Why Measuring Competency Matters in Workforce Development
Providing safe, compassionate, and high-quality care has never been more important. But does traditional competency training truly prepare staff for real-life challenges? Training has always been essential in workforce development. However, knowledge alone isn’t sufficient. Staff need to be able to apply what they’ve learned in real-world scenarios. Measuring competency ensures they are not just trained but fully prepared and confident in delivering the highest standards of care.A shift from training to competency measurement
For years, the health and social care sector has heavily relied on classroom-based training, often assuming that completing a course guarantees workplace readiness. While classroom learning has its place, it doesn’t always equip staff with the skills to navigate the complexities of real-world care. Staff must be able to react, adapt, and apply their knowledge under pressure.Why this matters now more than ever
Demand for health and social care services is rising. Meanwhile, staff shortages continue to stretch teams. Every worker must operate at their best. As regulatory scrutiny intensifies, organisations must find ways to deliver high-quality care with fewer resources. According to the NHS Vacancy Statistics Report, in December 2024, there were 106,000 vacancies within the National Health Service, which places immense pressure on existing staff. The NHS workforce review (2024) highlighted that the use of health and social care resources rises rapidly with age. Between 25% and 50% of people aged over 85 will have frailty, compared to around 10% over 65. As the population ages so does the pressure on health and social care organisations. The NHS Workforce review also found that attracting and retaining a highly engaged workforce is becoming more challenging post-pandemic. Over the three years up to 2021/22, expenditure on bank and agency staff has increased by 51% (from £3.45 billion to £5.2 billion) and 23% (£2.4 billion to £2.96 billion) respectively, reflecting some of the challenges of responding to the COVID-19 pandemic. Use of agency staff is expensive and offers poor value for money for the taxpayer. There is also increasing evidence that use of temporary staffing – particularly agency staff – can negatively impact on patient and staff experience, and continuity of care. The Health Education England Workforce Review (2024) highlighted three key aims: to train, retain and reform. In the Health Education England Workforce Review, 2024, it is acknowledged that career development is an important factor for retaining staff. By measuring competency and personalising training to individuals we can not only save costs on training but also improve staff retention reducing costs in agency staff and recruitment. The findings in the NHS workforce review were backed up by the Care Quality Commission report ‘The state of health care and adult social care in England 2023/24’ makes the point that, despite recent reductions driven mainly by international recruitment, the sector still has a vacancy rate around 3 times higher than the wider economy. Combine this with the fact that Skills for Care reported that over a quarter of staff in care homes had left their roles within a year. By improving retention of staff, we can avoid hiring challenges and costs. Confident Competence helps care home and nursing leaders pinpoint knowledge gaps, providing targeted training that meets individual needs. It eliminates the reliance on one-size-fits-all annual training, ensuring staff receive the right support when they need it. Supported staff are more likely to stay.How much is the UK care sector investing in training?
The UK health and social care sector invests billions in staff training. In 2024, Health Education England (HEE) allocated £5 billion for workforce education and training. The NHS Long Term Workforce Plan outlined an additional £2.4 billion investment in training over five years and shared that the government confirmed funding of £250 million for workforce recognition and career development in social care. The willingness to invest in effective training is there but, with increased responsibilities and a transient workforce, the budgets are still stretched. The need for more efficient training is clear. A 2023 Skills for Care report found that 42% of training was repeated due to a lack of competency validation. Confident Competence reduces unnecessary retraining by ensuring competency is measured and tracked effectively.How does competency measurement improve efficiency and cost savings?
A competency-based approach to training reduces wasted time and costs.- Less repeat training: Development is tailored rather than duplicated.
- Faster onboarding: New hires are assessed quickly and effectively.
- Improved compliance: Reduces the risk of regulatory fines.
