Workforce Wellbeing and Retention Audit - Domiciliary Care

Q1 | Unanswered

Is there a staff wellbeing policy or strategy that is regularly reviewed and aligned with organisational values?

Q2 | Unanswered

Are staff satisfaction surveys conducted at least annually, and are findings used to inform action?

Q3 | Unanswered

Do staff have regular opportunities to raise concerns confidentially (e.g., during supervision, surveys, exit interviews)?

Q4 | Unanswered

Is mental health awareness included in induction and ongoing training?

Q5 | Unanswered

Are staff aware of available support services (e.g., counselling, mental health first aiders, EAP)?

Q6 | Unanswered

Are flexible working arrangements considered and offered where possible to support work-life balance?

Q7 | Unanswered

Are rotas planned with adequate notice and consideration for staff preferences and wellbeing?

Q8 | Unanswered

Is travel time and workload between visits managed to reduce stress and fatigue?

Q9 | Unanswered

Do staff have breaks and rest periods that comply with Working Time Regulations?

Q10 | Unanswered

Are sickness and absence rates monitored and responded to with supportive interventions?

Q11 | Unanswered

Is there a recognition and reward scheme for staff achievements or positive feedback?

Q12 | Unanswered

Are staff given regular supervision with a focus on wellbeing, support, and personal development?

Q13 | Unanswered

Are peer support or mentoring systems available for new or struggling staff?

Q14 | Unanswered

Are exit interviews conducted and analysed to understand and act on reasons for leaving?

Q15 | Unanswered

Are staff retention rates monitored, with plans in place to address any high turnover?

Q16 | Unanswered

Is onboarding thorough and supportive to reduce early leavers and boost engagement?

Q17 | Unanswered

Are staff included in decisions or changes that affect their roles or working patterns?

Q18 | Unanswered

Do staff feel valued and respected by managers and colleagues?

Q19 | Unanswered

Is bullying, harassment, or discrimination actively monitored and addressed?

Q20 | Unanswered

Are there visible leadership role models who promote a culture of openness and appreciation?

Q21 | Unanswered

Are team meetings used to foster connection, communication, and collective problem-solving?

Q22 | Unanswered

Are pay, conditions, and recognition competitive and regularly reviewed for fairness?

Q23 | Unanswered

Are staff given opportunities for progression and training that support long-term career development?

Q24 | Unanswered

Is there a system for identifying and supporting staff who may be struggling with workload or morale?

Q25 | Unanswered

Is the organisation’s culture regularly reviewed to ensure it remains compassionate, safe, and respectful?

Q26 | Unanswered

Are wellbeing metrics (e.g., staff turnover, satisfaction, burnout risk) discussed at board or senior level?

Q27 | Unanswered

Are temporary staff integrated and supported to maintain morale and continuity?

Q28 | Unanswered

Is there a proactive approach to reducing missed visits and last-minute shift changes?

Q29 | Unanswered

Are managers trained to support and respond to staff wellbeing and mental health?

Q30 | Unanswered

Is there evidence that investment in wellbeing contributes to better service user outcomes and feedback?