Fitness and Qualifications of Staff

The registered person is responsible for setting out the training and qualifications necessary for staff to fulfil their specific roles in delivering the Service, but no specific qualifications are mandatory for any staff. Staff should have the knowledge and skills needed to meet the specific needs of the young people in the Service, including respecting their individual characteristics and culture. The registered person should be able to demonstrate to Ofsted at inspection the impact of staff training on the quality of provision and the experiences of young people in the setting.

Key areas of staff training and qualifications should include, but are not limited to: 

• Safeguarding;
• Health and safety;
• Supporting young people (for example, in their education, training or employment, in their independent living skills, promoting their social and emotional needs, including their mental health, and so on);
• Child development and psychologically informed practices (for example, Trauma Informed Approaches, Psychologically Informed Environments, Adverse Childhood Experiences, attachment theory, adolescent behaviours, emotional dysregulation, positive behaviour support and de-escalation, and so on);
• Equality and diversity; and
• Leadership and management.

Where there are gaps in staff training, the registered person should arrange for any essential training to be satisfactorily completed in a timely manner. 

The registered person may only:

• Employ an individual for the purposes of the provision of supported accommodation; or
• If an individual is employed by a person other than the registered person to work for the supported accommodation undertaking in a position in which the individual may have regular contact with young people, allow that individual to work for the supported accommodation undertaking if the registered person is satisfied that the individual satisfies the following requirements:
  • The individual is of integrity and good character;
  • The individual has the appropriate experience, qualification and skills for the work that the individual is to perform;
  • The individual is mentally and physically fit for the purposes of the work that the individual is to perform; and
  • Full and satisfactory information is available in relation to the individual in respect of each of the matters in Schedule 1:
    • Proof of identity, including a recent photograph;
    • Disclosure and Barring Service Check at the appropriate level;
    • Two written references, including a reference from the person’s most recent employer, if any;
    • If a person has previously worked in a position involving work with children, young people or vulnerable adults, verification so far as reasonably practicable of the reason why the employment or position ended;
    • Documentary evidence of any qualifications which the person considers relevant for the position for which they are applying to register;
    • Full employment history, together with a satisfactory explanation of any gaps in employment, in writing;

The registered person may permit an individual to start work despite the fact that these requirements have not been met, provided that the following conditions are satisfied:

1. The registered person has taken all reasonable steps to obtain full information about each of the matters in Schedule 1 in respect of the individual, but the enquiries in relation to any of the matters in paragraphs 3 to 6 of that Schedule (references, evidence of qualifications, full employment history and verification of reason for leaving previous employment) are incomplete;
2. Full and satisfactory information in respect of the individual has been obtained in relation to the matters in paragraphs 1 and 2 of Schedule 1 (proof of identity and DBS Check);
3. The registered person considers that the circumstances are exceptional; and
4. The registered person ensures that the individual is appropriately supervised while carrying out their duties, pending receipt of any outstanding information on the matters in paragraphs 3 to 6 of Schedule 1 (references, evidence of qualifications, full employment history and verification of reason for leaving previous employment), which is then considered satisfactory by the registered person.

Recruitment, training and development

All of Tameside MBC employees are employed following the same Safer Recruitment process, human resources oversee this process.

Practitioners are provided with an induction which provides them with an opportunity for them to understand their role, meet our Care Leavers and receive robust training. This process ensures that they feel confident and equipped to fulfil their role.

Tameside MBC have introduced the 'My Performance’ framework which supports managers to have quality conversations about performance, development, and what is important to employees on a monthly basis. 

Every 6-months employees have a Performance Milestone Conversation. This provides an opportunity to reflect on overall performance and progress towards objectives that were set for the preceding 6 months, allowing for an opportunity to recognise achievements, and opportunities to reflect upon any challenges.

The Performance Milestone sets SMART objectives for the next 6 months and identifies training needs to support employees to thrive in their role.

Practitioners have access to training both face to face and online to support them in their role. There are number of mandatory training courses that must be completed including:

• Safeguarding Children;
• Data Confidence;
• Cyber Ninjas;
• Equality & Diversity;
• Unconscious Bias;
• Safeguarding Against Radicalisation: The PREVENT Duty;
• PREVENT;
• Action Counters Terrorism;
• Personal Safety: Lone Worker;
• Fire Safety Awareness;
• Health & Safety in the Workplace;
• Autism Awareness.

All practitioners have access to Tameside’s procedures and guidance, which also includes Greater Manchester Safeguarding Children Procedures Manual.

See also Staff Supervision and Appraisal.