You are here

All reports

Inspection report

Date of Inspection: 18 October 2013
Date of Publication: 3 December 2013
Inspection Report published 03 December 2013 PDF

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 18 October 2013, 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 staff and reviewed information given to us by the provider.

Our judgement

People were protected from unsuitable staff because the provider had effective recruitment and selection processes in place.

Reasons for our judgement

Appropriate checks were undertaken before staff began work and there were effective recruitment and selection processes in place. We discussed the recruitment process with the registered manager and looked at files for three members of staff. Each staff file was clearly indexed and a record was available to show that the necessary identity and recruitment checks had been completed. These included two references, a proof of identity, health declaration and a check on eligibility to work in the UK. The employee's full work history had been explored with a written explanation for any gaps in their previous employment.

We saw that checks had been carried out on all staff through the Criminal Records Bureau (CRB) (that has recently been replaced by the Disclosure and Barring Service). The provider’s policy required checks to be carried out every three years. This showed that information about staff working in the service was collected and recorded in accordance with legal requirements.

Records showed that new employees completed a comprehensive induction programme. This was confirmed by a member of staff we spoke with. We were told that all new staff were subject to a six month probationary period. We noted that new employees were given the opportunity to work shadowing shifts with an experienced member of staff. As part of the induction, the manager also carried out observational checks on how staff interacted with people using the service and how they supported people with their personal care and physical needs such as eating and drinking. This helped the manager to identify any training or development needs during the staff member’s induction.