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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Training and Continuing Professional Development (CPD) Policy

1. Purpose

The purpose of this policy is to ensure that all employees within {{org_field_name}} receive high-quality training and ongoing professional development opportunities to maintain competency, enhance skills, and deliver outstanding person-centred care. This policy aligns with the Health and Social Care Standards: My support, my life, the Scottish Social Services Council (SSSC) Codes of Practice for Social Service Workers and Employers (effective from 1 May 2024), the Care Inspectorate Quality Framework for Support Services (Care at Home, including supported living models of support), the Public Services Reform (Scotland) Act 2010 and associated Care Service Regulations, and other relevant Scottish legislation and guidance applicable to care at home services.

This policy ensures that:

• All employees receive mandatory training and ongoing continuing professional development (CPD) opportunities.
• Training is aligned with the latest legislation, regulatory requirements, and best practices.
• Employees feel supported in their professional growth and career development.
• The organisation maintains compliance with regulatory bodies, ensuring high standards of care.

The organisation recognises that learning and development must be role-specific, outcomes-focused, and proportionate to the needs of the people supported. Mandatory learning, supervision, competency assessment and continuous professional learning will therefore be tailored to the employee’s role, responsibilities, delegated tasks, the complexity of support provided, and any identified risks.

2. Scope

This policy applies to all employees of {{org_field_name}}, including care staff, senior care staff, supervisors, managers, administrative personnel and any other workers engaged in the delivery, management or oversight of the service. It also applies, as relevant to their role, to agency staff, relief staff, temporary staff, students, apprentices, volunteers and contractors where they undertake work on behalf of the service.

No worker may carry out regulated work, delegated healthcare tasks, medication support, moving and assisting tasks, or any other role-specific activity unless they have received appropriate induction, training, instruction, supervision and competency assessment for that task.

3. Legal and Regulatory Framework

The training, induction, supervision and continuous professional learning arrangements at {{org_field_name}} are informed by, and where applicable must comply with, the following legislation, standards and guidance:

• Health and Social Care Standards: My support, my life – setting out what people should expect from care and support in Scotland.
• SSSC Codes of Practice for Social Service Workers and Employers (effective 1 May 2024) – setting out the standards expected of workers and employers, including accessible induction, regular supervision, continuous professional learning, support for changing roles including digital practice, and trauma-informed practice.
• Public Services Reform (Scotland) Act 2010 – the principal legislative framework for the regulation of care services in Scotland.
• The Social Care and Social Work Improvement Scotland (Requirements for Care Services) Regulations 2011 – including the requirement for personal plans and other operational duties relevant to safe care delivery.
• Care Inspectorate Quality Framework for Support Services (Care at Home, including supported living models of support) – including expectations on induction, staff competence, leadership, infection prevention and control, assessment and personal planning.
• Adult Support and Protection (Scotland) Act 2007 and the current Code of Practice – informing staff training on identifying and responding to adults at risk of harm.
• Adults with Incapacity (Scotland) Act 2000 – informing training on consent, capacity, decision-making and least restrictive practice.
• Carers (Scotland) Act 2016 – supporting recognition of carers and appropriate involvement of carers in care and support.
• Equality Act 2010 – ensuring fairness, inclusion, accessibility and non-discrimination.
• Data Protection Act 2018 and UK GDPR – governing confidentiality, lawful processing, information sharing and records management.
• Health and Safety at Work etc. Act 1974 and associated health and safety duties – ensuring the safety and wellbeing of workers and people using the service.
• Disclosure (Scotland) Act 2020 and the PVG scheme framework – informing safer recruitment and suitability checks for regulated roles.
• Public Interest Disclosure Act 1998 – supporting whistleblowing and protected disclosure arrangements.
• Relevant national guidance on moving and assisting/manual handling, medication support, infection prevention and control, dementia, nutrition, digital practice, and trauma-informed practice, as updated from time to time.

4. Mandatory Training Programme

All workers must receive induction, mandatory learning and role-specific training appropriate to their post before working without appropriate supervision. Training must be accessible, relevant to the worker’s role, and sufficient to enable them to carry out their duties safely, lawfully, effectively and in a person-centred way.

Mandatory and role-specific learning requirements will be determined by the nature of the service, the needs of the people supported, applicable legislation and guidance, the tasks delegated to staff, and service risk assessments. Completion of training alone does not authorise practice; staff must also demonstrate competence where the task requires this.

