Background

A prominent home care organisation with several locations was facing challenges with staff retention, compliance, and the overall effectiveness of its training programmes.

Despite best efforts, they struggled to consistently meet Care Quality Commission (CQC) standards and found that staff turnover rates were higher than desired and thought the consistency of training was not evident. To address these issues, they decided to undertake a comprehensive Training and Development Audit to identify gaps and improve their training processes.

The Challenge

Their existing training programmes were outdated and lacked the engagement and practical application needed to equip care staff with the necessary skills and knowledge.

Compliance with mandatory training was inconsistent, leading to potential risks in service delivery. Additionally, there was no structured approach to continuous professional development (CPD), which impacted staff morale and retention.

The Audit Process

I was commissioned to conduct a Training and Development Audit on their homecare training, which involved a thorough review of all existing training materials, policies, employee feedback, and training delivery methods, together with an in-depth workshop with care managers from each location. The audit aimed to uncover weaknesses in the current system and provide actionable recommendations for improvement.

Outcomes

The audit revealed several key areas for improvement.

Whilst some training took place, there was no formal assessment process in place so the organisation could not be confident of the skills of the care professionals.

The training offered at each location was inconsistent - with no central training plan, training matrix or policy in place.

Training materials were found to be outdated and did not reflect current best practices or regulatory changes.

Feedback from induction training had not been considered or implemented and the feedback form consisted of over 20 questions.

There was a lack of ongoing training opportunities, which contributed to a decline in staff engagement and confidence.

Additionally, the audit highlighted the need for more interactive and practical training sessions to ensure that staff could apply their learning effectively in real-world scenarios.

Implementation

Following the audit, a comprehensive action plan was developed. This included updating all training materials to reflect the latest regulations and best practices, introducing a structured CPD programme, and implementing more interactive training sessions that focused on practical application. The organisation also introduced regular competency assessments to ensure staff maintained high standards of care.

Results

Within 2 months of implementing the audit recommendations, the organisation saw a marked improvement in several areas.

The action plan is regularly being reviewed and assessed, in conjunction with myself, and there have been marked, immediate improvement following immediate introduction of assessments.

Conclusion

The Training and Development Audit provided the organisation with a clear roadmap for improving its training processes and practices.

By addressing the identified gaps and implementing targeted improvements, the organisation is able to enhance the quality of care provided, boost staff morale, and achieve better regulatory compliance.

This case study highlights the critical importance of regularly auditing and updating training programmes to ensure that home care (and other care) organisations can meet the evolving demands of the sector.