Without convincingly improving my knowledge and practice would be unable to make the changes that are required which would have an effect on the delivery of the service being provided. There are many ways in which I am able to find out about any changes for example searching on the internet for current and up to date Law, Acts, regulations and Legislation, watching the news and communication with the government and outside agencies.
If do not continually improve my knowledge the care being provided and the policies and practices that we would be following would be out of date and therefore not meeting the regulations which could lead to us no longer being compliant with ICQ. I need to continually improve my knowledge so that am able to put new policies and practices into place and o be able to explain in detail and show the care worker’s the new way of working to ensure all Laws and regulations are followed and that we continue to deliver high quality care.
It is important that I am able to fully understand the changes before I am able to make changes to the service that is delivered, if I don’t fully understand the initial change then I won’t be able to make positive changes, or put new practices into place and pass the information on to the care workers. It is vital that I improve my knowledge regularly and complete research on anything am not one hundred percent sure on; this ill then prevent any misunderstandings in the future. 2.
The different ways I use to improve my knowledge and understanding is the internet, books, training courses, the news, speaking to outside agencies and speaking to my manager and colleagues. I prefer using the internet for searching up to date legislation and regulations rather than books as find the internet to be quicker and up to date, books printed prior to the change will not have the most up to date information where as the internet tells you that this Act/Regulation is being revised rather than showing you the old information.
I often have weekly meetings with colleagues and management within the workplace in these meetings we are free to discuss anything work related so this is a good opportunity for me to ask other people’s opinions on putting something new in to practice, gather new ideas and to ask the management any questions I may have. I have attended physical training courses as well as written and revised training content, both of these have found very useful, they also contain current legislation and regulations.
Physical training courses I think are better for me personally as I am able to attach as well as ask questions to the trainer give them examples and listen to their answers. It is always interesting to have a group discussion during physical training as everyone has their own opinion, and some may think of another way of doing something which is just as good as how you would have conducted it yourself, but is in fact a different method. Reasonably learn quicker with a visual and physical approach I like to get involved and try new things to see which will work best, I believe we are all still learning new things daily so I always value other peoples input as one day their input may help e solve a problem. 3. Barriers that could affect me or my care workers in personal development are: age, gender, religion/belief, culture, previous experiences, physical factors, a disability, medical history, language barriers and life experiences.
Everyone is unique we all learn and develop in different ways age can affect our personal development as an older care worker will have more life experience and will have had refresher training each year and have confidence in the work they do, however they may believe they have been doing this work for years and feel they already know what they are doing and to want to take part in refresher training each year, and feel they are not learning anything new. A younger care worker could be less experienced and require more training to ensure they are clear on safety and techniques and may carry out tasks slower due to less experience.
Gender can affect personal development as can religion/beliefs and culture; this can affect personal development due to service users only wanting a care worker of the same gender or culture. This would then prevent anyone else working with this service user should they be the wrong gender or not of the same religion or ultra, as the service users wishes must always be paramount. Religion and beliefs may not always be on the side of the service user the career may not be able to work with the opposite gender in regards to personal care or they simply may not wish to.
This could prevent their personal development in the sense of learning about other religions/beliefs, cultures and how the needs may change due to the service users religion or culture. Physical factors, a disability or medical history can prevent personal development for example pregnancy, if the care worker is pregnant a risk assessment will have to be employed, this could delay their work. Also if the service user is known to be challenging and hit out it would not be safe for a pregnant care worker to continue work with that particular service user.
Size can prevent a care workers personal development, for example a large service user with severe learning disabilities known to hit out would not be placed with a petit much smaller career worker as this would put the care worker at risk of physical harm. A disability or medical history can affect personal development this could be a physical disability such as hearing loss or deafness, speech and engage disorders, vision loss or blindness it would naturally be more difficult for someone suffering with the above to progress in a career role due to health and safety not just for the service user but the career as well.
Accidents and health deterioration can happen they may not have had any of these conditions when they first began their role as a care worker. Or for example someone with a back problem or recently had surgery or has recently found out they are suffering from a chronic illness will not be able to lift objects, move quickly, or take part in moving and handling without putting hem self at risk.
Language barriers can affect personal development due to communication problems and things being misunderstood, this could also put career and service users at risk. The training can be translated and so can care plans for career and service users however communication between other care workers and the manager needs to be clear, if two care workers are needed and moving and handling is required and they are unable to clearly communicate between each other this could result in injury to themselves or the service user. . The barriers above can affect opportunities and activities to keep knowledge and practice up to date firstly the language barrier as I have mentioned in regards to the training we have previously translated the training into another language and then watched videos and had a discussion to ensure that the care worker does in fact understand the training content.
Some career are able to communicate in English however may find written questions in English quite a challenge so the training questions and handouts can be translated, they then watch a DVD so they can see visually and then have a discussion on scenarios with the trainer or manager to see what they loud do in certain situation to ensure they have understood the training, this method can also be used for people with dyslexia not translated but the use of DVD and discussion, having questions and leaflets read to them rather than sitting and reading and answering the questions.