Induction, Mandatory Learning and Initial Competency Assessment

All new workers must complete a structured induction programme within a timescale set by the organisation according to role and risk, and must not undertake unsupervised tasks until assessed as competent where required. Induction will include, as relevant to the role:

• values, rights, dignity, privacy, equality, diversity and person-centred care
• the Health and Social Care Standards and the SSSC Codes of Practice
• adult support and protection, recognising harm, neglect and exploitation, and reporting concerns
• adults with incapacity, consent, capacity and least restrictive practice
• health and safety, including fire safety, lone working, incident reporting and risk assessment
• infection prevention and control
• moving and assisting/manual handling
• medication support, prompting, assisting or administration, where relevant to the role
• food hygiene and nutritional awareness, where relevant to the role
• communication, record keeping, confidentiality, information sharing, data protection and cyber/digital security
• complaints, feedback, duty of candour where applicable, and whistleblowing
• professional boundaries, gifts and financial transactions
• trauma-informed practice and staff wellbeing
• emergency procedures and business continuity
• use of equipment and digital care systems relevant to the worker’s role.

Ongoing Refresher Learning, Updates and Reassessment of Competence

Refresher learning and reassessment of competence will take place at intervals determined by legislation, national guidance, best practice, service risk assessment, changes in role, changes in the needs of the people supported, incident trends, supervision findings, audit findings and individual learning needs.

As a minimum, the organisation will ensure staff receive regular updates in safeguarding/adult protection, health and safety, infection prevention and control, moving and assisting, medication support where relevant, record keeping and information governance, and any other area where changes in practice, guidance, equipment or service need require this. Specific training intervals set by an external framework, trainer accreditation, equipment manufacturer, or awarding body will be followed where applicable.

Where a worker’s role includes delegated healthcare tasks or specialist support needs, additional training, instruction, clinical guidance where appropriate, and documented competency assessment will be completed before the task is undertaken independently. This includes, but is not limited to, medication support, moving and assisting, use of equipment, nutritional support, diabetes-related support, stoma care, catheter care, skin integrity support or other delegated tasks relevant to the people using the service.

5. Continuous Professional Learning (CPL) and Continuing Professional Development (CPD)

In addition to mandatory training, {{org_field_name}} is committed to supporting each worker’s continuous professional learning (CPL) and wider continuing professional development (CPD). For workers registered with the SSSC, maintaining and improving knowledge and skills is a requirement of registration and workers must be able to confirm completion of CPL through the SSSC annual declaration process. The organisation will support workers to identify, undertake and reflect on learning relevant to their role and career stage.

Key CPD Areas

CPD opportunities are provided in the following areas:

• Specialist Training – E.g., dementia care, palliative care, autism awareness, mental health support.
• Advanced Qualifications – Encouraging employees to pursue Scottish Vocational Qualifications (SVQs) and professional certifications.
• Leadership and Management Development – Training for employees seeking career progression into supervisory or management roles.
• Technology and Digital Skills – Enhancing digital literacy for record-keeping and care planning software.
• Workshops and Seminars – Organising internal and external training events on emerging care issues.
• Shadowing and Mentorship – Encouraging new employees to learn from experienced staff members.
• Reflective Practice and Supervision – Encouraging continuous improvement through structured reflection sessions.

• Trauma-informed practice and psychologically informed approaches
• Human rights, supported decision-making and least restrictive practice
• Outcomes-focused care and personal planning
• Multi-agency working and role clarity with other professionals
• Digital skills, cyber awareness and safe electronic record keeping
• Reflective practice linked to feedback, supervision, incidents, complaints, audits and quality assurance.

Methods of Delivery

CPD training is delivered through multiple formats to support flexible learning:

• Face-to-Face Training – Delivered by in-house trainers or external specialists.
• E-Learning Modules – Accessible 24/7 for staff to complete at their own pace.
• Workshops and Group Discussions – Interactive learning sessions with peers.
• Supervised Practice – Practical skill-building in real work environments.
• Peer Learning and Knowledge Sharing – Encouraging staff to share best practices and lessons learned.

6. SSSC Registration and Continuous Professional Learning

Where a post requires SSSC registration, the worker must register within the applicable timescale, maintain their registration, comply with the SSSC Codes of Practice and meet any qualification or condition attached to their registration.

The organisation will support registered workers to understand their registration responsibilities, complete relevant qualifications, and undertake continuous professional learning appropriate to their role and career stage.

Workers must keep sufficient evidence of their learning to support reflection and to demonstrate compliance if requested. The organisation may ask workers to discuss their learning during supervision and appraisal and to provide evidence where necessary for internal quality assurance.

The organisation will respond appropriately where a worker’s registration lapses, conditions are imposed, or fitness to practise concerns arise.

7. Trauma-Informed and Rights-Based Learning

{{org_field_name}} recognises that workers must be supported to practise in a way that respects human rights, promotes inclusion and equality, and is informed by an understanding of the impact that trauma may have on individuals, carers and colleagues.

