At Handcrafted, we recognise that the development and well-being of our workforce are key to providing excellent services to young people and the wider community.

This workforce plan outlines our approach to staff qualifications, induction, training, supervision, and professional development, ensuring that our team is equipped to support young people safely and effectively.

This plan will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

Group or individual responsible for review	Deputy Director of Operations: Young People
Last review and approval	28/11/2024

Experience and Qualifications of Staff and Managers

Staff take part in mandatory training cycle over the course of a year (see Annex 1). Staff’s participation in training is monitored and recorded by their line manager. Any additional training and professional development will be identified and pursued by the registered service manager.

A current list of our staff with their experience and qualifications is available on request by emailing the Deputy Director of Operations: Young People.

Staff Induction and Core Training

An induction plan is agreed with staff on their first day and completed in the three-month probationary period (See Annex 2). The following must be completed within the first five working days:

Safeguarding training by the Safeguarding Officer or Deputy Safeguarding Officer.
Health and safety training.
Record-keeping training.
Meeting young people in Handcrafted activities and houses.

Staff Probation

For all staff, there is a probationary period of three months. At the end of this period the position will be reviewed and if satisfactory the continuation of employment will be confirmed. Line managers will discuss with staff key milestones that are expected by the end of their probation during their first week at work. This will form the basis for confirming that employment will continue after the three-month period.

Poor Performance

Handcrafted is committed to providing high-quality support and housing services to young people in compliance with ACAS (Advisory, Conciliation and Arbitration Service) guidelines. We recognise the importance of maintaining a skilled and motivated workforce to achieve this goal. To address and improve poor staff performance, we have developed a Capability Policy.

Staff Supervision and Monitoring

Staff will meet with their manager weekly to discuss ongoing workflow and individual concerns or challenges.

Staff will have formal supervision quarterly. Supervision will be structured and shaped by individual staff with their manager. Notes and decisions from supervisions will be stored on to refer to in future meetings.

Review

The registered person will keep this plan under review, and where appropriate, revise it, and make a copy of the workforce plan available on request to Her Majesty's Chief Inspector of Education, Children's Services and Skills (CIECSS).

The registered person will report to the board of trustees on a quarterly basis to confirm that the plan has been satisfactorily reviewed.

Annex 1 - Handcrafted Staff Training

Over the course of a calendar year, Handcrafted staff take part in fortnightly whole staff training on the following topics:

Strategic plan, including mission and values (empowerment, community, creativity, and empathy)
Handcrafted Empowerment Matrix (living space, using time, coping strategies, social life, self-confidence)
Safeguarding, including UK Government Prevent
Suicide Prevention (including online certification)
Addictions
Personality disorders
Domestic abuse and coercive control
Hazards of helping, including conditioning and lone working
Developmental trauma, including trauma informed conversations.
Solution focused therapy and conversations

In addition, support workers have monthly meetings to discuss best practice and work through case studies with a senior support worker.

Many staff are also trained in first aid and food safety.

Annex 2 - Handcrafted Staff Induction

Pre-induction:

Uniform to be arranged.
Send over links to DBS.
Obtain two references.
Charlie to setup IT.
Schedule to be arranged and emailed in advance (use the induction checklist to help make a schedule).

Induction expectations for line managers:

Meet with staff at least once a month during probationary period to review their work/settling in.
Meet at the end of probationary period to review their work.
Arrange a ‘shadow’ day with another member of staff who has the same job role.
Everything on induction checklist to be completed within 3 month probationary period.

IT - Systems Support Officer

Set-up email account
Access to Google Drive and Calendar
Access to Airtable/Airtable forms
Arrange work laptop/phone
Holiday booking procedure
Mileage/expenses forms
Contact details, photo consent, medical details and next of kin details recorded (Airtable)

Admin – Line Manager

Job overview and expectations (and how this role fits into the organisation as a whole)
Account details and P46 completed and forwarded to finance
Sign contract
Working hours expectations
Personal mental-health care, stress, and external debriefing
Initial supervision and personal success plan meeting
Book in monthly reviews
Get a set of keys (if appropriate/necessary)
Uniform
Book First Aid training
Add to WhatsApp groups

DBS/Safeguarding – Designated Safeguarding Lead

DBS self-certification complete and return to safeguarding lead
DBS document check
DBS certificate received

Record Keeping - Senior Support Worker

Record-keeping good practice
Airtable notes (and what happens to them)
When to flag a safeguarding concern (and what happens)

Training - Training Manager

Person-centred approach video
Safeguarding video
Confidentiality and disclosure video
Conditioning Awareness video
Lone Working video
Risk Assessment video
Privacy and devices policy
Prevent (online training)
Suicide prevention (online training)

Familiarisation - Line Manager

Meet team colleagues
Meet Dan
Meet John
Strategic plan, mission and values conversation
Organisational overview
Durham hub visit
Gateshead hub visit
CLS hub visit
Practical workshop session and induction
Tour of housing

Annex 3 - Capability Policy

This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

Identify and address instances of poor staff performance in a fair and supportive manner.
Promote continuous improvement and professional development among our employees.
Ensure compliance with ACAS guidelines in managing staff performance.

Principles

Early Intervention

Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

Supportive Approach

Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

Fair and Objective Assessment

Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

Training and Development

Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

Performance Improvement Plan (PIP)

If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

Review and Monitoring

Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

Dismissal as a Last Resort

Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

Procedure

Informal Stage

The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

Formal Stage (Performance Improvement Plan - PIP)

If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

Review Meetings

Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

Consideration of Further Actions

If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

Confidentiality

All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

Appeals

Employees have the right to appeal decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.