Jane Gillespie Unit 9, page 1 of 2 Engage in personal development in health, social care or children’s and young people’s settings. 1. 1 Describe the duties and responsibilities of own work role. My duties and responsibilities are described in my job descriscription, which relates to the area of health and social care in which I work and my work place. My responsibilities are governed by relevant legislation of the GSCC code of practise for support workers. My workplace policies and procedures are built around these legislations and code of practice, which in turns defines my job description. . 2 Explain expectations about own work role as expressed in relevant standards. I refer to the GSCC code of practise which states: Protect the rights and promote the interests of the service user. Strive to establish and maintain the trust and confidence of service users. Promote independence of service users which protecting them as far as possible from danger or harm. Respect the rights of service users whilst seeking to ensure behaviour does not harm themselves or others. Uphold public trust and confidence in your service.
Be accountable for the quality of my work and I take responsibility for maintaining and improving my knowledge and skills.. 2. 1 Explain the importance of reflective practice in continuously improving the quality of service protocol. Reflection is the examination of personal thoughts and actions. This means focusing on how you interact with colleagues, service users and the environment. It means thinking about how you could have done something differently, what you did well, what you could have done better. How you can improve what you have done.
It also means reflecting your own values, beliefs and experiences which shape your thoughts and ideas. This will allow you to obtain a clearer picture of your own behaviour and a better understanding of your strengths and take appropriate future action, continually improving your practice and the quality of care you provide for the service user. 2. 2 Demonstrate the ability to reflect on practice. Belief systems do not necessary have the religious or spiritual in nature. Instead, belief can be a method of understanding, organizing and making sense of the world around us.
By exploring our personal values and beliefs, we are able to understand our individual perspectives of life and the world around us. Support workers must be careful not to impose our own values and beliefs, and unconsciously projects our world view on into the service users presenting concerns. Support workers may also hold to rigidly to their own values and fail to recognise client’s rights to their own standard beliefs. The way service users values and beliefs may differ from mine , may be Only likes a bath once per week. Don’t like to dispose of out of date food. Likes to wear certain items or colours of clothing every day.
Different sexual preferences. I am responsible for providing an equal, non discriminatory and inclusive service to all people no matter what their beliefs and values are. Jane Gillespie Unit 9, page 2 of 3 3. 1 Evaluate own knowledge, performance and understanding against relevant standards. It is my responsibility to ensure my knowledge and skills are up to date. It is important to regulary attend training and refresher courses such as Child Protection Training, Domestic Abuse training, heath and safety training. Legislations and procedures are constantly changing g and it is important to maintain your knowledge and keep it correct.
The code of practise states: I am accountable for the quality of my work and take responsibility for maintaining and improving my knowledge and skills. Undertaking relevant training to maintain and improve my knowledge and skills and contributing to the learning and development of others. Seeking assistance from my employer or the appropriate authority if you do not feel able or adequately prepared to carry out any aspect of my work, or you are not sure about how to proceed in a work matter. If you ever feel out of your depth in your practice you have a duty to report this to your line manager and apply for the relevant training. . 2 Demonstrate use of feedback to evaluate own performance and inform development. There are tow types of feedback, formal and in formal. Formal is usually by your manager. This could be done during supervision or appraisal. They could give you feedback on improvements to your practise since you attend a specific course. They could give you feedback in regards to the way you have handled a situation/incident. From your managers feedback and on reflection, you may feel had you had specific training in the required area. Here you request further training or development for your practise.
Informal feedback could be from individuals. Key people or colleagues. It could be a small comment which makes too reflect on your performance and make a conscious change to your practise to enhance it. You could also ask colleagues to give you feedback on various aspects of your practise, then reflect on their feedback in ways which will inform your future development. 4. 1 Identify sources of support for planning and reviewing own development. Everyone should have their own personal development plan. This should be a up to date record showing attended and any training and development needs hich have been identified. These needs may have been identified by yourself, line manager or colleges. You may feel you need more training in safeguarding. Your line manager may feel you need to enhance my case notes practise as new colleagues are starting and they are not reflecting your good practise. 4. 2 Demonstrate how to work with others to review and prioritise own learning needs, professional interested and development opportunities. I attended a trainging course for Domestic Abuse indicators organised by Manchester City Council.
The course covered symptoms of different types of domestic abuse, financial, physical, sexual institutionalised etc. It also covered what professionals should do if you suspect abuse of a service user, who to report it to and procedures to follow. I found this course very interesting and learned new things that I was not aware of. I hoped that I would not encounter may suspected cases of abuse. But if I did I am now informed of the actions I need to take. About 3 months after training on this course, a service user confided information to me that a family member had been taking money from her bag.
I asked the service user of her suspicions and what events had taking place. I listened and offered support, as she started to become distressed. I took notes of what she said, so that I obtained the facts correctly. I assured the service user that suspicions would be passed Jane Gillespie Unit 9, page 3 of 3 on immediately to the appropriate authorities and that I would have to pass on this information as I have a legal responsibility and professional one too as I felt that the serious of the incident warranted a complete investigation.
I assured her that apart from anyone else than the police |I would not divulge the information given to anyone else. I advised her that my line manager would support us both in the investigation of her allegation of theft. I followed actions to take as per my companies policy and procedure, I spoke with the police in a confidential setting and passed on the information that had been given to me by my service user. My line manager also asked me to write detailed case notes of what had been disclosed so if needed my report would be accurate, concise and contain all the facts.
If I had not attended the training course, I would not have realised the importance of accurate and concise notes at the time and therefore my notes would have been based on memory only. I realise that as my report may be used in legal proceedings it has to be represent actual facts and to reflect the account as it was said to me. The training course informed my knowledge if what to do in the event of abuse, and therefore was well worth attending as |I now feel more confident that I am following the correct procedures in such events. 4. Demonstrate how to work with others to agreed own personal development plan. I could produce DIARY of training and things I have learned within the workplace, to show my development, and progress in achieving targets. There are various formats for producing my training diary, but however I record it it always contains SMART principles. Specific Measurable Achievable Relevant Timely I always review my plan and keep returning to the original to see how I am progressing. I am not afraid to adapt and alter plans if my circumstances change. 5. 1 Evaluate how learning activities have affected practice.
I will supply Bev with all my current training certificate together with a written statement from my line manager saying that training has improved and benefited my service users. 5. 2 Demonstrate how reflective practice has led to improved ways of working. I requested feedback from various colleagues with regards to various aspects of my practise. After, reflect on their comments and choose one aspect where I would feel ii could make improvements and change my practise to reflect this. 5. 3 Show how to record progress in relation to personal development.
In order to show my progress I would consult my personal development plan. This is normally done with my line manager. The targets I am set have a time constraint on them and in addition they are realistic and achievable/ If timescales are unrealistic this would create distress and lead to failure which would be demoralising to me. When I was constructing my personal development plan I reflected my jobs= and the Manchester City Councils requirements of my position. I look at short and long term goals. I think about the future and my career and what I want to gain from this. Most importantly I remember “SMART”.