Staff Training and Development
Relevant Regulations
| ENGLAND | WALES |
|---|---|
| The Leadership and Management Standard | The Regulated Services (Service Providers and Responsible Individuals) Regulations 2017 Regulation 36 |
Amendment
This chapter was updated in July 2025.
Our staff are our most valuable resource. In order to create the right environment for the care of young people, we need the right staff. We will achieve this by recruiting, selecting and developing staff in order to provide a range of qualifications, experiences, personal attributes and skills. We take active steps to retain our staff by encouraging development of knowledge and skills by the provision of quality training and supervision. Many staff will be supported to achieve a recognised qualification in the work they do.
The general principle will be to ensure all staff acquire certain core skills upon appointment and within the first 12 months. Thereafter, we would expect staff to enhance their skills and develop differing levels of expertise, interest and qualifications by pursuing External Awards, which in turn, should lead to greater levels of responsibility.
A ‘Personal Development Plan’ listing all training offered, compulsory and optional will be produced to support staff to develop their learning and skills.
All staff will keep a record of the training and the awards and qualifications they obtain; this forms an integral part of the staff appraisal and development system.
A programme setting out the dates, times and venues for all training will be circulated with the Company which will highlight when training is booked. The managers and administration team will work together to ensure that staff have the opportunity to attend courses needed.
Training occurs during the day time when possible, although some will be delivered in the evening. All care staff must attend compulsory training. Staff must ensure they inform managers if they are unable to attend as soon as possible prior to the scheduled training.
Staff who do not attend without consulting their Line Manager beforehand may be subject to disciplinary action and/or expected to contribute to training costs.
Staff and Team Leaders are also expected to attend voluntary training unless they agree it with their Line Manager beforehand.
Staff who have attended the same or similar courses before may not be required to attend but they must consult their Line Manager for a decision.
Staff must arrive in time for the session to start as programmed. If they are unable to do so, they must contact their Line Manager in advance or facilitator on the day.
Office based staff will be informed of training in advance and will be expected to attend unless agreed with their Line Manager.
All staff members will have a ‘Personal Development Plan’ (PDP) outlining their training needs and how they will be met. The Registered Manager is responsible for ensuring each person has a plan in place in consultation with the individual concerned and their supervisor(s).
PDP’s will be reviewed every twelve months or upon promotion or significant job change.
Although this process is concerned primarily with the effective induction of new staff after appointment, it is important to regard the induction process as commencing with the initial contact between the Company and the prospective employee established during the recruitment process. It is during this period that prospective staff form initial impressions about us and it is crucial that they are positive.
Prior to and upon commencement of employment, candidates are provided with comprehensive and clear documentation detailing terms and conditions of employment, employee handbook, health and safety handbook, policies and procedures etc. (see Induction Checklist & associated paperwork).
All staff are provided with the opportunity to develop their skills and are enrolled onto courses/qualifications, as required:
Pre-employment: to support understanding of the new role they are entering
- Enrolled onto Educare & Social Care Training Hub (role specific): Completion of a selection of online training as advised;
- Assessment Shift;
- Follow-up Interview;
- Company Induction Paperwork completed with employee;
- Attend face to face physical intervention training.
Day One:
- Four Week Company Induction commences on day one;
- Home Staff Induction Checklist/paperwork completed including all Risk Assessments in the home must be read and signed by employee;
- Online training via Educare and Social Care Training Hub: Selected modules to be completed during day one as per the induction document.
Day Two:
- Online training via Educare and Social Care Training Hub: Selected modules to be completed during day two as per the induction document.
Day Three:
Shadow Shift and Feedback Session.
- Staff to complete a four weekly induction programme to their base home;
- Written Induction Framework – Formal Induction Standards Paperwork (to be completed within first 6 months of employment for England and within 12 weeks for Wales);
- Enrolment of the Level 2 Safe Handling of Medication to be completed within the 6 month probationary period;
- Enrolment onto the Level 4 Children and Young People Families Practitioner Apprenticeship, or other appropriate NVQ/QCF qualification, as required, (once formal Induction Standards Paperwork completed and signed off by Manager and after completion of the six month probation period).
