Apprenticeships: What’s happening?

What’s happening with Apprenticeships in Health and Social Care?

 In 2014-15, there were 87,000 starts in Adult Social Care Apprenticeships. That's 17% of the approximately half a million starts- the largest proportion of any sector of the economy.

What is an Apprentice?

An apprenticeship, as described by Skills for Care, is both on-the-job and off-the-job learning and development.

An apprentice works as a normal employee. With help from experienced staff they gain the skill set needed for their role within care. Off-the-job training contributes towards the apprenticeship qualifications. Apprentices are also paid for their work.

Different Levels of Apprenticeships

There are two learning frameworks:

Health and Social Care

Learners follow an adult social care pathway at one of 2 levels:

• Intermediate.
• Advanced.

Care leadership & Management

This is a higher level apprenticeship- equivalent to Year 2 of university.

The higher level, introduced in 2012, is widely undertaken by aspiring managers. It accounted for 43% of higher apprentices in all sectors in 2014-15.

Apprenticeship Reform- Trailblazer

The Department of Business Innovation and Skills, and the Department for Education have been leading the Government in reforming the apprenticeship system. This is known as Trailblazer. The process has been led by employers, with support from Skills for Care.

4 New Job Titles

The employer group- led by Helen Wilcox MBE of Woodford Homecare in the West Midlands, have assessed apprenticeships and decided on 4 generic occupational job titles:

• Adult Care Worker. (Current level 2 intermediate)
• Lead Adult Care Worker. (Level 3 advanced)
• Lead Practitioner in Adult Care. (Now level 4)
• Leader in Adult Care. (Level 5 or higher)

The standards for these titles are on the Government website, but won’t be available to use for another few months, once details are finalised.

End Point Assessment

On top of existing competency based QCF Diplomas, an apprentice must finish with independently administered tests. This requirement is the same for new apprentices across all sectors.

If an apprentice doesn’t already have maths and English qualifications, they will have to acquire them:

• Level 2 apprentices will need level 1 in English and maths.
• Level 3 or above apprentices will need level 2 English and maths.

The Reform Part 1- The One Plus Two Model

The employer is the customer. They have the relationship with the learning provider- so they should have buying power.

The Current System

Learning providers claim money from the Skills Funding Agency (SFA). The amount that they receive is determined by the size of the qualifications and the age of the apprentice.

Apprentices aged 19 or over attract 50% or less of payments of the 16-18 year olds. The difference in the cost of delivery is usually made up from employer contributions. These can be in kind rather than in cash.

The New System

Employers will need to pay in cash. But, there will be no age based distinction on the cost. The SFA will set a maximum price for each apprenticeship standard from 1 of 6 caps. The employer will decide on a price with their chosen learning provider under this cap.

Employers will pay one third of the price and the SFA will contribute the remaining two thirds.

The SFA will pay additional incentive payments to the employer if they are small, employing 16-18 year olds and upon completion.

It is also important to note that Employer National Insurance contributions for apprentices under 25 will be abolished.

Part 2- The Levy

The Apprenticeship Levy will apply to all employers from April 2017. Any employer with a payroll over £3million will contribute 0.5% on the amount over the £3million.

The levy should only affect around 2% of employers. It includes private & public bodies, Government departments, Local Authorities and NHS Trusts.

The money raised will be put in a digital online account for that employer. It will be matched with a 10% top-up from the Government. This account will be part of a new digital apprenticeship service. It will combine databases of learning providers, learners looking for apprenticeships and any advertised vacancies.

The levy essentially means that employers will have control over a pool of money to pay for as many apprenticeships as they require.

Government Aims

·         3 million apprenticeship starts between 2015-2020.

·         Public bodies will be required to take on 2.3% of their workforce as apprentices.

·         To persuade employers to take on more apprenticeships.

The Apprenticeship Ambition programme, driven by Skills for Care and supported by the Department of Health contributes 17% of all starts. There is also a high completion rate of 79%.

