Transcript Institute of Healthcare Management

Institute of Healthcare Management
Primary Care Conference
7th November 2012
Unpicking the CQC’s expectations
of employment standards in
general practice
John Krafts – MCIPD - KHR Consulting
[email protected]
www.khrconsulting.co.uk
Espressos at the ready....
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Regulation 21 – outcome 12 – requirements
relating to workers
Regulation 22 – outcome 13 – staffing
Regulation 23 – outcome 14 – supporting
workers
“there’s all sorts of frameworks for
organising your investment in HR. In
General Practice, this one matters more
than most.....”
[email protected]
www.khrconsulting.co.uk
Workshop objectives......
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Enable you to complete Provider Compliance
Assessment forms in respect of objectives
12,13 & 14.
Enable you to identify gaps in your CQC
compliant people management processes and
develop an action plan for full compliance.
Enable you to find resources that will enable
you to achieve full compliance with CQC
people management standards.
[email protected]
www.khrconsulting.co.uk
Workshop format......
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Making sense of outcomes 12,13 & 14 –
20 minutes
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Group work – how do our practices
measure up to the outcomes – 15 minutes
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Feedback, discussion and signposting to
resources to strengthen your HR systems –
25 minutes
[email protected]
www.khrconsulting.co.uk
Regulation 21 – outcome 12 –
requirements relating to workers
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Manage quality by employing the right people
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12A - In relation to recruitment and induction
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Effective recruitment
Avoidance of unlawful discrimination
Effective pre-appointment checks
Safe recruitment
Safe induction
12B - In relation to qualifications, skills and experience
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Routine use of job description and person specs in recruitment
Effective contracts of employment - conditionality
Effective service/competency focussed performance appraisal
and development
Effective supervision.
[email protected]
www.khrconsulting.co.uk
Regulation 21 – outcome 12 –
requirements relating to workers
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Lead effectively to ensure staff are suitable for
their role
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12C – Effective people management practice
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Consistency of recruitment and selection processes
Pre- employment ‘fitness to work checks’
Screening assurance of agency and attached staff.
Effective discipline, capability and sickness absence/disability
management
Familiarity with disclosure & baring schemes and professional
regulators.
[email protected]
www.khrconsulting.co.uk
Regulation 22 – outcome 13 - staffing
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Lead effectively to ensure there are sufficient
staff.
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13A – Workforce planning and effective people
management practice
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Keeping records of workforce planning
Competency based development processes
Assessing workforce failure risks and establishing contingencies
Clear links between the business and its employees
Keeping an eye on the CQC and disclosure and barring services
[email protected]
www.khrconsulting.co.uk
Regulation 23 – outcome 14 –
supporting workers
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Lead effectively to support staff
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14A – Learning and development – from cradle to
grave...
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Induction policy and checklist
Lifelong Learning & Development
Learning & development linked to service delivery/business
planning
Assured training quality and training records
14B – Children
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Children’s workforce development council induction standards
[email protected]
www.khrconsulting.co.uk
Regulation 23 – outcome 14 –
supporting workers
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Lead effectively to support staff
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14C - Effective supervision
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Management presence
Regular supervision and records
Development of appropriate culture & values
Team meetings...and...yes
Effective employee performance& development
14D – Oh...anything else?
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Disability discrimination
Regulation of health professionals
Violence, bullying & harassment
PIDA
Work related ill health
Sickness absence management and Pro-acting health
surveillance
[email protected]
www.khrconsulting.co.uk
Group work......
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Three teams:
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Team A – outcome 12
Team B – outcome 13
Team C – outcome 14
Using the extracts from the Essential
Standards of quality and safety work out:
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What you currently do that supports your
compliance with the outcome your looking at; and
Any gaps which might need to appear in your
action plan.
[email protected]
www.khrconsulting.co.uk
Resources
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outcome 12
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outcome 13
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Disclosure and barring service (HM Govt) - http://www.isa.homeoffice.gov.uk
http://www.homeoffice.gov.uk/crime/vetting-barring-scheme
NHS Employers – KSF (newly simplified)
http://www.nhsemployers.org/payandcontracts/agendaforchange/ksf/simplifiedksf/pages/simplifiedksf.aspx
NHS Employers – Employment check standards
http://www.nhsemployers.org/RecruitmentAndRetention/Employment-checks/EmploymentCheck-Standards/Pages/Employment-Check-Standards.aspx
IIP framework standards
http://www.investorsinpeople.co.uk/interactive/Pages/default.aspx
MPS risk management framework
http://www.medicalprotection.org/default.aspx?dn=e55db945-dcf5-4c76-9987-6b7dd74665ad
Sign up for CQC and Disclosure and barring service email updates
http://www.cqc.org.uk/register
outcome 14
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Children’s workforce development council induction standards.
http://dera.ioe.ac.uk/8331/1/CWDC_Induction_Standards_Sept_06.pdf
NHS Social Partnership whistle blowing communications toolkit
http://www.nhsemployers.org/EmploymentPolicyAndPractice/UKEmploymentPractice/RaisingC
oncerns/tools-resources/Pages/Raising-concerns.aspx
....and of course, working with KHR to ensure that all this good work actually benefits the
business of delivering care to your patients......
[email protected]
www.khrconsulting.co.uk
Probably…much more to this…questions?
John Krafts
Chartered MCIPD
Email: [email protected]
www.khrconsulting.co.uk
Tel: 0115 8491753 (M) 0794 1603023
[email protected]
www.khrconsulting.co.uk