* Informing your employer where the practice of colleagues maybe unsafe. * Helping service users to make complaints. * Complying with employers health and safety policies. * Recognising and using responsibly the power that comes with your work with services users and carers. 1.2Explain how duty of care contributes to the safeguarding or protection of individuals Following a Code of Practice and thinking about your duty of care means that your practice will be safer because you will stop to think if you are working in the best interests of the person you are supporting and if you are keeping them from harm.
If you are told by a service user that they are being abused you must tell your manager even if the service user ask's you not to tell to must make them aware that you are duty bound to do so to protect them. It is then important to make sure that they are safe from further abuse keep any evidence you find and record it. 2. Describe what a social care worker must do if unsafe practice is reported but nothing is done to ensure it is corrected. If the manager takes know action talk to them and ask why they haven't done so,if still nothing is done then go to regional manager it should not be necessary to go further but if you do there is cqc, health and safetyat work or department of health detailing all the relevant information.
Be able to work in ways that are agreed with the employer. Describe why it is important to adhere to the agreed scope of the job role. The scope of your job role of care assistant comprises the different tasks or activities that need to be carried out to get your job done. It is in effect a ‘contract’ in that it defines what you have to do, how you should do it, with whom, where, in what circumstances and by when. Because it also includes details about what you are aiming to achieve, it is used to judge your performance.
The implied duty of fidelity protects business interests and imposes a obligation employee must not disclose any information or trade secrets of their employers business. Throughout the course of employment, an employer will obtain information, which may possibly be confidential information. If an employee’s position is highly ranked then there will be possibilities that the employer has acquired potential confidential business information that may be disclosed this type of situation will need to be addressed and employers will need protection. In Thomas v Farr plc. , the categories of information was sectioned out to address what type of information is not to be disclosed when the employment contract has ended.
1.1 Explain the purpose and benefits of continuously improving your own performance in your work environment. The purpose and benefits of continuously improving my own performance at work is to exceed my limitations, achieve personal goals, increase income, self-motivation, to attain standard performance, to exceed my actual performance, benefits of progressing my career and job satisfaction. 1.2 Explain the purpose and value of encouraging and accepting feedback from others. The benefits of encouraging and accepting feedback is to help me improve my work, learn from my mistakes and to help me feel more confident in the work that I am doing. Feedback also helps us see ourselves from the perspective of others - to see ourselves as others see us.
As soon as you have identified that an employee is under-performing, do not wait for things to go from bad to worse. You need to let that team member know that his or her performance is unsatisfactory and conduct a performance counselling session with them to get them back on track. You need to ensure that you have a formal communication process between a manager and the employee, and that process has to be documented. Below are the five steps for effective performance counselling: 1. Establish a safe and trusting
Working in the Health and Social Care industry I think the most important thing is the service users and our health and social care workers and their happiness. The more I reflect and enhance my own knowledge the more effective the learning and training will be. We also have to take responsibility for our own behaviour on people that we manage and train and encourage them to show positive behaviour too. 1.2 – Analyse potential barriers to professional development There are a number of barriers within my role. Once the barriers have been identified I should look to overcome these.
Describe at least two ways of improving your performance at work. Where relevant, illustrate your answer with specific examples from your own experience. - Learning from the observations of others: Managers hey may point out areas in which an employee can improve their performance. If the feedback is constructive and fair, the employee can take it on board and try to improve their performance. - Learning from performance review: The appraisal process is about taking a systematic look at what the employee does in their job.
It will also explore the goals of the organization. Redesign and Rewards Introduction Organizations are presented with the challenge of recruiting and retaining quality and productive personnel to maintain their workforce. Organizations are in constant pursuit of new avenues to keep their employees satisfied
If you suspect unsafe practice you should follow company policy and once you have ensured the individuals safety you can then report to your line manager. You should preserve any evidence and if recording then record as is told to you, there may be the need to use a body map which should be labelled correctly. If you have the need to report such an issue and there is no response you would need to take it to the next level. Your company should have a clear safeguarding procedure. If you still feel there is an issue being ignored then you can seek advice from an outside source.