Workforce Wellbeing and Retention Audit - Domiciliary Care

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  • Is there a staff wellbeing policy or strategy that is regularly reviewed and aligned with organisational values?
  • Are staff satisfaction surveys conducted at least annually, and are findings used to inform action?
  • Do staff have regular opportunities to raise concerns confidentially (e.g., during supervision, surveys, exit interviews)?
  • Is mental health awareness included in induction and ongoing training?
  • Are staff aware of available support services (e.g., counselling, mental health first aiders, EAP)?
  • Are flexible working arrangements considered and offered where possible to support work-life balance?
  • Are rotas planned with adequate notice and consideration for staff preferences and wellbeing?
  • Is travel time and workload between visits managed to reduce stress and fatigue?
  • Do staff have breaks and rest periods that comply with Working Time Regulations?
  • Are sickness and absence rates monitored and responded to with supportive interventions?
  • Is there a recognition and reward scheme for staff achievements or positive feedback?
  • Are staff given regular supervision with a focus on wellbeing, support, and personal development?
  • Are peer support or mentoring systems available for new or struggling staff?
  • Are exit interviews conducted and analysed to understand and act on reasons for leaving?
  • Are staff retention rates monitored, with plans in place to address any high turnover?
  • Is onboarding thorough and supportive to reduce early leavers and boost engagement?
  • Are staff included in decisions or changes that affect their roles or working patterns?
  • Do staff feel valued and respected by managers and colleagues?
  • Is bullying, harassment, or discrimination actively monitored and addressed?
  • Are there visible leadership role models who promote a culture of openness and appreciation?
  • Are team meetings used to foster connection, communication, and collective problem-solving?
  • Are pay, conditions, and recognition competitive and regularly reviewed for fairness?
  • Are staff given opportunities for progression and training that support long-term career development?
  • Is there a system for identifying and supporting staff who may be struggling with workload or morale?
  • Is the organisation’s culture regularly reviewed to ensure it remains compassionate, safe, and respectful?
  • Are wellbeing metrics (e.g., staff turnover, satisfaction, burnout risk) discussed at board or senior level?
  • Are temporary staff integrated and supported to maintain morale and continuity?
  • Is there a proactive approach to reducing missed visits and last-minute shift changes?
  • Are managers trained to support and respond to staff wellbeing and mental health?
  • Is there evidence that investment in wellbeing contributes to better service user outcomes and feedback?