Training, induction training, the development of staff and recruitment
New Staff and Induction
Derbyshire House or (the “Home”) provides training and development of new staff to ensure good practice and to orientate them to our expected values and beliefs in the workplace so we can maintain the high standard of care that is already provided to the people who live in and use our service.
New staff must undergo a period of at least 12-weeks induction after completion of their online Care Certificate which is now a requirement for working in a care environment. The first period will focus on the inductees spending time getting to know people who use our services and shadowing those who work here, as it is our belief that you cannot care properly for someone you do not know. The care certificate has 15 standards and staff will be assessed in all 15 of these areas. The evidence is collected via supervisions, discussion work, observation work and written work and once a certain standard has been sufficiently evidenced, they can be signed off on that particular area and continue working towards the other ones.
The induction will cover all mandatory areas but in addition to this, distance learning courses or outside agency training for mandatory subjects will begin. Sessions include dementia, diet and nutrition, dignity, end of life, equality and diversity, fire safety and awareness, first aid, food and hygiene, Health and Safety, infection control, mental capacity act and DoLS, moving and handling, safeguarding, safe handling of the medication. In addition to this, It is our policy that all new staff are supervised and supported in delivering feelings based care which is care that focuses on empathy and culturally appropriate care of individuals and not task.
All staff will be encouraged to do training to at least level 2 NVQ/Diploma and if they wish they will have the opportunity to build on this and take levels 3, 4 or 5 where required. Staff will also have the opportunity to receive training with the District Nurses to improve their knowledge and skills as well as given the opportunity to attend Local Authority training when on offer.
All existing staff will receive mandatory training and be given the same opportunities as listed above to improve their knowledge. They will also continue to be provided with support, supervision, occasional spot checks and feedback whilst working to our values and beliefs in delivering feelings based care. Training courses and courses that directly benefit the Home are paid for by Derbyshire House. All staff also have appraisals with the Manager which includes personal development plans that will highlight any areas of agreed training needs or requests.
Derbyshire House believes in the following:
- The Manager and staff member should take every reasonable opportunity to maintain and improve their knowledge and competence.
- The Manager should agree to take all reasonable steps to ensure that staff employed in the Home have no previous history of work inconsistent with a caring profession.
- The Manager should ensure that anyone on Government-sponsored training schemes will not be used to substitute labour for tasks otherwise performed by regular staff.
Derbyshire House operates on a two-week permanent rota system, providing 24-hour care.
When the home is at full capacity, Day staff consists of:
- 1 Registered Manager;
- 1 Administrator;
- 1 Senior;
- 4 Care staff;
- 2 Butterflies;
- 1 Cook;
- 1 Kitchen Assistant;
- 1 Laundry Assistant.
When the home is at full capacity, Afternoon staff consists of:
- 1 Senior;
- 4 Care staff;
- 2 Butterflies;
- A cook for the supper duties until 6:00pm.
Butterflies are members of staff who flit between people living here to ensure positive social interaction .
Night staff consist of:
- 1 Responsible;
- 3 Carers.
If people need extra care during periods of illness or end of life, a discussion will take place between the Registered Manager and the senior care team, to determine whether the extra hours are needed. The Caretaker, the Care Administration Assistants and domiciliary staff are also on duty Mondays to Fridays. Alongside this, volunteers and work placement students work periodically. The administration office is available throughout the week.
When a member of staff gives notice to terminate their employment with us, (this may be because they are moving to another place of work). We are usually happy to provide references for most members of staff albeit the following information:
- Confirmation that the employee worked there;
- Start and end dates of the employment;
- The employee’s job title; and
- Any convictions or safeguarding issues we feel are important.
Occasionally there are exceptions to the above and the Manager may provide a more detailed reference at their discretion. If the employer requires further information, in order for the candidate to secure the role, the Manager will converse with the staff member to find out what further evidence is required. Where necessary, if a basic form and/or basic questions have been provided, the Manager or administrator may fill this in at their discretion, as long as the information needed is not overly detailed. It needs to be noted that whether the reference is basic or more detailed, the information provided will only ever be factual.
