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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Temporary Staff Competency Framework Policy

1. Purpose

The purpose of this policy is to outline how {{org_field_name}} ensures that all temporary staff, including Registered Nurses (RNs) and Healthcare Assistants (HCAs), are competent to deliver safe, effective, and person-centred care while working on assignments through the agency. This policy defines the minimum competency requirements, assessment methods, and the responsibilities of the agency, its staff, and the director(s) in maintaining and evidencing staff competence. Competence is essential for ensuring that temporary workers meet client expectations, comply with applicable legislation and regulation, and uphold the safety, dignity, and well-being of service users. The policy is designed to meet the requirements of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, the Care Quality Commission’s Fundamental Standards, and relevant employment legislation.

2. Scope

This policy applies to:

• All temporary staff engaged by {{org_field_name}}, including RNs and HCAs on zero-hours contracts.
• All director(s) and administrative staff responsible for recruitment, deployment, and oversight of temporary workers.
• All client organisations receiving services from {{org_field_name}}.
• All stakeholders requiring assurance of staff competence, including regulators and commissioners.

The policy covers the competency framework applicable to all roles, methods of assessment, training requirements, supervision arrangements, and the monitoring of competency over time.

3. Related Policies

• Recruitment Policy
• Pre-Employment Checks Policy (including DBS & References)
• Training and Development Policy
• Temporary Staffing Handbook
• Professional Registration and Revalidation Policy
• Supervision and Appraisal Policy
• Complaints and Disciplinary Policy
• Safeguarding Policy

4. Legal and Regulatory Framework

This policy is aligned with:

• The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014​
• The Employment Rights Act 1996​
• The Agency Workers Regulations 2010​
• The Working Time Regulations 1998 (Amended 2005)​
• The Equality Act 2010
• The NMC Code (for Registered Nurses)
• The Care Certificate Standards (for HCAs)
• The Data Protection Act 2018 (GDPR)

5. Definition of Competence

Competence is defined as the combination of skills, knowledge, attitudes, and behaviours required to perform a role safely and effectively. In the context of temporary staffing, competence means the ability of a nurse or healthcare assistant to:

• Deliver care that meets legal, professional, and regulatory standards.
• Work safely under minimal supervision when placed in diverse client settings.
• Recognise the limits of their competence and escalate concerns appropriately.
• Adhere to the policies and procedures of both {{org_field_name}} and the client organisation.

6. Temporary Staff Competency Framework

{{org_field_name}} has developed a competency framework covering the following core areas:

6.1 General Competencies for All Temporary Staff

• Understanding of the role of a temporary worker.
• Knowledge of the Code of Conduct for Healthcare Support Workers or the NMC Code for Registered Nurses.
• Adherence to health and safety, infection control, and safeguarding procedures.
• Professional communication, record-keeping, and confidentiality.
• Equality, diversity, and inclusion.
• Person-centred care and dignity in care.
• Reporting concerns, incidents, and safeguarding issues.

6.2 Competencies for Registered Nurses (RNs)

• Accountability under the NMC Code.
• Safe administration of medication, including controlled drugs where authorised.
• Wound care and basic clinical procedures relevant to client needs.
• Effective delegation and supervision of HCAs.
• Assessment, planning, implementation, and evaluation of care.
• Accurate documentation of care in line with client and regulatory requirements.

6.3 Competencies for Healthcare Assistants (HCAs)

• Delivery of personal care (washing, dressing, toileting, feeding).
• Moving and handling procedures using appropriate equipment.
• Observing and reporting changes in service users’ conditions.
• Maintaining safe environments for service users.
• Supporting service users’ independence and choice.
• Contribution to care planning under supervision.

7. Competency Assessment Process

7.1 Pre-Placement Competency Checks

Before a worker is placed in any client setting, the director(s) will:

• Review qualifications, professional registration (for RNs), and employment history.
• Confirm completion of mandatory training aligned to statutory and regulatory requirements.
• Obtain references confirming competence.
• Require completion of a self-assessment competency questionnaire.