People who achieve the new Apprenticeship standard will be of a very high quality. They should take great pride in what they have achieved and the occupation they have chosen.

Embrace-learning

At Embrace-learning, we are going to work with both employers and learning providers in the Health and Social Care sector to help deliver Apprenticeships. Our online content will help to both reduce training costs for employers and learning providers, and support apprentices throughout their training.

The better you train your employees, the longer they tend to stay.

This information was gathered from Skills for Care and Care Management Matters magazine.

Embrace-learning is a UK leading provider of quality e-learning resources to the Health and Social Care sector. Find out more about us on our website www.embrace-learning.com.

You can read more of our blog posts here.

How would a BREXIT affect Health and Social Care in the UK?

“The British people will not be dictated to by others”. According to the German Finance Minister, leaving the EU would be ‘poison’ for the UK, European and global economies that would last for years.

The Guardians’ first live debate on the EU referendum that took place on the 15^th March recorded more cheers for BREXIT than it did for BREMAIN. But there is still a significant amount of people who don’t know which way to vote. The most recent poll from the Telegraph however shows a different result, with 49% of voters opting to leave the EU.

 Lynton Crosby believes that voters can see risk on both sides:

The risk of leaving is the damage that could be caused to the UK economy. The risk of staying is the uncontrolled immigration that could result. More than 3 quarters of the remain voters actually expect that the UK will stay in the EU, including nearly a quarter who are not likely to vote, but still expect the rest of the UK will vote to remain.

UKIP leader Nigel Farage said ‘staying in the EU would drag Britain into a political union with turkey’ leading to 77 million even poorer people entering the country. But would this actually happen?

On the other hand, former minister Nick Herbert warned that leaving the EU would put investment at risk, undermine policing and security and jeopardise access to European markets. The key long term challenge of how to deliver health and social care with an ageing population would not suddenly be solved by the UK leaving the EU.

Education secretary Nicky Morgan worries that young brits could find themselves cut off from the world. If we were to leave the EU their prospects would be limited and opportunities would end at our shores.

What effect will a BREXIT have on health and social care?

When it comes to health and social care, there are many concerns surrounding the referendum. The Guardian has reported fears that a BREXIT could undermine the rights of the 10 million people in Britain who are currently living with a disability.

The article goes on to say treatments have been developed through European research, for diseases so rare that no one country could have done it alone, highlighting the benefits of being a part of the EU.

Brits can currently visit any country within the EU and be guaranteed the same health services at the same cost to a local. What will happen to healthcare if we were no longer in the EU? Would we be charged a premium? Would we still be able to use the European Health Insurance Card (Ehic)?

BREXIT and the disabled

The Disability News Service has recently published an article: More disabled people have come forward to argue that a decision to quit the European Union (EU) would harm disability rights in the UK. In 2015, 87,000 British people with a disability were helped towards employment by European Social Funding.

Former government adviser Miro Griffiths believes that a BREXIT would have ‘dire consequences for disabled people’.  At the moment, millions of Euros are spent on combating poverty, supporting independent living and challenging injustice in the UK through the European Social Fund.

Debbie Jolly wrote in her blog ‘disabled people and European non-governmental organisations are the ones that fight for disability rights, but being in the EU can help extend those rights and help to fund our battles’. She goes on to say, other countries too have significant battles and a BREXIT would mean ‘rejecting our disabled European friends and significantly weakening our own fight too’.

Many Personal Assistants and other care workers in the UK are from other parts of the EU and there is a risk that a BREXIT would see the value of the pound fall, making it far less profitable for them to stay working here and sending money back to their families in other countries.

So what should we do?

There are so many arguments both for and against a BREXIT. Let us know your thoughts and opinions and leave a comment below.

National Mental Capacity Action Day 2016

Aiming to increase awareness and highlight good practice of the Mental Capacity Act, the new National Mental Capacity Forum has organised the National MCA Action Day for the 15th March this year.