The aim of our Home’s selection procedure is to ensure that the most suitable candidate is chosen for the role being offered and that all applicants receive fair and equitable treatment. We recognise that people who use our service have expertise based on their experience and we seek to involve them as fully as possible in the recruitment process. Our Home employs people for their values, not experience or training gained and to be eligible to apply for employment with us, all we ask is that a person must have caring characteristics which we consider paramount in delivering feeling-based care. We are able to provide other training but we believe care comes from the heart. Therefore, we look for applicants with a kind nature, who are confident and competent in the way they present themselves and who are able to wear their heart on their sleeve and show genuine empathy. The Home is committed to providing equal employment opportunities, please see our equal opportunities policy available from the staff handbook and/or the office on request. Applicants will receive an application pack and be invited for an informal chat with the Manager who will give details of the role, the Home and its values. The applicants who are able to demonstrate a caring attitude will be invited to work for a trial period, which where possible may start with a trial shift. Then, on completion of satisfactory references they will complete care certificate training, DBS and SOVA checks, the induction period will start and a temporary contract of employment will be offered. Applicants who are unable to provide a reference from a previous employer will still be considered and extra feedback from staff and residents will be sought.
A robust induction will start for a period of at least twelve weeks after successful completion of The Care Certificate. During that period the candidate will be observed, supervised and shadow experienced members of staff. Feedback from staff, people living here and visitors will be sought on the applicant and their conduct and suitability to the role and the values and any further training needs will be identified. At the end of the twelve-week period, a post-induction interview between the Manager and the candidate takes place and the supervisions and feedback are discussed. Based on the supervision, feedback and training, the candidate may be offered a permanent contract of employment or alternatively their induction could be extended further.
If the inductee requires extra help or support and has a protected characteristic, the induction period will be extended up to 24 weeks where there is an identified need and/or agreement, so that a fair chance can be given to all applicants wanting permanent employment. Staff who require extra support may be provided with designated staff to shadow and observe so that continuity is apparent and they have kay staff members to discuss their progress with. Having a protected characteristic or requiring extra support will not affect a person right to a fair chance of employment.
If the references or feedback provided are deemed to be unsatisfactory, an offer of employment may be withdrawn. Disclosure Barring Service checks (DBS) will be carried out on all applicants and the results must be satisfactory. Once a DBS certificate has been received this will be confidential between the staff member and the Manager and it will be stored in a secure manner.
From July 2004 the Government introduced an additional means of safeguarding vulnerable adults (SOVA) from abuse and neglect in care homes, namely a list of individuals who are considered unsuitable to work with vulnerable adults. This list will apply to Derbyshire House and every applicant will be checked against this list.
Recruitment of Ex-Offenders
We believe that all applicants should be treated fairly and stand by the requirement of the DBS’s Code of Practice that all Registered Bodies must treat Disclosure applicants who have a criminal record fairly and not discriminate against them because of a conviction or other information revealed. If the applicant is listed on the Safeguarding of Vulnerable Adults (SOVA) register, it is our policy that they will not be considered for employment with our Home.
- As an organisation using the Disclosure Barring Service (DBS) to asses applicants’ suitability we treat all applicants fairly.
- We welcome applications from a wide range of candidates, including those with criminal records.
- Where a disclosure check is to form part of the recruitment process, we encourage applicants that have a criminal record to provide details of it at an early stage in the application process. We request that this information is sent under a separate confidential cover, to the Manager of Derbyshire House and we confirm that this information will only be seen by those who need to see it as part of the recruitment process.
- We ensure that all staff involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. During an interview or a discussion we aim to ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to the withdrawal of an offer of employment or be dealt within our disciplinary procedure.
- We undertake to discuss any matter revealed in a disclosure of criminal offences check with the person seeking the position before withdrawing a conditional offer of employment.
HAVING A CRIMINAL RECORD WILL NOT NECESSARILY BAR YOU FROM WORKING WITH US. This will depend on the nature of the position and the circumstances and background of your offences.
Working with Volunteers
Derbyshire House will work positively and co-operatively with volunteers and appreciates all help and support that they provide for our Home and the people who live here and use the service. Our Home will require screening of volunteers similar to the staff recruitment process. They will be required to complete an application form, provide referees and will be interviewed to ensure the personal safety of our workers and the people who live here. DBS check will be undertaken by Derbyshire House in respect of all volunteers.
