FEATURE


carefully structured learning and career progression for young people.”


Some new measures have prompted improvements in levels of staff training and qualifications whilst posing their own challenges. The Cavendish Review (2013) proposed that all new healthcare assistants and social care support workers should undergo the same basic training. As a result the Health Education England, Skills for Care and Skills for Health have developed the Care Certificate, which contains 15 standards and outlines what health and social care workers should know and be able to deliver in their daily jobs, replacing the Common Induction Standards. Care providers are expected to be able to demonstrate the standards outlined in the Care Certificate, in this instance ‘Regulation 18 on staffing’ and ‘Regulation 19 on fit and proper persons employed.’


The Care Certificate and the learning resources provided by Skills for Care have been widely welcomed. However, the training programme requires new recruits to complete 15 workbooks - totalling over 350 pages in length - within a period of just 12 weeks. This timeframe has led to a high percentage of non-completions. To avoid this outcome, care providers have required a degree of flexibility and ingenuity in planning their staff training. For example, Heathcotes redesigned our induction process to include the Care Certificate standards. We revamped the five-day induction, which all of our new employees are expected to complete, and developed new certificates to help us streamline the Care Certificate for mapping. Thereaſter the only work that our


twitter.com/TomorrowsCare


to appreciate the importance of


“It is vital for care providers


new employees have to complete is several one-page worksheets and 18 observations conducted by the registered manager and/or team leader. These changes have proved to be more efficient and effective in demonstrating regulation compliance. In the process they also reduce carbon footprint and overall ensure that new employees are well equipped with the necessary knowledge and skills needed to support our service users in a safe and effective manner. This kind of streamlined thinking is invaluable in successfully completing the requirements of the Care Certificate. As a result, care providers have become more reliant than ever on the expertise and planning skills of their training partners.


The next 12 months is going to be a period of further change in care training and qualification. Following on from the government’s change in policy on qualifications and apprenticeships across all sectors, between now and December 2017 the current Qualifications and Credit Framework (QCF) will be withdrawn to make way for the Regulated Qualifications Framework (RQF).


The two sector skills councils responsible for health and adult workforces, Skills for Health and Skills for Care, have been working together to consider the future approach to adult care and health qualifications. To facilitate continuing professional development, units within this qualification will be assigned a credit value, so they can be readily used for recognition of prior learning (RPL).


With the right training processes in place, care providers can benefit from the fact that Care Certificate Standards will be incorporated into the new qualification. For example, the induction process that Heathcotes formulated in 2016 will be transferrable, giving our employees a valuable head start in the RQF programme.


The next 12 months could be a vital period for care providers to get maximum value from the Apprenticeship Levy. The Digital Apprenticeship Service (DAS) account, which is available through the Apprenticeship Levy, provides access to a range of approved


training resources. These resources can be used to plan carefully structured training programmes that deliver long- term HR benefits. In conjunction with our ongoing relationship with Learning Unlimited at Chesterfield College, Heathcotes have recruited several apprentices within the organisation over the past few months. Over the coming year, we will continue to recruit and support new apprentices within every one of our services (we have at least one apprentice based at each of our 50 homes across the UK). It is vital for care providers to appreciate the importance of carefully structured learning and career progression for young people in care work – when we invest in their future, we are also investing in the future standards of the sector.


find new ways to deliver person-


who are able to innovate and


“Providers


centred care will prosper.”


That investment will be critical in the next 12 months and beyond. Unfortunately, the funding crisis is likely to get worse before it gets better and, as a result, some providers are likely to fall by the wayside. Others will seek to cut costs by reducing central services and the infrastructure that ensures quality and compliance - the outcome of that approach is self-evident. Those providers who are able to innovate and find new ways to deliver person-centred care will prosper. That will certainly be the focus for the Heathcotes Group. We will continue our ambitious growth plans whilst ensuring the quality and effectiveness of what we do remains at the very highest standard.


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