Gone are the says where you were just about to care & support people who needed help.
Due to the various changes of delivery in health & social care set-vices, such as residential; or supported living or independent living. Staff now how to increase their knowledge and require continuing professional development. Skills for Care state that staff are to be capable, skilled, responsive and well- trained.
- Thesis Statement
- Structure and Outline
- Voice and Grammar
Therefore professional development needs to be a continuous process where knowledge & skills are being updated and improved where possible to give the best care to our service users.Legislation & government leslies effect how care is delivered. As a manager I need to be aware of the changes, and make any changes if required. Also need to update my staff of any changes, and explain to them why these changes have been made, so they can implement them. There are many barriers face when dealing with professional development. Though I have a small staff team, a lot of them are from an older generation, where they didn’t do that well at school, some Of them hated school, and they couldn’t wait to leave education and go out to work.This now makes it difficult for them to learn, as they have a fear of earning – due to lack of confidence & understanding of the learning material given to them.
Most of them came into the care industry purely because they had a love to care for those who needed it. This was to support people with personal care needs, providing them with a loving and clean environment to live in, to feed them and to show them that despite their differences and their disabilities – people where there to love & care for them.Now this care has been bombarded with constant paperwork to complete – this is often on a daily basis, and staff often say that they have to spend so much time doing paperwork, that now time with the clients has been jeopardized due to this. Other barriers include trying to access training material. There are so many training companies available now – but a lot of them are expensive, which my training budget can not afford for such a small staff team.Also these training companies seem to have so many stipulations linked to their training packages, such as: staff numbers, age, nationality; training venues – which in return results in more complications trying to get the staff there, which is also an added cost to the company; time – so courses run so long, that the staff just don’t have this time available to complete them. Due to the staff working extra hours due to the poor pay given for care work, they don’t have much free time to themselves, and they don’t want to use this time completing training packages.
In summary, barriers are: trying to access the correct training material suitable for the needs of the Home & staff; low training budgets, against expensive training courses available; time to get the training done without impacting the time needed to care for the clients. Also trying to make the training at a level where the staff are going to understand the information, plus retain it and then to be able to put it into practice. With the constant changes in the health care sector, this becomes an extremely difficult task – both for me to keep up to date with current changes, as well as keeping staff trained and informed.There are different sources & systems of support for professional development. There is formal and informal support, as well as supervisions & appraisals. You can discuss with the staff member if they feel there any areas of the job role where they feel they may need some extra training.
Also through observation, you can establish if the staff are killed to complete the job, or if there are areas where improvement can be made. If you feel a staff member is struggling to complete a task, you can offer support there and then, and show them a better way of doing a task.We also offer training DVD’s for the staff to watch, which comes with an assessment paper, where they have to answer a selection of questions, to see if they have understood what they have watched. We also offer external training courses, were staff attend training venues or trainers come into the Home to deliver the training. This is a good method of training, as staff have n opportunity to ask the trainer any questions they may have on the chosen subject.
When planning development programs, you have to consider everyone’s learning abilities and styles, so that everyone benefits and gains from the training. . 1 – 2. 2 There are a number of standards and benchmarks used in health & social care, but it can be very difficult to learn and achieve all of these in a given time. Standards & Benchmarks include: Codes of Practice – which is a set of written rules which explains how people working in a particular profession should behave. Regulations – which are laws / acts which are designed to control or govern conduct.
Essential Standards – which are a set of guidelines designed by ICQ, which enables all care homes to run safely in all areas of care, from the service users, staff and the home itself.National Occupational Standards – which specify I-J standards of performance that people are expected to achieve in their work, and the knowledge and skills they need to perform effectively. Evaluating your own work practice can be difficult, but you need to be able to identify your weaknesses and your strengths and work on these. Using benchmarks and standards will help you evaluate your knowledge, as if you find areas tattoo are confused on or struggle with – then this is an area that needs to be developed. I do enjoy doing extra training, but finding the time to complete these when running a home is extremely difficult.
Your working day is taken up by dealing with day-to-day issues and paperwork. As a manger of a small home, don’t have a senior or a deputy manager that I can delegate work out to, so therefore I can be bogged down with a lot of paperwork, and appointments, which doesn’t free up any time to do any rouses or reading to better myself. In addition to this, the above standards and benchmarks are always being changed, so it is difficult to learn them. You just get to the point where you think you have taken it all on board, then something gets changed, so therefore paperwork issues have to be changed to correspond to these changes. Also feel that some courses are not relevant – such as NV, as they do not teach you anything, and you don’t gain any extra knowledge, as most Of the course is demonstrating how you do your work. Find them very time consuming without any benefit at the end of it. An added problem with NV, especially at management level – just by the time you have completed them, another level or course has been developed which makes your current course invalid, so you have wasted a lot of time for very little in return, then you have to start all over again with another course.Priorities development goals & targets to meet expected standards.
This involves identify the goals you need to achieve against a time frame that it needs to be completed in. The process involves the following: is it a current requirement for my job role; do need it to comply with regulations; when sees it need to be achieved; will it improve my knowledge, and how will it improve my service delivery and outcomes. The one goal I need to achieve is this NV level 5. It is a current requirement for my job role, as regulations state that managers should achieve this goal.I need to be able to complete it within the next 10 to 12 months, I don’t believe it will increase my knowledge, and don’t really feel it will help me deliver a better service to my service users, as it does not teach me any new material or better my skills at doing my job role ? if anything it effects my time, where I loud be using it to better the service. 3.
1 -3. 3 Select learning opportunities & personal learning style. Over the years I have learnt that I prefer to learn in a structured manner.I prefer to read information, answer questions relating to what I have read, and then putting them into practice where possible. Enjoy distance learning course, as these normally come in the form of a detailed book, along with question papers. I struggle with NV due to the format that they are written.
They seem to use a language of their own, so you end up wasting time trying to work out what hey are actually asking of you. There is no real new information learnt, as you are mainly writing about what you currently know.The structure of the NV seem to be fragmented – where you are talking about more than one unit at a time, and this method of learning just does not work for me. It has to be structured, and flow nicely. My own personal development plan is designed in the same way use for the staff. Most training is completed yearly to keep staff up to date. Any specialized training requirements needed, will involve bringing in a specialized trainer.
Most mandatory training is completed using training DVD’s.