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Archived: The Old Police House Dental Practice

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Inspection report

Date of Inspection: 6 March 2013
Date of Publication: 13 June 2013
Inspection Report published 13 June 2013 PDF | 73.07 KB

There should be enough members of staff to keep people safe and meet their health and welfare needs (outcome 13)

Meeting this standard

We checked that people who use this service

  • Are safe and their health and welfare needs are met by sufficient numbers of appropriate staff.

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 6 March 2013 and talked with staff.

Our judgement

There were enough qualified, skilled and experienced staff to meet people’s needs.

Reasons for our judgement

There were enough qualified, skilled and experienced staff to meet people’s needs.

As part of our original inspection in October 2012 we had identified a lack of formal processes and associated paperwork regarding the monitoring of staffing levels and recruitment and induction of new staff.

During our follow up visit in March 2013 we were able to verify that there were formal processes in place for all these areas. We saw policies for staffing levels, the recruitment and selection of staff, induction and training. We also saw an emergency and business continuity plan for the service.

We spoke with the dentist about the ways that staffing levels would be monitored. They explained that the policy showed the process that was followed which included a minimum number of staff to be ‘on duty’ during surgery hours and the measures that would be taken to ensure these staffing levels were maintained. These included existing staff working extra hours, cancelling patients or re-arranging appointments if needed. The dentist also explained that the dental nurses managed their own rotas and they monitored the amount of patients to ensure there was appropriate staffing in place at all times. The dentist explained that he was able to limit the amount of patients that were taken on or registered with the surgery to ensure that staffing levels remained appropriate.

We looked at the recruitment and induction process that was in place for new staff. The dentist confirmed that they would advertise for any vacancies if needed and that the most recent recruitment had been done through expressions of interest. There was an application form in place which covered education and employment history, qualifications and courses attended and reference details. The most recent recruit had provided two references before commencing employment. We saw notes from a recent formal interview which showed the standard questions that were asked as part of the interview process.

We looked at the induction process and associated paperwork. This included an induction plan and checklist that was completed as the new recruit worked their way through the plan. We were able to view the induction plan that had been completed for the most recent recruit. This covered the environment, policies, equipment, shadowing, contract and employment details, regulations and standards, performance, complaints, safeguarding and accident and incident reporting. The process was completed over a four week period with most areas covered in the first five days of employment.

We spoke with the dentist about the arrangements for cover of sickness and unplanned leave. They explained that all the dental nurses were employed part time and this allowed for some flexibility. Cover was always provided by existing staff and there was no use of agency staff. They also stated that if this was not possible then patient’s appointments could be re-arranged for when the appropriate staff were available.