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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 set out the arrangements by which {{org_field_name}} supports, trains, supervises and develops people working at the service so that they have and maintain the knowledge, skills, competence, qualifications and experience required to undertake their roles safely and effectively.

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 34, 36, 37 and 38, applicable statutory guidance issued by the Welsh Ministers, Care Inspectorate Wales requirements, and the current Codes of Professional Practice and relevant guidance issued by Social Care Wales.

{{org_field_name}} will ensure that staff development arrangements reflect the Statement of Purpose, the assessed care and support needs and personal outcomes of individuals using the service, and the qualifications, registration, training and competence required for each role.

2. Scope

This policy applies to all persons working at or for {{org_field_name}}, insofar as the requirements are relevant to their role. This includes:

• permanent and fixed-term employees;
• full-time and part-time employees;
• temporary workers;
• agency workers;
• workers engaged under contracts for services;
• managers and senior staff;
• registered professionals; and
• volunteers.

Agency workers and other temporary workers must receive an appropriate introduction to the service and must have the information, skills and competence necessary to undertake the duties assigned to them safely.

Nothing within this policy removes or reduces any additional professional development, continuing professional development, registration or revalidation requirements imposed by a worker’s professional or regulatory body.

3. Related Policies

This policy should be read alongside:

• CHW27 – Staff Supervision, Training, and Development Policy;
• CHW11 – Safe Care and Treatment Policy;
• CHW31 – Disciplinary and Grievance Policy;
• CHW30 – Equality, Diversity, and Inclusion Policy; and
• CHW04 – Good Governance Policy.

Where another organisational policy contains more detailed arrangements concerning induction, supervision, competency assessment, safeguarding, medicines, health and safety or other role-specific training, that policy must be followed in conjunction with this policy.

4. Policy Statement

{{org_field_name}} is committed to ensuring that people working at the service are suitably inducted, trained, supervised, appraised, supported and developed to undertake their roles safely, effectively and competently.

Professional development will be based on:

• the requirements of the individual’s role;
• the Statement of Purpose;
• the care and support needs and personal outcomes of individuals using the service;
• identified risks within the service;
• applicable legislation, statutory guidance and national guidance;
• relevant Social Care Wales requirements and Codes of Professional Practice;
• requirements of any other relevant professional or regulatory body;
• findings from supervision, appraisal, competency assessment, incidents, complaints, safeguarding matters, audits and quality monitoring; and
• changes in the person’s duties or in the needs of individuals using the service.

No person will be expected to carry out duties for which they have not received appropriate instruction, training, supervision and, where necessary, assessment of competence.

5. Induction, Core and Specialist Training Requirements

5.1 Induction

Every person commencing work at the service, including volunteers where applicable, must receive an induction appropriate to their role.

Social care workers must complete the relevant induction programme required by Social Care Wales within the applicable timescale, alongside any service-specific induction required by {{org_field_name}}.

Induction must ensure that the person:

• understands their role, responsibilities and accountability;
• understands the responsibilities of relevant colleagues and managers;
• understands the Statement of Purpose and how the service is provided;
• has access to and understands the policies and procedures relevant to their role;
• understands applicable safeguarding and whistleblowing responsibilities;
• understands the standards of conduct and practice expected of them;
• is familiar with the current Code of Professional Practice for Social Care Workers and other relevant professional codes;
• receives the core training required for their role; and
• is assessed as competent before undertaking duties independently where competency assessment is required.

Agency and temporary workers must receive an appropriate service introduction before undertaking duties. This must include, as relevant to their role, the Statement of Purpose, essential policies and procedures, safeguarding arrangements, emergency arrangements, individual care and support information necessary for safe practice, and management and supervision arrangements.

5.2 Core Training

{{org_field_name}} will ensure that each member of staff receives core training appropriate to the work they perform.

Core training will be determined by the worker’s role, regulatory requirements, Social Care Wales requirements, the Statement of Purpose, the needs of individuals using the service and the risks associated with the work.

