The healthcare sector is fast-paced and constantly evolving. From new techniques and technologies to regulatory changes, the learning never stops at any level.
Care apprentices acquire the essential skills and knowledge for their role through a Diploma in Care:
- Adult Care Worker Standard Level 2: suitable for frontline staff new to care
- Lead Adult Care Worker Standard Level 3: suitable for supervisors, team leaders and staff wishing to progress in their career
- Lead Practitioner in Adult Care Level 4: suitable for people with specialist skills and knowledge in their area of responsibility for example care needs assessments
- Leader in Adult Care Level 5: suitable for managers responsible for community or residential services
While training is essential for all care workers it is mandatory for Registered Managers to undertake Level 5.
Adult Care Worker Level 2 is designed to introduce people to their respective roles in the industry and prepare them to get started on their chosen career path. Ongoing, supplementary training should always be on the agenda to help staff learn new skills, develop personally and professionally, and refresh their knowledge annually to meet CQC requirements.
This additional training is what sets excellent staff and teams apart from those that simply get the job done. Not only does it result in more rounded individuals that deliver a better, more holistic service, but it also improves morale and aids retention.
Staff who feel supported and have defined career progression pathways remain loyal and engaged –enhancing the service in the immediate term and making succession planning far more effective.
However, it’s common practice across the industry to neglect training needs due to staffing issues and other practical challenges that are thrown on managers – often with little or no warning.
Whilst this is understandable, it is also deeply damaging and helps create a self-propelling problem. Staff are placed under greater pressure and don’t feel valued. This reduces morale, gnaws away at team culture and results in staff churn. In turn, even more pressure is placed on remaining staff and the issue continues to spiral.
But the fact is that 50% of leavers simply find another job in healthcare. This tells us that they are committed to the profession. Which begs the question, what can be done to stop the churn and retain quality staff in your healthcare setting?
And the answer to that question is that you must show people they are valued and supported by investing time and helping them develop.
At Richmond Training, we provide a full suite of e-learning packages covering:
- Business aspects of Healthcare
- Health and Safety training
- Health and Social Care skills development
In-person training is also available covering everything from inductions to the sector, refresher training for core skills and education around compliance and regulatory matters.
We use a variety of innovative learning mediums to deliver bespoke training for each organisation that ensures every moment an individual spends learning adds value.
Of course, one of the barriers that many leaders in the care sector face when it comes to training is affordability. And we can help here too. In addition to supporting clients in making best use of the apprenticeship levy, we have in-depth knowledge of funding streams to support care worker training and development.
After a brief assessment of your needs, we’ll help you identify and access appropriate workforce development funding that will allow you to invest in your people and start to build a culture of coaching.
To talk to us about creating a training package that matches your needs call today on 01244 344322 or enquire online.