Company Profile

WYLIE RESOURCING LTD

Wylie Group – Viability and Reliability

Healthcare Staffing Capacity | Business Capability | HR Analysis and Recommendations

Company name	Wylie Resourcing Ltd
Business sector	Health and Social Care / Adult Care Services
Service focus	Homecare, dementia care, learning disability support, assisted living support, medication and pharmacy support, and temporary healthcare staffing capacity
Addresses	Main: 116 Chace Avenue, Coventry, CV3 3JG Branch: 65 Sylvan Street, Leicester, LE3 9GU
Email	contact@wylieresourcing.co.uk
Phone	07941364304
Website	https://wylieresourcing.co.uk/
Director / Lead contact	Erwin Wylie, Director

1. Executive Company Overview

Wylie Resourcing Ltd is a UK-based health and social care service organisation supporting adults through structured care environments and tailored care support. The organisation provides homecare, assisted living support, dementia care, learning disability support, and non-clinical medication coordination in line with CQC-aligned quality expectations. This enhanced profile has been prepared for staffing agency registration, supplier onboarding, healthcare framework assessment, and operating company due diligence.

Enhanced positioning: Wylie Resourcing Ltd can be presented not only as a care service provider, but also as a capable healthcare workforce partner with the leadership, systems, values, and operating discipline required to manage temporary staffing demand safely and commercially.

2. Purpose of This Profile

Support registration with staffing agencies, neutral vendor portals, healthcare suppliers, commissioning partners, and care-sector operating companies.
Summarise service areas, client groups, temporary staffing needs, business capability, compliance expectations, safeguarding approach, and workforce management standards.

Demonstrate that Wylie Resourcing Ltd understands the operational, HR, and quality risks associated with healthcare staffing and has a structured approach to controlling those risks.

3. Mission, Values and Service Principles

Mission statement: To deliver compassionate, safe, and high-quality care services that support individuals in maintaining dignity, independence, wellbeing, and choice.

4. Leadership and Operational Capability

The organisation is led by Erwin Wylie, Director. The leadership profile includes registered manager experience in domiciliary care, CQC compliance, safeguarding leadership, and practical experience across NHS, care home, and community care settings. The business also benefits from operational strengths in logistics coordination, resource planning, budgeting, rota planning, supplier coordination, and process development.

Capability Area	Business Evidence / Application
Healthcare operations	Experience supporting adult care, homecare, assisted living, dementia care, learning disability support, and medication coordination.
Compliance management	CQC-aligned governance, safeguarding procedures, risk assessments, DBS expectations, right-to-work checks, training oversight, and policy awareness.
Workforce planning	Capacity planning, rota coordination, absence cover planning, agency liaison, escalation routes, and continuity-of-care planning.
Commercial readiness	Ability to support staffing agency onboarding, supplier compliance reviews, framework-style documentation requests, insurance/policy checks, and contract administration.
Quality improvement	Use of audits, supervision, feedback, incident learning, complaints monitoring, and continuous improvement actions.

5. Core Services

Service Area	Description
Homecare Services	Personal care, meal preparation, medication support, practical daily assistance, companionship, wellbeing checks, and support to help people live independently at home.
Specialist Dementia Care	Dementia-aware support focused on routines, memory support, emotional wellbeing, reduced anxiety, dignity, familiar environments, and positive communication.
Learning Disability Support	Support with daily living skills, structured routines, social engagement, confidence building, community inclusion, and independence.
Assisted Living Support	Respectful support within assisted living settings, including mobility assistance, routines, wellbeing, safety checks, and community-focused care.
Medication and Pharmacy Support	Non-clinical support with medication reminders, prescription coordination, GP/pharmacy liaison, MAR awareness, and adherence to agreed care plans.
Temporary Healthcare Staffing Capacity	Ability to engage with agencies and operating companies for temporary, bank, relief, emergency, sickness, holiday, waking-night, and short-term cover requirements, subject to agreed compliance checks and role requirements.

6. Client Groups Supported

Adults aged 65 and
Adults under 65 requiring care or
Individuals living with
Individuals with learning
Individuals requiring non-clinical medication prompts and coordination
Individuals requiring temporary increased support following discharge, illness, family absence, or changes in care

7. Temporary Staffing Capacity and Mobilisation Model

Wylie Resourcing Ltd recognises that healthcare operating companies require safe, responsive, and compliant temporary staffing solutions. The business is positioned to work with staffing agencies and operating companies to plan, source, onboard, and coordinate temporary staffing cover while maintaining continuity of care, safeguarding standards, and professional conduct.

