* Business and reputation * Promotion prospects * CPD * Ofsted “CPD ensures that professionals remain up to date in a changing world and that the reputation of the profession is enhanced, encouraging individuals to aspire to improve performance and ensure they are committed to learning and it is an integral part of their work” Whittaker 1992 1.2 Analyse potential barriers to professional development. In my setting the main barrier to professional development is funding and being able to release staff to attend courses. Courses are often put on in the evenings and weekends and staff due to family and other commitments are unable to attend courses at these times, also it would incur additional costs. Other barriers that you may come across are employers not being supportive, a willingness to commit to courses particularly if they will involve course work. Some practitioners may not have studied for a long time and therefore may not be confident and also a lack of ICT knowledge can be a potential barrier.
This implies that it is an on-going activity and needs to be thought about as something that is incremental with different elements contributing to a large whole. Personal professional development increases the capabilities of staff. By been competent I can use my skills and knowledge to share my ideas and practices with my colleagues to help improve their skills, I also listen to them to hear their experiences and this can help me to discover my professional development as well as new skills. I have a one to one every 2-3 months with my Manager and she gives me feedback on my skills and knowledge and lets me know if I am weak in any areas and assists me in how to improve with different situations. I work as a team to improve the best care for the services users and for the staff to enjoy the environment they work in.
Timing is very important, we need to give a reward (praise, stickers, extra attention) straight after they have done something good, otherwise it will be forgotten by the child very quickly. We need to make sure children understand why they are praised. It is not necessary to give a reward every time, as it is more likely that they show good
When looking at coping with change it is not possible to ignore some of the events which change our development, life events which cause significant change are called transitions (Jeffery, J in Aldridge, S & Rigby, S 2004). If these transitions are not prepared for, they can cause emotional difficulties or even physical illness. Counselling skills can be very effective at this stage as the helper needs to work out how to make the adjustment to these changes more satisfactory for the client, to lower the emotional distress. The counsellor has to first establish what kind of transition the client may be going through; Scholssberg (1989) in Aldridge, S & Rigby, S (2004) identified 4 different kinds of transitions: Anticipated, Unanticipated, Non-event transitions and chronic hassle transitions. Unanticipated transitions are unplanned and can be projected as a crisis; this was personally experienced when my parents got divorced.
These ways of working needs to be enforced by management and needs to be continually monitored, with supervisions and staff meetings held regular. Management should also be checking on the feedback sheets that are filled in at the training courses to ensure that staff are receiving the correct and relevant training. Because if they are not being trained in the correct ways to start with the whole process will produce negative feedback and reduce staff moral if they feel they are not supported regularly. Unfortunately if management sometimes fail in not holding regular staff meetings to gain feedback and to promote a good working environment staff moral will deteriorate, which in turn will affect the level of care being provide to individuals in our care and staff retention will fall. If management enforce following these ways of working and passing on all positive comments and praising good working practice would ensure that all members of staff are working towards the same goals and to achieving good working
Having experience in a similar role is also more important when recruiting rather than when retaining because once you have employed staff they will become experienced in that role, whereas when you are recruiting it is a new start which could be more difficult to settle in and do the job efficiently. Another employability skill is effectiveness in meeting personal and team targets. This would be more effective for retention than recruitment because when you recruit someone you will find out how well they meet targets whereas when you are choosing who to keep, you will be able to compare the staffs that meet targets better. Giving and accepting criticism is more important than motivating and supporting your co-workers. This is because once you are able to take and give constructive criticism, then you will be able to support them, and if you cant give them feedback it will be impossible to be a supportive co-worker.
Within my setting I constantly reflect on how I work and try to think of ways that I can improve or different strategies that may improve my practice. This will then benefit myself, my colleagues, the children, the parents and carers within my setting. K3D223 How learning through reflection can increase professional knowledge and skills As a childcare practitioner we have a professional duty to reflect on our practice and to develop it to ensure we provide the best for our children and their families. Every day new and exciting ideas come along and practices within childcare change, that is why it is important to keep up to date with what is going on and evaluate your own knowledge and skills against what is best practice. Reading articles, keeping up to date with training and being aware of the national standards and legislation will ensure that you remain competent and well informed, this will help you to provide the best care to your children as you can.
Kimberly Duff 17053 Skislope Way Truckee, CA 96161 Home: 530-214-8404 Cell: 530-587-1030 kimduff1@aol.com Summary Childcare Worker focused on implementing daily curriculum that will spark imagination, build self-esteem and help children discover new things each day.Childcare Assistant adept at keeping calm under pressure while continuing to keep the daycare setting light and playful. Works hard to identify and rectify behavioral and educational issues. Experience Teacher's aide 08/2010 - Current STEPP Program Truckee, CA Promoted good behaviors by using the positive reinforcement method. Maintained daily records of children's individual activities, behaviors, meals and naps. Created and implemented developmentally-appropriate curriculum that addressed all learning styles.
Compromising looks for solutions that partially satisfies both parties involved in the conflict. Compromise may be appropriate to use in situations where goal are moderately important to the job role and to enable a staff team to reach a temporary settlement on complex issues. Compromise can be used as a first step when the parties involved in the conflict do not actually know each other well or they don’t have a high level of mutual trust. Compromising is also to be used when the techniques of collaboration or forcing do not work. Advantages of using compromise include faster issue resolution, so therefore may be more practical when time is a factor.
When doing so one has to start early and have some form of a plan. The best recommendation for this area is working with the public such as teachers, librarians, or reading specialists to coordinate book selections to curriculum and a chosen theme. Although, we cannot dismiss children’s interests and reading levels. Here we have recommendations where a book fair should have coordinators who can correlate book selections with a particular curriculum for literacy. To plan and organize the fair everyone who is involved should make use of the materials: posters, planning calendars, patterns for making bookmarks and banners, and instructional videos.