As an article from Community Care UK states, The Mental Capacity Act is about ‘treating people as human beings worthy of respect and time.’ The forum intends to identify MCA improvement priorities for the coming year, and work towards improving the implementation of the Mental Capacity Act at the frontline.

The Adult Principal Social Workers Network is encouraging practitioners to post comments and photos illustrating unwise decisions they have made, to highlight the importance of respecting the capacitated ‘unwise’ decisions of people receiving support. If you want to get involved, just follow the Mental Capacity Act forum on twitter @MCAatDH and use the twitter hashtags #mca and #unwisedecisionto share what decision you have made that could be considered unwise by other people.

If you want to further yours or your staffs’ knowledge of the Mental Capacity Act, we have an online training course that can help. All of the key aims and principles of this important legislation are covered, including the concepts of capacity and best interests, and the importance of the Code of Practice and how the courts become involved.

On top of this, we have MCA - specialist case studies. This course contains a set of four specialist units and has been developed specifically for practitioners working in these settings:

• Mental Health
• Acute Hospitals
• Community and Primary Care
• Residential Settings

The specialist case studies course comprises twenty different cases and can be used as the basis for staff training, refresher sessions, individual learning and continuous professional development, and as a day-to-day reference for staff. If you are working towards a CPD certificate, the Mental Capacity Act - Specialist Case Studies will award you 4 hours.
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If you are interested in training for the Mental Capacity Act or any other health and social care modules, view our catalogue of 50+ e-learning courses here and get in touch today on 0161 928 9987.

The benefits of e-learning

Get The Care Certificate e-Learning Course- Free

For a limited time only, get unlimited use of
The Care Certificate e-learning course COMPLETELY FREE when you purchase a pay monthly package deal from Embrace-learning.

The Care Certificate, as described by Skills for Care, is an identified set of standards that health and social care workers adhere to in their daily working life. It gives everyone the confidence that workers have the same introductory skills, knowledge and behaviours to provide compassionate, safe and high quality care and support.

As well as being used for staff who are new to the care industry, the Care Certificate can be completed by existing staff to refresh or improve their knowledge.

 To take advantage of huge cost savings, just select the course titles and tell us the number of learners, and we will discuss the best package with you. You also get our Learner Management System free of charge with any package, helping you to track and monitor learner progress, and run management reports.

Unlimited use of the Care Certificate means that over the 12 month period you could buy 50 other course titles and still use the Care Certificate 250 times, so everybody who needs the Care Certificate has the opportunity to complete it, free of charge.

Click here to view our catalogue of 50+ courses.

You can be assured of the highest standard of training with our CQC compliant, certificated courses.

 E-learning can be integrated in to your current training matrix offering flexibility, improving quality and ultimately reducing your overall training costs.

 View more information on our package deals here.

Contact Embrace-learning 0161 928 9987

GPs should urge patients to go online: e-learning alternative to standard medical prescriptions

BBC News recently published an article: GPs should urge patients to go online. The recommendations made by Baroness Martha Lane Fox include every NHS building having access to free wi-fi. The aim is for GPs to actively encourage patients to go online for booking appointments and ordering repeat prescriptions, enabling the NHS to push forward with an IT revolution.

Tim Kelsey, NHS England national director for patients and information, said: "Digital health tools can dramatically improve people's lives and well-being.”

E-learning is increasingly being used as an alternative to standard medical prescriptions.
There is a wealth of evidence to show that early intervention is both effective and highly cost efficient.

GPs can now prescribe e-learning courses to patients and carers giving the learner the opportunity to access training anywhere they have an internet connection. This flexibility to gain self-help can provide early intervention for many common ailments and is an effective way of enhancing the health and well-being, and resilience of patients and carers. 

