Operational roll out

20. What are the costs associated with this training?

The first part of the training, the elearning, is free for everyone in the UK to access. The second part of the training requires facilitating trainers and expert with lived experience co-trainers.

The costs associated with this for employers will depend on how the employer supports their workforce to access the second part of the training.

Employers may choose to train their own trainers or work with external training providers and can fund Oliver’s Training through a training provider directly.

21. How long will it take to roll out Oliver's Training?

Employers will need to work with their Integrated Care System to develop and deliver a pragmatic roll-out plan that prioritises risks and works for the size and nature of their service. It is recognised that for large employers it may take up to three years to fully roll out Oliver’s Training to all their staff.

22. How do I know which Tier of training I or my employees need?

Tier 1 of The Oliver McGowan Mandatory Training on Learning Disability and Autism is for people who require general awareness of the support autistic people or people with a learning disability may need.  

Tier 2 of The Oliver McGowan Mandatory Training on Learning Disability and Autism is for people who may need to provide care and support for autistic people or people with a learning disability.  

Depending on their role, staff may require further capabilities in addition to those covered in the Tier 2 package. It is the responsibility of employers to determine any further capabilities their staff need and to put in place the appropriate provisions.

It is the employers’ responsibility to ensure their staff have the appropriate training for their roles and they will need to advise staff on whether they should complete Tier 1 or Tier 2. Employers can refer to The Oliver McGowan Mandatory Training Tier Guidance.

23. I deliver specialist learning disability and/or autism services and have undertaken training already. Why do I need to do Oliver's Training and will it be enough?

The Oliver McGowan Mandatory Training on Learning Disability and Autism is a standardised training package.  This standardisation is important so we know that everyone has a shared understanding of the essentials concerning learning disability and autism.

Staff working in specialist services, or with specific duties may need further training to develop their capabilities to enable them to perform their roles. Employers are responsible for determining if any and which further training is required. The additional training may come from a diverse range of sources, for example, child intellectual disability psychiatry training, stopping over medication of people with a learning disability, autism or both (STOMP) training or training specific to an individual.

24. My organisation does not deliver any learning disability or autism specialist services. What do my staff need to complete?

The Health and Care Act 2022 legal requirement applies to all CQC-regulated services. The requirement states that CQC regulated service providers must ensure their staff receive training on learning disability and autism which is appropriate to the person’s role.

 Employers can refer to The Oliver McGowan Mandatory Training Tier Guidance to help them decide what level of training their staff need.

25. Who is responsible for ensuring agency staff complete The Oliver McGowan Mandatory Training?

Employers have the responsibility to ensure that whoever works for them has the skills and knowledge they need to perform their role.  How statutory and mandatory training requirements are met need to be agreed between the employer and the agency provider. Please refer to CQC for guidance on how they will regulate. 

26. How does The Oliver McGowan Mandatory Training apply to volunteers?

Employers have the responsibility to ensure that whoever works for them has the skills and knowledge they need to perform their role. We would recommend everybody has this training appropriate to the role they are performing. Please refer to CQC for guidance on how they will regulate. 

27. How soon after completing the elearning should I participate in part 2 of Oliver's Training (the 1 hour online interactive session for Tier 1 or 1 day face to face training for Tier 2)?

The Oliver McGowan Mandatory Training on Learning Disability and Autism requires both parts of the training to be completed (the elearning and the interactive online or face to face session).

The elearning is a valuable resource and we encourage everyone to access it as soon as possible. The elearning is a vital first step to give staff knowledge and skills to help change culture and improve lives now.

Part 2 of The Oliver McGowan Mandatory Training (the interactive online and the face-to-face sessions) makes reference to the elearning package and participants need to recall information from the elearning during part 2 of the training.

Ideally part 1 and part 2 will be completed within days of each other. In circumstances where as much as 6 months have elapsed, we ask participants to refresh their memory ahead of the interactive or face to face session.

The elearning package can be replayed at any time so it can be completed and then revisited ahead of attending part 2.

28. Why was The Oliver McGowan Mandatory Training on Learning Disability and Autism elearning (part 1) launched before the interactive online or face to face session (part 2) were widely available?

Whilst both parts must be undertaken to have completed The Oliver McGowan Mandatory Training on Learning Disability and Autism, the elearning is a valuable resource that can be of benefit to staff now.

The elearning may also be a source of inspiration and information for people with lived experience of autism or learning disability who may wish to train to become co-trainers.

29. How often should The Oliver McGowan Mandatory Training be completed?

The Secretary of State is required to publish a Code of Practice, which will make provisions about this.

