The registered manager must:

  • be of good character, honest, reliable, respectfulness and trustworthy;
  • be physically and mentally able to do the job, with a plan of support that sets out any reasonable adjustments where necessary. This means they:
    • do not present a risk to people who use services because of any illness or medical condition they have;
    • are not placed at risk by the work they will do because of any illness or medical condition they have (this does not exclude those with long term conditions or disabilities);
  • have the necessary qualifications, skills and experience (including communication and management skills) to manage the Service (the regulated activity) to ensure that the Care Quality Commission’s Fundamental Standards are met;
  • have been subject to all necessary checks;
  • be registered with the relevant professional regulators and/or professional bodies where appropriate, and complies with their requirements and codes of practice;
  • have appropriate knowledge of relevant regulatory requirements, best practice and guidance, including the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 (Part 3), and the consequences of failing to take action on set requirements;
  • anticipate and understands the possible outcomes of their decisions and actions on the service user’s lives;
  • delegate responsibility to make decisions where appropriate, by:
    • knowing what can or cannot be delegated;
    • knowing what can be delegated to whom;
    • understanding the competencies of staff and what is it appropriate for them to do;
    • having clear descriptions of each member of staff’s role so that it is clear what should be delegated to whom;
    • ensuring that staff have the time they need to complete any newly delegated tasks.
  • ensure that service users, staff and visitors are safeguarded from abuse;
  • apply knowledge and understanding of equal opportunities and respect for human rights and diversity;
  • understand the importance of the delivery of the service in a person-centred way, by ensuring that service users have choice and control;
  • put into practice the Statement of Purpose;
  • where applicable, have plans of support showing what arrangements will be put into place and any reasonable adjustments to enable a particular person to do their job;
  • make appropriate use of resources and highlight any areas of concerns to the provider, where relevant;
  • inform the Care Quality Commission about any convictions, cautions, warnings, reprimands and bind-overs they receive, or any action taken against them by a professional body;
  • be able to supply, or arrange for the availability of, the following information:
    • proof of identity including a recent photograph;
    • an enhanced criminal records check certificate;
    • satisfactory evidence of conduct in previous employment concerned with the provision of services relating to;
      • health or social care; or
      • children or adults with care and support needs.
    • where previously employed in a position whose duties involved work with children or adults with care and support needs, satisfactory verification, so far as reasonably practicable, of the reason why that employment ended;
    • satisfactory documentary evidence of any relevant qualification;
    • a full employment history, together with a satisfactory written explanation of any gaps in employment;
    • satisfactory information about any physical or mental health conditions which are relevant to their ability to carry on, manage or work for the service.

Recruitment procedures for assessing and checking that the prospective manager has the required qualifications and the competence, skills and experience required to undertake the role must be followed in all cases and relevant records kept . If the service discovers information that suggests a registered manager is not of good character after they have been appointed to the role, senior managers must take appropriate and timely action to investigate and rectify the matter.

Where the service considers the registered manager to be suitable despite the existence of information related to a conviction or being removed or struck off a register of professionals, these reasons should be recorded for future reference.