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North Short Term & Urgent Support Requires improvement

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Inspection report

Date of Inspection: 29 January and 7 February 2014
Date of Publication: 27 February 2014
Inspection Report published 27 February 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 29 January 2014 and 7 February 2014, talked with people who use the service and talked with carers and / or family members. We talked with staff.

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

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

Reasons for our judgement

There were effective recruitment and selection processes in place.

The manager told us that all staff personnel files were kept centrally at a separate location, therefore we were unable to check any recruitment records during our visit.

We asked the manager about the recruitment process. They told us they followed the providers recruitment policy. They explained vacancies were notified to the Human Resources (HR) department who would look at internal redeployment of staff prior to external recruitment. The manager described how all potential candidates were shortlisted using the job description and job specification. Potential candidates were then invited to interview where they were asked a series of competency based questions. The manager told us said all interviews were conducted by two people.

The manager told us the successful candidate had to complete a series of pre-employment checks prior to their job offer being confirmed. These checks included; carrying out a Disclosure and Barring Service ( DBS) check (formally known as a Criminal Records Bureau (CRB) check), taking up written references from previous employers and checking evidence of the identity of new recruits. The manager said the candidates’ employment history was fully explored including any gaps in their employment. They also said, “Once we receive the written references, we actually phone the each referee. Just to check and validate the reference, follow up on any query we may have.” This showed staff were being properly checked to make sure they were suitable and safe to work with people.

The manager told us they had a system in place to ensure all staff DBS check were re-checked every three years.

The manager said, “We can only make a formal employment offer when all these checks are completed and are satisfactory.”