LEADERSHIP & COMPLIANCE
Recruiting the Right Registered Manager & Nominated Individual
A Provider’s Guide to Building a Leadership Team That Passes the Ofsted “Fit Person” Interview
In UK residential childcare, buildings, décor, and policies matter — but leadership is existential.
The appointment of the Registered Manager (RM) and Nominated Individual (NI) is the single most important decision a provider will make. Under the Social Care Common Inspection Framework (SCCIF), Ofsted places substantial weight on the effectiveness of leaders and managers and their ability to safeguard children, lead staff, and maintain continuous oversight.
This is not simply about filling vacancies. It is about:
- Passing the Fit Person interview
- Securing and maintaining registration
- Demonstrating effective governance
- Protecting children
- Sustaining quality over time
This guide sets out what Ofsted looks for, the red flags to avoid, and how to recruit and support a leadership team that is compliant, credible, and inspection-ready.
Ofsted expects the RM to lead confidently in line with the Children’s Homes Regulations 2015 and the Guide to the Quality Standards, particularly in relation to leadership, safeguarding, staffing, and care planning.
What to Look For
Qualified and Experienced
- Holds, or is actively working towards, the Level 5 Diploma in Leadership for Residential Childcare
- Has substantial, recent, and relevant experience (typically interpreted by Ofsted as around two years within the last five)
A “Safeguarding First” Mindset
- Can clearly explain why decisions are made, not just what actions were taken
- Demonstrates professional curiosity and proportionate risk-based decision-making
Visible and Accountable Leadership
- Knows the children well and understands their risks, plans, and progress
- Is present in the home, models good practice, and leads from the front
- Manages incidents, complaints, and concerns decisively and transparently
Evidence-Driven Practice
- Maintains accurate, timely, and reflective records
- Can evidence learning from incidents and improvements over time
Ofsted expects the NI to demonstrate active oversight, not passive delegation.
What to Look For
Operational Understanding
- Understands the Quality Standards well enough to challenge and support the RM
- Can confidently explain how compliance is monitored and assured
Governance and Oversight Skills
- Reviews and analyses Regulation 44 visit reports
- Leads or oversees the Regulation 45 – Quality of Care Review
- Uses data, audits, and KPIs to identify themes and emerging risks
Effective Supervision of the RM
- Acts as the RM’s direct line manager
- Provides regular, recorded, and purposeful supervision
- Holds the RM to account while offering appropriate support
Visibility and Accountability
- Visits the home
- Knows what is happening operationally
- Can evidence decision-making and follow-up
Expert Insight: The RM–NI Dynamic
Many providers fail not because individuals are weak, but because the relationship between RM and NI is ineffective. Ofsted looks for a “high support, high challenge” relationship: collaborative but not passive, supportive but not collusive. A weak dynamic is characterised by siloed working, lack of challenge, and “I didn’t know” explanations.
A strong dynamic demonstrates shared understanding of risks, regular oversight meetings, and clear actions. Inspectors expect both roles to speak consistently and confidently about safeguarding risks, quality concerns, and improvement priorities.
Four Common Recruitment Mistakes to Avoid
The “CV Hire”
Appointing based on qualifications and experience alone. Poor cultures replicate themselves. Always recruit for values, resilience, and judgement, not just job titles.
The “Absent NI”
Appointing a Director or Owner who is too busy to visit the home, review audits, and supervise the RM. Ofsted sees this as a serious failure of governance.
The “Jumping Manager”
Repeated RM roles lasting only 6–9 months can indicate inability to sustain improvement, difficulty managing pressure, or poor inspection outcomes. Patterns matter.
Ignoring the “Step-Up Gap”
Promoting a Deputy Manager without structured transition support, mentoring, and a clear understanding of legal accountability. The RM role carries a different level of responsibility and scrutiny.
How to Recruit Confidently
Use Scenario-Based Interviewing
Avoid generic questions. Ask: “A child has gone missing three times this week. Walk me through your safeguarding response, risk review, and learning process.” You are testing judgement, not memory.
Check Their Ofsted Track Record
Review inspection reports from homes they managed. Is there sustained improvement? Are leadership comments positive? Are issues repeated?
Test Oversight Capability
Provide a mock Regulation 44 report and ask: “What are the three biggest risks here, and what would you do next?”
Verify Regulatory Understanding
Ensure they understand the difference between the Children’s Homes Regulations 2015 and the Guide to the Quality Standards, and how oversight translates into practice.
Evidence-Ready, Not Opinion-Driven
A clear RM–NI Responsibilities Matrix is not required by Ofsted — but it is viewed positively. It demonstrates clear accountability, governance maturity, and effective delegation. Ensure the matrix reflects actual practice, is reviewed regularly, and is referenced in supervision and governance meetings. Clarity prevents inspection failure.