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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Professional Development Policy

1. Purpose

The purpose of this policy is to ensure that all staff, workers, volunteers, agency workers and others engaged by {{org_field_name}} receive appropriate induction, supervision, appraisal, training, learning and professional development to enable them to provide safe, effective, rights-based, person-centred domiciliary support services in Wales. This policy supports compliance with the Regulation and Inspection of Social Care (Wales) Act 2016, the Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017, as amended, including Regulations 36, 37 and 38, the Social Services and Well-being (Wales) Act 2014, CIW statutory guidance and inspection expectations, and Social Care Wales registration, qualification and codes of practice requirements.

Professional development is essential in maintaining the highest standards of care, ensuring staff have the necessary knowledge to meet the needs of individuals using our services. It also enhances job satisfaction, retention, and personal career growth, contributing to the overall success of {{org_field_name}}.

Professional development within {{org_field_name}} will be planned, recorded, reviewed and evaluated so that the service can evidence to CIW that staff are suitably qualified, trained, skilled, competent and experienced for their role; that staff are supported to maintain Social Care Wales or other professional registration where required; and that learning directly contributes to safe practice, positive outcomes for individuals, and continuous improvement across the CIW inspection themes of well-being, care and support, environment, and leadership and management.

2. Scope

This policy applies to all persons working at or for {{org_field_name}}, including care workers, team leaders, care coordinators, registered managers, administrative staff, volunteers, agency workers, workers engaged under a contract for services, and any other persons involved in the delivery, coordination, management or support of domiciliary care and support services.

It ensures that all staff:

• Have access to high-quality training, supervision, and professional development.
• Receive ongoing learning opportunities tailored to their job role and career progression.
• Are supported in meeting mandatory and role-specific training requirements.
• Understand their responsibility for continuous professional development (CPD).
• Are supported to obtain and maintain Social Care Wales registration, or registration with any other relevant professional or occupational body, where this is required for their role.
• Are made aware of their own responsibilities, the responsibilities of other staff, reporting lines, delegated duties, safeguarding duties, record keeping requirements, confidentiality requirements, lone working arrangements, and the standards of conduct expected by {{org_field_name}}, Social Care Wales and any relevant professional body.
• Receive role-specific induction and orientation where they are agency workers, volunteers or workers engaged under a contract for services.
• Are given equal opportunities for growth, career progression, and additional qualifications.

3. Policy Statement

{{org_field_name}} is committed to fostering a learning culture that enables staff to develop their full potential. We recognise that well-trained staff provide better care and contribute to a safe, effective, and person-centred service. Our professional development framework aligns with CIW best practices, ensuring that staff:

• Undertake mandatory training and regular refresher courses.
• Participate in structured supervision and appraisal sessions.
• Have access to specialist training for complex care needs.
• Are encouraged to pursue further qualifications and career progression opportunities.
• Have the opportunity to share knowledge, ideas, and best practices through team meetings and mentorship.

{{org_field_name}} will ensure that staff development is not limited to completion of training courses. Professional development will include observed practice, reflective supervision, direct feedback from individuals receiving care and support, review of incidents, safeguarding learning, complaints, compliments, quality assurance findings, updates in legislation and guidance, and learning from CIW inspection outcomes.

4. Managing Professional Development Efficiently

4.1. Mandatory Training and Compliance

All employees must complete a set of mandatory training courses upon induction and at regular intervals to ensure compliance with CIW regulations and industry best practices.

Mandatory, core and role-specific training will include, where relevant to the worker’s role:

• Induction, including the All Wales Induction Framework for Health and Social Care and service-specific induction.
• Safeguarding adults and children, in line with the Wales Safeguarding Procedures, local safeguarding arrangements and the National Safeguarding Training, Learning and Development Standards.
• Health and safety, including moving and handling, fire safety, infection prevention and control, food hygiene where applicable, safe use of equipment, accident and incident reporting, lone working and personal safety.
• Medication support and administration, including competency assessment before staff support, prompt, administer, record or manage medicines.
• Mental Capacity Act 2005, Deprivation of Liberty Safeguards where relevant, best interests decision-making, consent and restrictive practice.
• Equality, diversity, human rights, dignity, respect, confidentiality, data protection and professional boundaries.
• Duty of candour, complaints, whistleblowing and speaking up.
• Record keeping, daily notes, electronic care planning systems, confidentiality and information governance.
• Person-centred care, outcomes-focused practice, positive risk-taking, independence and strengths-based support.
• Communication needs, Welsh language awareness and the Active Offer, including how to support individuals whose first language or language of need is Welsh.
• First aid, basic life support and emergency procedures appropriate to the role.
• Specialist training required by the needs of individuals using the service, such as dementia care, learning disability, autism, mental health, diabetes, epilepsy, nutrition and hydration, skin integrity, continence, palliative and end-of-life care, and any delegated healthcare tasks.

