are unable to find a new Client and/or complete the process for the new Client before you are supposed to transition, you may contact CDWA directly for further assistance once phase 1 begins (11/1/21). You can look at the Pilot and Hiring Phases Map under the Resources tab of our website to determine which phase you would fall under based on the county you expect to work in. Please continue to check our website for additional updates.

Paychecks will occur bi-weekly on the scheduled dates as posted on our payroll calendar. IPs may choose to receive pay via a pay card or a direct deposit into their checking/savings account(s). IPs may contact CDWA if they have questions or concerns regarding payroll.

Yes. Paid time off (PTO) policies will remain the same and will continue to follow the rules set forth by the Collective Bargaining Agreement (CBA) with SEIU775. After the transition, PTO requests and approvals will be made through CDWA’s web portal, Direct My Care, or through the Interactive Voice Response (IVR) system.

Beginning July 1, 2022, IPs will be eligible for holiday pay if they work on Independence Day (July 4) or New Year’s Day (January 1) as set forth by the Collective Bargaining Agreement (CBA) with SEIU775. Days that qualify for holiday pay are defined in the CBA.

All IPs who are currently serving an active Client will be hired by CDWA during the transition if they continue to meet the basic qualifications and provide the required employment information and documentation during the hiring process.

Please keep your contact and demographic information up to date with DSHS and/or IPOne. We will use this information to contact you when it is time for you to begin the process.

Hours of work will continue to be scheduled by the Client and will not change as a result of the CDE transition. If you would like to work more hours, you may use the Carina database to find an additional Client.

No. We will not contact Clients for input regarding your re-hiring unless you have had a recent background check renewal that requires a Character, Competence, and Suitability (CC&S) review . All active IPs will be hired by CDWA as long as they continue to meet the basic qualifications and provide the proper information during the hiring process.

Yes. All IPs are required to have CDWA employment orientation to learn about working for CDWA. Employment orientation is paid time.

CDWA will receive current background check results when the CDE transition takes place. Currently contracted IPs who have a valid background check that will not expire in the 90 days before transition will not need a new background check until their renewal date. If you receive notice that your background check is expiring from DSHS or CDWA, please be sure to complete the process as soon as possible. All IPs will need to have a current background check before they can provide services to a Client.

The exact timing is dependent on the phase you will transition to CDWA.

CDWA will send you instructions on how to sign up for the DirectMyCare web portal when your phase begins.

Yes. The CDWA employment orientation will be done online. You will be able to contact CDWA if you need additional support during the employment orientation.

Newly hired IPs will go through a hiring and employment orientation process with CDWA. This process will include initial screening, completing required employment documents and passing the required background checks. New IPs will be informed of the required trainings they will need to complete.

Eligible IPs will continue to have the opportunity to receive the Advanced Home Care Aide Specialist (AHCAS) Certification. Eligibility is determined by the cumulative career hours (CCH) IPs have worked as well as the level of care that their Client needs. IPs with an AHCAS Certification qualify for a higher rate of pay.

In addition, CDWA is currently hiring a variety of positions such as Service and Administrative Coordinators. Please visit our careers page for current positions:

You can sort by Washington specific positions there.

DSHS pays for background checks while CDWA is responsible for ensuring IPs meet background check requirements.

Yes. CDWA will be responsible for the administration and support of workers’ compensation issues for IPs who are injured on the job. Once an IP is employed with CDWA, work injuries can be reported by calling our customer service phone number.