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Inspection report

Date of Inspection: 9 December 2013
Date of Publication: 16 January 2014
Inspection Report published 16 January 2014 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 9 December 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 people who use the service and talked with staff.

Our judgement

People were cared for, or supported by, suitably qualified, skilled and experienced staff.

Reasons for our judgement

We spoke with one person who lived in the service who said, “I was part of the interviews for [manager] and the [deputy].”

We spoke with a member of staff who had started work recently with the service. They said, “I did have to have a DBS check in place and two references before I started.”

We observed positive interactions between staff and people using the service. There was a relaxed atmosphere and we saw that people using the service were comfortable talking to managers and support staff.

We saw that the service had a recruitment and selection procedure in place. The provider may find it useful to note that this refers to pre-employment Criminal Record Bureau checks and not the updated Disclosure and Barring Service checks. The policy also refers to equality legislation which is not current. The Equality Act 2010 replaces previous anti-discrimination laws with a single Act. It sets out the different ways in which it is unlawful to treat someone.

We looked at the recruitment records of two members of staff who were new to the service. Appropriate checks were undertaken before staff began work. Records showed that Disclosure and Barring Service checks (DBS) had been completed prior to staff starting work in the service. The manager told us that it was company policy to renew DBS checks on existing staff annually. We looked at the file of a long standing member of staff and found that the DBS check had been completed within the last 12 months. This meant the provider had taken steps to ensure staff were safe to work with vulnerable adults.

The Disclosure and Barring Service (DBS) helps employers make safer recruitment decisions and prevent unsuitable people from working with vulnerable groups, including children. It replaces the Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA).

There were effective recruitment and selection processes in place. We saw that a history of the person’s employment was in place and there were two references from previous employers. We saw there were no gaps in their employment history. This meant the provider could be reassured about the staff members experience and background.

We found a photograph of each member of staff was available and copies of documentation such as passports, bank accounts and P45s were on file. This meant the provider had taken steps to gain proof of identity of the staff member.