A training and competency matrix will be maintained for all staff, volunteers, agency workers and workers engaged under a contract for services, where applicable. The matrix will record completed training, refresher dates, competency assessments, supervision, appraisal, identified learning needs, planned training and any outstanding actions. The registered manager will review the matrix at least monthly, and the responsible individual or nominated senior manager will review compliance as part of governance and quality assurance arrangements.

Completion of a training course alone will not be treated as proof of competence where the task requires practical competence. Competence will be assessed through appropriate methods such as observation of practice, discussion, reflective supervision, written or verbal questioning, review of records, feedback from individuals and their representatives, and sign-off by a competent manager, trainer or relevant professional.

4.2. Induction and Onboarding Process

All new staff, volunteers, agency workers and workers engaged under a contract for services will receive an induction appropriate to their role before they work unsupervised. The induction will include service-specific information, the statement of purpose, key policies and procedures, safeguarding and whistleblowing arrangements, reporting lines, codes of practice, record keeping, confidentiality, lone working, emergency procedures, medication arrangements where applicable, and the conduct and standards expected by {{org_field_name}}.

Social care workers who are new to the sector, new to the organisation or new to their role will complete the relevant parts of the All Wales Induction Framework for Health and Social Care, unless they have appropriate evidence of prior completion or accredited learning. Where prior evidence exists, the manager will map the evidence against the worker’s current role, identify any gaps, and agree an action plan to address those gaps. All workers must still complete service-specific induction relating to {{org_field_name}}’s policies, procedures, systems, individuals supported, and role expectations.

New care workers will shadow experienced and competent care workers before working independently. The length and content of shadowing will be based on the worker’s experience, confidence, competence, and the needs of the individuals they will support. No worker will work alone until the manager or delegated senior staff member is satisfied that they are safe and competent to do so.

Agency workers will receive an introduction to the service before undertaking duties. This will include the statement of purpose, core policies and procedures, safeguarding and whistleblowing arrangements, management and supervision arrangements, record keeping expectations, and relevant information about the individuals they will support.

Induction completion, progress logs, evidence of learning, observations, competency checks and any action plans will be recorded and retained in the worker’s file.

4.3. Social Care Wales Registration and Codes of Practice

{{org_field_name}} will support all workers who are required to register with Social Care Wales to apply for, obtain and maintain their registration within the required timescales. The registered manager will monitor registration status through recruitment checks, induction, supervision, appraisal and the training matrix.

Domiciliary care workers must meet the current Social Care Wales registration requirements. Where a worker registers using the current City & Guilds Level 2 Health and Social Care: Core qualification, they will be supported to complete the City & Guilds Level 2 or Level 3 Health and Social Care: Practice qualification within the required registration period. Where the employer assessment route is used, {{org_field_name}} will only endorse the application where it is satisfied that the worker has the necessary understanding and competence for their role.

The organisation will ensure staff have access to, understand and work in accordance with the Social Care Wales Code of Professional Practice for Social Care and any relevant practice guidance. {{org_field_name}} will also comply with the Social Care Wales Code of Practice for Employers of Social Care Workers. Any concern that may call into question a worker’s fitness to practise or registration will be addressed promptly and, where required, referred to Social Care Wales, CIW, the Disclosure and Barring Service, the local authority safeguarding team, the police or another relevant body.

4.4. Continuous Professional Development (CPD)

CPD is a key component of safe practice, registration, career development and service improvement. {{org_field_name}} will ensure that CPD is linked to the statement of purpose, the needs and outcomes of individuals using the service, changes in legislation and guidance, safeguarding learning, complaints, incidents, quality assurance findings, CIW inspection outcomes, and Social Care Wales registration and qualification requirements. {{org_field_name}} ensures that staff have opportunities to engage in CPD activities, including:

• Specialist training courses such as advanced dementia care, palliative care, mental health support, and end-of-life care.
• Regular supervisions with line managers to discuss learning needs and career aspirations.
• Participation in conferences, workshops, and networking events within the care sector.
• Access to online learning platforms and training materials.

