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Workforce Development

Introduction

Each partner organisation has a Training Strategy which will ensure that staff and volunteers at all levels have appropriate knowledge and competencies in relation to:

  • Potential for the occurrence of abuse and neglect;
  • Identification of abuse and neglect;
  • Safeguarding Adults Policy and Procedures;
  • The requirement to report any concerns of abuse or neglect;
  • Internal reporting structure for such concerns.


Safeguarding Adults Competency Passport

Click here to view the Safeguarding Adults Competency Passport.

The Pan Lancashire and Cumbria Safeguarding Adults Board network have developed guidance for professionals working or volunteering with Adults at Risk.

The tool is ideal for capturing the professional development needs of practitioners and formally recoding and recognising skills, knowledge and achievements.


Safeguarding Adults Training

Training will equip people to work effectively to safeguard Adults at Risk. This training takes place in two ways:

  • Single-agency training which is training carried out by a particular agency for its own staff; and
  • Multi agency training which is for employees of different agencies who either work together formally or come together for training or development.


Multi Agency Training

Training and development for multi-agency work at the appropriate level should be targeted at professionals in voluntary, statutory and independent sectors who:

  • Are in regular contact with Adults at Risk;
  • Work regularly with Adults at Risk and with their families or carers and who may be asked to contribute to assessments of Adults at Risk; and
  • Have particular responsibility for safeguarding adults.

Training and development are also relevant to operational managers and those with strategic responsibility for services.

Training delivered on an multi agency basis is a highly effective way of promoting a common and shared understanding of the respective roles and responsibilities of different professionals and contributes to effective working relationships by developing confidence and competence. This in turn will help achieve better outcomes for adults at risk by helping to help foster:

  • A shared understanding of the tasks, processes, principles, and roles and responsibilities outlined in national guidance and local arrangements for safeguarding adults at risk;
  • More effective and integrated services at both the strategic and individual case level;
  • Improved communication between professionals including a common understanding of key terms, definitions, and thresholds for action; and
  • Effective working relationships, including an ability to work in multidisciplinary groups or teams and, sound decision making based on information sharing, thorough assessment, critical analysis, and professional judgment.


Employers

Employers are responsible for ensuring their employees are confident and competent in carrying out their responsibilities and for ensuring employees are aware of how to recognise and respond to safeguarding concerns. They should also identify adequate resources and support for multi-agency training. This would include providing staff who have the relevant expertise to contribute to the planning, resourcing, delivering and evaluation of training; and releasing staff to attend the appropriate multi-agency training courses. Each agency is responsible for keeping a record of training undertaken by members of staff.

Training on safeguarding adults can only be fully effective if it is embedded within a wider framework of commitment to inter- and multi-agency working, underpinned by shared goals, planning processes and values. It is most likely to be effective if it is delivered within a framework that includes:

  • A clear mandate from senior managers (for example, through the LSAB), with endorsement and commitment from member agencies;
  • Adequate resources and capacity to deliver or commission training;
  • Opportunities to consolidate learning made available within agencies;
  • The identification and periodic review of local training needs using standards for practice, followed by decisions about priorities;
  • A training strategy that makes clear the difference between single agency and multi-agency training responsibilities and which partnerships or bodies are responsible for commissioning and delivery of training;
  • Structures and processes for organising and coordinating delivery.


LSAB Responsibility

It is the responsibility of the LSAB, working through its Training Sub-Group (or equivalent), to ensure that all LSAB training to support multi-agency work:

  • Is delivered by trainers who are sufficiently knowledgeable about safeguarding adults and have facilitation skills;
  • Is informed by current research evidence, lessons from serious case reviews/serious untoward incident reviews and local and national developments;
  • Reflects an understanding of the rights of the adult at risk and be informed by an active respect for diversity and the experience of service users, and a commitment to ensuring equality of opportunity; and
  • Is regularly reviewed to ensure that it meets the agreed learning outcomes.

Visit your local SAB's website to view their training strategy and access workforce development opportunities and e-learning:


Code of Conduct and National Minimum Training Standards

In March 2013 Skills for Health and Skills for Care launched the Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England and National Minimum Training Standards for Healthcare Support Workers and Adult Social Care Workers in England.

The Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England describes the standards of conduct, behaviour and attitudes that the public and the people who need healthcare, care and support services should expect of workers. The National Minimum Training Standards for Healthcare Support Workers and Adult Social Care Workers in England defines the minimum knowledge workers must have, irrespective of individual job role. Both the Code of Conduct and the Minimum Training Standards were created after consultation with employers and workers across both sectors to ensure they were fit for purpose.

This Code of Conduct is based on the principles of protecting the public by promoting best practice. It aims to ensure that support workers covered by the Code are working to defined standards, providing high quality, compassionate healthcare, care and support.

The Minimum Training Standards focus on ten areas that are designed to cover the key knowledge for health and care workers and sets out what should be covered during a period of induction in the first weeks of employment:

  1. The roles of the Healthcare Support Worker and Adult Social Care Worker;
  2. Your personal development;
  3. Effective communication;
  4. Equality, diversity and inclusion;
  5. Duty of care;
  6. Safeguarding;
  7. Person-centred care and support;
  8. Health and safety;
  9. Handling information;
  10. Infection prevention and control.

The Minimum Training Standards correspond to the underpinning knowledge within the Core Competences for Healthcare Support Workers and Adult Social Care Workers in England.

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