Scope

  • Policy Statement
  • The Policy
  • Training
  • Induction
  • Managers Induction
  • Code of Conduct (Skills for care)
  • Development
  • Qualifications
  • Records

  • Nursing Staff

  • Related Policies
  • Related Guidance
  • Training Statement

Policy Statement

In an organisation such as ours, it is important to recognise and value our workforce. For us to maintain the required standard of care delivery, a planned and systematic approach to workforce training and development needs to be in place.
Training: the process of learning a skill.
Development: The process by which someone or something grows or changes and becomes more advanced.
Both processes are inherent to the care sector and both contribute to the ability of our organisation to continually improve for the benefit of our staff and in meeting all regulatory requirements.

The Policy

Training and development of staff is a priority in achieving a benchmark rating of good from the CQC inspection regime. The Care Quality Commission (CQC) Fundamental Standard Regulation 18, whilst avoiding prescriptive models of training or development nonetheless makes clear the following:

  • All persons employed by the service provider in the provision of a regulated activity must receive such appropriate support training, professional development, supervision, and appraisal, as is necessary to enable them to carry out the duties they are employed to perform, and

  • Be enabled, where appropriate, to obtain further qualifications, appropriate to the work they perform.

Training

Induction
In April 2015, the Care Certificate replaced the current Common Induction Standards, for new starters to care:
The Care Certificate
“The Care Certificate is the start of the career journey for these staff groups and is only one element of the training and education that will make them ready to practice within their specific sector. Although the Care Certificate is designed for new staff that are new to care and offers this group of staff their first step on their career ladder, it also offers opportunities for existing staff to refresh or improve their knowledge“. http://www.skillsforcare.org.uk/Standards/Care-Certificate/Care-Certificate.aspx
The Care Certificate Standards

  • Understand your role.

  • Your personal development.

  • Duty of care.

  • Equality and diversity.

  • Work in a person-centred way.

  • Communication.

  • Privacy and dignity.

  • Fluids and nutrition.

  • Awareness of mental health, dementia, and learning disability.

  • Safeguarding adults.

  • Safeguarding children.

  • Basic life support.

  • Health and safety.

  • Handling information.

  • Infection prevention and control.

  • The following is now in place:

  • An induction to the organisation includes the completion of the induction checklist.

  • Staff new to care will be taken through the Care Certificate and following Skills for Care guidance. All new to care staff will commence their Care Certificate once recruitment is complete, wherever possible staff will complete in 12 weeks.

  • In certain circumstances this will not be possible due to such things as the number of contracted hours worked e.g., part-time workers, the academic abilities of the new member of staff requiring extended support to understand and become competent, the opportunities for observation of every standard due to the type of work initially carried out by the staff member or sickness.

  • A plan will be set for these new to care staff identifying target dates for completion after the 12 weeks.

  • This organisation has identified standards that must be completed within the 12 weeks along with the practical training of Moving and Handling/Positioning and Basic Life Support. Catheter Care. Administration of Medication. Infection Control. Meeting Basic Care needs. Successful completetion of shadowing assessment.

  • This will include the observation requirements to meet the Care Certificate, incorporated into our current spot checking and monitoring arrangements, to measure competencies.

  • The Care Certificate Workbook issued by Skills for Care will be completed and signed off by the registered manager. Staff will complete their online portifolio with Grey Matters Learning

  • Staff who assess competency observations for the Care Certificate Standards will be competent to do so having up to date occupational knowledge and experience and will have completed the assessing competence module on Grey Matters Learning.

  • For staff new to the organisation but with previous care qualifications and experience, the manager will decide the need to complete certain standards to reflect the current provision they are working in. Observations of competency will be incorporated into their ongoing training.

  • Mandatory training requirements will be reviewed to reflect any changes within the Care Certificate.

  • During the probation period, all induction records will be discussed regularly at meetings with the line manager and the new worker. Supervision notes will be recorded at these meetings. On completion of the above, an ongoing continuing professional development plan will be implemented.

Managers Induction
Skills for Care have updated and refreshed the above standards. There are now eight core standards and four optional standards. As an organisation, we use these standards as a versatile tool for new managers, existing managers and use them as a planning tool for aspiring managers.
Skills for Care Code of Conduct
The Skills for Care Code of Conduct will be made available for all staff. It is seen as an essential tool in the induction and informing of staff into our organisation and will be used as required at supervision, appraisal and disciplinary.
Development
All staff development will be linked to the Business plan to assist with the growth of the business. As part of their appraisal, staff will have a development discussion that will be used to identify particular training, coaching, or mentoring that is pertinent to the needs of the business. Individual development needs will be discussed and agreed upon. Where the relevance to the business is not the priority, consideration of such personal development needs will be determined by the organisation, with the individual, recorded in their appraisal, with a detailed explanation of the decision.
Note: As an organisation, any ‘champion’ or ‘ambassador’ roles, e.g. dignity or dementia champion, must be clear about their role and function and how their learning and increased competency is cascaded through the organisation for the benefit of our service users and the development of all staff. It is important from an inspection perspective that such roles are well embedded and make a contribution to the overall quality of care being delivered.
Qualifications
We are aware of the need for qualified workers within the care sector. Staff are allowed to develop their knowledge and gain the qualifications necessary for their job role and their personal development. It is important to keep up to date with any Regulatory requirements in addition to a robust Training Plan which fully reflects the needs of our service delivery. Please refer to the Training Plan for further classification.
Records
All records required and arising from this policy will be complete and accessible by our regulatory bodies, as required. A training matrix will be available, up to date and complete, which will ensure that all training is in date, relevant and meets all regulatory requirements.
As part of recruitment and selection, all qualifications will be checked with originals viewed and copies taken. Where relevant, qualifications will be authenticated by the relevant regulator, e.g. Nursing and Midwifery Council (NMC) and Health and Care Professions Council (HCPC).
Nursing Staff
All nursing staff will not only be required to produce evidence of updating their Pin each year but will also complete their training development programme including regular clinical and medication administration updates. They must have available their NMC-required CPD evidence at supervision and appraisal meetings and at other times when it may be requested.
A revised code of practice was issued by the NMC in March 2015, which details what the updates mean for revalidation of nurse’s qualifications. As an organisation, we will support our nursing staff in the implementation of the requirements of this code.

Related Policies

Appraisal
Code of Conduct for Workers
Meeting Needs
Nurse Revalidation
Recruitment and Selection
Supervision

Related Guidance

CQC Regulation 18: Staffing:
https://www.cqc.org.uk/guidance-providers/regulations-enforcement/regulation-18-staffing

CQC Guidance: Staff Skills and Knowledge:
https://www.cqc.org.uk/guidance-providers/adult-social-care/staff-skills-knowledge

Skills for Care Care Certificate:
www.skillsforcare.org.uk

Skills for Care Induction-related Training:
www.skillsforcare.org.uk

Skills for Care Learning and Development Guide:
www.skillsforcare.org.uk

NMC Code of Practice:
www.nmc.org.uk/code

Open University Open Learn:
https://www.open.edu/openlearn/free-courses/full-catalogue

Training Statement

All staff, during induction, are made aware of the organisation’s policies and procedures, all of which are used for training updates. All policies and procedures are reviewed and amended where necessary and staff are made aware of any changes. Observations are undertaken to check skills and competencies. Various methods of training are used including one to one, online, workbook, group meetings, individual supervisions and external courses are sourced as required.

Date Reviewed: May 2021
Person responsible for updating this policy: Carly Fortune
Next Review Date: May 2022