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Care Certificate Notes
The Care Certificate does not replace employer induction specific to the workplace in which practice will take place, nor does it focus on the specific skills and knowledge needed for a specific setting.
The Care Certificate builds on the National Minimum Training Standards/Common Induction Standards. Workers are assessed based on evidence, which must be recorded and retained.
The award of a Care Certificate should only be given when the health or social care support worker has:
· Been assessed against a specific set of standards
· Demonstrated they have the skills, knowledge and behaviours to ensure that they provide compassionate and high quality care and support
These standards cover the areas that are common to both these workforces and meet the legal requirement for providers of regulated activities to ensure that their staff are suitably trained.
The approach used to deliver learning required and ensuring that there is a record of assessment decisions that are auditable should be determined by the individual employer.
The care certificate standards are:
1. Understand Your Role
2. Your Personal Development
3. Duty of Care
4. Equality and Diversity
5. Work in a Person Centred Way
7. Privacy and Dignity
8. Fluids and Nutrition
9. Dementia and Cognitive Issues
10. Safeguarding Adults
11. Safeguarding Children
12. Basic Life Support
13. Health and Safety
14. Handling Information
15. Infection Prevention and Control
Roles in the NHS
· Health Care Assistants
· Assistant Practitioners
· Care Support Workers
· Clinical Support roles
Roles in Adult Social Care
· Care Support Workers (giving direct care in residential and nursing homes and hospices)
· Home care workers
· Domiciliary care workers
· Personal Assistants
Other people can undertake all or some of the Care Certificate as part of their induction.
It is up to the individual employer to decide whether the Care Certificate is appropriate.
The Care Certificate can only be awarded if the person meets all of the outcomes and assessment requirements.
Some roles that might be considered by the employer:
· Caring volunteers
· Drivers having direct contact with patients and service users
How Things Fit Together
Each staff member starting a new role is already expected to have learning and development/ training/ education and assessment as part of their induction.
Induction usually takes place over the first 12 weeks of employment.
The Care Certificate replaces National Minimum Training Standards (NMTS) and the Common Induction Standards (CIS) and provides a new framework.
It builds on the old NMTS and CIS and sets out explicit learning outcomes, competences and standards of behaviour, ensuring that members of staff are caring, compassionate and provide quality care.
The Care Certificate is a key component of the overall induction, which an employer must provide, legally and in order to meet the essential standards set out by the Care Quality Commission.
It must be completed and assessed before new staff members can practice without direct/ line of sight supervision in any setting.
This can be done in a phased approach. As each individual standard is met, the supervisor could allow them to practice without direct/ line of sight supervision against that standard.
Members of staff who have not yet successfully completed the certificate must be supervised directly and always be in the line of sight of the supervisor.
Indirect/ remote supervision is still required following award of the certificate.
Role of the Assessor
To make a judgment, based on the evidence provided, on when the person is safe to practice without direct / line of sight supervision against a particular Standard.
The assessor may then need to communicate this to the persons supervisor or manager (where this is not the assessor) so they can make the decision to allow the person to work without direct/ line of sight supervision.
Assessment will differ dependent upon the component part of the Care Certificate.
Most assessment should be within a care setting, in practice, with service users/ patients, and should be completed face to face.
The Assessor must be occupationally competent.
Good assessment practice involves ensuring that assessors agree a plan with the staff member on what will be assessed and when (including regular reviews of progress and submission of any written evidence).
It is important that all evidence the member of staff is asked to produce (written, verbal questions, discussion or observation) is sufficient to make a judgement and appropriate to the grade/ level of the role they have.
Evidence must be ‘real work’ activity (not simulated) unless expressly allowed. Simulated evidence can only be used where the evidence could not reasonably be assessed in a real work situation or is unlikely to occur during the induction period (for example giving basic life support).
All performance required to meet the Standards must be assessed and no evidence of prior experience is allowed (the exception being Basic Life Support).
Skype and video material cannot be used for assessment purposes.
If there are different assessors for different parts of outcomes, there should be a Lead Assessor who has overall responsibility for making a decision on whether the Standard has been met.
Where evidence of prior learning for knowledge is used, the assessor must be satisfied that the staff member has demonstrated that knowledge has been kept up to date.
Registered Manager Responsibilities
The Registered Manager will sign off the member of staff as having successfully met all the standards to achieve the Care Certificate.
They must assure themselves that the standard of teaching and assessment is of sufficient quality that they can be confident that the standards have been met.
If the Registered Manager is not the Assessor, they should ensure that there is a mechanism in place for the Assessor to feedback their judgements to them.
Award of the Care Certificate
Once the member of staff has successfully completed the Care Certificate, the certificate is given in line with the organisational practice.