Baroness Lane Fox said "One of the founding principles of the NHS was to ensure that everyone - irrespective of means, age, sex, or occupation - should have equal opportunity to benefit from the best and most up-to-date medical and allied services available." In rural areas, there is limited access to the internet, but if NHS buildings were to implement the free wi-fi for all, patients could still benefit from e-learning within the buildings. If required, courses can also be downloaded so they can be accessed without an internet connection.

Our course range at Embrace-learning includes:

• About Me: Building Resilience for Caring
• Awareness of Alcohol and Substance Misuse
• Obesity and Nutrition
• Supporting People with Autism
• Supporting People with Cerebral Palsy
• Supporting People with Diabetes Mellitus

Find out more at our website: www.embrace-learning.com

Plugging the gap between health and social care

A system of integrated care for every person in England is a major change that needs to happen. It means care and support built around the needs of the individual, their carers and their family - It is all about improving patient experience and achieving greater efficiency and value from health delivery systems.

Integrated care means:

·         Individuals only tell their story once

·         Professionals communicate with each other

·         A holistic approach to a person’s care

·         Inappropriate admissions to hospitals reduced and lengths of stay cut

·         Individuals do not ‘fall through the gaps’

·         Bringing together primary medical services and community health providers around the needs of individual patients

People are discharged from hospital, and still require medical attention – the communication between health and social care professionals is vital in ensuring patients needs are met. For integrated care to be successful, it means care workers expanding their skill set, to include things traditionally done by health workers (routine medical tasks - changing wound dressings), and health workers developing skills that would have previously been left to care workers (recreational therapies – rehabilitation, care home activities).

The Care Certificate sets out an identified set of standards that health and social care workers adhere to in their daily working life- giving everyone the confidence that workers have the same introductory skills, knowledge and behaviours to provide compassionate, safe and high quality care and support. Whilst this doesn’t encourage care workers to learn medical procedures, it meets somewhere in the middle to give a starting point of plugging the gap between health and social care, enabling both sets of workers to train from the first principles of care.

With the current crisis of the NHS, the shortage of nurses has forced hospitals to hire expensive agency staff – acknowledged by Monitor as the primary cause of the £842million deficit. Hospitals are under extreme pressure to deliver high quality care to patients. Integrating the care system means that admissions to hospitals are reduced and length of stays are cut – allowing social care workers to take on some of the tasks that would otherwise be carried out by nurses, in a hospital.

Figures show that 40% of people in a hospital bed have no medical reason to be there- a person with dementia staying on average 21 days, with a bed day cost of £500. An Alzheimer’s Society survey states that 61% of GPs report that a lack of co-operation between health and social care acts as a barrier to patients getting support.

The current divide between health and social care has a huge impact on the quality of life of service users, with the most vulnerable all too often falling through the gap where health care ends and social care begins. If social care faces more cuts, these vulnerable people will be admitted to hospitals – adding to the capacity problems.

Lord Warner said the health service should become a ‘membership scheme’, charging £10 per month, with people who need to stay in hospital paying extra. If the healthcare system does not change, do you think this is what will happen?

A possible way to stop this becoming the case is to cut training costs across the sector.

E-learning is an effective platform for carrying out the Care Certificate training, especially when a large dispersed workforce is involved. It can be carried out at a time, place and pace to suit the individual so as not to interfere with their day to day activities. With the current financial situation facing the NHS, cost efficiency is of utmost importance, alongside consistent high quality, making e-learning a preferred method of delivery.

Do you think that the Care Certificate could contribute to the health service being more cost effective in the future? Giving both sets of workers a basic understanding of providing quality care both in and out of hospitals, clinics, care homes and the like. 

Are Trainers That Don't Offer E-learning Missing A Trick?

According to CIPD’s annual survey report for Learning and Development 2015 ‘three quarters of organisations use learning technologies – but face-to-face delivery remains dominant.’ The traditional face-to-face approach adds a personal aspect where learners can ask questions and gain insight through storytelling and listening to others, ensuring key learning points are understood by the whole group. But, is this method alone enough to meet all of the needs within an organisation? Is a blend of face-to-face and online learning the answer?

