Many providers focus on certificates, but the real test is whether Oliver McGowan Training is changing everyday practice. This post sets out why building capability, culture and evidence matters more than ticking boxes.
Following the release of the Oliver McGowan code of practice on statutory learning disability and autism training, and the announcement of LDSS funding to support the rollout of both Tier 1 and Tier 2, many organisations are busy trying to secure access to approved training providers.
For many organisations, that means one urgent priority: ensuring staff are trained, certificates issued, and compliance demonstrated. But the Oliver McGowan Mandatory Training was never meant to be a tick-box exercise.
Its purpose goes far deeper. To help staff understand, connect, and communicate in ways that make a tangible difference to the people they support. In fact, the Code of Practice specifically states
To support compliance…providers must carry out regular skills assessments for all staff…providers must ensure there are genuine opportunities for staff to put their learning into practice… Learning can be shared and consolidated through peer support, team meetings and supervision sessions.
This means providers need a comprehensive strategy to help shift and evidence the required cultural and behavioural changes.
Therefore, it’s clear that training alone doesn’t easily create cultural change.
Completion data and certificates tell you who attended. They don’t tell you who’s applying the learning, reflecting on their practice, or challenging old habits.
The Care Quality Commission’s focus is shifting. It’s moving from whether people have done the training to whether the training is making a difference. CQC inspectors will want to see evidence of reflection, behaviour change, and leadership commitment.
That’s why the conversation needs to move from compliance to capability.
Real capability shows up in the day-to-day:
These are signs of capability – not just knowledge, but confidence in applying it.
If we are to embed the Oliver McGowan Mandatory Training on Learning Disability and Autism, we need to evaluate the right things: not just attendance rates or quiz scores, but evidence of understanding, empathy, and behavioural change.
That’s why EdgeWorks™ is developing the Oliver McGowan Mandatory Training Employer’s Evaluation Toolkit – a practical framework to help employers and providers:
It’s about showing that your organisation doesn’t just deliver Oliver’s Training – it lives it.
The Employer’s Evaluation Toolkit is currently in development, with key components launching early in 2026.
We’re inviting early interest from organisations who want to:
If you’d like a taste of what we are planning, register to download a copy of our pre-launch brochure and you’ll automatically receive future updates.
The Oliver McGowan Code of Practice: A Briefing on Regulatory Compliance and CQC’s Approach
Costs of Oliver McGowan Mandatory Training rollout
Explainer: Oliver McGowan Mandatory Training on Learning Disability and Autism