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What qualifications do I need to become a Registered Manager?
The Care Quality Commission (CQC) decides on required qualifications on a case‑by‑case basis. We cannot advise an employer if somebody’s experience or qualification will be sufficient for the CQC to approve them. However, we have listed below the qualifications that have often resulted in CQC approval:

• Registered Manager’s Award (RMA).
• NVQ Level 4 in Leadership and Management for Care Services (LMCS)
• Level 5 Diploma in Leadership for Health and Social Care (QCF)
• Level 5 Diploma in Leadership Management for Adult Care (RQF)

Of the qualifications listed above, only this vocational Level 5 Diploma is currently available. The Level 5 Diploma usually takes between 12 to 18 months to complete and it is strongly recommended that the qualification is completed prior to becoming a registered manager where possible.

For employers who commenced staff on the Level 5 Diploma after 01 April 2024, the Department of Health and Social Care’s might provide an option to cover some of the costs.

What do I need to know about the Care Certificate?
The Care Certificate sets the minimum induction standards for new care workers with no previous experience. Employers must ensure new staff receive training, supervision and workplace assessment before working unsupervised. Standards were refreshed in 2025, with supporting tools available for employers and assessors.

How do we complete the care certificate?
The Care Certificate standards define the knowledge, skills and behaviours expected of specific job roles in health and social care. They can be used if you are 'new to care' and be used to inform what information is covered during induction. 

There is also the Level 2 Adult Social Care Certificate qualification is an Ofqual-regulated qualification, requiring observational assessment, and is expected to take a new learner around 6-8 months to complete. An experienced care worker may complete this in a shorter period of time. In addition, this qualification is now available to eligible non-regulated care staff, over the age of 19 years.

Do I need to retake the Care Certificate if I move jobs?
No. If you have your certificate, you should not need to retake it. Employers may ask you to demonstrate how your previous learning aligns with their requirements, and you may need refresher learning.

Find out more about the Care certificate.

What mandatory training do staff need?
We recommend that it is good practice for providers to review training needs regularly. Our will help you plan, deliver and evaluate the learning and development you provide for your staff.  

This comprehensive guide covers a wide range of information about deciding the right training for your service whether delivering internally or commissioning learning providers to help you. 

The guide has been developed in consultation with adult social care employers to ensure that the recommendations reflect realistic expectations and good practice within the sector. Where training is associated with legislation and CQC regulation, the guidance highlights these links and indicates minimum learning outcomes.

Which tier of Oliver McGowan training do my staff need?
The Code of Practice for Oliver’s Training outlines three tiers based on staff roles. Employers must assess the learning needs of their workforce and demonstrate to CQC how their chosen training meets regulatory expectations.

Why do we need this training if we don’t support autistic people or people with a learning disability?
All CQC‑registered providers must ensure staff receive training on learning disability and autism appropriate to their role, even if they do not currently support people with these needs. This requirement covers all regulated activities.

Is funding available to support completion?
DHSC is providing funding to support rollout of Oliver’s Training to the ASC sector as part of the Learning and Development Support Scheme (LDSS) from 20 October 2025 to 20 March 2026. ​

This funding is specific to Oliver’s Training, separate to the overall LDSS funding already available for other training and qualifications. Providers will need an ASC-WDS account to claim funding to support Oliver’s Training.​

Training completed between April 2025 and March 2026 will be eligible for reimbursement. An update regarding continued funding for Oliver's Training will be provided shortly on .

DHSC frequently asked questions (FAQs) for care providers (Last updated: 2 December 2025). 

Does ´óÏó´«Ã½ deliver training?
No. ´óÏó´«Ã½ is not a training provider but maintains a list of recommended learning providers.

Where can I find a training provider?
´óÏó´«Ã½ quality‑assures providers offering LDSS‑funded courses. Employers must independently check the quality of training for other short courses. 

As a manager where can I find peer support?

Our networks offer managers a safe, supportive space to connect with peers, share challenges, and build a strong collective identity within their local area. 

