Agenda item 3.3 Appendix 4 MANDATORY TRAINING POLICY

Transcription

1 Agenda item 3.3 Appendix 4 MANDATORY TRAINING POLICY Reference No: Issued by Policy Manager Version No: 1 Previous Trust / LHB Ref No: n/a Documents to read alongside this Policy Study Leave Guidelines Classification of document: Area for Circulation: Author/Reviewee: Executive Lead: Group Consulted Via/ Committee: Approved by: Date of Approval: Date of Review: Date Published: Employment Policy UHB Wide Ceri Butler, Learning Education and Development Manager / Ceri Dolan, RCN Director of Workforce and OD Employment Policies Sub Group Local Partnership Forum Workforce and OD Committee Date committee approved Date document due for review Date becomes live Disclaimer When using this document please ensure that the version you are using is the most up to date either by checking on the UHB database for any new versions. If the review date has passed please contact the author. OUT OF DATE POLICY DOCUMENTS MUST NOT BE RELIED ON Mandatory Training Policy Page 1 of 18 Ref no:

2 Version Number UHB 1 Date of Review Approved Date Published Summary of Amendments New Policy Mandatory Training Policy Page 2 of 18 Ref no:

3 MANDATORY TRAINING POLICY CONTENTS 1. Introduction 4 2. Purpose 4 3. Scope of the Policy 5 4. Aims and Objectives 5 5. Definitions 6 6. Rationale for attendance Core Modules: Fire Safety 6.2 Health and Safety 6.3 Infection Prevention and Control 6.4 Integrated Energy Waste and Environment 6.5 Equality and Diversity Rationale for attendance Role Specific Modules: Resuscitation 7.2 Manual Handling 7.3 Mental Health Act 7.4 Protection of Vulnerable Adults (POVA) 7.5 Safeguarding Children 7.6 Violence and Aggression Responsibilities: Board Members 8.2 Line Managers 8.3 Learning Education and Development: 8.4 Staff Equality Statement Implementation Audit Resources Reviewing the Policy Reference Documents And Related Policies 16 Appendices 1. Matrix of Statutory / Mandatory Training requirements and refresher periods. 18 Mandatory Training Policy Page 3 of 18 Ref no:

4 1. INTRODUCTION: 1.1 The Cardiff and Vale University Health Board (UHB) Statement of Intent highlights that it will ensure that all staff have access to training and development, to reach their potential. In line with this statement The Doing Well, Doing Better standards for Health Services in Wales (April 2010) specify that organisations ensure that their workforce is provided with appropriate support to enable them to participate in Induction and Mandatory Training programmes. 1.2 This policy relates to the Statutory / Mandatory Training requirements for all staff directly employed by the UHB. For the purpose of this Policy both Statutory and Mandatory will be grouped under the term Mandatory. 1.3 The UHB has identified a range of Mandatory training requirements which are to be met, to ensure all staff are appropriately skilled and that risks are reduced in all areas of their work. 1.4 All Mandatory training requirements should be completed before other forms of development are approved. 1.5 All Staff including those staff who work part-time or shifts must be provided with the opportunity to attend / complete Mandatory Training within working hours. 1.6 Staff who attend the Induction Programme will be signed off as completing all their Mandatory Training requirements. The refresher period will then be either one, two or three years later depending on the category, as outlined in Appendix One. 1.7 A blended learning approach is utilised within the UHB to deliver its Mandatory Training requirements, which includes e-learning and traditional tutor led methods of delivery. This enables staff to comply with the legislative and policy requirements outlined within this document as follows: e-learning modules are available via the Cardiff and Vale Intranet Learning Hub. Details regarding the tutor led modules are available on the Learning Education and Development Intranet page. Departmental tutor led sessions can be arranged by contacting the specific subject matter experts. Further details regarding this can be found under items , , and PURPOSE 2.1 The Health and Safety at Work Act is an Act of Parliament and is the main piece of UK health and safety legislation. It places a duty on all Mandatory Training Policy Page 4 of 18 Ref no:

5 employers to ensure, so far as is reasonably practicable, the health, safety and welfare at work of all their staff. 2.2 Staff have responsibilities under this Act which includes to take reasonable care for the health and safety of themselves and of other persons who may be affected by their acts or omissions at work. The UHB ensures this is achieved by ensuring that staff have the appropriate skills to perform their role by providing them with access to appropriate information, education and training in statutory and mandatory categories. 2.3 It is essential that all staff attend, complete and participate in Mandatory Training to ensure their safety and wellbeing at work and also to ensure that the safety and well being of patients, visitors and other staff is maintained. 3. SCOPE OF THE POLICY 3.1 The Policy will apply to all employees of the UHB this includes permanent, temporary, Volunteers, and Bank/ Locum staff. It is intended to support Line Managers in ensuring staff are compliant with the designated Statutory and Mandatory categories. Details of specific training requirements, and refresher periods are outlined in Appendix One. 4. AIMS AND OBJECTIVES: 4.1 The aim of this Policy is to provide a framework for Managers and staff to have a greater understanding of the purpose of the Mandatory Training Programme, the reasons for attendance and the refresher periods. This Policy will: Provide an outline of legislative requirements for each Mandatory Training category. Outline the responsibilities of staff, managers and the Learning Education and Development Department in relation to Mandatory Training. Confirm the process for recording attendance at /completion of Mandatory Training. Detail the arrangements for non attendance / non completion of Mandatory Training. Mandatory Training Policy Page 5 of 18 Ref no:

6 5. DEFINITIONS: 5.1 The term Statutory can be described as a legislative act passed by a legislative body (Anon: 2010) and training for all staff that is required by law, or where a statutory body has instructed the UHB to provide training on the basis of legislation. 5.2 The term Mandatory is defined as required or commanded by authority (Anon: 2010). These training requirements have been determined by the UHB and are concerned with minimising risk, supporting the implementation of policies and ensuring the UHB meets external standards. 5.3 Core Mandatory Training are the categories which all staff are required to complete as outlined in Appendix One. 5.4 Non-Core Mandatory Training attendance is based on assessment of each staff member s job role, as outlined in Appendix One. Please note this list is not exhaustive and represents the training requirements outlined in A Measure is a piece of law made by the Welsh Government. It has similar effect to an Act of Parliament as outlined in RATIONALE FOR ATTENDANCE - CORE MODULES: Please note that further details regarding attendance at the following Mandatory Training topic areas and the refresher periods can be found in Appendix One. 6.1 Fire Safety: Line Managers are responsible for ensuring that all staff are provided with adequate Fire Safety Training at the time when they are first employed e.g. Corporate Induction Training and repeated annually Where there has been a significant change in their role or working environment, the introduction of new work equipment or a change respecting work and equipment already in use which significantly affects Fire Safety then staff would be required to undertake additional training. If there are resource constraints regarding the above then this should be addressed by the Divisional Manager for the Ward/Department Training must: include suitable and sufficient instruction and training on the appropriate precautions and actions to be taken by staff in order to safeguard themselves and other relevant persons on the premises. Mandatory Training Policy Page 6 of 18 Ref no:

7 be provided in a manner appropriate to the risk identified by the risk assessment Line Managers are responsible for ensuring that Fire Safety Policies and particular instructions are brought to the attention of their staff and observed by them. Further details can be found in the Fire Safety Policy. 6.2 Health and Safety: The Management of Health and Safety Regulations require that every employer shall ensure that his employees are provided with adequate health and safety training when they are first employed (e.g. Corporate Induction Training) and when being exposed to new risks. These regulations also require that training shall be repeated periodically where appropriate All employees have a statutory duty of care for their own personal safety and that of others who may be affected by their acts or omissions. All employees are required to co-operate with their Manager/Supervisor to enable the UHB to meet its own legal duties Line Managers have overall responsibility to facilitate the provision of Health and Safety information, instruction, training and supervision as is necessary to ensure, so far as is reasonably practicable, the Health and Safety and welfare at work of employees with the Directorate/ Department. Further details can be found in the Health and Safety Policy. 6.3 Infection Prevention and Control: The UHB adopts the following two strategic documents in implementing an Infection Prevention and Control (IPC) work plan: In 2004 the Welsh Assembly Government published Healthcare Associated Infections A strategy for hospitals in Wales and subsequently in 2007 the Healthcare Associated Infections A Community Strategy for Wales. Both documents highlight the need for all staff to understand the impact of infection and infection control practices to enable them to discharge their personal responsibilities to patients, other staff, visitors and themselves The move away from infection control being seen as solely the domain of the specialist infection control team to infection control becoming everyone s business began, along with the shift towards a culture of zero tolerance where one avoidable infection is considered one too many. Mandatory Training Policy Page 7 of 18 Ref no:

8 6.3.3 Appropriate completion of Induction and Mandatory Training Programmes is a requirement in supporting the above strategies. 6.4 Integrated Energy Waste and Environment: Energy / Environment: There are Environmental legislative requirements and programs, which the UHB must comply with. The UHB operates the Environmental standard ISO 14001, which is now a Welsh Assembly Government requirement. ISO states that an organisation should ensure that all persons working for or on behalf of the organisation are aware of the importance of conforming to the environmental policy and the requirements of the environmental management system. ISO also discusses competence of persons and states Competence is based on appropriate training, skills and/or experience There is a growing pressure on all businesses to ensure good environmental practice on all work practices and activities. The NHS, with its high profile within the community as a promoter of healthcare, must seek to reduce its impact on the environment, for all its business activities The UHB will ensure through the managerial arrangements, that all staff whose work may create a significant impact on the environment are to have received appropriate training, and are competent to discharge their duties. Staff should receive sufficient training to satisfy the requirements of ISO and to deliver continual improvement in environmental performance; training will be delivered on an on-going basis as necessary. Appropriate completion of Induction and Mandatory Training Programmes is therefore a requirement in supporting the above strategies. Further details can be found in the Environmental Management Policy. Waste: The UHB are bound as a healthcare establishment to segregate all waste streams both hazardous and non hazardous. The person that produces the waste is responsible for using the correct receptacle and for identification The UHB has a responsibility to transport safely and securely all wastes. Each hazardous waste stream must also be consigned appropriately on the correct documents The UHB will be responsible for the disposal of waste from cradle to grave. Mandatory Training Policy Page 8 of 18 Ref no:

9 Staff will receive training at Induction and on a regular basis to ensure that they are educated in correct disposal and where there are changes to legislation or further recycling. 6.5 Equality and Diversity: The Equality Act 2010 and particularly the Public Sector Equality Duty introduces specific regulations to support compliance with the legislation. It aims to integrate the consideration of eliminating discrimination, victimisation and harassment, advancing equality of opportunity and outcome; and the fostering of good relations into the regular business of Public Authorities such as the UHB Training issues are specifically mentioned within the Public Sector Equality Duty which the UHB have to adhere to and Equality training is a mandatory requirement for all employees of the UHB. Appropriate completion of Induction and Mandatory Training Programmes is therefore a requirement in supporting the above legislation and a record of staff trained and other related information will be kept and recorded for the purpose of monitoring and personal development reviews. Please also refer to the Equality Statement in section RATIONALE FOR ATTENDANCE - ROLE SPECIFIC MODULES: Please note that further details regarding attendance at the following Mandatory Training topic areas and the refresher periods can be found in Appendix One. 7.1 Resuscitation By implementing resuscitation training standards and recommendations from the Resuscitation Council (2008) Standards for Clinical Practice and Training. London: Resuscitation Council (UK), the UHB and it s Resuscitation Service is committed to providing a high standard of Cardiopulmonary Resuscitation. This includes delivering resuscitation training in both basic and advanced life support which is appropriate to the needs of different staff groups The provision of an efficient, expedient and effective resuscitation protocol for victims of cardiopulmonary arrest must be an operational priority within every hospital. The adequate performance of such a service has wide reaching implications with respect to training, standards of care, risk management and clinical governance. Health Boards have a duty of care to provide an effective resuscitation service The UHB is committed to implementing resuscitation training standards and recommendations made by the Resuscitation Council (RC) UK, whose aim is to improve patients outcome after cardiac arrest both in and out of hospital. To achieve this, the RC (UK) has set standards for resuscitation training in both basic and advanced life support. Further Mandatory Training Policy Page 9 of 18 Ref no:

