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Care Certificate Standard 1 (understanding your role pt 1)

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melonie raines

on 25 April 2016

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Transcript of Care Certificate Standard 1 (understanding your role pt 1)

Standard 4
Standard 3
Standard 5
Standard 2
Standard 1
Standard 1
UNDERSTANDING YOUR ROLE

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Education:
Activites:
Likes:
Your personal
development
PLATFORMS
Social
SOCIAL
SEO
CMS
The Care Certificate
Section One
What you need to know

Developing a personal development plan
Supervision and appraisal
What you need to know
Your Job Description
The code of conduct for health care support workers and adult social care workers in England
Care Certificate
Understanding your role
Your role-Tasks, Behaviors and standards of work.

You need to be aware of what is and what is not in your job description
It will be almost impossible for your
Job discription to list every task you
will do but should largley reflect your
role.
Duties that might be included in a job
description are:

Providing care and support

Working as part of a team

Contributing to activities

Respecting confidentiality
Providing care and support
Working a person centered way, communicating well, building relationships and promoting quality and diversity.
Working as part of a team
being a supportive team member and developing your skills to improve your work.
Contributing to activities in a safe way
Respecting confidentiality by not discussing any personal information on individuals or staff with unauthorised people, and storing record securely
The Skills you need to carry out your role
competently
and the ways in which you should work are set out nationally.
The care certificate is shared health and social care training. it is expected that new healthcare support workers and adult social care workers will complete the 15 standards Before they work without supervision in any workplace.
The 15 standards can be found at:
www.skillsforhealth.org.uk/care-certificate
This has the moral and ethical standards expected of all health and social care workers
www.skillsforcare.org.uk/document-library/standards/national-minimum-training-standard-and-code/codeofconduct.pdf
As you develop your role you will continue to build on your knowledge and skills, you may be asked to complete an NVQ qualification (if you do not already hold one) after you have completed your induction, as well as ongoing training this may include one to one, group or internet based training.
Experiences, attitude and beliefs
Your experiences, attitudes and beliefs are part of what makes you who you are. they affect how you think, what you do and how you do it. Your background, upbringing experiences and relationships will have all played a part in the way you see things.
These attitudes and beliefs may have d you to choose to work in health or social care but sometimes could lead you to asume things about people that are not right. It is important that you develop self-awareness so that you can learn to check that this does not happen
Values, aims and objectives
It is important to understand what your employer wants you to achieve as it will help you to understand your own role. Your organisation will have values, aims and objectives.
The beliefs or ideals that should be evident in all aspects of the service you provide.
VALUES
AIMS
The general goals that an organisation hopes to achieve through their activity. The job will be to contribute to achieving these.
OBJECTIVES
Specific things that must be in place in order to achieve the aims
OUR VALUES, What are they?
Rights and responsibilities at work
There are many pieces of legislation that exist to protect us from harm workers and to make sure everyone is treated fairly.
HEALTH AND SAFETY
The Health & Safety at Work Act 1974
This sets out your rights and responcibilities in the work place. You have the right:
To work in an enviroment that is safe
To be provided, free of charge, with the equipment that you need to keep you safe at work.
With those rights come responcibilities. Your employer will have policies and procedures or tell you about your agreed ways to work in ways that are safe for you, those you work with and the people you support.
You must work in the ways that you are told by your employer
If you have concerns about safety in your workplace you must talk to your manager
CONFIDENTIALITY
The Data Protection Act 1998 protects people's rights to confidentiality. it restricts how personal and sensitive information can be used, stored and passed on. Personal details must not be passed on unless the person gives their permission.
These laws give you rights as an employee but also require you to treat individual's information responsibility.
You should only pass on information in line with procedure and for the purpose of providing the best care. You can find more information about the Data Protection Act 1998 at: www.gov.uk/data-protection/the-data-protection-act
Working conditions
There are many pieces of legislation that demand that terms of conditions of employment are fair. For example the law states you do not usually have to work more than 48 hours per week, although you may wish to do so. exactly when you work will depend on your contract.
The Equality Act 2010 gives all people in the uk the right to be treated fairly and aforded equality of opportunity.
This means that all people must be paid equal pay for equal work regarded of protected characteristics or differences. the amount that your employer pays you for your work must meet national minimum Wage.
Protected characteristics:
Age
Being or becoming a transexual person
Being married or in a civil partnership
Being pregnant or having a child
Disability
Race including colour, nationality, ethnic or national origin
Religion, belief or lack of religion/belief
Sex
Sexual orientation
Agreed ways of working
Your employer will tell you the safe and agreed ways in which you are expected to work, this may be shared with you as part of a policy or provided in person by your manager or another colleague.
Agreed ways of working with each individual will be detailed in care plans they ensure that you are working with in the law and providing care and support that meet the needs of the individual.

