Which are responsibilities of the administrator to ensure staff competency?

• A. Delegate all tasks and provide no supervision.
• B. Provide training only at hire.
• C. Establish training plans, monitor performance, provide supervision and evaluation, and address gaps.
• D. Avoid evaluating staff performance.

Answer: (C)

The main idea tested here is that maintaining staff competency requires ongoing, structured oversight by the administrator. It’s not enough to train once; competency comes from a continuous process of planning, monitoring, guiding, evaluating, and closing any gaps in skills or knowledge.

This approach is best because establishing training plans sets clear expectations and a path for developing the skills staff need. Continuously monitoring performance ensures that what staff have learned is being applied correctly in real work. Providing supervision and a formal evaluation creates feedback loops that guide improvement and document progress. Addressing gaps promptly helps prevent small issues from becoming significant problems, supporting safety, quality care, and compliance with regulatory standards.

Why the other options don’t fit: delegating all tasks with no supervision removes accountability and makes it impossible to verify competency. Training only at hire ignores the reality that needs evolve and skills can degrade without ongoing development. Avoiding evaluating staff performance eliminates essential feedback and the chance to identify and correct deficiencies.

Together, planning, monitoring, supervising, evaluating, and filling gaps form a comprehensive approach to keeping staff competent over time.