Competency Road Map for Nurses and Care staff

Here at Caring For Care we would like to help make sense of how to gain competency within the health and social care sector.

Competency is the ability to do something safely and correctly, for example take bloods or administer medication.

Competency is required to work towards a safer experience for both you and the individual requiring assistance.

Knowledge is ‘tell me’ how you do something and competency is ‘show me’ how you do something. In order to gain competency, you must be able to demonstrate the skill while being assessed.

For this explainer we will use the example of venepuncture which is the skill to take blood samples.

Charlie wants to learn a new skill and has taken an interest in learning how to take bloods, venepuncture.

Charlie attends training and eagerly gets involved in the group discussions.

Once the theory part of the learning is complete there is a classroom competency assessment.

The classroom competency assessment is like a mock driving test. There are questions and answers, role play and a demonstration of the skill by Charlie on a manikin.

On his way home Charlie lets his manager know that he would like to discuss his CPD needs to continue his learning. This will help put his new knowledge to use in working towards gaining competency.

Charlie is now at work. His manager agrees that him being able to complete venepuncture procedures will help the experience of the individuals they support and help the MDT. The MDT will have time freed up to visit others who need their help.

Charlies’ manager arranges observations within the workplace as she is competent in venepuncture.

Upon Charlie asking, ‘how many observations will I need?’

His manager replies ‘Our local policy says 9 observations for competency but if you need more for confidence, we will do more’.

In the absence of a competence member of the team Charie would have needed to contact internal team members working in other areas, external members of The MDT or have completed a work placement in a clinic. This would need to be arranged through networking and being signposted by supportive healthcare professionals in his area.
Charlie and his manager meet back once he has completed his observations and they review the paperwork. His manager asks Charlie some questions before signing him off as competent.

Charlies’ manager reminds him that he must:
• Only work within his scope of practice and seek assistance as required.
• Keep up to date with legislation, policies, research, techniques and training.
• Regularly attend training.
• Ask ask and ask questions as he needs to – there is no such thing as a silly question.
Charlie feels valued and that his new skills and gained competency will make a real difference to the individuals he supports.

*FAQ*
Who can assess competency?
A general rule is a healthcare professional who:
• Is competent in the skill.
• Is up to date with training.
• Is up to date with research and legislation.
• Is aware of any changes to policy or techniques.
• Regularly practices the skill.
• Can support you with your development.

Q: If I assess an individual as competent and they make a mistake, will it be my PIN on the line?
A: How many times has this happened? How many times has an assessor has lost their PIN when there is no negligence?
How many lecturers and mentors have lost their PIN due to nurses making errors?

*Caring For Care*

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