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Archived: United Response - Nottingham DCA

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Inspection report

Date of Inspection: 26 February 2014
Date of Publication: 9 May 2014

People should be cared for by staff who are properly qualified and able to do their job (outcome 12)

Meeting this standard

We checked that people who use this service

  • Are safe and their health and welfare needs are met by staff who are fit, appropriately qualified and are physically and mentally able to do their job.

How this check was done

We looked at the personal care or treatment records of people who use the service, carried out a visit on 26 February 2014, observed how people were being cared for and checked how people were cared for at each stage of their treatment and care. We talked with people who use the service, talked with carers and / or family members, talked with staff and reviewed information sent to us by other authorities. We talked with other authorities.

We were supported on this inspection by an expert-by-experience. This is a person who has personal experience of using or caring for someone who uses this type of care service.

Our judgement

The provider has an effective recruitment and selection processes in place to ensure people employed to work with the service are of good character. Or that they are suitably skilled, qualified and experienced to perform the work.

Reasons for our judgement

We saw that the provider has a clear policy for recruiting and vetting new staff. The policy covers checks on staffs identity, employment history, clinical competence and character.

We looked at the employment files of 8 of the 64 staff. Each file contained an application form evidencing employment history, including any gaps along with declaration of criminal convictions and references for previous employers. We saw that any gaps in employment were checked by the provider and discussed at interview. The provider had requested employment and character references from the referees offered. Where these were unavailable additional references were sought. We saw that the provider gained consent from applicants prior to this.

Each file contained evidence of photographic identification, either driver’s license or passport and, where applicable, proof of eligibility to work in the UK was recorded. One file we looked at showed that, due the person’s change of circumstance, the names on the identifying information did not match. The provider had identified this and included a full explanation for future reference. Each file contained a record of valid criminal records bureau (CRB) or disclosure and barring service (DBS) checks.

This shows that the provider has an effective recruitment and selection processes in place to ensure people employed to work with the service are of good character. Or that they are suitably skilled, qualified and experienced to perform the work