Core subjects may include, where relevant to the person’s role:

• safeguarding;
• health and safety;
• moving and handling;
• infection prevention and control;
• fire safety;
• medication management;
• Mental Capacity Act 2005 and Deprivation of Liberty Safeguards;
• equality, diversity, human rights and dignity;
• person-centred care and support;
• communication;
• food safety and nutrition;
• first aid or emergency procedures; and
• any other training identified as necessary for the person’s duties.

Training must not be treated as complete solely because a course has been attended. Where the nature of the activity requires it, competence must be assessed and documented before the person undertakes the activity without appropriate supervision.

5.3 Refresher and Update Training

Training must be refreshed or updated at intervals appropriate to:

• applicable legislation or statutory guidance;
• Social Care Wales or other professional guidance;
• recognised training standards;
• the level of risk associated with the activity;
• the worker’s role and competence;
• changes in practice, equipment or procedures;
• the needs of individuals using the service; and
• findings from incidents, safeguarding concerns, complaints, audits, supervision, appraisal or competency assessments.

Where a specific refresher frequency is required by legislation, recognised national guidance, a professional body, an accredited training standard, the manufacturer of equipment or an organisational risk assessment, that frequency must be followed.

5.4 Specialist Training

Staff supporting individuals with specialist or complex care and support needs must receive appropriate specialist training before undertaking activities for which specialist knowledge or competence is necessary.

This includes training relating to specialist equipment and any specialist training required to safely meet the care and support needs described in individuals’ personal plans and the service’s Statement of Purpose.

Where healthcare activities are delegated to social care workers, staff must understand their responsibilities and accountability and must receive the training, assessment and support necessary to undertake the delegated activity safely and competently.

5.5 Training Needs Analysis

{{org_field_name}} will undertake a documented training needs analysis at least annually, and more frequently where required, to confirm that staff have the knowledge, skills and competence necessary to meet the needs of individuals and provide the service in accordance with the Statement of Purpose.

The training needs analysis must inform the service training plan and individual learning and development requirements.

6. Personal Development Plans, Appraisal and Development Needs

Training, learning and development needs for each employee must be identified and kept under review.

Additional learning and development needs identified for a newly appointed member of staff must be identified within the first month of employment and subsequently reviewed through supervision and appraisal.

Each employee will have a documented learning and development record or Personal Development Plan appropriate to their role.

The development process will include:

• identification of current and future training requirements;
• reflection on knowledge, skills and professional competence;
• consideration of feedback about performance, including appropriate feedback from individuals using the service;
• identification of development or competency gaps;
• agreed actions and timescales;
• continuing professional development requirements;
• professional registration requirements, where applicable; and
• progress towards any qualification required for the person’s role.

Every employee must receive a formal appraisal at least annually. The appraisal must provide feedback on performance and identify training, learning and development necessary to support the employee in their role.

Professional development objectives must be relevant to the person’s role and must not take priority over training, competence or qualification requirements necessary for safe service delivery.

7. Qualifications, Career Development and Continuing Learning

{{org_field_name}} will support workers to obtain and maintain qualifications, knowledge and competence appropriate to the work they perform.

Where a qualification is required for a person’s role, professional registration or continued employment in that role, the organisation will provide appropriate support and will monitor progress towards completion.

Professional development may include:

• qualifications relevant to health and social care in Wales;
• qualifications required to meet Social Care Wales registration requirements;
• continuing professional development;
• workplace learning and assessment;
• mentoring and coaching;
• reflective practice;
• leadership and management development;
• specialist learning relevant to the people supported by the service; and
• other learning required to maintain professional registration or competence.

Career development opportunities will be managed in a manner which is consistent with safe staffing requirements. Progression to a different or more senior role will not take place unless the person meets, or is appropriately supported to meet, the knowledge, skills, competence, qualification and registration requirements of that role.