CPD may include formal training, practical competency assessment, shadowing, mentoring, coaching, reflective supervision, team learning, case discussions, observation of practice, learning from incidents, safeguarding reviews, feedback from individuals and representatives, professional reading, completion of qualifications, and learning required to maintain professional registration.

All staff members are expected to maintain evidence of CPD relevant to their role. CPD records will be reviewed during supervision, appraisal and registration checks, and will be used to identify whether additional learning, support, mentoring or competency assessment is required.

4.5. Supervision, Appraisals, and Performance Management

Regular supervision and appraisals are fundamental to staff development. We conduct:

• One-to-one supervision meetings no less than quarterly, where staff discuss their practice, well-being, performance, safeguarding responsibilities, training needs, CPD, conduct, record keeping, communication, delegated tasks, feedback from individuals and representatives, and any support required to maintain competence and registration.
• Annual appraisals, where performance is formally reviewed, and career development goals are set.
• Additional supervision, spot checks, competency observations or development meetings where concerns, incidents, complaints, safeguarding matters, changes in role, changes in individual needs or performance issues indicate this is required.
• Direct observation of care practice, including punctuality, communication, dignity and respect, infection prevention and control, moving and handling, medication support where applicable, record keeping, and adherence to the personal plan.
• Peer mentoring and coaching programmes, allowing experienced staff to support and guide newer employees.

Managers use a competency framework to assess skills and identify further development opportunities. Staff are encouraged to take ownership of their own development, with management providing full support in achieving personal and professional growth.

Additional training, learning and development needs will be identified within the first month of employment or engagement and reviewed through supervision and appraisal. Supervision and appraisal records will clearly identify actions agreed, timescales, responsible persons, training required, competency checks required and evidence that actions have been completed.

4.6. Career Progression and Qualifications

We actively encourage employees to pursue further qualifications and career progression opportunities, including:

• Current qualifications required or accepted by Social Care Wales for the worker’s role, including City & Guilds Level 2 Health and Social Care: Core, City & Guilds Level 2 or Level 3 Health and Social Care: Practice, City & Guilds Level 4 Professional Practice in Health and Social Care, and relevant leadership and management qualifications for managers and senior staff.
• Leadership and Management training for supervisors and managers.
• Opportunities to progress into senior roles, including team leader, care coordinator, or registered manager.
• Specialist courses and certifications tailored to specific roles.

Where a worker is registered with Social Care Wales through a route that requires completion of a further qualification, {{org_field_name}} will agree a qualification plan with the worker. The plan will identify the required qualification, target timescales, support available, progress review dates, evidence required and any risk to continued registration or role suitability if progress is not maintained.

Where possible, financial support and study leave will be provided for staff undertaking qualifications that align with their role.

4.7. Delegated Healthcare Tasks and Specialist Competence

Staff will only undertake delegated healthcare tasks where the task is within the scope of the service, the individual’s needs and personal plan require it, appropriate delegation has been made by a suitably qualified professional, and the staff member has received the necessary training, competency assessment and written authorisation.

Delegated healthcare tasks may include, but are not limited to, specialist medication support, diabetes care, catheter care, stoma care, PEG or nutrition support, epilepsy rescue medication, skin integrity monitoring or other clinical support tasks.

Staff must understand the limits of their role, when to seek advice, when to escalate concerns and how to record the care provided. Competence will be reviewed at agreed intervals, when the individual’s needs change, when guidance changes, following any incident or concern, or where the delegating professional or manager requires reassessment.

{{org_field_name}} will respect the professional accountability of registered professionals involved in delegation and will ensure that staff do not undertake delegated tasks unless safe, competent and authorised to do so.

4.8. Encouraging a Learning Culture

{{org_field_name}} fosters a learning culture where staff are encouraged to continuously improve and share their knowledge. This is achieved through:

• Team meetings and best practice sharing sessions, held at least six times per year where practicable, with minutes, actions and learning points recorded.
• Learning from incidents and feedback, ensuring mistakes lead to service improvement.
• Promoting openness, professional curiosity, duty of candour and speaking up, so that staff feel able to raise concerns about unsafe practice, poor care, training gaps, competence concerns or barriers to good outcomes without fear of victimisation.
• Encouraging reflective practice, where staff review their experiences and identify areas for development.
• Providing access to learning resources, webinars, and policy updates.

This culture of learning helps ensure that care quality remains high and that staff feel supported and valued.

