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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 {{org_field_name}} provides structured, high-quality professional development and training opportunities to all employees, enabling them to deliver outstanding, person-centred care in compliance with CQC regulations.

This policy ensures:

• All staff receive continuous learning and career progression opportunities.
• Employees meet the competency and regulatory requirements for their roles.
• The care home maintains a skilled, knowledgeable, and confident workforce.
• Training is aligned with CQC Fundamental Standards and best practice guidelines.
• Workforce development supports staff retention, motivation, and career progression.

2. Scope

This policy applies to:

• All employees, including full-time, part-time, agency, and volunteer workers.
• Line managers and senior staff, responsible for overseeing development plans.
• HR and Training Coordinators, ensuring compliance with training requirements.
• External training providers and professional bodies supporting staff development.

3. Legal and Regulatory Compliance

This policy aligns with:

CQC Regulations (Health and Social Care Act 2008, Regulated Activities Regulations 2014)

• Regulation 18 (Staffing) – Ensures staff receive appropriate training, supervision, and development​.
• Regulation 12 (Safe Care and Treatment) – Requires staff to be competent in delivering care safely​.
• Regulation 17 (Good Governance) – Requires effective workforce planning and monitoring of training compliance​.
• Regulation 13 (Safeguarding Service Users from Abuse and Improper Treatment) – Ensures staff receive safeguarding training​.

Other Relevant Laws and Guidelines

• The Care Certificate Standards (Skills for Care, Skills for Health, and HEE) – Outlines mandatory training for new care workers.
• Equality Act 2010 – Ensures fair access to training and career progression.
• General Data Protection Regulation (GDPR) & Data Protection Act 2018 – Governs the confidentiality of training records.

4. Professional Development Structure

4.1. Induction Training for New Employees

All new employees undergo a structured induction programme, covering:

• Person-centred care and dignity in care.
• Mandatory training requirements, including:
  • Safeguarding Adults and Children.
  • Health and Safety.
  • Infection Prevention and Control.
  • Moving and Handling.
  • Mental Capacity Act and Deprivation of Liberty Safeguards (DoLS).
• Introduction to company policies, CQC regulations, and workplace expectations.
• Completion of the Care Certificate (for staff new to social care roles).

4.2. Mandatory and Statutory Training (MST) Compliance

To meet CQC requirements, all staff must complete annual refresher training in:

• Safeguarding Adults and Children.
• First Aid and CPR.
• Fire Safety and Emergency Procedures.
• Manual Handling and Risk Assessments.
• Infection Prevention and Control.
• Medication Management (for care staff responsible for medication administration).

Training records are monitored to ensure 100% compliance, and non-compliance is addressed through management supervision.

4.3. Specialist Training for Advanced Care Roles

Staff involved in specialist care areas receive additional training, including:

• Dementia care and person-centred approaches.
• End-of-life care (palliative and bereavement training).
• Mental health awareness and suicide prevention.
• Catheter and stoma care.
• Diabetes management and nutritional care.

This ensures that staff develop advanced competencies and meet the complex care needs of the people we support.

4.4. Ongoing Learning and Career Progression

{{org_field_name}} supports employees in career development, offering:

• Opportunities to complete NVQs (RQF Levels 2-5) in Health and Social Care.
• Access to Skills for Care and CPD-accredited training courses.
• Mentoring and coaching programmes for leadership roles.
• Support for professional registration (e.g., NMC revalidation for nurses).
• Workshops and external conferences to enhance knowledge and skills.

4.5. Staff Supervision, Appraisals, and Development Plans

• Supervision meetings occur every 6-8 weeks to discuss performance, training needs, and career goals.
• Annual appraisals assess individual development and identify training opportunities.
• Personal Development Plans (PDPs) are tailored for each employee, ensuring their career growth aligns with service needs.

4.6. Leadership and Management Training

Aspiring senior care staff and managers receive training in:

• Leadership and team management.
• Regulatory compliance and CQC inspections.
• Workforce planning and staff development.
• Handling disciplinary procedures and conflict resolution.

This prepares employees for progression into leadership roles, enhancing workforce stability.

4.7. Digital Learning and Flexible Training Options

To accommodate different learning styles and work schedules, {{org_field_name}} provides:

• E-learning modules accessible 24/7.
• On-the-job training and shadowing opportunities.
• Webinars and remote training sessions for knowledge updates.

5. Managing Professional Development Efficiently

5.1. Workforce Planning and Training Budgets

• The HR and management teams allocate annual budgets for staff training.
• Skills gap analyses are conducted to ensure training meets service needs.
• CQC audits ensure training policies align with regulatory expectations.

5.2. Monitoring and Compliance

• Training records are maintained for all staff and monitored to ensure compliance.
• Managers review training attendance and address non-compliance.
• Annual training audits assess the effectiveness of professional development initiatives.

5.3. Staff Feedback and Continuous Improvement

• Training evaluation forms are collected to assess course effectiveness.
• Staff are encouraged to suggest training topics based on their roles and career goals.
• Learning and development committees review feedback and update training programmes accordingly.

6. Supporting Equality and Accessibility in Training

{{org_field_name}} ensures that professional development is accessible to all staff, regardless of:

• Disability or learning difficulties – Adjustments such as accessible training materials and flexible learning options are provided.
• Work schedules – Training is scheduled around shift patterns to ensure fair access.
• Cultural and language needs – Translated materials and culturally sensitive training are available when needed.

7. Related Policies

This policy should be read alongside:

• CH07 – Person-Centred Care Policy​.
• CH16 – Health and Safety at Work Policy​.
• CH17 – Infection Prevention and Control Policy​.
• CH27 – Staff Supervision, Training, and Development Policy​.
• CH28 – Staff Conduct and Code of Ethics Policy​.

8. Policy Review

This policy will be reviewed annually, or sooner if:

• CQC regulations change.
• Feedback suggests improvements are needed.
• New training requirements arise due to industry advancements.

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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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