Creating a positive workplace will undoubtedly assist with staff retention. This will require a workplace culture that ensures that staff feel important and valued. The steps you take to achieve this culture can also assist you to demonstrate compliance with regulation 18.
Regulation 18 requires Providers to ensure the deployment of sufficient numbers of suitably qualified, competent, skilled and experienced staff. It requires that employees receive such training, professional development, supervision and appraisal as necessary to enable them to carry out their duties. Employees must also be enabled, where appropriate, to obtain further qualifications appropriate to the work they perform. If they are regulated professionals they must also be supported to evidence to their regulator that they continue to meet the professional standards which are a condition or requirement of their ability to practice.
Demonstrating compliance with Regulation 18 begins with the induction programme. It is very important to ensure that staff have a comprehensive induction that appropriately prepares them for their role. This may include working towards the Care Certificate. Staff should be clear about the structure and timeframe of the induction. Providers should actively support the completion of the induction and ensure that staff are appropriately supervised until they can demonstrate that they have the necessary skills and confidence required for their role. It is also extremely important that the induction training is well documented and that regular supervision sessions are recorded, even if some of these are informal. This will help you evidence your compliance to CQC.
You should also be able to evidence some form of induction for agency staff. Whilst the aim would be to keep agency use to a minimum, there are circumstances when agency use is required. Good practice would be to ensure that regular agency staff are used where possible. All agency staff should receive a mini-induction to the key policies and procedures of the service which should be documented. It is also wise to give consideration to the deployment of staff in a sensible and safe way ensuring that there is a good mix of agency and non-agency staff.
There are many steps that Providers can take to create a positive culture where staff feel important and valued. These include:
- Ensuring good communication at all times
Encourage staff to become involved and engaged by consulting with them on decisions. Ensure that you regularly seek staff feedback through team meetings and individual supervision sessions
- Celebrating success
Where staff are performing well make sure you recognise this. Awards schemes are a good way of doing this. Acknowledging good performance will assist with job satisfaction. Seek regular feedback from service users and their families and be sure to pass this on to the staff concerned. Make sure you document this feedback and how you have actioned this so you can evidence this when CQC come to inspect.
- Support staff in their development.
Document all the steps you have taken. This will assist you to demonstrate compliance with regulation 18 which in turn will hopefully help contribute towards a rating of ‘Good’ from CQC.