CHW27-Staff Supervision, Training, and Development Policy

Registration Number: {{org_field_registration_no}}

Staff Supervision, Training, and Development Policy

1. Purpose

The purpose of this policy is to ensure that all staff within {{org_field_name}} receive high-quality supervision, training, and development opportunities to enable them to provide outstanding care and support to our residents. We are committed to continuous professional development, compliance with regulatory requirements, and fostering a culture of learning and improvement.

This policy is written to meet the requirements of the Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017 (as amended), specifically Regulation 36 (Supporting and developing staff), and to reflect the Welsh Government statutory guidance for care home and domiciliary support services (last updated 27 March 2024) and Care Inspectorate Wales (CIW) inspection expectations. It also supports compliance with the Social Care Wales Codes of Professional Practice and the Code of Practice for Employers of Social Care Workers.

2. Scope

This policy applies to all employees within {{org_field_name}}, including full-time, part-time, and agency staff. It ensures that all staff receive appropriate supervision, training, and development in line with their roles and responsibilities to meet the needs of the individuals they support. This policy also extends to volunteers and external contractors who engage with the care home, ensuring that everyone working within our environment adheres to the highest standards of care and competence.

3. Staff Supervision

Supervision is a formal process in which employees receive regular, structured support to ensure high-quality care delivery. It provides an opportunity for reflection, feedback, and development.

Frequency: All staff will receive planned 1:1 supervision no less than quarterly (minimum). Within {{org_field_name}} we will normally provide supervision at least every 8 weeks, or more frequently where required (for example: during induction/probation, following incidents/complaints/safeguarding concerns, capability/attendance processes, after return to work, or where role complexity increases). Staff may also request additional supervision at any time.
Content: Supervision sessions will cover performance monitoring, safeguarding issues, personal development, emotional support, adherence to policies and procedures, and discussions about any challenges faced in their role.
Feedback from people using the service: Supervision will include (where appropriate) learning from compliments, complaints, observations, and feedback from individuals and/or their representatives, to support reflective practice and continuous improvement.
Clinical supervision: Where the service employs registered nurses, the service will ensure nursing staff have access to clinical supervision appropriate to their role, in addition to managerial supervision.
Process: Supervision sessions will be documented, and records will be maintained securely in compliance with GDPR regulations. Staff will be required to sign documentation acknowledging the discussions and any agreed actions.
Manager’s Responsibility: Supervisors will ensure that discussions focus on personal and professional development, address any concerns raised by staff, and provide constructive feedback to enhance performance and job satisfaction.

4. Training and Development

Training and development are fundamental to ensuring our workforce remains skilled, competent, and compliant with legislative requirements. A structured and continuous learning approach is adopted to promote a culture of excellence.

Induction Training: All new employees (and volunteers, where applicable) must complete a structured induction programme that is appropriate to their role. This includes completion of the Social Care Wales All Wales Induction Framework for Health and Social Care (or any other relevant Social Care Wales induction framework) within the required timescales, alongside {{org_field_name}}’s service-specific induction. Induction will include: the service’s Statement of Purpose; expected conduct, roles and responsibilities; safeguarding procedures; confidentiality and data protection; record-keeping requirements; lone working arrangements (where relevant); infection prevention and control; medication arrangements (where relevant); and how to raise concerns/whistleblow. Induction will be supported by competency assessment and documented sign-off.
Agency staff / temporary staff induction: Where agency staff or temporary staff are used, the service will provide an introduction before duties commence. As a minimum this will include: the Statement of Purpose; key risks and the needs of individuals relevant to the shift; essential policies and procedures (including safeguarding, infection prevention and control, confidentiality, record keeping, and reporting of incidents); safeguarding reporting routes; medication procedures (if applicable); fire and emergency procedures; and management and supervision arrangements, including who the person must report to and how to access support during the shift. The induction provided will be recorded.
Mandatory Training: All staff must complete core training appropriate to their role and refresh it at intervals set by legislation, statutory guidance, local safeguarding arrangements, and identified risk (not solely by the calendar year). The service maintains a role-based training matrix which includes (as applicable): safeguarding (adults and children), health and safety, infection prevention and control, moving and handling, fire safety, equality/diversity/human rights, food hygiene (where relevant), medication management, dementia care, communication, and any specialist training required for the needs of individuals using the service (for example: positive behaviour support). Safeguarding learning and refreshers will align with the National safeguarding training, learning and development standards in Wales and the expectations of the Regional Safeguarding Board.