If you do not follow the agreed ways of working, you could harm yourself or others without meaning to . you are responsible for your own work and could face disciplinary procedures if people come to harm as a result of your actions or omissions this could lead to dismissal or even prosecution.
You have responsibilities to the people that you provide care and support to. you must ensure that:
there safety and welfare is protected by ensuring that their care plan is followed and carried out in agreed, safe ways.

The care that they receive meets their needs by evolving them and their carer or support network in the planning, review and delivery of their care.

They are treated fairly and that their rights are upheld by working in ways that promote equality and diversity and uphold their dignity and human rights.
Not all of the individuals you support will be confident or able to speak out. if their care is inadequate or they are treated in ways that do not uphold their rights you must support them to make a complaint, or raise concerns yourself.
Reporting Errors
Whistleblowing
Working in Partnership
We are all human and mistakes sometimes happen. when mistakes are made it is importaint to be honest and identify where error have happened this will allow:

Action to be taken that may reduce the impact of the mistake.

Lessons to be learnt through thinking about and agreeing what went wrong.
Your employer should provide or explain their whistle blowing policy. you have a responcibility to report things that you fel are not right, are illegal, or if anyone at work is neglecting their duties.
This is known as 'Whistleblowing'.
In most cases you should discuss your concerns with your manage. however, if you felt that it was not appropriate to speak to your manager for some reason, you should follow your employers whistleblowing procedure and ways of working.
You role will involve you working with many people who have a variety of roles. This is known as 'partnership working'. developing good relationships will help improve the quality of care provided.
The main working relationships in health and social care can be categorized in four ways:

Individuals and their friends and family.

Your collegues and managers.

Peope from other work places including 'advocates'.

Volunteers and community groups

ADVOCATE
Someone who provides support by speaking for an individual on their behalf.
For example, in providing care and support to an individual, their carer may provide support by visiting or providing food. you should be helpful and make sure that this is built into the careplan and routine, and is understood by other workers. you might also support the individual to share their wishes with the carer.
Other workers might provide a service to someone you provide care and support to. For example, a dietitian might advise the individual about their weight and help them agree a plan for their meals and snacks, taking into account any preferences or dietary needs. as the worker likely to see the individual most regularly you could encourage them to keep the diet and support them to feed back how the diet is wrong or if it needs to be changed.
If the individual was not eating or unwell as a result of this would arrange for the diet to be reviewed quickly. Very often health care support workers or adult social care workers are in a position to play an importaint role in making observations and links with other workers because they are in regular contact with the individual. Tey are very importaint partners in the overall health or social care provision to an individual.
All working relationships should involve mutual respect and should value other peoples skills and knowledge with a focus on working together in the best intrests of the individual receiving care and support. the importance of people working together should not be underestimate as serious case reviews, which are the reviews carried out when a vulnerable adult dies or come to significant harm, ofte identify failings in partnership working as being a key factor in what went wrong.
Effective partnerip working
Good communication between everyone is essential. health and social care workers must trust, value and respect one another, having belief in everyones ability to work together to achieve shared goals
6C's
Communication
Effective communication is central to a successful workplace for both individuals and staff alike.
For communication to be good and effective it must be open, accurate and understandable. Ways of communicating and language must be right for the individual so you can be sure that they understand what is being said. workers should avoid using jargon which can be misunderstood.

The first of the 6C's
Competence
Having the ability and expertise to understanding individual's needs in order to deliver effective care
Activity 1.1a
ask your employer for a copy of your job description and use the form given to describe (use examples to help) your main duties and responsibilities.
Activity 1.1b
Below is a link to a copy of the code of conduct for health care support workers in and adult social care workers in England.
List below three examples of the standards they include.
Activity 1.1d
Self awareness is very important for all care work.
Use the form provided to help you think about your previous experiences and the attitudes and beliefs that you are aware you hold and how they may affect the way you work.
Through the creation of a small care agency;
We will continuously strive to ensure good relations between the service user and the carer.

