Care homes · Domiciliary · Supported living · Primary market
CQC Regulation 18 requires you to make sure staff receive the training, supervision and professional development they need for their role — and to monitor that it actually happens and act where it does not. TIQPlus keeps that position current for every worker across every service, so an inspection is a login rather than a fortnight of preparation.
For care homes, domiciliary care, supported living, learning disability and autism services — typically 50–1,000 staff across 2–30 locations
The problem
Rarely through negligence. Through the gap between how fast the workforce changes and how the tracking is done.
Recruitment and turnover in adult social care run high enough that a service's training position shifts month to month. Induction, Care Certificate progress, mandatory training and competency sign-off all restart with each new starter, while renewals keep falling due for everyone already there.
The risk: a new starter delivering care before induction and competency are complete.Skills for Care's statutory and mandatory training guidance, your local authority framework, ICB or contract requirements, and the Oliver McGowan training on learning disability and autism all feed the list. Holding one spreadsheet aligned to all of them, across several services, is where it breaks.
The risk: a requirement you did not realise applied to a role.A care worker finishing a moving-and-handling module is not the same as an assessor watching them do it safely. Regulation 18 is about competence, and the evidence for competence is an observation with a date, an assessor and an outcome — usually on paper in a manager's office.
The risk: training records that cannot evidence competence.When the call comes, someone spends two weeks pulling certificates out of inboxes, filing cabinets and three different systems. What you present is a snapshot built under pressure, not the position you were actually running the service on.
The risk: gaps found by an inspector rather than by you.How it works
Step four is the part most systems cannot do: turning a policy change into assigned, evidenced training.
Define what a care worker, senior carer, nurse, team leader or registered manager must hold: induction, Care Certificate standards, mandatory training, role-specific training, competency observations and renewal intervals — set per service and per contract.
New starters pick up their role's requirements on day one. Items that must be complete before someone works unsupervised are marked as blocking, so rota planning can see who is not yet cleared rather than assuming.
Assessors sign off observations from the manager portal — what was observed, when, by whom, the outcome and any re-observation. The evidence attaches to the worker's record instead of a folder.
Upload a revised policy. TIQPlus identifies the roles it affects, generates a refresher and knowledge check from the document itself, assigns it, and records the acknowledgement and any competency check against each worker.
The record
Held per worker, dated and attributed, exportable for one service or the whole group.
| Record | What it holds |
|---|---|
| Induction and Care Certificate | Progress against the Care Certificate standards per worker, with completion dates and the date each person was signed off as competent to work unsupervised. |
| Mandatory training | Safeguarding, moving and handling, infection prevention and control, medication, fire safety, MCA and DoLS, first aid and the rest of your mandatory list, per worker with renewal dates. |
| Learning disability and autism training | Completion of Oliver McGowan mandatory training at the tier appropriate to each role, tracked with the same renewal logic as everything else. |
| Competency observations | Which competencies were observed, by which assessor, on what date, with the outcome and any re-observation. |
| Qualifications and registrations | Diplomas, NMC or other professional registration and specialist certification, with expiry tracking and renewal alerts. |
| Supervision and appraisal | Dates and completion of supervision and appraisal cycles alongside the training record, since Regulation 18 covers both. |
| Policy acknowledgements | Which version of which policy each worker acknowledged and when, including everyone reassigned after a revision. |
Who uses it
Know the service's position before the inspection rather than during it, and see exactly who is blocked from an unsupervised shift.
Compare services on the same measures and find the one that is drifting before a regulator does.
Plan training against real gaps and renewal forecasts rather than a fixed annual calendar that suits nobody.
Underneath
The requirement sets, evidence types and reporting above are configuration, not a separate product. The same platform runs learner, manager, admin and HR portals, generates training from your own documents, and exports the records you need.
Further reading
FAQ
It produces the training, competency and supervision records that sit behind Regulation 18 and the workforce quality statements. CQC assesses your service rather than your software, but this is the record-keeping layer that evidence has to come from.
Yes. Requirement sets are defined per role and per location, so services under different commissioners or in different nations can carry different mandatory lists and renewal intervals.
Upload the revised policy. TIQPlus generates a structured refresher and knowledge check from it, you review and edit, then it is assigned to the roles the policy affects. Acknowledgement and any competency check are recorded per worker, against that version of the policy.
Yes, at standard level rather than as a single tick, so you can see how far through each new starter is and what is outstanding.
They can be held with their own requirement sets and appear on the same staff list with cleared or blocked status, so a rota decision is made on the same information as for permanent staff.
Other sectors
Every regulated workforce has its own evidence problem. See the one closest to yours.
We will model the roles and requirements for a single service, load your current staff list, and show you the compliance position you would be working from — including the gaps you are carrying today.
A working session, not a slide deck. We will map your requirements live and tell you honestly whether this fits.
Book a pilot call See the full UK overview