Temporary Staffing Requirement	Wylie Resourcing Capability
Short-notice absence cover	Structured escalation and rota review to identify safe cover options for sickness, emergency absence, and rota gaps.
Planned temporary cover	Holiday, maternity, training, project, or seasonal demand support using advance workforce planning and clear role specifications.
Care assistant / support worker cover	Temporary staff requirements can include care assistants, support workers, personal care workers, domiciliary care workers, senior care staff, and wellbeing support workers depending on contract scope.
Waking night / sleep-in support	Ability to specify night support needs, handover expectations, observation requirements, incident reporting, and escalation protocols.
Dementia and learning disability support	Role matching based on experience, behavioural support needs, communication needs, safeguarding awareness, and person-centred approaches.
Medication support roles	Only workers with appropriate training, competency confirmation, supervision arrangements, and agreed scope should support medication-related tasks.
Multi-site support	Coventry and Leicester operating presence supports regional staffing conversations across the Midlands, subject to travel, shift pattern, and commissioning requirements.

7.1 Suggested Temporary Staffing Controls

Maintain an approved agency supplier list with evidence of DBS, right-to-work checks, references, insurance, training, and safeguarding procedures.
Use a worker compliance matrix before booking shifts: identity, DBS level/date, right-to-work status, references, mandatory training, role-specific training, induction status, and any restrictions.
Create shift booking forms that specify role, location, hours, service user needs, medication expectations, manual handling requirements, lone-working risks, and reporting line.
Use formal handovers at the start and end of each shift, particularly for dementia care, learning disability support, medication prompts, and high-risk care plans.
Track agency spend, fill rate, cancellation rate, late arrival rate, incident rate, continuity of workers, and feedback from service users and families.

7.2 Mobilisation Process for Operating Companies

Confirm the care setting, contract scope, service user needs, shift pattern, and risk
Agree job descriptions, required training, uniform/PPE, supervision arrangements, and permitted
Complete supplier due diligence, including insurance, policies, safeguarding routes, and worker compliance
Issue site induction, care-plan briefing, confidentiality expectations, medication boundaries, and escalation
Monitor the first shifts closely using feedback, handover checks, punctuality, incident review, and performance
Review performance weekly during early mobilisation and monthly once stable, using agreed KPIs and corrective

8. Quality, Safety and Compliance Approach

Wylie Resourcing Ltd follows a CQC-aligned approach to care quality and service governance. The quality framework is aligned to the principles of Safe, Effective, Caring, Responsive, and Well-led care delivery, with particular focus on safeguarding, safe recruitment, training, supervision, incident reporting, confidentiality, and continuity of care.

Quality Area	Evidence / Approach
Safe	Risk assessments, safeguarding procedures, DBS-checked staff, right-to-work checks, incident reporting, lone-working controls, and safe handover.
Effective	Personalised care plans, dementia and learning disability training, medication awareness, competency checks, supervision, and regular reviews.
Caring	Dignity, respect, compassion, person-centred communication, privacy, and involvement of service users and families where appropriate.
Responsive	Flexible care delivery that adapts to changing needs, rota pressures, discharge support, urgent cover, and evolving care plans.
Well-led	Governance, audits, documented procedures, HR controls, clear accountability, workforce KPIs, continuous improvement, and transparent escalation routes.

9. HR Analysis for Healthcare Operating Companies

Healthcare employers operate in a high-risk people environment. Workforce gaps can quickly affect service safety, service-user experience, compliance ratings, staff morale, and commercial performance. The HR function therefore needs to be proactive, evidence-based, and closely connected to operations, quality, safeguarding, and finance.

