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 aligns with the Regulation and Inspection of Social Care (Wales) Act 2016 and other relevant legislation.

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 formal supervision at least every eight weeks, with additional sessions arranged as required. Supervision will also be available upon request for staff who require additional support.
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.
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 must complete a structured induction programme within their first 12 weeks. This includes orientation to the workplace, an introduction to policies and procedures, and comprehensive training on mandatory care-related subjects such as safeguarding, health and safety, infection control, moving and handling, and dementia care.
Mandatory Training: All staff must complete statutory training annually. This includes safeguarding adults and children, first aid, medication management, fire safety, equality and diversity, infection prevention and control, and manual handling.
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.

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.
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 Records: All training sessions attended by staff will be recorded, and compliance with training requirements will be monitored. Non-compliance with mandatory training requirements will be addressed promptly to ensure all staff remain up to date.
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.

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}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.