10 details can be found in the Resuscitation Training Guidelines for Healthcare Professionals. 7.2 Manual Handling Each employee while at work shall make full and proper use of any system of work provided and make use of equipment provided in accordance with the training and instruction given It is the policy of the UHB to provide and maintain, so far is as reasonably practicable, safe and healthy working conditions, a safe environment, safe equipment and safe systems of work for all its employees whilst performing manual handling activities The need for manual handling training is based on an assessment of the individual s job role which will be to the All Wales/UK Standard. The frequency of update training will be assessed by the Manual Handling Link Workers in liaison with the Ward/Department/Area Manager, or annually. Audit of the Manual Handling training will be carried out to the All Wales/UK Standard. 7.3 Mental Health Act The Mental Health Act 1983 (amended by the Mental Health Act 2007) is a significant piece of legislation that sets out the legal framework. The Mental Health Act 1983 Code of Practice for Wales provides the principles and guidance on how the Act should be applied in practice; departure from the Code could give rise to legal challenge The Welsh Assembly Government (WAG) Mental Health Wales (Measure) 2010 will have implications for independent Mental Health Advocacy and also the new Care and Treatment Planning Provisions. This may result in changes to the Mental Health Act 1983 Code of Practice for Wales, however, it is not anticipated that any changes will be made in the immediate future. However, staff should be mindful of the changes brought about by the Mental Health (Wales) Measure which will be introduced from October 2011 and their significant impact to services. Further information will be incorporated into existing training programme, alternatively contact the Mental Health Act Office at Whitchurch Hospital Relevant clinicians and professionals must be fully informed or more experienced and receive suitable training. They are required to have regard to the Code when carrying out their relevant functions under the Act Hospital Managers have a central role in operating the provisions of the Act and have the authority to detain patients admitted under the Act; for hospitals vested in a Local Health Board, the Board members are the "Managers". Hospital Managers must ensure that patients are Mandatory Training Policy Page 10 of 18 Ref no:

11 detained only as the Act allows and that treatment and care for mental disorder is fully compliant with it, and that patients are fully informed of and are supported in exercising their statutory rights. Hospital Managers must also ensure that a patient's case is dealt with in line with other legislation which may have an impact this legislation includes the Mental Capacity Act 2005, the Human Rights Act. 7.4 Protection of Vulnerable Adults (POVA) A broad definition of a vulnerable adult is a person who is 18 years of age or over, and who is or may be in need of community care services, by reason of mental or other disability, age or illness and who is or may be unable to take care of him/herself, or unable to protect themselves against significant harm or serious exploitation. (Law Commission 1997) All staff should be alert to the possibility of vulnerable adult abuse/neglect, and be aware of how to comply with the local policy and procedures, and how to make a Protection of Vulnerable Adults (POVA) referral. All staff who have direct patient contact should know the names and contact details of their relevant Designated Lead Manager Recommendation from the HIW Report March 2010 Safeguarding and Protecting Vulnerable Adults states that awareness training and what to do if abuse is suspected should be mandatory for those working in NHS organisations and contracted services. 7.5 Safeguarding Children All staff should be alert to the possibility of child abuse and neglect, be aware of and comply with local procedures, know how to make a child protection referral and know the names and contact details of the relevant named and designated professionals. (Safeguarding Children: Working Together Under the Children Act ) Recommendation 2 from HIW Report October 2009 Safeguarding Children in Wales states that Child Protection training is made mandatory for all staff groups. 7.6 Violence and Aggression Intimidation and violence in the workplace is increasing and reports suggest health service staff are increasingly at risk. The cost in human terms of violence against staff can be great. Some victims suffer physical and/or psychological pain and confidence can be seriously affected while stress levels rise. Violence towards staff is an important health and safety problem which includes not only physical attacks but also verbal abuse (including racial abuse) and threatening behaviour. These can originate from the general public, from patients and from Mandatory Training Policy Page 11 of 18 Ref no:

