Staff Training and Competency Audit - Care Homes

Evidence to check

• • Training matrix includes mandatory, role-specific and specialist training
• • Training requirements reflect the needs of current residents
• • Overdue, upcoming and completed training are clearly visible
• • Managers use the matrix to plan deployment, supervision and competency checks

Evidence to check

• • Induction records for sampled staff
• • Essential training completed before unsupervised work
• • Competency sign-off before staff work independently
• • Rotas do not show new staff working beyond their assessed competence

Evidence to check

• • Training records match the training matrix
• • Certificates, attendance records or e-learning records are available
• • Expired or missing training is flagged for action
• • Managers can identify which staff are competent for specific tasks

Evidence to check

• • Staff scenario-based responses
• • Training records for core subjects
• • Observed practice matches training expectations
• • Staff know how to escalate concerns in each core area

Evidence to check

• • Refresher training due dates
• • Records of overdue refresher training
• • Action plans for staff with training gaps
• • Interim controls where staff are awaiting refresher training

Evidence to check

• • Care Certificate records
• • Workbooks, observations and assessor sign-offs
• • Evidence that standards are assessed in practice
• • Progress monitored for new or inexperienced staff

Evidence to check

• • Supervision and appraisal records
• • Observation or spot check records
• • Training needs linked to incidents, complaints or poor practice
• • Personal development plans or targeted learning actions

Evidence to check

• • Competency assessment records
• • Direct observation of practice
• • Staff questioning or scenario testing
• • Reassessment where concerns or incidents occur

Evidence to check

• • Shadowing records
• • Induction supervision notes
• • Competency sign-off before independent working
• • Feedback from mentors, seniors or managers

Evidence to check

• • Resident needs mapped against staff training
• • Specialist training records
• • Clinical or practical competency sign-offs where required
• • Staff can explain how specialist training applies to current residents

Evidence to check

• • Alternative learning formats offered where needed
• • Support for staff with literacy, language or accessibility needs
• • Manager checks understanding after training
• • No evidence that staff complete training without understanding it

Evidence to check

• • Agency or temporary staff induction records
• • Handover information includes resident risks and key care needs
• • Temporary staff know emergency, safeguarding and reporting procedures
• • Agency staff are not assigned tasks beyond verified competence

Evidence to check

• • Clinical competency records
• • Task-specific sign-offs, such as catheter care, wound care or PEG support
• • Competency reviewed after incidents or changes in practice
• • Staff do not perform clinical tasks without appropriate sign-off

Evidence to check

• • Medication training records
• • Observed medication round assessments
• • Medication competency sign-off
• • Reassessment after medication errors, near misses or poor practice

Evidence to check

• • Moving and handling training records
• • Observed practice records
• • Staff use resident-specific handling plans and equipment
• • Poor techniques are corrected through coaching or retraining

Evidence to check

• • NVQ, diploma or external training records
• • Personal development plans
• • Evidence that learning is linked to service needs
• • Staff can describe how development improves their practice

Evidence to check

• • Observation of staff interactions with residents
• • Training records for dignity, equality, diversity and communication
• • Resident feedback on respect, inclusion and communication
• • Care plans reflect communication, cultural and personal preferences

Evidence to check

• • Emergency response training records
• • Staff scenario-based responses
• • Fire drill and emergency drill records
• • Staff know location and use of emergency equipment where applicable

Evidence to check

• • Record keeping and GDPR training records
• • Sampled daily notes and care records
• • Records are factual, timely and respectful
• • Confidentiality breaches or poor records are addressed

Evidence to check

• • Post-training knowledge checks
• • Observation or competency assessment after training
• • Staff feedback on training usefulness
• • Evidence that training has led to improved practice or outcomes

Evidence to check

• • Records of poor practice or knowledge gaps
• • Targeted supervision or coaching records
• • Retraining or reassessment evidence
• • Follow-up confirms improvement in practice

Evidence to check

• • Reflective supervision records
• • Team debriefs or learning sessions
• • Staff can describe what they learned and changed
• • Learning is linked to resident safety, dignity or outcomes

Evidence to check

• • Governance or quality meeting minutes
• • Training compliance reports
• • Overdue training action plans
• • Senior management review of training and competence risks

Evidence to check

• • Trainer qualifications or provider checks
• • Course content reviewed for relevance
• • Feedback from staff on training quality
• • Training updated when guidance, legislation or resident needs change

Evidence to check

• • Resident feedback records
• • Complaints, compliments and surveys reviewed for training themes
• • Development actions linked to resident experience
• • Evidence that feedback led to training or coaching

Evidence to check

• • Professional registration checks
• • Revalidation or CPD records
• • Clinical supervision or competency reviews
• • Evidence that scope of practice is understood and monitored

Evidence to check

• • Training records for culturally competent and personalised care
• • Care plans include cultural, religious and personal preferences
• • Observation of personalised interactions
• • Resident or family feedback confirms individual needs are respected

Evidence to check

• • Training reports by role, shift or team
• • Night staff and weekend staff included in training monitoring
• • Agency, bank and permanent staff competence reviewed
• • Skill mix and deployment reflect staff competence

Evidence to check

• • Team meeting minutes
• • Staff briefings or learning bulletins
• • Examples of staff sharing new knowledge
• • Practice changes following shared learning

Evidence to check

• • Governance reports link training to quality and safety outcomes
• • Training data reviewed alongside incidents, complaints, audits and resident feedback
• • Actions from training reviews are tracked
• • Evidence that improved competence leads to better resident experience or reduced risk