Our priority is and always will be, the service user that come to us for help, as I understand how difficult it is each day for both the service user and the service user's family.

We will also strive to improve and will always welcome feedback.
Our primary focus will always be to offer a personalised and flexible service to meet any change in needs of our service users.

Our goal is to ensure that anyone who seeks our agency’s help will feel that their voice is heard, no matter how soft or how loud it is.

Your organisations Values
Activity 1.2b
using the form provided identify the aims, objectives and values of the organisation that you work in.
Working time

Weekly hours
Employers can’t force adults to work more than 48 hours a week on average - normally averaged over 17 weeks.

employees have a right to opt out of the 48 hour working time regs by signing a disclaimer.

Breaks

Workers over 18 are usually entitled to 3 types of break - rest breaks at work, daily rest and weekly rest.

Rest breaks at work
Workers have the right to one uninterrupted 20 minute rest break during their working day (this could be a tea or lunch break), if they work more than 6 hours a day.

Daily rest
Workers have the right to 11 hours rest between working days, eg if they finish work at 8pm, they shouldn’t start work again until 7am the next day.

Mobile workers not covered by any special rules usually have the right to regular rest so that their health and safety (or anyone else’s) isn’t put at risk.

Weekly rest

Workers have the right to either:
an uninterrupted 24 hours without any work each week
an uninterrupted 48 hours without any work each fortnight


A worker’s employment contract may say they’re entitled to more or different rights to breaks from work.
Pay and wages

NMW (Ntional Minimum Wage)
the current national minimum wage is set by goverment and is age dependent the current rates are:

Activity 1.2a
Using the form provided describe (use examples to help) your rights and responsibilities as a worker
Activity 1.2c
It is essential to work in ways that are agreed with your employer.
Use the form provided to give an exaple of an agreed way of working in your workplace and explain why it is important.
Activity 1.2e (part i and ii)

Part i) For each of the statements on the form provided decide whether each should be reported as a concern or not.

Part ii)
tinking about the statements which you identified as needing reporting, explain how youould raise your concerns, or whistleblow.
Activity 1.3a
Using the form provided describe four of your responsibilities to those individuals you support.
Activity

1.3b
Using the form provided explain how a working reltionship is different to a personal relationship (use examples to help expline your points).

1.3c
On the form provided can you identify the main four working relationships and identify who they are likely to be in your workplace.

1.4a & b
using the form provided explain why as a worker in heath and social care it is essential to be an effective and good team member and work in partnership with the people identified.
Personal development happens throughout your life. At work, it starts with agreeing your aims and objectives and thinking about your strengths and development needs. You then set goals so that you can meet your objectives and make the most of your talent
A personal development plan (PDP) is an action plan that helps you get organised, identifies learning and development needs to help you do your job better or help in your career, and then tracks progress.
For those new to health and social care, the Care Certificate is the beginning of your learning and will usually form part of your induction. All good employers will want to develop their workers further over time. This development plan might be agreed during your induction period or during a review at a later point. The majority of PDPs cover a 12-month period. You will agree with your employer how long it will take you to complete the Care Certificate. Your employer knows exactly what they expect from a worker and will help you set targets and find the learning you need. As you continue to work in health and social care it is important that you develop your skills and abilities. This may involve further training, specialist courses and qualifications.
The most important person involved in your PDP is you; however, your manager, other workers and the people you provide care and support for will all play a part.
In order to agree your PDP you need to ask yourself questions such as:

What do I want to achieve?
What are the standards, skills and knowledge needed by my current role and do I have any gaps? What are the learning and development opportunities in my current role?
What are my ambitions and goals?
Am I making the right choices to get me there?
When you are carrying out your work activities, you will be supervised by a more senior member of staff. Supervision is a term which is also used to refer to more formal sessions with your manager or supervisor which are an opportunity to discuss your performance and development. Supervision sessions are a regular opportunity to talk through any part of your work, your role or about the individuals you provide care and support for. Your supervision might take place one-to-one with your manager or in a group or team meeting. Sessions take place at a time and frequency agreed with your manager and should be recorded.
Regular supervisions are important to any job so concerns can be addressed, progress checked and additional support arranged. Whether your work is in one location or within the community, your employer should ensure that you have regular supervision opportunities
An appraisal is a one-to-one meeting, usually once a year, between you and your manager which reviews how well you are working and making progress. Your manager will support you to plan your next steps and update your PDP
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