HCS37-Training and Continuing Professional Development (CPD) Policy

Registration Number: {{org_field_registration_no}}

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 (Scotland), the Scottish Social Services Council (SSSC) Codes of Practice, and Care Inspectorate Scotland regulations. It aims to create a workforce that is skilled, knowledgeable, confident, and compliant with legal and professional standards.

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.

2. Scope

This policy applies to all employees of {{org_field_name}}, including care staff, supervisors, managers, and administrative personnel. It also applies to agency or temporary staff where applicable.

3. Legal and Regulatory Framework

The training and CPD programme at {{org_field_name}} complies with the following laws, regulations, and guidance:

Health and Social Care Standards (Scotland) – Setting expectations for care provision.
Scottish Social Services Council (SSSC) Codes of Practice – Ensuring high standards in social service work.
The Care Inspectorate Quality Framework for Care at Home Services – Regulatory guidelines for service providers.
The Regulation of Care (Scotland) Act 2001 – Establishing the legal framework for care services.
The Equality Act 2010 – Ensuring fairness, inclusion, and non-discrimination.
The Protection of Vulnerable Groups (PVG) Scheme – Governing suitability for work with vulnerable adults.
Health and Safety at Work etc. Act 1974 – Ensuring the safety of employees and service users.

4. Mandatory Training Programme

All employees must complete mandatory training upon induction and at regular intervals throughout their employment. This training ensures compliance with regulatory requirements and enhances staff competency.

Induction Training (Completed Within the First 4 Weeks)

All new employees must complete the following mandatory training during their induction period:

Health and Safety Training – Including fire safety, risk assessments, and accident reporting.
Safeguarding and Adult Protection – Covering how to recognise and respond to abuse and neglect.
Infection Prevention and Control – Ensuring staff understand hygiene practices and PPE use.
Manual Handling and Moving and Assisting – Safe lifting techniques and use of mobility aids.
Medication Administration (if applicable) – Training on safe handling, administration, and record-keeping.
Data Protection and Confidentiality – GDPR compliance and handling personal information.
Person-Centred Care Principles – Aligning with the Health and Social Care Standards.

Ongoing and Refresher Training (Annual or as Required)

All employees must complete refresher training at set intervals to maintain competence and compliance. The frequency of refresher training depends on regulatory requirements and risk assessments.

Health and Safety, Fire Safety, and Risk Assessments – Every year.
Safeguarding and Adult Protection – Every year.
Infection Prevention and Control – Every year.
Medication Administration (if applicable) – Every year.
Manual Handling and Moving and Assisting – Every two years.
Dementia Awareness – Every two years.
First Aid Training – Every three years (or as required by role).

5. Continuing Professional Development (CPD) Programme

In addition to mandatory training, {{org_field_name}} is committed to supporting employees in their ongoing professional development. CPD ensures that employees remain up to date with best practices, regulatory changes, and new care techniques.

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.

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. Supervision and Appraisal

Training and CPD are reinforced through regular supervision meetings and annual appraisals.

Employees will have one-to-one supervision at least every three months, where training needs are discussed.
A formal annual appraisal will assess the employee’s progress and career development needs.
Any identified gaps in skills or knowledge will lead to tailored training action plans.

7. Employee Responsibilities

All employees have a responsibility to actively engage in their training and CPD. This includes:

Attending and participating in all mandatory training sessions.
Completing e-learning modules and self-directed learning.
Applying learning to practice and reflecting on improvements.
Keeping an up-to-date CPD record as required by SSSC registration.
Requesting additional training if needed for professional development.

8. 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 in achieving SSSC registration and revalidation.

9. Compliance Monitoring

To ensure compliance with regulatory bodies and best practices, {{org_field_name}} will:

Maintain a training matrix to track completion rates and identify gaps.
Conduct regular audits to ensure all staff meet training requirements.
Gather feedback from employees on training effectiveness and relevance.
Update training content in response to legislative or regulatory changes.

10. 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

11. Policy Review

This policy will be reviewed annually or sooner if there are changes in legislation, best practices, or organisational needs. Any amendments will be communicated to all staff and relevant stakeholders.

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.