No staff member will undertake tasks such as medication administration/support, delegated healthcare tasks, or use of specialist equipment until they have been trained, assessed as competent, and this has been recorded.

Ongoing Professional Development: Staff are encouraged to undertake additional qualifications and training relevant to their roles, including NVQs in Health and Social Care and leadership courses. Opportunities for continuing education and further professional qualifications will be supported where possible.
Specialist Training: Where required, specialist training in areas such as dementia care, mental health support, complex care needs, and palliative care will be provided. This ensures that our staff are equipped with the necessary skills to meet the diverse needs of our residents.
E-learning and Workshops: We utilise a blended learning approach, incorporating online modules, in-person workshops, and practical demonstrations to cater to different learning styles. This method ensures accessibility and convenience while maintaining a high standard of learning.

4.1 Codes of practice and required reading

All staff and volunteers will be provided with, and supported to understand, the professional standards and practice guidance relevant to their role, including the Social Care Wales Codes of Professional Practice and (for the provider) the Code of Practice for Employers of Social Care Workers. Staff will confirm (by sign-off) that they have read and understood key policies and codes during induction, and understanding will be revisited through supervision and appraisal.

5. Performance Appraisals and Career Development

Performance appraisals and career development initiatives are key components of our commitment to staff growth and job satisfaction.

Annual Appraisals: Every staff member will undergo an annual performance appraisal to assess achievements, identify development needs, and set objectives for the coming year. This process encourages reflective practice and identifies areas for improvement.
Early training needs identification: During the first month of employment, the line manager will identify any additional learning, supervision, competency or reasonable adjustment needs for the staff member (beyond core induction). These needs will be recorded in a development plan and reviewed through supervision and appraisal.
Career Progression: Employees demonstrating strong performance and commitment will be supported in career progression through structured learning pathways and mentorship programmes. Opportunities for promotion and further education will be communicated transparently.
Feedback and Staff Involvement: Staff input will be actively sought through surveys, meetings, and reflective practice discussions to enhance training programmes. Employees will be encouraged to share their views on how training and development can be improved to meet their individual and collective needs.

6. Monitoring and Compliance

Ensuring compliance with training, supervision, and development initiatives is essential for maintaining high standards of care within {{org_field_name}}.

Training and supervision records: The service maintains a written record of all training, competency assessments, supervision and appraisals undertaken and planned for each worker (including agency staff induction where used). Records are stored securely in line with data protection requirements and are available for governance review and CIW inspection.
Training needs analysis: The service will complete a training needs analysis at least annually, and more frequently where required (for example due to changes in risks, the Statement of Purpose, incident themes, safeguarding trends, audit findings, changes in legislation/guidance, or changes to the needs of individuals using the service). The output will be a training plan and will be monitored through the service’s governance arrangements.
Supervision and Appraisal Reviews: Regular audits will ensure compliance with supervision and appraisal schedules. Supervisors and managers will be responsible for ensuring that these sessions are conducted as per the outlined frequency.
CIW Compliance: We will ensure that all training and supervision practices comply with CIW regulations and best practices as outlined in the latest statutory guidance. We will continuously review our training and supervision methods to align with emerging best practices and legal requirements.
Social Care Wales registration support: Where staff are required to be registered with Social Care Wales (or another professional regulator), the service will support them to obtain and maintain registration (including access to required learning/CPD, supervision, and evidence of competence). Registration status will be monitored as part of workforce governance.

7. Related Policies

This policy should be read in conjunction with:

CHW23 – Lone Working and Staff Safety Policy
CHW26 – Recruitment, Selection, and Retention Policy
CHW28 – Staff Conduct and Code of Ethics Policy
CHW29 – Whistleblowing (Speaking Up) Policy
CHW31 – Disciplinary and Grievance Policy

8. Policy Review

This policy will be reviewed annually or sooner if there are changes in legislation, regulatory requirements, or organisational needs. Any updates will be communicated to all staff through training sessions and policy briefings.

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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