Provide an explanation of the importance of continually improving knowledge and practice As a senior team leader, I have a responsibility to engage in continuous professional development. This means taking action to keep my skills and knowledge up to date and seeking to improve my capabilities across the range of tasks I carry out daily. Continually improving my knowledge is essential to my role and ensures that have the skills and knowledge needed to create the best provision for the service users in my home. I need to be aware of the most up to date legislations and guidelines, including the ICQ requirements and the welfare requirements.
As a senior team leader it is even more vital that I am aware and up to date with the above, as part of my role is to guide, support and influence other staff to do well in their own roles. My own professional develop does not only impact on me but on other staff, the company and people who use the service. Reflective practice is a huge part of professional development and I need to be skillful in this to really benefit from it; criticizing your own practice isn’t always easy but if you take a Step back and look at it from different points Of view it can really benefit how you recognize and utilities your skills.
To improve my own knowledge is very important to me and really enjoy learning new skills which can benefit my roles or future roles. In doing this feel am progressing in my career, keeping myself desirable to other employers and maximizing my potential to do well within my career. Therefore if I continue to develop professionally and improve my knowledge resulting in me improving my practice will: * Become a positive role model to other staff * Be confident in abilities and future employment * Lead and influence staff positively with the correct information and highest of standards.
Recognize opportunity for further career movements * Build a path into desired career. However, working in the field that do, the most important thing is the service users, their comfort, health and well-being, therefore the more we are aware of what we do, why we do it and its effect on the service users in our care and the more we reflect and enhance our own knowledge and learning, the more effective we will be.
Professional development is an opportunity to reflect, share common goals, support each other as well as learn from others knowledge, expertise and experience. Regular supervision and training of Taft can lead to reduced sickness and absence, it can improve the service that they provide and allow them to reflect on their own strengths and weaknesses.
It will eventually lead to an increase in accountability and motivation in the workplace and improve recruitment and retention of current members of staff. The members of staff will improve in the service they provide and be more confident. 1. 2 0 Analyses the potential barriers to professional development and record your findings below There are a number of barriers to professional development within my role and a number of things which need to think about when booking/planning raining for staff.
I have outlined the potential barriers which I could face within my role: * Lack Of funding to access training * Lack of staff to cover training * Courses being cancelled by organization * No time * No support/encouragement from your manager * General lack of appropriate training which you require * No one to acknowledge your training needs through supervisions and appraisals * No-confidence or drive to strive for better * Transport (do not drive, no bus routes etc) * Lack of childcare (or unable to afford) while attending courses * Not being able to identify your own training needs
Potential barriers to professional development may be a lack of facility with language or literacy and members of staff may be embarrassed that others may learn of this. Dyslexia and learning difficulties may make professional development a longer more intense learning path. Another barrier may be that members of staff may already think they hold the relevant knowledge they require to fulfill their jobs from many years of being in the profession.
Age can always be a major barrier to someone’s professional development as if a member Of staff is Of an older age they may be reluctant to learn new kills as the number of years they have left before retirement may be short. So they see it as a waste of time and resources, whereas for these members of staff the training would benefit them immensely.
In many cases the reluctance for professional development may come from someone not wishing to admit they require new skills and knowledge to carry out their duties effectively 1. 3 Compare the use of different sources and systems of support for professional development Formal support Informal support Comparison of sources There are numerous options for developing professionally stated below: *
External training agencies including the local authorities * The internet * Online training courses * College courses/including apprentices * Libraries for research * Internal training from management * In house training (using outside trainers) * Colleagues sharing information within staff meeting/general talking * One on one time with management (Appraisals / supervisions) Within my setting we mostly use external training sessions which are organized and delivered by Simon Brown training.
These are valuable experiences for all staff attending as they are run by knowledgeable and experienced professionals, in which trainees can ask questions, join in with debates and generally have a positive learning experience. We also complete mandatory work booklets supplied by the local college which encourages staff to research different topics and gain valuable knowledge. These experiences are then shared among all staff in regular staff meeting so that all staff, not just those attending the training, gain some new knowledge or can have their existing knowledge refreshed.
Us pervasion Appraisal Comparison of systems Supervisions are completed bi-monthly within my work place, these are to enable staff to raise concerns that they may have and also the manager can address any issues they may have, you can also address any training and development needs and agree an action plan to be met before the next supervision. Appraisal’s are completed once a year in my work place and objectives are reviewed six monthly.
The staff member is asked to score themselves on their performance of different duties and the manager will also score the employee and at the meeting they can both discuss why they scored as they have. This allows staff members to take ownership of their goals and targets or the coming year and can reflect on their achievements for the previous year. 1. 4 Provide an explanation of the factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date It is necessary to ensure that any opportunities and activities are relevant for keeping my knowledge and practice up to date. Eave to consider and assess how relevant sources of support are and also the systems of support available to me, in relation to my personal, professional and organizational goals. There are subtle differences between personal and professional development. Personal development is about developing personal qualities and skills needed to live and work with others e. G. Understanding, empathy, patience, self-respect, self-esteem and communication.
Professional development concerns career progression and developing skills which are needed for my profession such as communication, team work, leading, time management, decision making and problem solving. The principles of professional development are based on motivation and reaching goals and on maintaining high standards and effective care for the service users. Best practice can be promoted through training, personal and professional placement, reflective practice, supervisions and support. Outcome 2 (Knowledge and must be assessed in the work setting) 2. 0 Evaluate you own knowledge and performance against the following standards and benchmarks Standards and Benchmarks Evaluation The Social Care Commitment (formerly -? Codes of Practice) The social care commitment is the adult social care sectors promise to provide people who need care and support with high quality services. There are 7 ‘l will’ statements, with associated task that address the minimum standards required when working care, the commitment aims to both increase public confidence in the care sector and raise workforce quality in adult social care. You can sign up for the commitment online: www. The social care commitment. Org. K Statements 1 will always take responsibility for the things I do or don’t do 2 I will always promote and uphold the privacy, dignity, rights, health and wellbeing of people who need care and support 3 will work cooperatively with others to ensure the delivery of safe, high-quality care and support 4 = I will communicate in an effective way to promote the wellbeing of people who need care and support 5 = I will respect people?s right to confidentiality, retention and upholding their privacy and dignity 6 I will improve the quality of the care and support I provide by constantly reflecting on and updating my own knowledge, skills and experience 7 = I will promote equality, diversity and inclusion by treating all people fairly and without bias. These statements are all things that I do on a daily basis at work and everyone working in the care sector should follow the same statements.
Regulations The health and social care act 2008- My knowledge on this is forever expanding, complete audits across all of my sites and look at quality monitoring to ensure the outcomes and standards are met. Action work to ensure requirements are fulfilled and staff members are following their Duty Of Care by adhering to mine. I monitor staff and look at standards through the residential home to ensure they are compliant. I ensure service users are treated with dignity and respect by incorporating them into their care pathways. I have attached an example of one of the audits completed by myself to show the monitoring the different aspects in my work.
Minimum / essential standards The essential standards of quality and safety are central to our work in ejaculating health and adult social care. Each of the standards has an associated outcome that we expect all people who use services to experience as a result of the care they receive. The standards relate to the 28 regulations contained in the legislation governing our work. As a senior team leader these are all new to me and it is my responsibility to become familiar with the essential standards and be able to follow and share all the details with others that work with.