Regardless of the barriers training and refresher training is a requirement of all care staff if career are unable to complete training or refresher training it may be that they are no longer able to continue their work as a care worker due to the health and safety to the service user and to themselves.
If their lath has deteriorated for example loss of sight or hearing or loss of limb this would make it very difficult for them to continue as a care worker due to the health and safety of others and them self, for example loss of sight they would be unable to provide support to others, loss of hearing could become a high risk in regards to not being able to hear instructions or fire alarms, loss of limb would put strain on the care worker and they would be unable to assist in moving and handling however could possibly assist with other tasks, a risk assessment would need to be conducted. Ill always do my best to purport career as individuals and adapt the training if possible to help them complete the required training. Shadow shifts are good activity for those career who may be less experienced this way they are learning by not just visual but by taking part and following instruction. Care workers come from all cultures, religions and will all have different beliefs therefore everyone will have their own way of thinking and have certain ways of dealing with things as well as their own opinions, this can cause friction between career and service users.
The beliefs, culture and wishes of the service user must always e followed, if a care worker has their own opinion towards the service users religious beliefs or culture they will either be required to keep their opinions to themselves and follow the service users wishes or be directed to care for a different service user altogether.
A group discussion during equality diversity and inclusion training could help the care workers to open up, take in and understand each person’s views, and to understand and accept why things are done differently in different cultures or religions. Everyone is entitled to their own opinion however their Opinion may be based On things they have eared or seen on the media, if a discussion is to take place from first hand career of different cultures and religions it may help people see and understand their way of thinking.
Most of our training is in house and paid for by the company however some training a trainer is required to be hired to train the career this can be costly to the company and only be held as a group on a certain date and time, if career are unable to attend that training day it may be some time before they have the opportunity again to attend a new training date if their training certificate runs out before they are able to redo he next available date of training this could prevent them from continuing their work.
Resources could also be a barrier in regards to someone who may be completing their training towards an NV either funded by the government or self funded as well as costs if self funded. Not everyone has access to a computer and the internet to be able to research and type up their assignments or to print documents they may need, not everyone will be able to travel to internet cafes or libraries to complete the work or research they need on a regular basis this could be due to costs or even down to family commitments. . The ICQ have specific requirements in regards to training and development, there are codes of practice, regulations, essential standards and the National occupational standards which all need to be adhered to and followed at all times. We have recently had our ICQ inspection we had not met all requirements therefore it was time to correct things and update things that were not up to the standard required all of which I had previously mentioned in my reflective account.
Since then ICQ have returned to see the changes that had been made by myself and my colleague it was then confirmed that we had met all regulations and acquirement and were now fully compliant with ICQ, have attached the new ICQ report with this to support my reflective account and as evidence to show I understood the regulations to be able to make changes and the end result being that we passed the ICQ inspection.
I currently do risk assessments and care plans both new and updating them with any changes, I am now completing regular supervisions and spot checks with the support staff and clients, I have taken charge with the training and now filling in personal development profiles with the support staff every 6 months.
To ensure that none of the above are forgotten about I have made a Taft files one for training and another for supervisions have a tick table in the front of each folder so it’s clear when staff have completed the next training required and also a tick chart with dates for myself so am aware when supervisions are due and who’s has already been done. Have also set reminders on the computer for family satisfaction surveys and the spot checks as these are less regular but still highly important and must not be forgotten.
The things I have mentioned above were not in place when wrote my reflective account as I was awaiting the confirmation from ICQ that the new hinges have completed and put into place were correct. Since the inspection towards the end of January this year we passed all regulations and requirements therefore it was time to make a system to ensure that things continued at the same high standard, for me reminders on the computer and tick charts are perfect to see quickly and clearly what needs to be completed by certain dates, this was my short term aim.
Now that we have passed the ICQ my aim is to take on new clients and expand the business slowly as currently we are very small and only have a handful of service users, due to to passing the ICQ last year we had no intentions of expanding, now that we have passed and are clear on what is required I feel that we can now provide services for other clients this one of my medium term aims, my other medium term aim will be to complete the training that is required of the support staff to increase my knowledge, my long term aim at present will be completing this SCUFF 5 in Leadership in Health and Social Care. My reflective account, the ICQ inspection report attached and the answer to question 5 should cover 2. 1 & 2. 2) 6. Learning opportunities for the support workers would mainly be their ongoing training, supervisions, group discussions, spot checks and their personal development profile. In regards to the training, each training will be different and every worker will learn differently we have a variety Of different training DVD’s, hand outs, power point presentations, test papers and some training will involve the trainer demonstrating and then there is the hands on practical training.
Some support staff will benefit more by completing training as a group, having discussions, different views and ideas in regards to the set scenarios, everyone thinks and feels differently and will have their own views o it’s a good opportunity to put thoughts and ideas together in a group discussion.
However some support workers will prefer to complete their training one to one or may need additional help to complete the training required, training needs and styles are discussed at 3/4 monthly supervisions and their 6 monthly personal development profile meeting, I also ask the support staff to fill in a feedback form after each training session, one of the questions on this form is “is there anything we could do/change to make this training better for you? ” this form will be logged and followed up before the ext training session to see if the training can be adapted to meet their needs.
