The records behind your people, across every service you run

All of them. Supervisions and appraisals are available on every CareStream plan.

Any of your administrators. When you book a session you choose the conductor from a dropdown, and they are notified in their hub and by email that they are conducting it.

Each agreed action is written into the staff member's hub under My actions, so it works as a shared to-do list. From any action you can also allocate a training module, an induction flow or a CQC prep question, which is sent straight to their hub.

On the staff member's record page, with a link to open the full form and the next session booked off it, so you have a complete supervision history for inspection.

The register tracks each staff member's DBS, right to work, professional registration such as NMC where it applies, and references. These are the checks that sit behind safe recruitment and continued employment in adult social care, and the register holds them together per person rather than across separate files. Keeping them in one place matters because these are among the first things a CQC inspector will look at in a staff file. Having them tracked together means you can show a complete, current picture of each person's compliance rather than reconstructing it from scattered records.

The register shows each staff member's status at a glance, making clear who is fully compliant and who has something outstanding. Instead of cross-checking multiple spreadsheets and folders, you get a single view of your whole team's compliance position. This visibility is the core value of the register. Because you can see where everyone stands in one place, you can act on gaps immediately and maintain confidence that your workforce meets the checks required, which supports the safe staffing that quality care depends on.

Yes. The register flags items that are approaching renewal, such as a DBS or a professional registration nearing its expiry, so you can act before they lapse rather than after. This turns renewals from something you have to remember into something the register surfaces for you. Catching expiries early is what keeps your workforce continuously compliant. Instead of discovering a lapsed check when an inspector opens a file, you address it in good time, which protects both your inspection position and the safety of the people your service supports.

Safe recruitment and continued employment checks are among the first areas a CQC inspector examines, and any gap in DBS, right to work, registration or references can undermine confidence in your staffing. The register lets you show that these checks are tracked, current and complete for every member of your team. Because the register makes both compliance and gaps visible, you go into inspection knowing your position rather than hoping the files hold up. Being able to demonstrate that your workforce compliance is actively managed, with expiries flagged and missing items chased, is strong evidence of a well run and safe service.

You can upload the credential documents that matter for safer recruitment and safe working in a regulated care setting: DBS certificates, right to work evidence, professional registration such as NMC or HCPC where it applies, and the qualifications tied to the person's role. Each document is stored against the individual it belongs to, so the full picture for any member of staff sits in one place. Because everything is held per person rather than in a shared folder, the record stays meaningful even as your team changes. A new manager or nominated individual can open any individual and see exactly which credentials you hold and their current status, without inheriting a paper trail.

When you upload a time-limited document, you record its expiry or renewal date. From then on, CareStream tracks that date in the background and sends you an alert ahead of the deadline, so you are prompted while there is still time to arrange a renewal rather than after a gap has already opened. This is the difference between staying ahead and being caught out. Instead of relying on a spreadsheet or someone's memory, the platform does the watching and brings the reminder to you, which keeps your recruitment and employment records complete without constant manual checking.

Yes. The safe and well-led quality statements expect you to show that the right checks were carried out and that they remain current. Storing DBS, right to work, registration and qualification documents in one place, with their dates tracked, means you can produce the evidence for any individual immediately when it is asked for. Just as importantly, the alerts reduce the underlying risk that an inspector is worried about, which is someone working on an expired or missing check. By keeping credentials current before they lapse, you strengthen your safer recruitment story rather than scrambling to explain a gap on the day.

When a fresh document arrives, you simply upload the new version against the same person and record its new expiry date. The record updates cleanly, so the individual's credential status always reflects the current, valid document rather than the one that lapsed. This keeps the history tidy and the picture accurate. Over time you build a clear, per-person record of current credentials that you can rely on for both day-to-day management and inspection, without ever having to dig through old paperwork to work out what is actually in force.

The group console assesses every home on the same compliance and training measures, then lines the sites up so they can be compared directly. Rather than reading a separate report for each service, you see them side by side, which makes it easy to tell which homes are ahead and which are falling behind. Because the comparison uses consistent measures, the differences you see reflect real performance rather than different reporting styles. That is what lets head office move quickly from noticing an outlier to directing support where it is genuinely needed.

No. The point of the group console is to remove that. Compliance and training data from every service flows into a single head office view, so you get your whole portfolio in one place instead of juggling separate logins and chasing individual managers for updates. This is where oversight usually breaks down in a group, because a struggling home is easy to overlook when its numbers sit in a separate system. Bringing everything together means the services that need attention surface on their own.

Yes. Benchmarking does not only highlight the homes that are struggling, it also shows you which services are performing strongly. That makes it straightforward to identify what your best homes are doing and spread those lessons across the rest of the group. Over time this helps you lift the whole portfolio rather than only firefighting the weakest site, because head office can see both where support is needed and where good practice worth copying already exists.

Very much so. CQC expects providers running multiple services to have genuine oversight of every one, with consistent standards and clear evidence that head office is monitoring quality. A benchmarked, portfolio-wide view of compliance and training is exactly that kind of evidence. It shows a nominated individual or quality director can see how each home is performing, compare them fairly and direct support where it is needed, which demonstrates the consistent, well-led oversight inspectors look for across a group.