HR Risk / Pressure Point	Likely Impact on Healthcare Operations	Recommended Control
Vacancies and rota gaps	Continuity risks, missed visits, staff burnout, increased agency spend, and poor service-user confidence.	Maintain rolling workforce forecasts, candidate pipelines, bank staff pools, and escalation rules for safe staffing.
High turnover	Loss of experience, recruitment cost, inconsistent care quality, and pressure on managers.	Introduce structured onboarding, probation reviews, stay interviews, career pathways, recognition, and manager coaching.
Compliance documentation gaps	CQC risk, safeguarding risk, contract failure, and inability to evidence safe recruitment.	Use a live compliance matrix and audit staff files monthly against DBS, references, right-to-work, training, supervision, and competency requirements.
Training not linked to competence	Workers may hold certificates but lack practical capability for dementia, medication support, moving and handling, or challenging situations.	Assess competence in practice through observation, supervision, spot checks, reflective learning, and role-specific sign-off.
Agency dependency	Higher costs, variable quality, weaker continuity, and greater onboarding burden.	Set agency usage triggers, preferred supplier rules, worker continuity targets, spend controls, and a plan to convert recurring agency demand into permanent or bank capacity.
Poor supervision and communication	Incidents, complaints, safeguarding concerns, and staff disengagement may increase.	Schedule regular supervision, team briefings, debriefs after incidents, reflective practice, and clear escalation pathways.
Weak absence management	Last-minute rota gaps and unfair pressure on reliable staff.	Monitor absence patterns, return-to-work interviews, wellbeing support, occupational health pathways, and fair absence triggers.
Inadequate workforce data	Leaders cannot see risks early enough to plan safe staffing or control costs.	Track fill rate, overtime, agency spend, turnover, sickness, training compliance, incidents, complaints, and staff engagement monthly.

9.1 HR Maturity Assessment

Area	Current / Required Capability	Priority
Workforce planning	Forecast demand by service line, location, shift type, and skill requirement; compare against permanent, bank, and agency capacity.	High
Recruitment and selection	Use values-based recruitment, structured interviews, reference checks, right-to-work checks, DBS checks, and realistic job previews.	High
Onboarding and induction	Standardise induction for care values, safeguarding, confidentiality, infection prevention, person-centred care, care plans, reporting, and escalation.	High
Training and competence	Move beyond certificate collection to observed competence, refresher cycles, supervision notes, and role-specific sign-off.	High
Retention and engagement	Use supervision, recognition, career development, fair scheduling, wellbeing support, and regular communication to reduce avoidable turnover.	Medium/High
Performance management	Set conduct expectations, attendance standards, care quality expectations, and documented improvement pathways.	Medium/High
HR governance	Maintain HR policies, staff-file audits, equality and inclusion awareness, grievance/disciplinary processes, whistleblowing routes, and data protection discipline.	High

10. Practical HR Recommendations for Healthcare Operating Companies

Build a 12-week rolling staffing forecast that shows expected demand, available permanent staff, bank staff, agency requirement, training gaps, annual leave pressure, and high-risk shifts.
Create a preferred agency framework with minimum compliance standards, response times, cancellation rules, rate cards, escalation contacts, and worker continuity expectations.
Maintain a live safer-recruitment tracker covering identity, right-to-work, DBS, references, employment history, qualifications, training, supervision, appraisal, and competency sign-off.
Introduce a structured onboarding pathway for all new and temporary workers, including service values, safeguarding, confidentiality, infection prevention, manual handling, dementia awareness, learning disability awareness, medication boundaries, and care-plan reading.
Use values-based recruitment to assess compassion, reliability, communication, safeguarding awareness, professional boundaries, and ability to work under pressure.
Reduce agency dependency by building an internal bank of reliable relief staff and offering flexible hours to proven workers who want additional shifts.
Use workforce KPIs in monthly management meetings: vacancy rate, fill rate, agency spend, overtime, sickness, turnover, training compliance, supervision compliance, incident trends, complaints, compliments, and service-user
Improve retention by combining fair rotas, predictable communication, recognition, career progression, supervision quality, wellbeing support, and timely resolution of staff concerns.
Link HR decisions to safeguarding and quality outcomes so that recruitment, training, supervision, and performance management directly support safe and person-centred care.
Document lessons learned from incidents, missed shifts, complaints, safeguarding alerts, and agency performance issues; convert lessons into training, rota changes, policy updates, and supplier feedback.

