Checking regime

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    Good Afternoon all

    I have started a new job this week and have been given the job of reviewing our current checking and implementing a new scheme.

    It would appear that this has been an ongoing thorn in the side for some years and I am really keen to find a method that works for both those being checked and those doing the checking.  We are planning to check 10% of our assessments.

    I am keen to find out what other LA's check and how – for example, do you do a check on a certain type of claim (SE) per month for example, do you use a PMQA module such as that sold by certain houses?  Do you check every point of an assessment down to NINO and DOB or do you look at larger areas.

    I am really interested in what other LA's do and how I can make it work in my new role so any views would be very much appreciated.


    Our Local Authority recently reviewed our whole checking procedure through a working group as we were checking to much of our caseload and taking up time that could be spent on other things. It is a fairly long document so if you send me your email address I can send you information that you can look at and see if you can use any of it.


    I would also have a look at your last couple of years subsidy reports and see if they show any specific areas that would need targeting. If you want to set a strict 10% then you want to make sure that you are checking areas where there may be recurring problems. After a while it becomes evident where the recurring errors are.


    If you want your checking regime to aid your annual training plans then when taking a 10% sample, I would suggest targeting an individual assessor rather than a 10% random sample across the whole team. I’ve found that potential training issues can slip through the net if you take a radom sample across the team, for example a particular assessor may only appear in the sample a couple of times a week and each assessment is a simple amendment from std to I/S – if they are getting these wrongs there’s serious issues!

    If you check an assessors full days work I tend to find you get a good feel for the individuals level of performance and training issues can be identified much more readily.


    Thank you all for taking the time to reply and the info you sent was brill Liz thank you!


    Good luck in your new role Sharon.

    Out of interest, what do you (or plan to) do with the information i.e. will you just be using it for training needs analysis or will it form a starting point for performance management?

    The whole issue of performance management is a thorny on both in terms of gathering and analysing the data; addressing the issues and ultimately progressing staff through a capability process.

    I would be interested to know, given the increased financial pressure we are all faced with, whether LAs as a whole or benefit services are stepping up their performance management to help achieve savings?

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