All volunteers will be supervised by a competent and trained staff member and will have guidance on the tasks that they will be expected to perform. All relevant policies and job descriptions will be provided to the volunteers, including the necessary induction training covering areas such as fire safety, Health and Safety and confidentiality. They will receive a clear indication as to the tasks that they should not attempt without the assistance of a Senior trained member of staff to assist them. Confidentiality may be a new concept to many volunteers and a careful explanation by the Home will be given to them on why confidentiality is so important All volunteers will be encouraged to check with management before taking on work that they are not confident to deal with.
Staff supervision is the responsibility of the Manager and Senior members of staff. Supervisions can also be undertaken by staff members competent in an area being supervised.
Derbyshire House staff will receive supervision at least six times per year and regular opportunities to talk with senior members of staff carrying out the supervision. We also feel that it is important that supervisors themselves have supervision from the management and that they have training and support to undertake the extended role asked of them.
Staff Roles and Code of Conduct
All staff at Derbyshire House make a valuable and important contribution to the delivery of a high standard of care and support to those that live with us and/or use our services. Following the Code of Conduct guidance, which is taken from Skills for Care guidance, GSCC Codes of Practice Guidance and our own policies and procedures, ensures staff are providing safe and compassionate care of a high standard and also intends to enable them to have the confidence to challenge others who do not follow it. The Code is also a useful tool for families, visitors, outside professionals and people who use the service, to refer to so they know what they can expect from staff working at Derbyshire House. The Code also include a code of ethics. The registered Manager will ensure that people who live and use our service benefit from the staff roles and responsibilities and will apply the following:
- All staff will have defined roles and should be supported and trained in expected standards.
- All staff will be expected to shadow other members of staff during their induction. However in-house training and induction training will be carried out in addition to ensure competency.
- All staff job descriptions will be linked to achieving individual goals as set out for individuals, to ensure best possible outcomes.
- All staff are given a copy of the GSCC codes of practice and the Code of Conduct and will be expected to comply with the practices set by them.
- Any contribution of volunteers will be supplemental to and not the replacement of, paid staff roles. Volunteers will not undertake tasks which are the responsibility of paid staff.
As part of their role, all staff are expected to:
- Get to know and develop good relationships with the people who they are supporting.
- Be able to meet individual needs with particular attention to gender, gender reassignment, age, cultural background and personal interests.
- Be aware of their knowledge and skill limitations and know when it is appropriate to involve someone else with more expertise.
For our policy on code of conduct, please refer to the Staff Handbook, the policies uploaded onto bridge or request a copy from the office. Derbyshire House intends to set out all the values, principals and policies underpinning the Homes’ approach to the staffing of the Home. The rota and total numbers of staff planned to be on duty at any one time is determined by a dependency calculation and will be set according to the following factors as far as practicably possible:
- Sufficient numbers and complementary skills to support individuals’ assessed needs at all times and deliver positive feeling based social interaction.
- The number of people to be cared for.
- The nature and level of dependency of the individuals being cared for.
- The skills and experience of staff.
- The availability of staff.
The number of skilled staff on duty at any one time, day or night, including ancillary staff, will ensure that the following activities are carried out effectively and efficiently to meet the individual and collective needs of the individuals:
- Uninterrupted work with individuals.
- Administration, organisation and communication.
- Day-to-day running of the Home.
- Management of emergencies.
As a responsible residential care Home with a charitable status, Derbyshire House will seek to minimise the use of agency staff. Wherever possible we will aim to use an alternative measure. When there is a need identified, temporary agency workers will be appointed from an approved agency, as listed in the Business Continuity Plan. For each agency staff member put forward, we require a detailed information sheet which includes; full name, date of birth, DBS disclosure information, vaccine status, qualifications and training undertaken and any other relevant information. On their first visit to the care Home, on arrival the agency worker will be expected to produce ID in the form of a driving licence, passport and or any other document available. The senior staff on duty will then take copies of the ID documents provided. All agency workers will be afforded the same access to facilities and amenities as any other employee and will be expected to provide the high standards of care deliverance in accordance with our Code of Conduct contained in the Staff Handbook. Where possible the Manager will endeavour to ensure that the same agency staff members are used to provide continuity of care for temporary periods. Senior staff members will be responsible for inducting the agency worker on their first day and monitoring their delivery of care to residents. Any problems that may arise with the worker should be reported to the Manager, who will contact the agency directly and inform them so that a replacement can be found if and where necessary.