E-Learning

Clients are increasingly choosing e-learning as their preferred method of delivering training, with 29% of CIPD respondents selecting it as their most common form of training. The ability to train a large dispersed workforce is a key factor, as it allows staff in various locations to access the same high quality training course at the same time, whilst saving precious time and money that would be otherwise spent on travel, accommodation and refreshments.

Other reasons for choosing e-learning include:

Ø  Flexibility - access to courses 24/7

Ø  Consistently high quality content

Ø  LMS tracking

Ø  Easy to arrange for high turnover areas such as domiciliary care

Ø  Easy to reach national or international audience

Ø  Large numbers of learners can be trained simultaneously

E-learning can be carried out at a time, place and pace to suit the individual learner

The Learner Management System (LMS) reporting that comes with e-learning is great for both internal and external trainers to monitor and provide reports to client organisations, helping to monitor ROI for training costs. LMS learner tracking provides an audit trail for managers and CQC regarding who has completed the training, allows managers to co-ordinate training, and, monitor in real time, which learner has completed which course/s.

It would be wrong to say that face-to-face training is not effective, it is still the most dominant form of learning, but the cost of implementation is far more than with e-learning. Staff are required to take time out of their day-to-day activities, sometimes travelling across the country to complete a day of training in a classroom which would convert to just 1 hour of e-learning. As a trainer, wouldn’t you want to be able to provide a service to clients in all four corners of the British Isles, at the same time, on the same day?

Of course, there are limitations with e-learning - most notably, the lack of immediate feedback that face-to-face trainers would receive, and the elimination of the group experience of learning in a classroom. However, these are outweighed by the need for flexibility, the cost of training a dispersed workforce and the fact that many individuals prefer to learn at a time, place and pace of their choosing. Our stats at Embrace-learning bear this out consistently - when asked “What did you like most about e-learning?” the overwhelming answer is “I did it at my own pace when it was convenient for me”.

Blended Learning

Blended learning offers a collaborative and holistic approach to learning, delivering the best of both worlds to employees and enhancing the overall learning experience. 40% of CIPD respondents plan to increase the use of blended learning over the next 2 years, making now an ideal time for training companies to increase their product offering to include e-learning courses alongside their face-to-face training.

Offering a range of e-learning courses means that training companies can deliver courses normally considered to be outside of their realm of expertise. For example, as a fire safety trainer, wouldn’t you want to be able to say to your clients – “yes, I can provide you with high quality training in Dementia for your care staff”?

A Health and Safety training company could also offer courses on mental health, safeguarding adults, dementia etc., widening their target audience and providing a service to large clients, with complex training needs.

Here at Embrace-learning, our aim is to further the use of educational technologies in work-related training. We have over 10 years of experience in providing high quality e-learning courses that are up-to-date and relevant to today’s workforce. We believe that through offering e-learning courses alongside face-to-face training, organisations can provide their employees with all of the necessary skills, knowledge and training required to perform to an exceptionally high standard.

Is a blended approach to learning the best way of meeting learning and development needs within an organisation? We think so! What do you think?

To find out more about our e-learning courses and partnership opportunities, visit our website here.

Click here to view the full CIPD Learning and Development Report 2015

Advisory or Mandatory?

When is mandatory training not mandatory?

Apparently when it applies to the social care sector.

There’s something a bit wishy washy about labelling training as mandatory when there is no actual requirement to complete said training. Or worse still, when there is a stated ‘requirement’ to do the training (by the CQC) but there are no real consequences when the training is not completed. Unless you count a slightly lower inspection rating as a real consequence. Is it just me or is it slightly baffling that there is no legal requirement to complete any training in the delivery of social care?

Care providers themselves determine whether a training course is mandatory or not. Some will deem it mandatory while others will consider it optional. While the CQC may require that a service trains their staff to a minimum standard, this is not legally binding. It seems training is a ‘should do?’ rather than a ‘MUST DO!’

