Scotland - Registration - Supported Living
This policy governs how and when an employer needs to carry out a PVG check along with the PVG receipt form. It has been reviewed and merged with the Recruitment of Ex-Offenders Policy and Procedure which has now been archived. This is to ensure clarity and avoid any crossover. The policy also now includes the new position on PVG application during the COVID-19 pandemic.
Policy reviewed with minimal change, references and links checked and remain current, a new form to record staff allergies had been added. This policy will guide staff with recruitment and retention which are such a vital part to get right for organisations, this policy should be reviewed by staff responsible for any part of the induction process.
This policy outlines the need to risk assess and ensure fire evacuation procedures are in place. A PEEP template is available to complete as part of this policy. The policy has been reviewed with no significant content changes and references have been checked and updated.
The policy will guide staff on how to keep safe when working alone and confirms that the staff member must feel confident and competent to work alone. It has been reviewed with some content changes and a new form has been added. References and links have also been checked and remain current.
This policy will inform staff on the training considerations they must undertake to give them the knowledge required in Health and Safety. References and links checked and remain current.
This policy will help support staff to understand the inspection process conducted by the regulator. Policy reviewed and updated to include the new key question for use in care homes during the coronavirus pandemic. References and links checked and remain current.
This policy informs staff, service users and visitors on the management structure within the service. Within the Further Reading section, there is a link to a communication tool which is a great resource for managers.
This policy underpins each employer’s approach to discrimination and equal opportunities. It can assist should any claim be brought for discrimination, as if the employer can show that it has a properly implemented equality and diversity policy, this can be used in defence of such a claim. As the sanctions for non-compliance are contained in other policies, this is more for reference purposes, hence the lower business impact. The policy has been reviewed with minimal change and a reference to bullying has been added. References and links checked and remain current.
The policy has been updated to make reference to furlough and explain why it is not relevant to this policy. This policy governs what steps should be taken and what considerations are taken into account when deciding if it is too dangerous for an employee to attend work due to adverse weather or other external factors out of the employee’s control.
This document has been updated to a new values-based job description and person specification, including responsibilities and duties of the job and personal qualities.