Learning and development will therefore include trauma-informed practice, communication, de-escalation, professional boundaries, reflective practice and staff wellbeing. Supervision will provide opportunities for workers to reflect on the emotional impact of their work and to access further support where required.

8. Supervision, Competency Support and Appraisal

Training and continuous professional learning will be supported through regular supervision, reflective discussion, observation of practice, competency assessment and annual appraisal.

Employees will receive one-to-one supervision at least every three months, and more frequently where required by role, probationary status, performance, wellbeing, incident trends, changes in service need, or identified development needs.

Supervision will include discussion of practice, values, wellbeing, workload, professional boundaries, learning needs, feedback from people using the service and others, incidents, complaints, audit findings and any support required for safe practice.

A formal annual appraisal will review progress, achievement, competence, learning undertaken, future development needs and, where applicable, progress with SSSC registration and continuous professional learning requirements.

Where gaps in competence or confidence are identified, the organisation will implement an action plan which may include additional training, mentoring, shadowing, observation, restricted duties, increased supervision or formal performance support.

9. Training Records, Competency and Evidence

{{org_field_name}} will maintain accurate and up-to-date records of induction, mandatory learning, role-specific training, supervision, appraisal, observations of practice and competency assessments.

Where a task requires assessed competence, the organisation will keep written evidence of:

• the training completed
• the date completed
• the trainer/provider
• any assessment undertaken
• the date competence was confirmed
• any expiry/review date
• any restrictions placed on practice.

Competency will be reassessed where there is a change in role, a change in the needs of the person supported, a change in equipment or procedures, an incident or near miss, a medication error, a moving and assisting concern, a prolonged absence from work, or any other reason to question safe practice.

Records relating to training and competency will be retained in line with the organisation’s records management arrangements and data protection requirements.

10. Employee Responsibilities

All employees are responsible for actively engaging in induction, mandatory learning, supervision and continuous professional learning. This includes:

• attending and participating in required training, induction, supervision and appraisal
• completing required e-learning, reading, reflection and self-directed learning
• applying learning to practice and working within the limits of their competence
• asking for support if they do not feel able, competent or sufficiently prepared to carry out any task safely
• maintaining an up-to-date personal learning record where required
• meeting any conditions attached to their SSSC registration and completing their annual declaration, including confirming their continuous professional learning where applicable
• reporting concerns about unsafe practice, harm, neglect, discrimination, bullying, inadequate resources or impaired fitness to practise in line with organisational procedures.

11. Employer Responsibilities

{{org_field_name}} is committed to providing a supportive environment where employees have access to quality training and development. Management must:

• Ensure all employees receive mandatory training within the required timeframes.
• Provide a variety of CPD opportunities to support career development.
• Maintain accurate records of training completion and compliance.
• Monitor and evaluate training effectiveness to ensure continuous improvement.
• Support employees to obtain, maintain and, where applicable, renew SSSC registration, meet any conditions of registration, and complete the continuous professional learning required for their role and annual declaration.

• ensure induction is accessible, role-specific and linked to safe practice
• ensure workers are not required to undertake duties beyond their training, competence or authorisation
• provide regular supervision, observation and reflective support
• ensure competency assessments are completed and recorded where required for role-specific tasks
• respond appropriately where a worker does not feel able or well enough prepared to carry out work
• support trauma-informed, rights-based and outcomes-focused practice
• keep up to date with changes in law, national guidance and regulatory expectations and update training arrangements accordingly.

12. Compliance Monitoring and Quality Assurance

To ensure compliance with legislation, regulation, SSSC requirements and best practice, {{org_field_name}} will:

• maintain a training and competency matrix to track induction, mandatory learning, role-specific training, refresher learning and competency sign-off
• maintain records of supervision, appraisal, observations of practice and development action plans
• audit training records, supervision records, competency assessments, incidents, complaints, medication errors, moving and assisting incidents, safeguarding concerns and other quality indicators to identify learning needs and service trends
• gather feedback from employees, people using the service, carers and relevant professionals on staff competence and development needs
• review learning needs following changes in legislation, regulatory guidance, inspection findings, service design or the needs of people supported
• use audit and quality assurance findings to improve practice, training content and workforce development planning.

13. Related Policies

This policy should be read alongside:

• Induction and Probation Policy
• Supervision and Appraisal Policy
• Safeguarding and Protection Policy
• Health and Safety Policy
• Equality and Diversity Policy

14. Policy Review

This policy will be reviewed at least annually, and sooner where there are changes to legislation, national guidance, SSSC requirements, Care Inspectorate expectations, inspection findings, service delivery models or identified organisational learning needs. All revisions will be communicated to employees and, where relevant, to agency staff and other stakeholders.

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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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