HCPA have noted that there are a number of training providers on the market who are currently offering E-Learning courses and deals – we would like to point out that although HCPA has an Approval System for training providers of face to face training we do not approve providers for E-Learning and this is also the case for any ‘Approved training providers’ who also offer E-Learning.

HCPA will not have checked out any E-learning offered by them.

We do not approve E-Learning as it is not something we endorse as a ‘quality training intervention’ replacing face to face training and we are also aware that monitoring officers are often not happy to accept E-learning as proof of quality training. We understand that there are times when you do want to use E-learning, (particularly if you cannot find a suitable course or for any of the reasons stated in the guidance below), and we have highlighted a couple of Fully Funded courses on our website which may be useful to gain a bit of interim knowledge. We would also like to remind you that we do have SCILS (downloadable distance learning materials) as a Fully Funded members benefit which is a really useful supervision tool especially if a staff member needs a ‘reminder’. Also don’t forget you can always speak to one of our Approved Training Providers about bespoking you a tailored course for approved companies and claiming funding.

We would like to remind all members to check the joint guidance on our website.

The Guidance states:

  • E-Learning is not a replacement for face to face training provided by an approved company
  • E-Learning is not ever satisfactory for mandatory induction training
  • E-Learning is useful when you have identified a gap (perhaps through supervision) and there is not a suitable face to face training session coming up and the E-Learning is therefore used as a stop gap. If you are to do this, then you will need to show a training plan of when the person is booked on the face to face training
  • E-Learning is useful for research into more specialist subject areas although if it is something that the care worker needs to meet the needs of a service user then face to face training should be arranged for the team
  • E-Learning can be used to prepare someone for training (to give them a general awareness level of a subject which they are taking at a higher level or they are less confident because they feel they might be out of their depth in the training session e.g. if English is not their first language)
  • E-Learning can be used as an assessment of learning once someone has been on a face to face training course, if there is a test attached to the E-learning then it will provide you with a written assessment
  • E-Learning can be used for some refreshers but never for any subjects which require a practical element. The above is also applicable to booklets and DVD’s

Note: If you are using E-Learning you will need to be able to explain why and how you have used this. E-Learning is part of a blend of training interventions and should always be followed up by supervision by a person who is competent in the subject area and can ask appropriate questions. It should absolutely be linked to competences and any supervisor should always observe practice. In all supervisions, it is good practice to always talk about any training the worker has received and to record this. A template for supervision including training questions is available on the HCPA website here. Some care companies are choosing to use E-Learning as an answer to ticking off the training matrix. Training staff should never be a tickbox exercise. This has become an increasing issue of concern to monitoring officers and quality inspectors and is causing some companies to fall below expectations on county inspections.

This is a multi-agency agreement and the guidance has been agreed by HCPA, HCC Learning & Development, HCC Monitoring and CCG Monitoring