Recruitment and Staff Development
K2 Care has a commitment to provide the best quality of Care, Attention and Support to our service users and to achieve this we pay particular attention to our staff, their personal attributes and ongoing development.
K2 Care operate a targeted recruitment and development of staff. Due to the nature of our business all of our care providers go through stringent vetting including a Criminal Records Bureau (CRB) check.
K2 Care only recruit trustworthy, competent and reliable members of staff who share our vision. All our staff have the necessary qualities required to understand and have empathy with our clients’ needs and will, most importantly of all, have the personal qualities of kindness and compassion to enable them to relate to the service users physical and emotional needs.
Our staff are passionate about achieving satisfied customers and fulfilled members, and we intend to maintain their enthusiasm by rewarding their commitment with good working environment, individual career development and skills training.
Once the new member of staff has gone through this strict recruitment process and they are taken on, the new members of staff completes a full and comprehensive induction programme, which introduces the new employee to our standards, work practices and level of skills we require, this induction will also identify possible development areas for future training.
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Personal Development Plan
Employees will have a personal development plan designed for them. The content of the plan will be based around three core principals of consolidation of existing skills, the development of new skills relating to their present job and the development of skills which meet their long term goals. This plan will form part of the appraisal policy and will be monitored through our quality control process.
The first stage starts with the recruitment process where we will identify the skills being brought in by the new employee. These will be assessed during the introduction reviews held at one week, three weeks, seven weeks and eleven weeks. Any area the employee seems to be lacking or any skills that need to be enhanced will be added to their development plan.
The second stage starts once the employee has been with the organisation for six months and starts on the proposed NVQ scheme. There will be a full review of the employment to date. We will evaluate the anticipated needs of the business and the type of work the employee wishes to take on in the near future. This will then be made available if possible.
The third stage will include the results of the annual appraisal, the other reviews and lead to a long-term plan for the employee. This is where the employee will identify the areas of work they hope to be in, in say five years and we will work towards this goal, provided it is in the anticipated future needs of the business.
The Personal Development Plan will be introduced and maintained along with the appraisal scheme. This should give us a complete view of the skills and abilities of our staff, their desired long-term goals and the best way of reaching these goals.
All training is always with the view of how it could benefit our clients and the business of K2 Care in general.