A new approach to training

A new approach to training

Care providers should build time into workers’ schedules to allow carers to do training on the job. This should include mandatory days for members of staff to do training. Personal assistants should be offered the same training opportunities. Provide regular opportunities for staff to learn new skills and refresh old ones. Provide regular opportunities for staff to reflect on their practice and continuously improve. Enable more experienced staff to play a role in supporting more inexperienced staff, and pay them to train new staff and enable job shadowing. Co-produce training with people with lived experience to make sure it is specific, working with user led organisations to develop and deliver training. Provide clear training opportunities for care workers who want to become more specialised and develop their skills. This could include offering carers training in clinical roles to upskill staff and reduce pressure on health staff, and develop into roles such as healthcare assistants. Ensure managers have the time and resources to provide good supervision and support. Develop opportunities for people directly employed by people who need care to also access training opportunities.


Training should not be in addition to normal working hours. A regularly scheduled training session should be within a normal shift and paid for as normal work.

Training should be expected Updates should be expected and assessed Time for travel between patients should be part of the job costs and pay Allow staff who are happy to be basic workers to remain At that level but be reviewed annually that their skills are sufficient

A university degree. I think all carers should undertake a university degree like nursing and that a degree specific to caring in the community, in hospitals, and in nursing homes needs to be developed. The majority should be undertaken via placements with coursework and exams. Further courses should be provided in management, so that the recruitment pathway can progress to this level. And opportunity to branch into healthcare.

If it is proved that carers work better with additional training at a sensible cost then I would be for this. We need to ensure as far as possible we create a sustainable system that provides great care and a good rewarding career for the carers. Do we know that continual training is an issue that affects the quality of care or is something carers are calling for?

Nothing new here ,but many people who go into this type of work are not academic, but still make good carers. Nurses when degrees came in did not do things like toenails for the patients basic non difficult nails should be a requirement as also finger nails if yo turn the profession to be more academic you can lose the ones who like caring at a certain level,however everyone in the profession needs a specific training to give them pride and ability to do the task in hand.

Again I fully agree with this, but it only works in very few professions.

There is nothing new here

Within care home contracts with local authorities and nhs there is a requirement and specification for training. If companies are not achieving this or offering paid training then the contract should be suspended. It seems like the policing and regulation of these companies is poor and needs investment to ensure things are as they should be

Having a degree would not attract caring people to the care sector and would create more strain in the system. It would increase costs to the service user. A minimum training specification should be undertaken and opportunities for further training be offered. This does not need to be academic, vocational training would be best because it is accessible to people who are fantastic carers but not academic

Totally agree with this. Serious thought will need to be given to how this will work for people directly employed by people with personal budgets- there will need to be locally available training, that these workers can access, which is not a detriment to their client.

I am autistic, and have worked as a disability support worker for 23 years, mostly supporting autistic people with profound language difficulties. I find my employer's in house autism awareness training inadequate and outdated, and where I have found external courses to be more thorough, they still perpetuate myths about autism which lead to bad practice. Training in other skills, such as Moving & Handling and Wheelchair Handling, often give impractical advice which has no bearing on real world circumstances, which places a care worker in a position of unacceptable risk and culpability. Training often seems like it is there purely to protect the employer from culpability. There needs to be more consultation with people with disabilities to ensure training is sensitive and appropriate to need. I encounter a great deal of ableist prejudice in the care industry, with disabled people treated as second class citizens. I experience distrust and prejudice from employers because of my autism, even as a veteran of 23 years service. Managers need to be trained in recognising the benefits of having a neurodiverse workforce. They need to understand that those in administration roles are there to enable carers to empower people with disabilities, and all aspects of administration should be tailored to the specific needs of the people paying for support. There is need for improved training at all levels.

That is all good. Maybe they should be offered miles money for travel between clients especially in the countryside. They should be allowed more freedom to make minor decisions eg wash a patients hair.

I support this idea, but I would question it. 1 Who is going to provide training? 2 How will the quality of that training be nationally consistent? 3 How will the curriculum be agreed? 4 What will happen to staff who fail training assessments/not complete assessments or who are under supported in training?

It doesn’t need someone with a degree, but I do believe a good training programme is essential for anyone entering this profession. Compassion and common sense are vital qualities, they can’t be taught, but these you might learn ‘on the job’.

Regular monitoring of the quality and effectiveness of the training. Implementing these great ideas and using success metrics and feedback to see how they do in practice

There should be both online and in person training modules and people should be able to retrain after a couple of years as some bits change so quickly

There is already a limited workforce to carry out care duties, so setting out mandatory training days may affect work. However, the training can be done in batches where care-givers from different units are participating.

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