For Registered Nurses:

• NMC registration and PIN will be verified.
• CPD records will be reviewed where available.

For Healthcare Assistants:

• The director(s) will assess understanding of Care Certificate standards.
• Evidence of training in moving and handling, infection control, and safeguarding will be verified.

7.2 Mandatory Training as a Measure of Competence

All temporary workers must complete or provide evidence of up-to-date mandatory training, including:

• Safeguarding Adults and Children.
• Moving and Handling.
• Basic Life Support.
• Infection Control.
• Health and Safety Awareness.
• Fire Safety.
• Medication Administration (for RNs).
• Equality and Diversity.
• Duty of Candour.

Training is refreshed at least annually.

7.3 Competency Interviews

During onboarding, the director(s) will:

• Conduct a structured competency interview.
• Assess the applicant’s understanding of their role, core responsibilities, and professional boundaries.
• Identify any developmental needs.

8. Ongoing Competency Monitoring

8.1 Supervision and Appraisals

{{org_field_name}} recognises that competency must be continuously maintained. Therefore, the director(s) will:

• Conduct supervision and informal performance reviews regularly.
• Offer formal appraisals at least annually for staff who frequently work via the agency.
• Address performance concerns promptly.
• Encourage reflective practice.

8.2 Client Feedback

Feedback from clients is essential for monitoring ongoing competence. The director(s) will:

• Seek feedback after placements, especially when staff are newly registered or new to the agency.
• Record positive feedback and areas for improvement.
• Address concerns with staff directly and arrange remedial action if necessary.

8.3 Incident Learning

Competency will be reviewed as part of incident investigations. If an incident suggests competency issues, remedial training, increased supervision, or removal from the staff bank may be considered.

9. Training and Development

{{org_field_name}} is committed to supporting temporary workers to maintain and improve competence by:

• Providing access to mandatory and role-specific training.
• Offering refresher training as needed.
• Supporting RNs with NMC revalidation evidence (e.g., reflective discussion).
• Supporting HCAs to achieve and maintain Care Certificate standards.

Temporary workers are expected to take personal responsibility for maintaining their skills and knowledge.

10. Responsibilities

10.1 Director(s) Responsibilities

The director(s) of {{org_field_name}} are responsible for:

• Implementing this Competency Framework Policy.
• Ensuring all workers are assessed prior to placement.
• Maintaining records of competency assessments and training.
• Providing ongoing supervision and support.
• Liaising with clients regarding competency-related feedback.
• Removing staff from the active shift list if competence cannot be assured.
• Supporting staff development through access to training.

10.2 Staff Responsibilities

Temporary workers must:

• Act within their competence.
• Refuse assignments they are not qualified or trained to undertake.
• Seek guidance when unsure about tasks or procedures.
• Complete all mandatory and recommended training.
• Engage with supervision and competency reviews.
• Notify the director(s) of any concerns about their own or others’ competence.

11. Documentation and Record Keeping

The director(s) will maintain:

• Competency self-assessments.
• Records of training and refresher training.
• Supervision and appraisal records.
• Incident records linked to competency.
• Client feedback relating to staff performance.
• Notes of performance improvement plans where required.

All records will be retained securely and in line with the Data Protection Act 2018 (GDPR) and {{org_field_name}}’s Confidentiality and Data Protection Policy.

12. Quality Assurance and Continuous Improvement

The director(s) will:

• Audit the implementation of this framework at least annually.
• Analyse incident trends and client feedback to identify competency gaps.
• Review and update training content as required.
• Share lessons learned with staff.

13. Equality and Fairness

{{org_field_name}} ensures:

• Equal opportunity for all staff to access training and development.
• Competency assessments and decisions are free from discrimination.
• Support is provided for workers with additional learning or communication needs.
• Reasonable adjustments are considered for workers with disabilities.

14. Policy Review

This policy will be reviewed annually by the director(s) of {{org_field_name}} or sooner if:

• Legislation, regulation, or best practice changes.
• Incident learning or client feedback identifies a need for revision.
• Requested by commissioners or regulatory bodies.

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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.