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Manager Induction Standards resources

The refreshed Manager Induction Standards were published last year, Sue Johnson explores resources available to support managers through the process and onto further learning.

Skills for Care’s Manager Induction Standards (MIS) for adult social care were launched in 2008 and refreshed in 2012. Now they have been reviewed again to keep up with a sector for which change is the only constant.

As adult social care evolves, it’s important these standards remain fit-for-purpose. The MIS have been revised to reflect the Care Act with the principle of wellbeing at its heart.

Skills for Care’s MIS have been widely used and are well-respected as an important tool in the step up to management roles. They’re a versatile tool that can be used for new, existing and aspiring managers.

Delivering ‘more with less’ is vital whilst ensuring that people who access care and support enjoy a quality experience that supports their health and wellbeing. Skills for Care knows that well-trained, capable and effective managers are the key to that.

What’s new with the Manager Induction Standards?

Some of the areas that have been either added or given more priority are:

  • Vision/strategy.
  • Evaluation/impact measurement.
  • Performance management.
  • Culture of continuous improvement, including whistleblowing procedures.
  • Building resilience to deal with stress and manage critical situations under pressure.
  • Working with carers.
  • Digital skills/technology.
  • Integration/information sharing/information governance.
  • Mental capacity.
  • Restrictive practices.

What do the MIS link to?

The MIS link to a number of other social care qualifications.

The Leadership Qualities Framework

The Leadership Qualities Framework (LQF) describes what good leadership looks like in a variety of settings and situations. Its aim is to show how good leadership behaviours can be developed at all levels from the frontline to the boardroom.

The MIS have been revised with the LQF in mind. The Standards link closely to the LQF, but they are very different tools. The LQF is a resource for leaders at all levels in social care and aims to identify and develop leadership qualities. The MIS specifically begins to equip managers as they start a new role, addressing the issues they may face in the role. For managers, they complement each other.

The Care Certificate

The MIS refer specifically to the roles of managers in adult social care settings. They don’t cover knowledge about how to practice in a general social care role – the Care Certificate contains this knowledge at induction level, describing what is needed to work safely and effectively.

The Care Certificate should be completed by all workers new in post in adult social care. Usually, new managers come into post with previous experience of social care, so already have the knowledge and competence outlined in the Care Certificate.

If you’re a manager who is new to social care, you’ll find the Care Certificate relevant to support your understanding of working in the sector. This is vital to managing and leading a team to deliver good quality care.

The MIS assume that the manager has all the information contained within the Care Certificate.

Improving the user journey

The role of a manager is an extremely important one. To help with their learner journey and to support the use of the MIS, Skills for Care has developed a new toolkit called Becoming a Manager.

This practical toolkit is a key resource for new managers and anyone supporting a new manager or a manager new to their post. It allows new managers to explore and capture evidence of their learning of the MIS and to collate it in one place for future use – either for qualifications or inspection purposes. It can also be used to support ongoing reflective discussion between new managers and their line managers. Plus, there are electronic versions of all the exercises within the toolkit, which you can have an unlimited use of per organisation.

The MIS set out clearly what a new manager needs to know, understand and be able to do. The Standards include a range of specific knowledge requirements, which can be used to help the induction period be focused and effective. As a new manager works through each of the standards, they should do so in the context and setting of where they are working.

How else can ‘Becoming a manager’ help?

As well as supporting a manager’s progress through the MIS, the Becoming a Manager toolkit can also help you to:

Meet Care Quality Commission (CQC) requirements.

There are around 21,000 registered managers listed with the CQC. CQC regulations expect registered managers to have a core set of skills, a health and social care leadership qualification at Level 5 and experience of working in the sector. Skills for Care works closely with CQC to support employers meet these regulations.

Our Recommendations for CQC Providers Guide helps you to understand the learning and development of workers to help meet the CQC Fundamental Standards of Quality and Safety. Effective induction of managers needs to be a key focus, so they start off on the right step and in the right direction.

Achieve management qualifications.

The Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s services is the current recommended qualification of choice for social care managers.

The new Level 4 Certificate in Principles in Leadership and Management for Adult Care is for learners wanting to know more about leadership and management or those interested in progressing their career. It’s a first step qualification which can lead very easily to a Level 5 qualification.

Essentially, the knowledge in the MIS and the Certificate in Principles in Leadership and Management for Adult Care are the same. For those new to management, the Certificate acts as an accredited route to the MIS. This workbook will enable learners to demonstrate their understanding of this knowledge and can be used as evidence towards gaining the accredited Level 4 Certificate, if validated by an assessor.

In 2018, the Qualifications and Credit Framework will be replaced by the Regulated Qualifications Framework. This brings with it a new way of working with qualifications.

Most social care qualifications will now be determined by awarding organisations based on a consistent specification agreed with Skills for Care. A new specification has been developed to replace the current Level 5 Diploma and it will be called the Level 5 Diploma in Leadership and Management for Adult Care.

For consistency, both the MIS and the Level 4 Certificate mentioned above have the same headings as this new specification, and support progression from the MIS to the Level 5 qualification meaning that learning only has to be done once.

In addition to the MIS, Skills for Care has a range of leadership programmes for social care leaders in different roles, from managers to directors, who want to develop their leadership skills and learn alongside their peers.

MIS and future learning

The MIS are not a qualification. Similar to the Care Certificate, the MIS list what a new manager should achieve before being regarded as fully-inducted into his or her new position.

The MIS are knowledge and they don’t require any demonstration of skills (competences), although demonstration might be a way of evidencing knowledge. At the end of induction, the assessor (such as the new manager’s line manager) should complete the certificate to say the MIS have been completed. The certificate has some value as external evidence, but it’s not a qualification.

Whether the evidence produced in the MIS process can later be accepted for any qualification, such as the Level 5 Diploma in Leadership in Health and Social Care, is for the official assessors of the qualification to judge. But, if the new manager has good evidence of learning and assessment from their MIS process, they should seek to have it included as a contribution to any later diploma assessment.

The MIS workbook provides a great opportunity for managers to maximise evidence of learning through the MIS and to support further qualification assessment without having to repeat learning.

If the manager progresses to the Level 5 Diploma, it will be the diploma assessor’s responsibility to decide whether the level of answer they have recorded for their induction is sufficient for the diploma unit they are being assessed against. If it is not, the answer may need to be topped up to the appropriate level.

Sue Johnson is Project Manager for Standards, Learning and Qualifications at Skills for Care. Email: Twitter: @SkillsforCare

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