11. Business Capability for Healthcare Supplier and Agency Registration

Business Requirement	Capability Statement
Supplier onboarding	Prepared to support portal registration, due diligence, policy review, insurance document upload, contact verification, and service capability checks.
Contract readiness	Can engage with contract terms, service-level expectations, agreed rates, worker standards, confidentiality, safeguarding clauses, and escalation routes.
Operational resilience	Understands rota pressures, continuity planning, emergency cover, workforce shortages, and safe staffing escalation.
Compliance discipline	CQC-aligned approach, safer recruitment, right-to-work checks, DBS expectations, safeguarding, training records, quality monitoring, and documented governance.
Data and reporting	Able to use operational data to review capacity, fill rates, spend, incidents, complaints, training compliance, supervision, and workforce performance.
Partnership approach	Focus on transparent communication, reliable fulfilment, performance review, feedback loops, and continuous improvement with agencies and operating partners.

12. Safeguarding, Recruitment and Workforce Standards

Commitment to safe, lawful, and fair recruitment
Right-to-work checks and use of reputable agencies where
DBS checks appropriate to role and regulated activity, with documented review and renewal
Safeguarding procedures and whistleblowing routes for staff, temporary workers, service users, and
Mandatory training expectations covering safeguarding, moving and handling, infection prevention, medication awareness where relevant, dementia awareness, learning disability awareness, equality and diversity, confidentiality, and health and safety.
Staff training to recognise, escalate, record, and report concerns
Focus on compassion, reliability, dignity, respect, punctuality, professional conduct, boundaries, and person-centred

13. Facilities and Care Environment

The organisation provides and supports care environments designed to be safe, secure, comfortable, supportive, and adapted to individual care needs. Key features include safe living environments, skilled staff presence, structured care support systems, wellbeing-focused settings, clear escalation routes, and risk-led care planning.

14. Modern Slavery and Ethical Commitment

Wylie Resourcing Ltd maintains a zero-tolerance approach to modern slavery and human trafficking. The organisation is committed to fair and lawful recruitment, right-to-work checks, safeguarding, whistleblowing procedures, staff awareness, ethical supplier engagement, and ongoing compliance with the Modern Slavery Act 2015.

15. Suggested Workforce and Supplier KPIs

KPI	Purpose
Shift fill rate	Measures ability to maintain service continuity and safe cover.
Agency spend as percentage of payroll	Controls cost and highlights overreliance on external temporary staffing.
Worker continuity	Improves consistency, service-user confidence, and quality of care.
Training compliance	Confirms mandatory and role-specific training coverage.
Supervision compliance	Shows whether staff receive support, development, and performance review.
DBS / right-to-work / reference compliance	Provides safer recruitment assurance and audit readiness.
Sickness and absence rate	Identifies workforce pressure, wellbeing risks, and rota resilience issues.
Incident, complaint and safeguarding trends	Links workforce quality to service quality and risk management.

16. Staffing Agency Registration Notes

Suitable for staffing agency registration, supplier onboarding, healthcare operating company review, and workforce compliance assessment.
Service areas and staffing needs relate to adult social care, homecare, assisted living, dementia care, learning disability support, temporary care staffing, and non-clinical medication support.
Agency workers supplied to the organisation should meet relevant care-sector compliance requirements, including right-to-work, DBS, training, reference, safeguarding, induction, and competency checks.
Agency portal fields requesting registration numbers, insurance documents, policies, certificates, references, or CQC-related evidence should be completed using the company’s official supporting documents.
Where duties involve personal care, medication support, moving and handling, lone working, or regulated activity, role descriptions and compliance checks should be clear before shift acceptance.

17. External Guidance Considered for HR and Compliance Alignment

This profile has been strengthened using current UK health and social care workforce principles, including CQC staffing expectations, safer recruitment, right-to-work discipline, DBS regulated activity awareness, and Skills for Care workforce planning themes. It should be reviewed against the company’s official policies, insurance documents, CQC registration status, contracts, and live operational procedures before submission to any portal.

Reference Area	Practical Relevance
CQC Regulation 18 – Staffing	Supports the requirement for suitably qualified, competent, skilled, and experienced staff to meet service needs safely.
Right-to-work checks	Supports lawful workforce engagement and evidence retention before employment or work placement.
DBS regulated activity with adults	Supports role-based DBS decisions and safer recruitment in adult care settings.
Skills for Care workforce strategy	Supports workforce planning, retention, training, capacity, and sector-wide workforce improvement.

18. Contact Details

Address	Main: 116 Chace Avenue, Coventry, CV3 3JG Branch: 65 Sylvan Street, Leicester, LE3 9GU
Email	contact@wylieresourcing.co.uk
Phone	07941364304
Website	https://wylieresourcing.co.uk/