4.9. Evaluation and Quality Monitoring

The effectiveness of training, supervision and professional development will be monitored through:

• Feedback from staff, volunteers, agency workers and managers on the relevance and quality of training.
• Feedback from individuals and representatives about staff competence, communication, dignity, reliability and quality of care.
• Training audits, supervision audits, appraisal audits and review of the training matrix.
• Observation of care practice, spot checks and competency assessments.
• Review of incidents, accidents, safeguarding concerns, complaints, compliments, medication errors, missed or late calls, record keeping audits and quality assurance findings.
• Review of CIW inspection findings, ratings, notifications and any improvement actions.

Annual or more frequent training needs analysis to ensure staff have the skills, knowledge and competence required to meet the needs of individuals in accordance with the statement of purpose.

{{org_field_name}} will maintain written records of training, supervision, appraisal and competency checks undertaken, as well as training, supervision and competency checks planned or required. Where gaps in knowledge, competence or practice are identified, the manager will take prompt action, which may include additional training, supervision, mentoring, reassessment of competence, temporary restriction of duties, performance management, disciplinary action or referral to the relevant professional or regulatory body.

Learning and development outcomes will be reported through governance arrangements and used to inform the quality of care review, service improvement plans and evidence for CIW inspection.

4.10. Information for Staff

{{org_field_name}} will ensure that all staff, volunteers, agency workers and workers engaged under a contract for services are provided with information about the service and the way it is provided. This will include the statement of purpose, ethos and culture of the service, roles and responsibilities, lines of accountability, conduct expected, policies and procedures, record keeping requirements, confidentiality and data protection requirements, safeguarding and whistleblowing arrangements, lone working arrangements, complaints procedures, duty of candour, and any relevant Social Care Wales or professional codes of practice.

Staff will be required to confirm that they have read and understood key policies and procedures during induction and following any significant policy update. Understanding and application of policies will be reviewed through supervision, appraisal, observation of practice, team meetings and audits.

4.11. Responsible Individual and Manager Development

The responsible individual, registered manager and any senior staff with delegated management responsibilities will receive training and development appropriate to their role. This will include the legislative framework for regulated services in Wales, CIW requirements, Social Care Wales requirements, safeguarding leadership, quality assurance, duty of candour, notifications, complaints, staffing, supervision, performance management, service improvement, and the statement of purpose.

The responsible individual and registered manager will maintain their own CPD records and will ensure that management development is reviewed as part of governance, supervision, appraisal and quality assurance arrangements.

4.12. Domiciliary Support Service Requirements: Scheduling, Travel Time and Contracts

Staff involved in rota planning, care coordination, management, recruitment, supervision or contractual arrangements will receive training appropriate to their role on domiciliary support service requirements, including Regulation 41 and Regulation 42. This will include the requirement to prepare schedules of visits for domiciliary care workers, clearly identify care time, travel time and rest breaks where applicable, allow sufficient care time to meet the individual’s personal plan, and allow realistic travel time between visits.

Staff responsible for employment or workforce planning will understand the requirement to offer eligible domiciliary care workers on non-guaranteed hours contracts a choice of alternative contractual arrangements where the regulatory conditions are met. Records of such discussions and decisions will be retained.

4.13. Welsh Language and Communication Development

{{org_field_name}} will support staff to understand and respond to the language and communication needs of individuals. Training and development will include awareness of the Welsh language Active Offer, how to record and respect an individual’s language of need and choice, and how to access communication aids, interpretation, translation or specialist communication support where required.

Where individuals use communication aids, British Sign Language, Makaton, visual communication, objects of reference, technology or other communication methods, staff will receive appropriate guidance and training before supporting the individual independently.

5. Related Policies

This Professional Development Policy aligns with and should be read alongside the following policies:

• Staff Supervision, Training, and Development Policy (DCW27) – Covers training requirements and staff development.
• Good Governance Policy (DCW04) – Ensures that staff development is an integral part of service excellence.
• Health and Safety at Work Policy (DCW16) – Covers mandatory health and safety training.
• Dignity and Respect Policy (DCW08) – Ensures staff are trained to provide person-centred care.
• Whistleblowing (Speaking Up) Policy (DCW29) – Encourages staff to speak up about training gaps or concerns.

6. Policy Review

This policy will be reviewed at least annually, or sooner where there are changes in legislation, CIW requirements, Social Care Wales requirements, safeguarding standards, qualification frameworks, the statement of purpose, the needs of individuals using the service, inspection findings, safeguarding learning, complaints, incidents or best practice guidance. Updates will be communicated to staff, volunteers and relevant workers, and additional training or competency checks will be arranged where changes affect their role or practice.

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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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