12 other staff. Intimidation and violence is a significant hazard and as such the risks associated with them need to be managed effectively All staff shall receive an awareness session on recruitment in line with the All Wales Violence and Aggression Training Passport and Information Scheme Training will be determined upon the level of risk that has been identified by the risk assessment. Training plans will be developed in line with annual training plans/training needs analysis in collaboration with the Learning Education and Development Department (LED), and monitored via the normal performance management arrangements within Divisions. 8. RESPONSIBILITIES: 8.1 The Risk Management Policy, 2011 indicates that The Chief Executive is ultimately accountable for the effective management of the business of the UHB and in particular for ensuring that there are adequate risk management arrangements and a sound system of internal control. All Executive and Corporate Directors must ensure management of risk within their particular area of responsibility. In addition to this they may also have responsibilities for ensuring the management of risk in a specific subject area on behalf of the Chief Executive. Risk Management Policy A summary is detailed overleaf: The Director of Workforce and Organisational Development (WOD) has responsibility for implementing and monitoring the effectiveness of this policy. SUMMARY OF RESPONSIBILITIES Category UHB Lead Executive Directors Fire Head of Health and Safety Chief Operating Officer/ Clinical Service Delivery. Health and Safety Head of Health and Chief Executive Safety Infection Prevention Senior Nurse, Infection Director of Nursing and Control Prevention and Control Integrated Energy Waste and Environment Energy and Environment: Estate Asset Manager Waste: Patient Environment Manager Equality and Diversity Equality Manager Energy and Environment: Chief Operating Officer Clinical Service Delivery. Waste: Director of Nursing Director of Workforce and OD Medical Director Resuscitation Service Resuscitation Service Manager Category UHB Lead Executive Directors Manual Handling Head of Health and Chief Executive Mandatory Training Policy Page 12 of 18 Ref no:

13 Safety Mental Health Act Mental Health Act Manager Director, Primary, Community and Mental Health Protection of Named Nurse for Vulnerable Director of Nursing Vulnerable Adults Adult Protection Safeguarding Lead Nurse - Safeguarding Director of Nursing Children Violence and Aggression Children Head of Health and Safety Director of Workforce and OD 8.2 Line Managers: Line Managers are responsible for: ensuring all staff including those who work part-time or shifts must be provided with the opportunity to attend / complete Mandatory Training within working hours in accordance with the requirements outlined within this Policy and within the Training Needs Analysis (TNA) ensuring that staff indentified on the TNA as not meeting requirements complete their Mandatory Training as a matter of urgency. * Please note that following the implementation of the Electronic Staff Record (ESR) Manager and Employee Self Service, Line Managers will have access and accountability to obtain this information from ESR prioritising attendance / completion of Mandatory Training over all other training maintaining a record of staff competence in Mandatory issues ensuring that staff who have not attended / completed Mandatory training to investigate the reasons and ensure attendance / completion is arranged as soon as possible if appropriate, arranging tutor led Mandatory Training sessions for teams of twelve staff and over. This method of delivery is sometime used during Audit Days or team meetings. These should be arranged directly with the subject matter specialists e.g. Fire Safety Advisers, Health and Safety Advisers, Infection Control Team contacting the Learning Education and Development Department to arrange tutor led sessions for staff who fail Mandatory Training e- learning modules facilitating the transfer of learning from Mandatory training into everyday practice. Mandatory Training Policy Page 13 of 18 Ref no:

14 8.2.8 ensuring that staff returning from Career Breaks, Maternity Leave or extended periods of absence complete the Mandatory Training modules contacting the Learning Education and Development Department regarding any difficulties in staff accessing Mandatory Training 8.3 Learning Education and Development Department (LED) The LED Department will: ensure details of Mandatory modules are advertised on the LED Intranet page in conjunction with other Mandatory training providers ensure that staff training records are transferred into the Electronic Staff Record (ESR) which will provide accurate compliance and Training Needs Analysis (TNA) reporting support staff and Line Managers to attend / complete Mandatory Training by providing: tutor led sessions where appropriate and as agreed with the subject matter experts. Information Technology (IT) advice, support and equipment as resources allow inform Line Managers of the Mandatory Training requirements of their staff via the TNA which is circulated to all Wards and Departments during April/May of each year will produce annual Mandatory Training compliance reports which will be reported to the Workforce and OD Committee regularly review the Mandatory Training modules to ensure these continue to meet legislative and UHB requirements maintain a waiting list for staff that fail the Mandatory Training e- learning modules and tutor led sessions will be arranged once a viable cohort is established Staff All staff are responsible for: identifying, in discussion with their line manager, the Mandatory training requirements of their post attending / completing the Mandatory training courses identified. Failure to attend planned training events or difficulty in accessing Mandatory Training Policy Page 14 of 18 Ref no:

15 training for any reason should be reported directly to the individual s Line Manager informing their Line Manager if they fail any of the e-learning modules so that their name can be forwarded to the LED Department in order that tutor led sessions can be arranged. 9. EQUALITY STATEMENT 9.1 The UHB is committed to ensuring that, as far as is reasonably practicable, the way we provide services to the public and the way we treat our staff, patients and others reflects their individual needs and that we will not discriminate, harass or victimise individuals or groups unfairly on the basis of sex, pregnancy and maternity, gender reassignment, disability, race, age, sexual orientation, disfigurement, religion and belief, family circumstances including marriage and civil partnership. These principles run throughout our work and are reflected in our core values, our staff employment policies, our service standards and our Single Equality Scheme-FAIR CARE. We believe that all staff should have fair and equal access to training as highlighted in both the Equality Act 2010 and the1999 Human Rights Act. The responsibility for implementing the scheme falls to all employees and UHB Board members, volunteers, agents or contractors delivering services or undertaking work on behalf of the UHB. 9.2 We have undertaken an Equality Impact Assessment and received feedback on this policy and the way it operates. We wanted to know of any possible or actual impact that this policy may have on any groups in respect of their sex, maternity and pregnancy, marriage or civil partnership issues, race, disability, sexual orientation, Welsh language, religion or belief, transgender, age or other protected characteristics. The assessment found that there was some impact to the equality groups mentioned. Where appropriate we have taken or will make plans for the necessary actions required to minimise any stated impact to ensure that we meet our responsibilities under the equalities and human rights legislation. 10. IMPLEMENTATION 10.1 A copy of this Policy will be made available on the UHB Intranet and Internet site. For those staff without access to the Intranet, it will be the responsibility of the Line Manager to post a hard copy of the Policy in a prominent location. 11. AUDIT 11.1 Monitoring of Mandatory Training is the responsibility of Line Managers, supported by the Learning Education and Development Department. (LED) who will: Mandatory Training Policy Page 15 of 18 Ref no:

16 transfer mandatory training records into the Electronic Staff Record (ESR) to ensure accurate TNA reporting. provide Line Managers with annual compliance data in the form of a Training Needs Analysis which indicates the names of staff who are required to complete core mandatory training modules. compiling annual compliance mandatory training reports for the Workforce and OD Committee Line Managers are required to ensure that: the appropriate staff e.g. those identified on the TNA report who do not meet mandatory training requirements, attend / complete the appropriate training. Staff complete their mandatory training requirements before any other development is approved. 12. RESOURCES 12.1 This policy reflects current arrangements and has not identified any additional resources. 13. REVIEWING THE POLICY 13.1 Every two years, unless changes in legislative requirements necessitate. 14. REFERENCE DOCUMENTS AND RELATED POLICIES The following documents are relevant to this policy: The Regulatory Reform (Fire Safety) Order The Management of Health and Safety Regulations 1999 Regulation 13. Welsh Assembly Government. Healthcare Associated Infections - A Strategy for Hospitals in Wales Healthcare Waste Strategy for Wales Guidance (Nov 2006). NPSA Clean your hands campaign. Infection Control in a Built Environment - NHS Estates Welsh Assembly Government. National Standards for Cleanliness for NHS Trusts in Wales, BSI Environmental Management systems General Guidelines on principles, systems and support techniques Cardiff and Vale University Health Board Scheme for Equality, Diversity and Human Rights-FAIR CARE Resuscitation Council (UK) guidelines Manual Handling Operations Regulations The Mental Health Act 1983 Code of Practice for Wales. Mandatory Training Policy Page 16 of 18 Ref no:

17 Mental Capacity Act 2005 In Safe Hands: The implementation of Adult Protection Procedures in Wales. Welsh Assembly Government (2000) Safeguarding Vulnerable Groups Act. Department of Health (2006). The revised Wales Interim Policy & Procedures for the Protection of Vulnerable Adults from Abuse (WAPF, 2010). Safeguarding Children: Working Together Under the Children Act All Wales Violence and Aggression Training Passport and Information Scheme Risk Management Policy The Welsh Assembly Government (WAG) Mental Health Wales (Measure) 2010 Mandatory Training Policy Page 17 of 18 Ref no:

18 Appendix One Core Mandatory Training Modules and refresher period (in years) Non Core / Role Specific Mandatory Training Modules and refresher period (in years) STAFF GROUP Corporate Induction Programme Fire Safety e-learning Fire Safety Tutor Led Health and Safety e-learning Infection Prevention and Control e-learning Integrated Energy, Waste and Environment e-learning Equality e-learning Resuscitation (Adult and Paediatric) Manual Handling Mental Health Act Protection of Vulnerable Adults - Recognition and Referral Safeguarding Children Levels 1, 2 and 3 Violence & Aggression Awareness - e-learning Violence & Aggression Module A&B Violence and Aggression Module B Violence and Aggression Module B&C Additional Prof Scientific and Technical Additional Clinical Services Administrative and Clerical Allied Health Professionals Estate and Ancillary Healthcare Scientists Medical and Dental All staff must attend the Corporate Induction Day. Staff should then complete the Core Manatory Training Refresher Modules as Identified by the Training Needs Analysis. Non Core/Role Specific Mandatory Training should be identifed by Line Managers following dicussions at the PADR meetings. All clinical staff will be trained and updated yearly in Basic Life Support skills. It is recommended that non-clinical staff receive Basic Life Support awareness every two years. Based on assessment of individual job role and Assessed by the Manual Handling Link Worker in liaison with the ward/department/line Manager, or annually. Attendance is based on assessment of individual job role. Sessions are essential for staff working in a Mental Health environment and refresher training should be completed every year. For other staff the refresher period if every two years. Attendance at Protection of Vulnerable Adults (POVA) training is aimed at all staff who either come into contact with Vulnerable Adults and their families, or who work directly with Vulnerable Adults. Attendance is required every three years. Attendance at Safeguarding Children training is aimed all staff who either comes into contact with children and their families, or who work directly with children. Attendance is required every three years. Attendance at Violence and Aggression training is based n assessment of individual s job role and refresher training should be completed every two years. Attendance at Violence and Aggression training is based n assessment of individual s job role and refresher training should be completed every two years. Attendance at Violence and Aggression training is based n assessment of individual s job role and refresher training should be completed every two years. Nursing and Midwifery Registered Key: 1, 2 and 3 = Refresher periods in years Mandatory Training Policy Page 18 of 18 Ref no: Version 2