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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 establish a structured approach to the professional development of all employees at {{org_field_name}}. This policy ensures compliance with Care Inspectorate Wales (CIW) regulations, the Regulation and Inspection of Social Care (Wales) Act 2016, and best practices in workforce development. By investing in continuous learning and development, we aim to enhance staff skills, improve the quality of care provided, and support career progression while maintaining regulatory compliance.

2. Scope

This policy applies to all employees at {{org_field_name}}, including full-time, part-time, agency, and temporary staff across all roles, from direct care staff to administrative and management personnel. It covers training, career progression, supervision, mandatory qualifications, and personal development planning.

3. Related Policies

This policy should be read alongside:

• CHW27 – Staff Supervision, Training, and Development Policy: Ensuring structured training and growth.
• CHW11 – Safe Care and Treatment Policy: Supporting competency in clinical and non-clinical roles.
• CHW31 – Disciplinary and Grievance Policy: Addressing concerns about training compliance.
• CHW30 – Equality, Diversity, and Inclusion Policy: Ensuring fair access to professional development.
• CHW04 – Good Governance Policy: Supporting leadership accountability in workforce development.

4. Policy Statement

{{org_field_name}} is committed to fostering a culture of continuous learning and professional growth. We believe that well-trained staff provide higher-quality care and support to residents. This policy outlines our approach to training, supervision, professional development planning, and career progression to ensure that all staff are equipped with the necessary skills and knowledge to excel in their roles.

5. Mandatory Training Requirements

To maintain compliance with CIW regulations and ensure a competent workforce, {{org_field_name}} provides the following mandatory training:

• Induction Training: All new staff must complete a structured induction covering:
  • Safeguarding adults
  • Infection prevention and control
  • Medication administration (for relevant roles)
  • Fire safety procedures
  • Health and safety awareness
  • Person-centred care principles
• Annual Refresher Training: Employees are required to undertake refresher courses in core areas to ensure ongoing competency.
• Specialist Training: Staff supporting residents with specific needs (e.g., dementia care, complex needs) receive additional training tailored to their roles.

6. Personal Development Plans (PDPs)

Each employee at {{org_field_name}} has a Personal Development Plan (PDP) to support career growth and continuous learning. The PDP includes:

• Annual Appraisals: Reviewing skills, performance, and training needs.
• Goal Setting: Identifying professional aspirations and required training.
• Supervised Learning Opportunities: Shadowing experienced staff and participating in on-the-job training.
• Career Development Pathways: Mapping potential career progression routes within the organisation.

7. Career Progression and Continuous Learning

{{org_field_name}} is committed to supporting staff in achieving their career goals through:

• Apprenticeship and Qualification Support: Assistance in obtaining relevant qualifications such as NVQs in Health and Social Care.
• Mentoring and Coaching Programmes: Pairing less experienced staff with senior mentors to facilitate learning.
• Leadership and Management Training: Encouraging staff to undertake courses in social care management to prepare for leadership roles.
• External Learning Opportunities: Providing support for attending conferences, workshops, and professional courses.
• Promoting Internal Career Advancement: Prioritising internal promotions where possible.

8. Supervision and Performance Review

Regular supervision is an essential part of professional development. {{org_field_name}} implements:

• Monthly Supervision Meetings: One-to-one sessions between employees and their line managers to discuss performance, training needs, and well-being.
• Quarterly Performance Reviews: Formal reviews of progress, training effectiveness, and career goals.
• Peer Support Groups: Encouraging knowledge-sharing among teams through reflective practice sessions.

9. Managing Professional Development Efficiently

To ensure efficient implementation of this policy, {{org_field_name}} employs:

• Digital Training Records: An electronic system to track training completion and renewal dates.
• Training Calendar: Scheduling mandatory and optional training well in advance.
• Flexible Learning Options: Blended learning approaches, including online training, face-to-face workshops, and hands-on practical learning.
• Staff Feedback Mechanisms: Regular feedback sessions to assess the relevance and effectiveness of training programmes.
• Budget Allocation for Development: Dedicated funding for professional development opportunities.

10. Responsibilities

• Employees: Responsible for actively participating in training and development activities.
• Line Managers: Provide guidance, oversee PDPs, and ensure compliance with training schedules.
• Training and HR Teams: Coordinate training sessions, maintain records, and monitor compliance.
• Registered Manager: Ensures overall adherence to professional development policies and CIW requirements.
• Senior Leadership: Supports a learning culture and allocates resources for training initiatives.

11. Compliance with CIW Regulations

This policy ensures compliance with CIW expectations by:

• Providing a structured and well-documented training programme.
• Ensuring staff maintain necessary competencies in social care best practices.
• Supporting staff progression in line with professional standards.
• Maintaining accurate records for training, appraisals, and supervision.

12. Policy Review

This policy will be reviewed annually or updated in response to changes in CIW regulations, professional development standards, or organisational needs. Any amendments will be communicated to all employees.

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