Publication - Guidance

Organisational duty of candour: guidance

Published: 28 Mar 2018

This guidance focuses on the implementation of the legal duty of candour procedure for health, care or social work services.

38 page PDF

288.8 kB

38 page PDF

288.8 kB

Organisational duty of candour: guidance
Annex A

38 page PDF

288.8 kB

Annex A

The Organisational Duty of Candour Checklist

Step 1: Identifying and Contacting the Relevant Person

  • Do you know who the relevant person is in respect of this incident?
  • Is their preferred method of communication already known? If not, this needs to be determined and noted.
  • Has it been possible to make contact with them? If not, a note should be made of the attempts that have made to make contact.

Step 2: Notify Relevant Person

  • Provide the relevant person with an account of the incident and what actions are going to be taken. (Note that if it is more than a month since the incident need to explain why).

Step 3: Arrange a meeting

  • Arrange a meeting – and provide the person with the opportunity to ask questions in advance of the meeting.
  • At the meeting (or through communication if not desired):
    • Apologise, if not already happened.
    • Tell the person what happened.
    • Tell them what further steps are being taken.
    • Give the relevant person the opportunity to ask further questions and express their views.
  • Tell them about any other processes that might be on-going.
  • Provide them with a note of the meeting and details on how to contact a person within the organisation.

Step 4: Carry out a review

  • Start a review – remember to seek the views of the relevant person.
  • Prepare a report – to include the manner it has been carried out.
  • Ensure that report focus is on improving quality and sharing learning.
  • Report to include the actions taken in respect of the duty of candour procedure.
  • Offer to send the relevant person a copy of the review report – remember to let them know of any further actions subsequently.
  • Make sure that a written apology is offered.

Throughout: Support and Assistance for Relevant Person & Staff

  • Consider and give relevant person support or assistance available to them.
  • Staff to receive training and guidance on all requirements of the procedure.
  • Employees to be provided with details of services or support relating to their needs arising from the incident.