1. Maximising savings on training…
Rachael Ross – Skills for Care Locality Manager, Bradford and Calderdale

2. Key aspects to consider….
Workforce development and ensuring competence
Competence of staff is paramount (Health and Social Care Act, Fundamental Standards, CQC key questions and KLOEs)
Some training is statutory due to legislation, e.g. Food Safety, Moving and Handling
Some training is mandatory, as it is specified in a Contractual Agreement, e.g. with LA or CCG
Care Certificate is expected by CQC for ‘new to care’ staff
Some training requires ‘refreshers’

3. Future considerations…
Coming changes to CQC assessment frameworks…
CQC has published some changes to the ASC assessment frameworks to be introduced from 1 November 2017
Substantive changes to some KLOEs
Others KLOEs are completely new
e.g. E2 (how does service make sure staff have the skills, knowledge and experience to deliver effective care and support), E2.1 (mentions qualifications), E2.3 (effective mentorship, support, induction, supervision, appraisal and training for staff and volunteers).
E2.2 (Are staff supported to keep their professional practice and knowledge updated in line with best practice)

4. Essential for Managers
Skills for Care FREE resources…
Recommendations for CQC Providers – guide
Learning and Development guide
Good and Outstanding Care - guide
Skills for Care website –
Fortnightly ‘enews’
Advice from Locality Manager ( )
You may also like to attend the Registered Managers Network (next one on July 26th) or become a Registered Manager member
Recommendations for CQC providers guide
Learn more about workforce development and how you can use it to meet CQC standards
Our Recommendations for CQC Providers guide helps regulated services to meet the CQC Fundamental Standards of Quality and Safety.
Care organisations are expected to deliver a safe, effective, responsive, well-led and caring service, so our guide supports this. It is split into a number of sections, for ease of use:
■introduction
■leadership and management
■recruitment and retention
■induction, learning and development
■qualifications and apprenticeships
■improvement, innovation and continued success

5. Ensuring staff competence
Whilst minimising expenditure…
Robust planning, implementation of that documented plan and recording of activity undertaken, for:
Induction, mentoring, regular observation of practice, supervision and appraisals
Training commissioned is based on above, plus meeting requirements of legislation, mandates, recommendations, your staff experience and your client needs / illness

6. Ensuring staff competence
Whilst minimising expenditure…
Choose ‘training’ wisely, avoiding unnecessary repetition / duplication
Work together as providers to ‘buy’ training, drive down costs, ensure places are not wasted,
Involvement of ‘experts’ in the community, e.g. EoLC facilitator, tissue viability, continence team
Seek out opportunities for funding (e.g. European Social Fund, Skills for Care, Health Education England)
Consider different approaches to training and refreshers
Apprenticeship levy – possibility for organisations to support other organisations in their supply chain (10% this year, 20% from May 2018). Early discussions with LA

7. Options for developing staff
Use a combination of…link to workers practice…
In house support – mentoring, shadowing, demonstrations, one-to-one chats, at team meetings, short teaching sessions
E-learning
Distance learning
Learning packs / quiz / activities, e.g. SfC Care Certificate, Learn from Others
Updates / teaching sessions – use forums, networks, community practitioners and specialist teams
CCG and LA learning sessions, e.g. root cause analysis, safeguarding
College / training courses – ‘off the peg’ and bespoke
Qualifications / Apprenticeships

10. Funding for training
Education & Skills Funding Agency (Adult skills budget)
Apprenticeships (10% co-investment for ‘non-levy paying’ employers) – incentives for employing year olds, and for small employers
Entitlement for year olds for first full level 2 (or level 3) qualification
Distance Learning qualifications (e.g. NCFE L2 certificates)
‘Loans’ for those aged 24 years + for level 3 and above qualifications

11. Funding for qualifications
Workforce Development Fund (WDF)
Supports cost of achievement of social care QCF units or qualifications
Pays at £15.00 per credit, e.g. level 2 QCF Diploma has 46 credits = £690.00
To access must join WDF Partnership (2 in Leeds), fully update NMDS-SC (after April 2017) and send in evidence of units achieved
Fund available April 2017 to end March 2018

12. Local WDF Partnerships
2 available, in Leeds, open to all care providers
To join a WDF Partnership contact:
Leeds Adult Social Services
Leeds Care Association Ltd

13. Local fully funded (FREE) courses
Really is worth shopping around…
Bradford College – offering full range of L2 Certificate distance learning courses.
Contact Vicky Redfearn on
Craven College (Tyro Training) – full range of L2 Certificate distance learning courses, functional skills (Maths, English)
Contact Vicky Whitehead on

14. Local fully funded or low cost courses
Continued….
Shipley College – already offering L2 Diploma (12 week evening class course to attend), looking to provide progression qualifications from L2 to L3, and L3 to level 4 or 5 (for those on low incomes).
Also offering First Aid for £5 per head
Care Certificate ‘deal’ in development (less than £175 with money back if progress on to apprenticeship)
Contact Wendy Rowan on

15. European Social Funding
In North Yorkshire now, but into West Yorkshire soon
One day (7 hours or more) usually to group of 10 people on site…
Courses in:
Autism Awareness, Dementia Awareness, Diabetes Awareness
. Managing challenging behaviour
. End of life Care
. HR - including Appraisals
. Managing conflict
. ILM L3, Leadership and Management
. Food Allergens and nutrition
Also – can deliver fully funded L2 Diploma qualifications
Under the SSW (European Social Fund) funding can deliver pretty much what they want as long as the training is not deemed as mandatory or legislative & it does not displace any present funding streams (i.e. can’t fund Level 3 diplomas as this would displace the learner loan), the training should also be at least one full day (7hrs) or more and essentially it is training to help the business grow.
So as an example we have assisted H&SC organisations who get a group of say 10 or more staff together and delivered the following on site:
. Autism Awareness
. Dementia Awareness
. Diabetes Awareness
. Managing challenging behaviour
. End of life Care
. HR- including Appraisals
. Managing conflict
. ILM L3, Leadership and Management
. Food Allergens and nutrition
We can also fully fund the Level 2 diploma – but we do this by funding each unit. So for those individuals who already have a full level 2 , e.g. in hair & beauty we can provide a second qualification

16. West Yorks Consortium of Colleges
ESF monies via Local Enterprise Partnership
Should be able to provide similar offer (to the training available in North Yorkshire)
Wendy Rowan at Shipley College very keen to work with our sector to maximise use of the ESF monies and support development of staff
Shipley College are a Skills for Care Endorsed Provider

17. HEYH School of Medicines Optimisation
Free access to medication training
Work programme involving both health and social care working party
Mapping legal requirements and all available resources, NOS, QCF units, NICE guidance, etc, to create a Skills Matrix
Are developing FREE to access, standardised, ‘contextualised’ handbooks, workbooks plus a suite of e-learning modules for different roles and settings
Will be looking for Managers (July / August 2017) to critique resources (to ensure language use is appropriate, content is relevant for roles / own setting)
Pilot of learning resources with small groups of learners (August / September 2017)
Launch resources January 2018

18. Thanks for listening….
Any questions?

19. Contact details Locality Manager Bradford and Calderdale
Rachael Ross on mobile