The training of care workers in the new Care Certificate is advisory rather than mandatory. The Care Certificate which is promoted as the basic or minimum entry level course is not actually a qualification as we understand the term.  It is not on the National Qualification Framework (NQF) but it is considered a Continuing Professional Development (CPD) course. This is a fantastic introduction to the world of care work and is indeed a minimum requirement for care workers. It is not, alas, mandatory unless deemed mandatory by the care provider.

We have a long way to go before we have a professionalised and regulated social care workforce. There are many reasons why it is important to achieve this. First and foremost is the quality it will bring to the care of the growing number of elderly and vulnerable people in our society. Secondly it will attach a greater value to this incredibly important work and allow carers to follow a career path with pay scales that reflect the importance of this work.  Is it the case that the current status of care work is an accurate reflection of how we as a society value care work? That is, not very highly. We are quick to jump on stories of poor care and express horror and outrage when people are abused and otherwise mistreated but when we scratch the surface a little and look at the way workers are trained and what they are paid, it is clear that the explanations for these behaviours cannot be simply dismissed as the actions of ‘rogue carers’.

Better pay will in turn attract and hold on to the right calibre of person needed by this growing social care sector. The resulting lower turnover of staff will add to the stability of the workforce which, again, will benefit the end users.

A better trained workforce with professional status will help care workers achieve something approaching parity with their health sector counterparts. This in itself will go a small way to greasing the wheels on the journey to an integrated health and social care system. The disparity in training, pay and conditions does nothing to facilitate the team spirit needed when workers are required to work across professional and organisational boundaries in the pursuit of an integrated health and social care system.

There’s an old adage that ‘Ignorance is no defence in law but training is’. I’m sure the day will come when training is, itself, a legal requirement. 

Integrating Health and Social Care

Integration of health and social care has been on the agenda since the turn of the century and has been talked about for a good deal longer. Will we still be talking about it at the turn of the next century or will someone actually be doing something about it?

Is your organisation doing something about it or are you, like the majority, merely paying lip service to what is, admittedly, a noble cause?

The logic is faultless but the application seems to be a good deal more complicated than some would have us believe. We know it’s desirable but is it really possible to bring two systems together to work seamlessly in the delivery of care? It can be difficult enough to get professionals of a similar discipline to work as a team when managing complex health and care packages. When we ask them to work across professional and organisational boundaries we’d better make sure the infrastructure is there to support them. But what is this infrastructure? What does it consist of and who is going to take responsibility for maintaining it? Are the differences in culture so different that we will never truly have an integrated system?

Multidisciplinary teams already exist to manage complex needs. We only need to look at the cases of NHS continuing healthcare to see that it is possible for decisions about health and social care to be made coherently and it is a credit to many of those teams that they can unpick the myriad of needs affecting patients and put together packages of care that meet the needs of the whole person and indeed the needs of those around them. It strikes me however, that it is not so much the decision-making or the ‘design’ but the implementation of those decisions and designs that is the real challenge of integrating health and social care. I wonder whether the fundamental differences in a)culture and b)training for clinicians in healthcare, as opposed to those in social care,  are such that there will never really be a genuinely integrated health and social care system. This sounds defeatist from the outset but I think it highlights just two areas (and there are many more), that need to be addressed if we are going to achieve this holy grail of a truly integrated health and social care system.

It’s worth shining the spotlight on some of the most complex cases requiring input from health and social care services. The provision of NHS continuing healthcare, by definition, applies to people with long term health and social care needs where the dominant need is deemed to be a ‘health care need’ as opposed to a ‘social care need’. So here’s the thing, what is the difference between health and social care? When does one begin and the other end?  As with many other things, it is the boundary, the borderline, the areas that are most difficult to define, where clarity is needed. It is at these professional and organisational boundaries where problems arise and where problems must be resolved in order for integration to occur.

