Competency Audit

Are staff routinely observed for infection prevention and control (IPC) competencies, including proper use of PPE and hand hygiene?

What we look for: Check how often field supervisors observe handwashing and PPE donning/doffing during regular spot checks. Good looks like specific sections on spot check forms dedicated to IPC practice. A fail is checking a box for 'wears uniform' without assessing actual IPC technique.

Evidence: IPC spot checks, field observation reports, supervision notes

Is there a robust system for annual and post-incident medication administration competency assessments?

What we look for: Review the competency tracking matrix and sample 3 individual staff files. Good looks like annual observational sign-offs in the community, plus ad-hoc checks following any medication errors. A fail is relying solely on Q&A without practical observation, or expired assessments.

Evidence: Medication competency assessment forms, MAR chart audit follow-ups, staff training matrix

Are all new care workers assessed for practical competency before providing care unsupervised, particularly for medication and moving & handling?

What we look for: Sample files of 3 recently inducted staff members. Good looks like clear, signed evidence that practical competency was observed and signed off by a qualified assessor before the staff member worked solo. A fail would be staff providing unsupervised care with only e-learning completed.

Evidence: Care Certificate workbooks, induction sign-off sheets, initial spot check records, shadowing rotas

Do moving and handling competency assessments include observation of staff using specific equipment safely in the community?

What we look for: Look for evidence that staff are assessed using the actual equipment (e.g., specific hoists, slide sheets) they use with clients. Good looks like documented observations of safe technique and equipment checks. A fail would be generic assessments that do not verify competence with specific equipment.

Evidence: Moving and handling observation records, spot check forms, hoists/stand-aid specific sign-offs

Is staff competency regarding safeguarding and whistleblowing practically assessed through scenario-based questioning during supervisions?

What we look for: Review 3-5 recent supervision records. Good looks like managers asking "What would you do if..." to test actual understanding of reporting procedures, rather than just checking if training is in date. A fail is staff being unable to articulate how to raise an alert or who the local authority team is.

Evidence: Supervision records, annual appraisal notes, safeguarding scenario Q&A sheets

Are staff assessed on their practical understanding and application of the Mental Capacity Act (MCA) and consent during care delivery?

What we look for: Check if field supervisors observe staff gaining valid consent before tasks. Good looks like documentation showing staff asking permission and explaining tasks to clients, adjusting for cognitive impairments. A fail is observing staff performing tasks silently without checking client agreement.

Evidence: Spot check records, supervision notes, care plan review notes involving staff input

Are spot checks conducted at the required frequency, and do they capture meaningful observations of person-centred care and dignity?

What we look for: Evaluate the depth of field observations. Good looks like supervisors noting how staff communicate, respect privacy (e.g., closing curtains), and promote independence during routines. A fail is a tick-box form with no qualitative comments on the staff member's caring approach.

Evidence: Spot check schedule, completed spot check forms, client feedback forms

Is there a clear, documented process for managing staff who fail a competency assessment or spot check?

What we look for: Ask the manager for examples of failed competencies. Good looks like immediate action: stopping the staff member from performing the task, assigning a shadow shift, and re-assessing before sign-off. A fail is allowing the staff member to continue working solo while awaiting a training course.

Evidence: Performance improvement plans, re-training records, records of suspension from specific duties