In regards to learning opportunities for myself firstly working on my SCUFF 5 in Health and Social Care course, researching information, learning new and keeping up to date with the legislation, Spot checks and family feedback, visiting the clients, observing the support staff carry out their roles, completing risk assessments and care plans and updating them, regular meetings with my manager, taking training sessions and group discussions with the support staff and going through the train inning feedback forms.
Every ay is a learning opportunity for me as no two days will ever be the same, I learn from the discussions have with the support staff this helps me to open my mind clear my own opinion and think differently. Learn something new about the clients every time I visit to update care plans, complete spot checks, receive family satisfaction surveys or dealing with any complaints.
When I receive the training feedback forms and finding new ways of adapting the training but ensuring no important information is left out. Observing the staff and how they work together completing their daily roles is also a learning opportunity for myself. I prefer visual hands on approach as I feel this way I learn quicker. Meetings with my manager for support also help me to see new ways of doing things, further training or support I may need and guidance in carrying out my role. 7.
Previously there were not any personal development plans in place so this is something new, at present we have had two meetings in regards to personal development and 3 supervisions with each support worker. From completing these it has brought to light that most of our career do want to learn and develop in their role not just the mandatory training but also NV n Health and Social Care, one support worker has even started her access to nursing this year which is a great achievement.
The mandatory training is going well and is monitored by myself with a tick chart and has been continuous with each worker since October last year, some workers that have been in this role a long time felt that it wasn’t important to do training as they already know the role, it took slightly longer for them to understand why regular training is important and how things change regularly and it’s not that am asking them complete it almost seen as a punishment, but to actually rooter them and the service users they care for.
The training feedback forms have helped greatly in regards to the ongoing training, even the staff who were unhappy about the regular training and who saw it as unnecessary are now having a great input in the discussions and are enjoying putting forward their previous experiences into the scenarios. Am currently looking into funding for two of our support workers who wish to take the next step and move onto completing their NV 2 in Health and Social Care, I’m hoping to have something in place for them before their next supervision is due, this ill then be recorded on their personal development profile moving forward.
In regards to funding this is something I will be discussing with my manager to see how quickly we can move on getting the support staff on their NV 2 training. As mentioned before I have tick charts at the front of my files and reminders set on my computer which are working well, supervisions, meetings, updates on care plans, spot checks and training are all continuous, and it’s a clear visual for me to see who needs what next.
So far following this system I created for myself nothing has been missed or completed after the deadline date so I plan on continuing to use this system as it works well for 8. 9. Reflective learning – David Kola, according to David Kola (1984) ‘learning is the process whereby knowledge is created through the transformation of experience’ , his theory is based on active and passive learning his cycle shows how different people prefer to learn in different ways for example do, observe, think and plan.
Gibbs (1988) argues that ‘it is not enough to just do, and neither is it enough to just think. Learning from experiences must involve linking the doing and the thinking’. Cubes-Skywriter states that ‘Learning is a recess as well as an outcome’ (1922) My understanding is that yes everyone is different and we will all have our preferred learning method however unless we attempt them all how Will we better ourselves, we need to be open to all methods of learning and try our hardest at each of them we can always ask for support if we need it.
If someone chooses to only learn by doing for example this could prove to be very dangerous especially in the Health and Social care sector as mistakes could be made and not noticed, you may think the understanding is there when it’s not and they may not have knowledge of escalation and understand regulations.
Another example if someone chose only the theoretical learning style they may be able to tell you exactly how to perform something however with no ‘doing’ experience this could also prove to be risky. You will learn different things using different methods/styles of learning, training such as moving and handling will link to Gibbs argument as it has a theory part and then a practical part, therefore you are linking the doing and the thinking.
Whereas Kola’s theory would link to something happening in the workplace and you learning from that particular experience after it has happened for example, leaving a glass of water on the edge of the table, it was knocked to the floor because the service user knocked the table slightly with their walking aid, from this we would have learnt that the glass of water needs to be placed on a table nearer the centre where it could not be knocked off as easily, or that the table should be moved to allow better access for the service user due to needing a walking aid.
I personally would use Kola’s cycle but in a different order to begin with think, plan, do and then observe. Now taking into consideration all of the above statements and how hey apply to my workplace, firstly the training for the support workers, the moving and handling training and the restraint training have both theory and practical parts as well as observation, this is a strength in Gibbet’s theory as linking different Ways of learning has proven to be effective with these types of training were a special technique is used, how and why it is used.
Now in regards to Kola’s theory learning through experience in practice this is a weakness however it can be a strength in training, in practice learning from making a mistake big or small can be fatal in Health and Social care, however n regards to training it would be seen as learning something after completing the training content which would be classed as a strength.
I believe Cubes- Skywriter is correct in saying that ‘Learning is a process as well as an outcome’ in regards to training, no one is expected to be perfect at everything and know everything so it is important to continue to learn and the outcome would be having new knowledge or new skills once you have learnt something new. 10. It is important to use reflective practices to improve performance at my work place to ensure that the highest standards are being met and that I am tattering for everyone’s needs, service users as well as support staff.