Compliance: Our Standard Recruitment Process

 At Cream Health Care we know how important compliance is to our customers. We go out of our way to provide evidence that all our candidates satisfy the requirements of your CQC obligations. On sending a new staff member to a home you will be provided with an A4 profile which shows the member of staff’s photo, mandatory training and dates completed, DBS Number and date issued. In addition for Nurses, their PIN number and date of renewal is shown. All staff attend shifts with ID badges detailing the same information.

Our standard Safeguarding and Employment checks are shown below. For the supply of permanent staff it is our customer’s responsibility to carry out the reference checks, DBS application and ensure that all training etc is updated. All other checks below are carried out. We have an open door policy for customers to inspect the records held for staff supplied – let us know you are coming and we will have Cream cakes ready!

Face to face interview – essential to the verification of identity process. In addition we assess the competence in understanding and using both written and spoken English.

Employment History – with all gaps in employment explained and evidenced.

Structured interview – to evidence the knowledge of the sector. The competency based questions cover safeguarding, whistle-blowing, COSHH, team-working, the role of the CQC, fire safety and recordkeeping. Nurse’s interviews are more in depth and include scenarios which cover administration of medication, risk assessments and professional negligence in addition to our standard questions.

Checking PIN and Statement of Entry (Nurses only) – this is checked with the NMC register and the renewal date is recorded to ensure ongoing annual compliance.

Verification of Identity Checks – copies of original documentation evidencing the candidate’s Identity.

Reference Checks – we check at least three years(five years for those who intend to work with children) of previous employment and/or two separate employers, one of which is from the potential candidate’s current or most recent employment.

Eligibility to Work Check - this confirms the potential candidate has the legal right to work in the UK.

Mandatory Training certificates issued within the past twelve months – if not we provide up to date training and any additional training required by our customers. Staff are not supplied to our customers until all mandatory training is current.

Comprehensive Health and Immunisation Assessment – candidates complete a full health questionnaire and provide details and evidence of immunisations. The health questionnaire and immunisation records are reviewed at annual appraisals.

Professional Indemnity Insurance – we ensure that an original, current copy is held for all nurses.

Disclosure and Barring Service Enhanced Check – including clearances against the Children and/or Adults Barred Lists. Once staff have been signed off as compliant they attend Induction Training which details, in full, how we will work together. Crucial to this is the issue of our Staff Handbook which, over its 30 pages, outlines our policies and how we work.

Our staff take part regularly in supervision meetings for feedback. Our annual appraisals are documented and include review of training and development needs. Following the appraisal all mandatory training is updated, annual comprehensive health assessments are undertaken.

Nursing staff have their PIN and Professional Indemnity Insurance re verified along with an annual Health and Immunisation assessment. Should our staff member not have worked for us continuously for the full twelve months the Employment History is updated and further references taken. Once all ongoing compliance is confirmed staff are issued with a new annual ID badge and their profile is updated.