8. Supervision and Performance Review

Supervision is a formal mechanism for supporting staff, reflecting on practice, reviewing performance and ensuring that professional competence is maintained.

All staff must receive appropriate supervision and appraisal.

Employees will normally receive one-to-one supervision monthly in accordance with the service’s supervision arrangements. In all circumstances, one-to-one supervision must take place no less frequently than quarterly unless an exceptional and appropriately managed circumstance prevents this.

Additional supervision must be provided where required because of:

• the worker’s level of experience;
• an identified performance or competence concern;
• a safeguarding or conduct concern;
• a significant incident;
• changes to the worker’s duties;
• changes in the needs of individuals using the service; or
• an identified learning or support need.

Supervision must provide an opportunity to consider, as appropriate:

• the worker’s practice and performance;
• the well-being and safety of individuals using the service;
• safeguarding;
• understanding and implementation of policies and procedures;
• the Code of Professional Practice applicable to the worker;
• training and competency;
• learning and development needs;
• professional registration and continuing professional development;
• feedback about performance;
• agreed actions from previous supervision; and
• any support required by the worker.

All employees must receive an appraisal at least annually.

Registered nursing staff working at the service must have the opportunity to receive appropriate clinical supervision.

Supervision and appraisal records must be maintained securely and any agreed actions must be followed up.

9. Training, Supervision and Development Records

{{org_field_name}} will maintain an accurate written record of training and supervision undertaken, and training or supervision identified as needing to be undertaken, for each relevant member of staff.

Training records must, where applicable, identify:

• the name of the worker;
• the training or learning activity;
• the date completed;
• the provider or trainer;
• any expiry, review or refresher date;
• the outcome of any competency assessment;
• qualifications obtained or being undertaken;
• identified further learning requirements; and
• continuing professional development relevant to professional registration.

The Registered Manager or delegated competent person must maintain oversight of training compliance and take timely action where training, qualifications, registration or competency requirements are outstanding.

Staff must be given appropriate access to their personal learning and development information and opportunities to discuss and reflect on their development.

Training records, supervision records, appraisal records and competency assessments must be retained securely and made available for regulatory inspection where required.

Where training or competency has expired, or where there is evidence that a person’s competence is insufficient for the activity concerned, the Registered Manager must assess the risk and determine whether the person may continue the activity, requires supervision or must cease the activity until appropriate training and competence have been restored.

10. Responsibilities

Service Provider

The Service Provider is responsible for ensuring that:

• sufficient numbers of suitably qualified, trained, skilled, competent and experienced staff are deployed;
• arrangements are in place for staff support and development;
• this policy complies with applicable legal and regulatory requirements;
• staff receive induction, supervision, appraisal, core training and specialist training as appropriate;
• staff receive support to undertake further training appropriate to their work;
• employees are supported to maintain required professional or occupational registration;
• adequate resources are made available to meet training and development requirements; and
• the organisation adheres to the current Code of Professional Practice for Social Care Employers issued by Social Care Wales.

Responsible Individual

The Responsible Individual must maintain appropriate oversight of the management and quality of the service and ensure that the Registered Manager is appropriately supported.

The Responsible Individual must undertake training appropriate to their role and responsibilities. This must enable them to understand and discharge their duties effectively, including relevant legislative requirements, their specific responsibilities, service quality and performance management, and their role in supporting the culture and governance of the service.

Registered Manager

The Registered Manager is responsible for the day-to-day implementation of this policy and for ensuring that:

• staff development requirements are identified;
• induction is completed;
• supervision and appraisal take place;
• training and competency requirements are monitored;
• annual training needs analysis is completed;
• training and supervision records are maintained;
• staff receive appropriate information concerning the service and their responsibilities;
• staff have access to and understand relevant policies, procedures and professional Codes;
• registration requirements are monitored where applicable; and
• action is taken where training, competence, qualification or professional registration requirements are not being met.