Both qualified staff (Level 4 Children and Young People Families Practitioner or equivalent) and unqualified staff must complete the four weekly induction document to their base home. The four weekly induction process will be monitored and supported by your line manager.
Unqualified staff only must complete the Written Induction Framework work pack. With this document a schedule of completion will be given and monitored by your line manager.
Qualified staff working in our Welsh homes, must register with the Social Care Wales during the four weekly induction programme.
Unqualified staff must register with the Social Care Wales following completion of their Written Induction Framework, and/or prior to signing them out of their six month probation period (within the first 16 weeks for those working in Wales).
The integration of new staff is critically affected by the quality of induction to their immediate working environment. Induction at this level must be carefully structured and should aim to put the new member of staff at ease.
The new staff member's immediate manager, when planning staff induction at a face to face service level, must take into account the following:
- Making arrangements to welcome a new member of staff;
- Ensuring that immediate and long term practical needs relating to the new member of staff are identified and arranged;
- Clarifying roles and expectations;
- Familiarising new team member or new staff, with the specific aims, practices and ethos of the service;
- Arranging for an experienced colleague to help the staff member settle in and adjust to their new working environment.
Managers are responsible for ensuring that new staff have the facilities and support that they need to do their job effectively.
Specifically immediate managers should conduct regular, constructive reviews of performance during the staff member’s induction and probation period (supervisions carried out every two weeks during 6 month probationary period) and identify initial training and development needs with the new member of staff.
The Induction Checklist needs to be completed by the immediate manager, although some items may be delegated to any colleagues helping the new staff member settle in.
At a Home level, completed Staff Induction Checklists should be revisited as part of the first probationary review (at three months of employment) and any outstanding development needs discussed and documented.
During the first three months of employment, new staff are required to undertake:
- Two weekly Supervisions;
- 3 Month Probationary Review;
- Sign up to the Level 2 Safe Handling of Medication.
In addition to a number of Educare/Social Care Training Hub Modules, as per the probationary review document, before the 3 month probationary review can be passed:
During months 3 – 6 of employment, new staff are required to undertake:
- Mandatory ‘face to face’ First Aid Training (QA Level 3 Award in First Aid at Work (RQF));
- Mandatory ‘face to face’ Fire Safety Training (Fire Safety Practical Training);
- Level 2 Safe Handling and Administration of Medication Training;
- Any development training relevant to their role or relevant to the individual using our service e.g. Self Harm and ligature training, GMAP Training etc.
- Two weekly Supervisions;
- Further Probationary Review (6 months).
In addition a number of Educare/Social Care Training Hub Modules, as per the probationary review document, before the 6 month probationary review can be passed:
Once new staff have successfully completed their probationary period, they then are required to undertake:
- Regular Supervisions;
- Any development training relevant to their role or relevant to the individual using our service;
- Face to face refresher courses in First Aid, Physical Intervention DSKL8, Fire Training at regular intervals, as well as renewals of selected mandatory online training to ensure compliance.
Crystal Care Solutions is committed to ensuring that our staff are trained to the highest standard. Other than our in-house training we currently support staff who are interested in acquiring new skills from recognised establishments. This will be discussed within the supervision and probations periods during employment and recorded in the employee’s PDP.
All unqualified staff are required to embark on their Level 3 / 4 Apprenticeship following completion of their six month probation period.
Staff may wish to pursue training, interests or skills relevant to their position, which are not covered within the programmed training. In these cases staff need to discuss this with their manager and the proposed costing and timescales. A decision will be made and related back to you.
Any training must be enhancing to the organisation/ young people.
Managers will be encouraged to undertake training as identified in their Personal Development Plan. In- House training will respond to needs offering sessions on Supervision, Leading and Managing Teams, Quality Protects, Dealing with Complaints and others. Managers will be encouraged to pursue relevant Post Qualification courses when applicable.
Last Updated: July 2, 2025
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