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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Requirements for Registered Managers Policy

1. Introduction

This Requirements for Registered Managers Policy outlines how {{org_field_name}} ensures that individuals appointed to the role of Registered Manager meet the standards set by Regulation 7 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014. Our commitment is to appoint, support, and monitor registered managers who demonstrate competence, accountability, and leadership in delivering high-quality care while ensuring the safety and well-being of service users.

2. Policy Statement

{{org_field_name}} recognises the pivotal role of the Registered Manager in maintaining regulatory compliance, promoting person-centred care, and upholding organisational standards. We are committed to ensuring that any individual appointed to this role meets the CQC requirements regarding character, qualifications, skills, experience, and health. This policy provides clear guidance on how we recruit, support, and monitor registered managers efficiently.

3. Purpose

The purpose of this policy is to:

• Ensure that the care home adheres to Regulation 7 concerning the appointment and management of registered managers.
• Promote high standards of leadership, accountability, and care delivery.
• Provide clear guidance to staff and CQC on how we manage the recruitment, training, and ongoing monitoring of registered managers.

4. Regulatory Requirements

Under Regulation 7, a Registered Manager must:

• Be of good character.
• Have the necessary qualifications, competence, skills, and experience to manage regulated activities.
• Be able to perform the role effectively, with reasonable adjustments if required.
• Not have been involved in serious misconduct or mismanagement.
• Meet the requirements specified in Schedule 3 of the Health and Social Care Act 2008.

5. Recruitment and Appointment Procedures

{{org_field_name}} ensures that the recruitment and appointment of registered managers follow a robust, transparent, and merit-based process. This process includes the following steps:

5.1 Pre-Recruitment Assessment

• Role Definition: We create a detailed job description and person specification that outlines the responsibilities, skills, and qualifications required for the role.
• Advertising: Vacancies are advertised through reputable platforms, ensuring equal opportunities and adherence to our diversity and inclusion policy.

5.2 Application and Interview Process

• Application Screening: All applications are screened to ensure that candidates meet the necessary qualifications, skills, and experience outlined in the job description.
• Competency-Based Interviews: Candidates undergo structured interviews designed to assess their leadership capabilities, knowledge of CQC standards, and commitment to person-centred care.
• Values-Based Approach: We evaluate candidates based on their alignment with our core values of dignity, respect, and accountability.

5.3 Background Checks

• Disclosure and Barring Service (DBS): Enhanced DBS checks are conducted before an appointment is confirmed. These checks are renewed periodically.
• Identity and Right to Work: We verify identity and eligibility to work in the UK.
• Professional Registration: Where applicable, professional registration with relevant bodies, such as the Nursing and Midwifery Council (NMC), is confirmed.
• Employment References: At least two professional references are obtained, including one from the most recent employer.

6. Induction and Training

Upon appointment, the Registered Manager undergoes a comprehensive induction programme to ensure they understand their role, responsibilities, and the regulatory framework. This includes:

• Orientation: Introduction to the care home’s operations, policies, and procedures.
• Mandatory Training: Training in safeguarding, infection control, health and safety, and other core areas.
• Leadership Development: Managers are encouraged to undertake leadership and management training to enhance their skills.
• Mentorship: Newly appointed managers are paired with a senior leader for guidance and support during their initial months.

7. Ongoing Monitoring and Support

To ensure continued compliance with Regulation 7, {{org_field_name}} implements robust monitoring and support mechanisms:

7.1 Supervision and Appraisals

• Regular Supervision: The Registered Manager participates in monthly supervision meetings with senior leadership to discuss performance, challenges, and professional development.
• Annual Appraisals: Comprehensive annual appraisals assess competencies, achievements, and areas for improvement.

7.2 Continuous Professional Development (CPD)

• Training Opportunities: The Registered Manager is encouraged to participate in ongoing training and professional development activities.
• Leadership Programmes: We support managers in attending leadership programmes, workshops, and conferences relevant to the care sector.

7.3 Health and Wellbeing

• Occupational Health Assessments: Where necessary, occupational health assessments are conducted to ensure the manager can perform their role effectively.
• Reasonable Adjustments: Adjustments are made to accommodate health conditions, ensuring the manager’s continued ability to lead effectively.

8. Managing Non-Compliance

If a Registered Manager is found not to meet the Fit and Proper Persons requirements, we take the following steps:

1. Investigation: A thorough investigation is conducted to assess the nature of the concern.
2. Support and Remediation: Where possible, the manager is offered support, including additional training or health interventions.
3. Disciplinary Action: If the issue cannot be resolved, disciplinary action is taken in line with employment law and internal procedures.
4. Notification to CQC: If required, the CQC is notified of any serious concerns affecting the manager’s suitability.

9. Record-Keeping and Documentation

To demonstrate compliance with Regulation 7, we maintain detailed records, including:

• Application forms, CVs, and interview notes.
• DBS certificates and professional registrations.
• Training and CPD records.
• Supervision and appraisal documentation.
• Annual Fit and Proper Person Declarations.

These records are securely stored and made available for CQC inspection upon request.

10. Whistleblowing and Reporting Concerns

Staff are encouraged to report any concerns regarding the fitness of the Registered Manager through our Whistleblowing Policy. All reports are treated confidentially and investigated promptly, ensuring appropriate action is taken where necessary.

11. Equality, Diversity, and Inclusion

Our recruitment and monitoring practices promote equality, diversity, and inclusion. No individual is disadvantaged based on age, disability, gender, race, religion, sexual orientation, or any other protected characteristic.

12. Audit and Review

This policy is reviewed annually or sooner if there are changes to CQC regulations or organisational practices. Regular audits assess the effectiveness of our processes, with findings used to drive continuous improvement.

13. Conclusion

{{org_field_name}} is committed to ensuring that all Registered Managers are fit, competent, and equipped to lead the delivery of high-quality care. By implementing robust recruitment, monitoring, and support processes, we maintain compliance with Regulation 7 while promoting excellence in leadership and care provision.

14. Approval and Review

This policy was approved by the Registered Manager and will be reviewed annually. Any updates will be communicated to all staff and stakeholders.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
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