Line Managers and Supervisors

Line managers and supervisors must:

• provide appropriate supervision and support;
• identify learning and development needs;
• monitor agreed development actions;
• provide constructive feedback;
• raise concerns relating to competence promptly; and
• ensure that workers are not assigned duties which they are not competent or authorised to undertake.

Employees and Other Workers

Workers are responsible for:

• participating in induction, training, supervision, appraisal and competency assessment relevant to their role;
• maintaining their knowledge and skills;
• applying learning to their practice;
• informing their manager where they do not feel competent, confident, trained or appropriately prepared to undertake an activity;
• completing required continuing professional development;
• maintaining any registration or professional requirements applicable to them; and
• following the current Code of Professional Practice and other professional standards applicable to their role.

11. Regulatory Compliance and Social Care Wales Codes

{{org_field_name}} will provide and manage staff support and development in accordance with the Regulated Services (Service Providers and Responsible Individuals) (Wales) Regulations 2017, as amended.

In particular, the service will ensure compliance with:

• Regulation 34 in relation to the deployment of sufficient suitably qualified, trained, skilled, competent and experienced staff and arrangements for their support and development;
• Regulation 36 in relation to induction, responsibilities, supervision, appraisal, core training, specialist training, further training and maintenance of professional registration;
• Regulation 37 requiring the service provider to adhere to the Code of Professional Practice for Social Care Employers published by Social Care Wales; and
• Regulation 38 concerning information provided to staff and arrangements for making staff aware of the applicable Code of Professional Practice.

The organisation will use the current versions of the Codes of Professional Practice issued by Social Care Wales. Superseded Codes must not be relied upon for current practice.

Managers must ensure that staff and volunteers, as applicable, have access to relevant current policies, procedures, Codes of Professional Practice and practice guidance and that understanding is considered during induction, supervision and performance review.

12. Social Care Wales Registration, Codes and Continuing Professional Development

Where registration with Social Care Wales or another professional or occupational regulator is required for a person’s role, {{org_field_name}} will support the person to obtain and maintain that registration within the applicable requirements and timescales.

The Registered Manager must have arrangements to monitor required professional registration and must take appropriate action where registration has expired, been suspended, become subject to restrictions or is otherwise not valid for the role being undertaken.

Social care workers are expected to work in accordance with the current Social Care Wales Code of Professional Practice for Social Care Workers. Registered social care workers must comply with that Code as a condition of their professional practice.

{{org_field_name}}, as an employer of social care workers, must adhere to the current Social Care Wales Code of Professional Practice for Social Care Employers.

Workers who are required to undertake continuing professional development must be supported to do so. This will include appropriate opportunities to:

• access learning and development;
• discuss and reflect on practice;
• share learning and good practice;
• receive supervision and appraisal;
• receive constructive feedback about their performance; and
• maintain a record of relevant continuing professional development.

Registered workers remain responsible for meeting the individual continuing professional development and registration requirements imposed by Social Care Wales or their relevant professional regulator.

Where a worker’s registration, competence or fitness to practise is in question, the matter must be managed promptly in accordance with applicable organisational procedures and regulatory requirements.

13. Policy Review

This policy will be reviewed at least annually and sooner where required because of:

• a change in legislation or regulations;
• amendments to Welsh Government statutory guidance;
• changes to CIW requirements or regulatory guidance;
• changes to Social Care Wales Codes of Professional Practice, registration requirements, induction frameworks or relevant practice guidance;
• changes to the Statement of Purpose;
• findings from inspection, audit, quality monitoring, safeguarding, complaints or incidents; or
• evidence that existing arrangements are no longer effective.

The Service Provider and Registered Manager must ensure that the policy remains appropriate to the needs of individuals using the service, consistent with the Statement of Purpose and up to date.

Material changes affecting staff practice must be communicated to relevant workers, and any associated training or competency requirements must be identified and implemented.

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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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