The government has now closed the consultation on the draft Oliver McGowan Code of Practice. The consultation feedback is now being analysed. For more information and updates, visit the gov.uk Oliver McGowan code of practice consultation webpage.

30. Will there be enough trainers to train everyone in The Oliver McGowan Mandatory Training?

There is a need for more trainers with a learning disability and trainers who are autistic. This is an opportunity for experts with lived experience co-deliver the training, gain skills, and employment.

The proportion of adults with a learning disability in paid employment in England is 4.8% (NHS Digital, 2022). Only 21.7% of autistic people are employed in the UK. (ONS 2021).

It is a government priority to tackle economic inequality and promote equal opportunities.

The Oliver McGowan Mandatory Training provides a real route to improve access to work for disabled people, enabling them gain new skills and join the contract workforce.

We have put in place a cascade model of rollout so we can build capacity across systems at pace.

Our involving people with lived experience guidance may help employers involve people with a learning disability and autistic people in co-delivering The Oliver McGowan Mandatory Training on Learning Disability and Autism. Employers may also find the NDTi report on involving experts by experience helpful.

31. What is the rate of pay for experts with lived experience co-trainers?

We advise employers to ensure everyone gets fair renumeration. We have provided example job descriptions for employers to adapt and use. Trainers with a learning disability and autistic trainers should be appropriately remunerated for their time associated with training activity with no distinction made to levels of pay because the person has a learning disability or is autistic.

Registered providers should also consult the guidance on Involving people with a learning disability and autistic people in delivering The Oliver McGowan Mandatory Training on Learning Disability and Autism. This guidance sets out best practice for the employment and payment of people with a learning disability and autistic people to co-deliver training.

32. Are there standard job descriptions for trainer roles?        

We have provided example job descriptions for employers to adapt and use. Please visit the employer resource section on our webpage to access.

33. Can I deliver this training in-house with my own trainers?

Employers can deliver the training in-house, using trainers trained and approved to deliver Oliver’s Training. Integrated care systems will be able to advise how employers can train their own trainers.

You can find the contact details to get in touch with the team rolling out Oliver’s Training in your integrated care system area by visiting the express an interest webpage.

34. Do co-trainers have to be recruited on a full-time employment contract?

Employers need to offer flexible options that meet the needs of applicants and their organisation. We are expecting many of the co-trainer workforce will want to work part time and others will prefer full time work. Co-trainers must be employed in paid roles.

35. How can I recruit and support experts with lived experience co-trainers?

Employers must offer opportunities that are accessible to people with a learning disability and autistic people. This is likely to involve making reasonable adjustments to application and interview processes as well as considering contracts and working arrangements that support people’s circumstances and choices.

It is crucial that the individual emotional and practical support needs of co-trainers are recognised and addressed at all stages of their journey from pre application, through recruitment and training, whilst in employment and beyond.

To help employers involve people we have published involving people with lived experience guidance and facilitated a specific best practice webinar session in January 2024. Employers may also find the The National Development Team for Inclusion (NTDi) report on involving experts by experience helpful.

Employers may also explore with their integrated care systems if they provide any guidance or support. Many local advocacy and support groups have told us they are willing to offer advice and connections. A list of local advocacy groups is available on NHS England’s website and National Autistic Society’s website.

The National Institute for Health and Care Research (NIHR) produced guidance for researchers and professionals on managing payments.

NHS England have developed trainer training to prepare and support experts with lived experience. This is delivered by approved Tier 2 lead trainers. Once employers have identified their expert with lived experience co-trainers they can work with their ICBs to access the standardised trainer training for their experts with lived experience.

36. Can a trainer co-deliver the Tier 2 virtually (live) or must they be physically present?

The standardised package requires Tier 2 to be delivered face to face (with trainers in the same room as attendees, not hybrid).

This was a recommendation from the trials and is the case for both the facilitating trainers and the co-trainers with a learning disability and autistic trainers.

37. What if they expert by experience co-trainer is unwell on the day of training or cannot attend?

Training providers will need to be prepared for how they will deal with this scenario as they already do with other types of training when one of the trainers has unplanned absence.

38. Can children or young people be co-trainers?

Where appropriate, approved trainers will augment Oliver’s training to make the session relevant and context-specific for attendees. For children’s services, for example, it may be impactful for Oliver’s Training to be co-delivered by co-trainers with recent lived experience of the service. Employers can employ and work with younger co-trainers in line with their HR policies and employment law.

39. What happens if I move employers?

Oliver’s Training standardised so the health and social care workforce develop a common understanding of key issues and the same language is used across health and care organisations. This means it is transferable from employer to employer.

Staff should keep records of the training they have completed in their previous role and take advice from their new employer about how to recognise previous learning and development in their new organisation.