Parallel Staffing in Supported Living Transitions: Why It Works & How to Deliver It Well
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Parallel staffing is one of the most effective transition tools in Supported Living. It reduces anxiety, builds trust and supports behaviour stabilisation. Many commissioners now explicitly ask providers how they will use parallel staffing during the transition process. You can explore related topics in the Supported Living Service Models section of the Knowledge Hub.
What is parallel staffing?
It means that a small, consistent group of staff work alongside the current team (family, residential staff, hospital ward teams) before the move—and remain present during early weeks post-move.
1. Benefits of parallel staffing
- Continuity: The person sees the same faces before and after the move.
- PBS readiness: Staff learn triggers, preferences and early warning signs in real settings.
- Relationship-building: Trust develops gradually, not suddenly on move-in day.
- Risk reduction: Fewer unknowns during the transition window.
2. How to structure the staffing group
- Choose 3–5 core staff for consistency.
- Include at least one senior or lead who coordinates communication.
- Ensure gender mix, communication styles and expertise suit the individual.
3. Scheduling parallel staffing
- Begin 2–6 weeks before move-in.
- Attend graded visits, trial meals, activities and overnights.
- Shadow existing carers to understand routines accurately.
4. Using parallel staffing for PBS learning
- Identify triggers and preferred calming strategies.
- Practice proactive and reactive strategies with coaching.
- Record patterns into behaviour support plans.
5. Parallel staffing after move-in
- Maintain the same team for the first 2–4 weeks.
- Gradually introduce wider team members once the person is stable.
- Use short daily debriefs to review wellbeing and refine routines.
When parallel staffing is well delivered, commissioners see confidence, thorough planning and reduced transition risk—key features of high-scoring Supported Living bids.
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