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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 all staff at {{org_field_name}} receive comprehensive training and ongoing professional development to enhance their skills, knowledge, and competence in providing high-quality domiciliary care services. This policy supports staff at all levels in their career progression, ensuring compliance with Care Inspectorate Wales (CIW) regulations, the Regulation and Inspection of Social Care (Wales) Act 2016, and the Social Services and Well-being (Wales) Act 2014.

Professional development is essential in maintaining the highest standards of care, ensuring staff have the necessary knowledge to meet the needs of individuals using our services. It also enhances job satisfaction, retention, and personal career growth, contributing to the overall success of {{org_field_name}}.

2. Scope

This policy applies to all employees within {{org_field_name}}, including care workers, team leaders, registered managers, administrative staff, and any other individuals involved in the delivery of care and support services. It ensures that all staff:

• Have access to high-quality training, supervision, and professional development.
• Receive ongoing learning opportunities tailored to their job role and career progression.
• Are supported in meeting mandatory and role-specific training requirements.
• Understand their responsibility for continuous professional development (CPD).
• Are given equal opportunities for growth, career progression, and additional qualifications.

3. Policy Statement

{{org_field_name}} is committed to fostering a learning culture that enables staff to develop their full potential. We recognise that well-trained staff provide better care and contribute to a safe, effective, and person-centred service. Our professional development framework aligns with CIW best practices, ensuring that staff:

• Undertake mandatory training and regular refresher courses.
• Participate in structured supervision and appraisal sessions.
• Have access to specialist training for complex care needs.
• Are encouraged to pursue further qualifications and career progression opportunities.
• Have the opportunity to share knowledge, ideas, and best practices through team meetings and mentorship.

4. Managing Professional Development Efficiently

4.1. Mandatory Training and Compliance

All employees must complete a set of mandatory training courses upon induction and at regular intervals to ensure compliance with CIW regulations and industry best practices. These include:

• Induction Training (including the All Wales Induction Framework).
• Safeguarding Adults at Risk and Child Protection training.
• Health and Safety at Work including fire safety, manual handling, and infection prevention and control.
• Medication Administration and Management (where applicable).
• Dementia Awareness and Mental Capacity Act (MCA) Training.
• First Aid and Basic Life Support.

A training matrix is maintained to track and monitor completion rates, ensuring all staff remain compliant. Training sessions are delivered in a variety of formats, including face-to-face workshops, e-learning, and practical demonstrations.

4.2. Induction and Onboarding Process

All new employees must complete a structured induction programme that meets the requirements set by Social Care Wales. This includes:

• Shadowing experienced care workers before working independently.
• Understanding company policies, values, and procedures.
• Completing All Wales Induction Framework (AWIF) modules.
• Being assigned a mentor to guide them through the initial phase of employment.

The induction programme ensures that all staff are confident and competent before delivering care services independently.

4.3. Continuous Professional Development (CPD)

CPD is a key component of career growth and service quality improvement. {{org_field_name}} ensures that staff have opportunities to engage in CPD activities, including:

• Specialist training courses such as advanced dementia care, palliative care, mental health support, and end-of-life care.
• Regular supervisions with line managers to discuss learning needs and career aspirations.
• Participation in conferences, workshops, and networking events within the care sector.
• Access to online learning platforms and training materials.

All staff members are expected to log their CPD activities, and these records are reviewed during supervision and annual appraisals.

4.4. Supervision, Appraisals, and Performance Management

Regular supervision and appraisals are fundamental to staff development. We conduct:

• One-to-one supervision meetings every three months, where staff discuss their progress, challenges, and training needs.
• Annual appraisals, where performance is formally reviewed, and career development goals are set.
• Peer mentoring and coaching programmes, allowing experienced staff to support and guide newer employees.

Managers use a competency framework to assess skills and identify further development opportunities. Staff are encouraged to take ownership of their own development, with management providing full support in achieving personal and professional growth.

4.5. Career Progression and Qualifications

We actively encourage employees to pursue further qualifications and career progression opportunities, including:

• QCF (Qualifications and Credit Framework) in Health and Social Care (Levels 2, 3, 4, and 5).
• Leadership and Management training for supervisors and managers.
• Opportunities to progress into senior roles, including team leader, care coordinator, or registered manager.
• Specialist courses and certifications tailored to specific roles.

Where possible, financial support and study leave will be provided for staff undertaking qualifications that align with their role.

4.6. Encouraging a Learning Culture

{{org_field_name}} fosters a learning culture where staff are encouraged to continuously improve and share their knowledge. This is achieved through:

• Team meetings and best practice sharing sessions.
• Learning from incidents and feedback, ensuring mistakes lead to service improvement.
• Encouraging reflective practice, where staff review their experiences and identify areas for development.
• Providing access to learning resources, webinars, and policy updates.

This culture of learning helps ensure that care quality remains high and that staff feel supported and valued.

4.7. Evaluation and Quality Monitoring

The effectiveness of training and professional development initiatives is continuously monitored through:

• Feedback from staff on the relevance and quality of training.
• Training audits to ensure compliance with CIW requirements.
• Observation of care practices to assess competency.
• Surveys and engagement with service users to gauge improvements in care delivery.

If gaps in knowledge or skills are identified, additional training is arranged promptly to maintain high standards.

5. Related Policies

This Professional Development Policy aligns with and should be read alongside the following policies:

• Staff Supervision, Training, and Development Policy (DCW27) – Covers training requirements and staff development.
• Good Governance Policy (DCW04) – Ensures that staff development is an integral part of service excellence.
• Health and Safety at Work Policy (DCW16) – Covers mandatory health and safety training.
• Dignity and Respect Policy (DCW08) – Ensures staff are trained to provide person-centred care.
• Whistleblowing (Speaking Up) Policy (DCW29) – Encourages staff to speak up about training gaps or concerns.

6. Policy Review

This policy will be reviewed annually or sooner if required due to changes in legislation, regulatory requirements, or best practices. Any updates will be communicated to all staff, and relevant training will be provided to ensure continued compliance.

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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.