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Archived: PASS Choices

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Inspection report

Date of Inspection: 18 May 2012
Date of Publication: 12 June 2012
Inspection Report published 12 June 2012 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

Our judgement

People were supported by suitably qualified, skilled and experienced staff. Appropriate checks were undertaken before staff began work. The provider was meeting this standard.

User experience

We were unable to gain any user experience on this visit as the organisation was not actually yet providing personal care to any of its clients. This was not down to any shortfall in the provider's capability. PASS Choices had chosen to develop its business model in accordance with the Government's personalisation agenda and was currently only providing low level support to its client base. Low level support could include, going out shopping, paying bills, cleaning or support with social activities and companionship.

Other evidence

We talked to staff and looked at the effectiveness of the recruitment and selection procedures. This is to ensure that the registered person was employing staff that were of good character and had the skills, experience and qualifications necessary for the work being undertaken. The provider described taking a person centred approach to their recruitment. For example, trying to match not just the skills but also personal attributes of the staff member to the proposed client. We were told that when dealing with low level support perhaps more important for the quality of service delivery were life and social skills. We saw the service user guide that was provided for all clients and it contained reference to the standards that clients could expect, this included the right to be cared for and supported by staff who had the right skills and experience to do the job.

We looked at several staff files for staff who had recently joined the organisation and saw that the relevant checks were being carried out prior to employment. There was evidence that staff were not discriminated against during their application process, the files included application forms, references from previous employers, interview notes, job offer letters, job descriptions and contracts of employment.

We were told that staff were only allowed to start work once a full and satisfactory CRB disclosure has been received. This was verified by examination of staff files.

Some staff told us that when recruited to work for the agency they were engaged on "zero hour" contracts.This is common practice in domiciliary care. A zero hour contract is where an employer does not guarantee the employee a fixed number of hours per week.