Find more information on our networks here.

I’m looking for Registered Managers Membership?

Through membership we support managers to develop best practice and knowledge, keep up-to-date with sector developments and share ideas with like-minded peers.

For £35 per year, you can become a member of our growing community of registered managers and gain access to exclusive resources to support your role and your service.

How do I update my membership account?
Contact the membership team Membership@skillsforcare.org.uk. 

What funding is available for training?

The Learning and Development Support Scheme (LDSS) provides financial support for adult social care training and qualifications. It covers eligible courses listed by the Department of Health and Social Care.

How do I claim LDSS funding?
Employers need an up‑to‑date Adult Social Care Workforce Data Set (ASC‑WDS) account, must register for the claims service, and follow National Health Service Business Services Authority (NHSBSA’s) process for submitting reimbursement claims. A complete outline of the claims process and how to take each step is set out here.

We are looking to employ a 16–17-year-old - what are the regulations?

If you are an adult social care employer and looking to recruit younger workers, there is specific advice to comply with in relation to 16 and 17 year olds working in our sector. This advice was developed by ´óÏó´«Ã½ and supported by the CQC and should be followed if you are a regulated provider.

The CQC has always supported younger workers commencing their career in adult social care. However, it is important that these younger workers receive an enhanced level of training, support and supervision

If you are looking to employ a younger worker (16 and 17 years old), this should ideally be through the use of the Apprenticeship process. The Adult Care Worker Apprenticeship is aimed at those commencing their career in care and incorporates the focus of the Level 2 Diploma in Care and the Care Certificate. There are further considerations to follow when recruiting younger workers. Please see this . 

How do I recruit the right staff?

Recruiting staff remains a challenge for many adult social care providers. To support providers to strengthen their recruitment processes, we have produced a wide range of guidance, advice and practical resources.  In addition, there are practical options to help promote vacancies available from organisations we work closely with.

Here are some free tools to help you to recruit staff

• ,
• ,
• Advertising your vacancies: The Government’s recruited related website allows you to list vacancies and attract workers. 
• Care friends: An App that helps to recruit and retain more staff, offering incentives to your existing workforce for referring their friends to work in care.  This explains how the App works and includes films summarising how adult social care employers have benefitted.
• Good and Outstanding care – Safe and effective recruitment: If your service is regulated by the CQC, our Good and Outstanding care online resource includes an , with recommendations, practical examples and resources to help you meet CQC expectations.  There is a dedicated section focused on good and best practice relating to , which cover both recruitment.

 

How do I retain staff?

´óÏó´«Ã½ has published that highlights some successful approaches to retention. We have also produced , as well as for providers. 

Retaining staff remains a challenge for many providers. Some of the most common reasons that staff leave services include: Staff being paid the minimum wage; Staff being on zero-hour contracts; Staff not being supported to develop.

The ASYE is an employer led progress that helps newly qualified social workers (NQSWs) to develop their skills, knowledge and capability and strengthen their professional confidence. It provides them with access to regular and focused support during their first year of employment. 

´óÏó´«Ã½ has published comprehensive information for employers about the ASYE process . 

Can I continue my ASYE if I change employer?
Yes. As long as your progress is documented, you can transfer organisations. Transfers typically happen after formal reviews.

Can I retake the ASYE if I fail?
No. Employers should monitor progress, provide support, and escalate concerns where needed.

Is ASYE mandatory?
It is not a legal requirement but is strongly recommended to support newly qualified social workers in practice. 

What is the Adult Social Care Workforce Data Set (ASC‑WDS)?
ASC‑WDS helps employers track workforce data, access funding, benchmark performance, and manage training records. Used by over 20,000 providers, ASC-WDS is free to use and helps services make significant savings in relation to the training and development of your staff.

How do I access or create an ASC‑WDS account?
Support is available via phone 0113 241 0969 or email ascwds-support@skillsforcare.org.uk.