We will consistently be returning to the questions of infrastructure and health versus care culture. It is surely a given that training will be key to any integrated system of health and social care. It is clear that joined up working can only be enhanced by joined up training. It is not entirely clear to me at present which organisations are really taking the lead in this integration of health and social care at a local level. NHS organisations and Local Authorities certainly have responsibility to design such a system but where is the guiding light? Where is the beacon that shows that people are receiving a genuinely joined up, integrated health and social care system? Is such a thing possible?

E-learning vs. face-to-face training, which is best?

Face-to-face training has been a consistent form of training for many years and as it is not dependent on technology it is understandable why some may be attached to this method and be resistant to the thought of changing to something new like e-learning. What is e-learning and how can sitting in front of a computer screen possibly be more beneficial than being able to interact with a trainer in a classroom setting?

Let’s imagine we are sat in the classroom right now with our colleagues, the trainer walks in, greets us and then begins their journey through a multitude of PowerPoint slides. How likely is your mind to wander elsewhere, perhaps onto how many emails you have waiting to be answered or what we might be having for lunch?  There can be many distractions in a classroom and it can be hard for the trainer to know if all learners are really paying attention and how much information is being retained.

How does e-learning technology compare?

E-learning doesn’t prevent interaction; it encourages it and pushes the learner into taking on an active role rather than passive.  Yes the learner must have the motivation to sit down and go through all of the material, but there is no way of missing out information or becoming distracted. The interactive quizzes and functionality of the e-learning material ensures that learners work through each step, gaining underpinning knowledge and completing competency assessments along the way.

The obvious advantage of using e-learning to train your staff is that it allows them to learn at a time, pace and place which suits you and the learner.  This method of training is ideal for a large dispensed workforce: learners can work through the material in an environment which is best for them, they simply need internet access.  E-learning can be tailored to meet individual requirements and the variety of digital technologies incorporated into the course material (text, imagery, animation, audio, video) allow for different learning styles. The course material is continuously updated with changes to legislation and learners can revisit units if necessary. The Learner Management System provides management information and allows for an audit trail and evidence for CQC requirements.

Overhead costs can be reduced by eliminating the need for travel, accommodation and food expenses as well as external trainer costs, room hire and having to take staff out of their day to day roles and cover shifts. Remove all of these costs and you are only left with the initial cost of implementing the e-learning course. E-learning is the clear winner in terms of cost.

Blended learning is the best possible training method and can enhance the overall learning process, offering a collaborative and holistic approach to learning.  I am by no means claiming that face-to-face training is ineffective but with the advances in technology in the past decade, it is unquestionable not to incorporate e-learning into your training and development programme.

The evidence is there - over 10 years of our learner feedback shows that 85% of learners prefer e-learning over face to face training.

Lack of knowledge is not accepted as a legal stand. Completed training is. Certificates can be printed off after completing the e-learning training and used as evidence of best practice.

If you had the option to reduce all of your training costs yet keep the quality of your staff training at a consistently high standard, would this be of interest to you?

Interest Free Monthly Packages

Embrace our monthly package deals! As one of the UK's leading suppliers of elearning courses to the health & social care sector we are proud to introduce our new course catalogue & pay monthly interest free package deals. You can be assured of the highest standard of training with our CQC compliant, certificated courses. Our deals include Mandatory, Bronze, Silver, Gold, Platinum or Alternative Packages giving you the freedom to choose the courses you require whether it’s refresher training for existing staff or training your new employees. Click here to view courses. We offer courses to meet all your mandatory and statutory training requirements, professional standards and to support best practice in the workplace. Elearning can be integrated into your current training matrix offering flexibility and reduced overhead costs.

Our course range includes: Care Certificate Caring for People with Dementia Epilepsy Awareness Health & Safety & COSHH Mental Capacity Act 2005 Safe Handling of Medicines  With our flexible and cost-effective pay monthly subscription you can pay as little as £1.80 per learner per course. To find out more call 0161 928 9987  or visit our website www.embrace-learning.co.uk