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Policy · Learning & development

Learning and Development Policy

Our commitment to ongoing training, CPD, and career progression for every carer. Owned operationally by Vicky Welfare, Director · Clients.

Section 01

Purpose

The purpose of this policy is to ensure that all employees of We Are Care have access to the learning and development opportunities necessary to perform their roles effectively, enhance their skills, and contribute to the organisation's success. We Are Care is committed to fostering a culture of continuous professional development, ensuring employees receive the support and resources needed to grow and develop within the organisation.

Section 02

Scope

This policy applies to all employees, including full-time, part-time, temporary, and contract staff. It covers all areas of learning and development, including mandatory training, skills development, leadership training, and career progression.

Section 03

Objectives

The objectives of the learning and development policy are to:

  • Equip employees with the skills, knowledge, and behaviours needed to deliver high-quality care and services.
  • Support personal and professional development through training, mentorship, and career progression opportunities.
  • Ensure compliance with legal and regulatory requirements, such as mandatory training in health and safety, safeguarding, and infection prevention.
  • Encourage continuous learning and a proactive approach to self-development among employees.
  • Foster a positive and supportive learning environment that enables employees to reach their full potential.

Section 04

Legal and regulatory compliance

We Are Care is committed to ensuring that all learning and development initiatives comply with the following UK legislation and standards:

  • Health and Social Care Act 2008 (Regulated Activities) Regulations 2014
  • Care Quality Commission (CQC) Fundamental Standards
  • Health and Safety at Work Act 1974
  • Equality Act 2010

Section 05

Key principles

Our approach to learning and development is based on the following principles:

  • Equality of access: All employees, regardless of their role, level, or background, will have equal access to learning and development opportunities.
  • Personalised development: Training and development plans will be tailored to individual needs and career aspirations.
  • Continuous improvement: Learning and development are ongoing processes that support personal and organisational growth.
  • Engagement and accountability: Employees are encouraged to take ownership of their own development and actively participate in learning activities.

Section 06

Learning and development framework

We Are Care offers a structured approach to learning and development through the following key components:

Induction training

All new employees will receive comprehensive induction training upon joining the organisation. This includes:

  • Orientation to We Are Care's values, policies, and procedures.
  • Mandatory training on health and safety, safeguarding, data protection, and infection prevention.
  • Role-specific training to ensure employees are equipped to perform their duties effectively.

Mandatory and statutory training

All employees are required to complete mandatory training courses relevant to their role, including:

  • Safeguarding Adults and Children
  • Health and Safety
  • Manual Handling
  • Infection Prevention and Control
  • Fire Safety
  • First Aid
  • Basic Life Support (BLS)

Training must be refreshed periodically, as determined by regulatory requirements, and records of completion will be maintained by the We Are Care operations team.

Continuing Professional Development (CPD)

Employees will be supported in pursuing continuing professional development (CPD) to maintain and enhance their skills. CPD activities may include:

  • Attending external courses, workshops, or conferences.
  • Participating in in-house training programmes.
  • Completing online learning modules or e-learning courses.
  • Engaging in self-directed learning, such as reading relevant publications.

Skills development and career progression

We Are Care is committed to providing opportunities for employees to develop new skills and progress in their careers. This may include:

  • On-the-job training: Learning through practical experience and coaching from senior staff.
  • Mentorship and shadowing: Employees may be paired with a mentor or have the opportunity to shadow a colleague in a more senior role to develop their skills.
  • Apprenticeships and qualifications: We Are Care may offer access to professional qualifications and apprenticeships relevant to the employee's role.
  • Leadership and management development: Employees aspiring to leadership roles will have access to leadership training programmes designed to build management and supervisory skills.

Performance reviews and development plans

Performance reviews: Employees will participate in regular performance reviews with their line manager, where training and development needs will be discussed.

Personal development plans (PDPs): Based on performance reviews, employees will work with their manager to create a personal development plan that outlines their learning goals, the required resources, and the timeline for achieving these goals.

Section 07

Learning and development procedures

Identifying training needs

Training needs are identified through:

  • Induction and role requirements: New employees receive initial training to equip them for their roles.
  • Performance reviews and appraisals: Regular discussions between managers and employees help identify areas where additional training may be beneficial.
  • Legislative and regulatory changes: Training needs may arise due to changes in legislation, best practices, or industry standards.

Access to training

Employees can access training through:

  • In-house training programmes: We Are Care will provide a range of internal training courses that are aligned with the needs of the organisation.
  • External courses: Where appropriate, employees may attend external training sessions or workshops. In some cases, We Are Care may provide financial support or study leave for qualifications that benefit the employee's role.
  • E-learning: Online courses and e-learning platforms will be available for employees to complete mandatory and optional training modules at their own pace.

Recording training

Training records: All completed training, including mandatory courses, CPD, and professional qualifications, will be recorded in each employee's training record, which is maintained by the We Are Care operations team.

Certificates: Employees who complete accredited courses or achieve qualifications will be issued with certificates, and copies will be stored in their personnel file.

Evaluating training effectiveness

Following any training, employees and their managers will evaluate the effectiveness of the training through:

  • Feedback forms: Employees may be asked to complete training feedback forms to assess the quality of the training and its relevance to their role.
  • Follow-up reviews: During performance reviews, managers will discuss the impact of the training on the employee's performance and identify any additional needs.

Section 08

Responsibilities

Managers and supervisors

Managers and supervisors are responsible for:

  • Identifying the training needs of their teams and individual employees.
  • Supporting employees in accessing learning and development opportunities.
  • Encouraging employees to take ownership of their development.
  • Monitoring the implementation of personal development plans.

We Are Care operations team and the Director · Clients

The We Are Care operations team is responsible for the administration of training programmes: coordinating training, maintaining accurate training records, and monitoring compliance with mandatory training requirements.

Strategic L&D oversight, including escalation of training-related concerns and the design of programmes that link to career progression, sits with Vicky Welfare, Director · Clients.

Employees

Employees are responsible for:

  • Taking an active role in their own learning and development.
  • Attending mandatory training and completing required certifications.
  • Communicating with their line manager about their development needs and goals.
  • Applying what they have learned to improve their performance and service delivery.

Section 09

Equal opportunities in learning and development

We Are Care is committed to ensuring that all employees have equal access to learning and development opportunities. This includes making reasonable adjustments for employees with disabilities, providing materials in alternative formats, and offering flexible learning options where necessary.

Section 10

Monitoring and review

The learning and development policy is reviewed monthly by the Baton Care Advisory Council on the first Thursday of each month, and revised in flight whenever there are significant changes in legislation, industry standards, or organisational needs. Feedback from employees and managers will be used to improve the effectiveness of training programmes.