Promote positive behavior By Natalie Glasspool Birchwood House Karen Taylor 1.1 In order to promote positive behaviour in a care setting or organisation you should follow legislation made by government such as the Human Rights Act 1998, codes of practice and relevant policies set out by your work place. It is important to read and understand these legislations and policies and then apply them to working practice. We receive mandatory training that reinforces the trusts policies and keeps us informed of any changes to be aware of. Best practice tells us that if we keep good notes and share information with colleagues correctly then we will be able to help and support patients correctly and encourage positive behaviour. 1.2 Restrictive interventions are ways and methods that prevent an individual from carrying out a certain task.
The court sometimes requires this and one or the other is not sufficient. * You can have purpose intent without knowledge intent and vise versa The Two Types of Intent 1. Purpose- meant to cause contact, apprehension etc. 2.
They enable you to provide a good quality service working within the legal framework and most importantly aim to keep you and the individuals you support, safe from danger or harm. To implement agreed ways of working you follow the Policies and Procedures and the service users care plan, where the management of the individual's daily care needs are agreed and documented. It is extremely important to have up to date agreed ways of working as there may be changes in policies within the law. Our company may have to implement them to help protect the vulnerable. You have a duty to keep service users safe by following policies, procedures and working within your job role.
It is important to follow the agreed ways of working so you are certain to be working under the legislations that apply to the role you are undertaking, these could include the data protection act 1998, care home regulations 2001, care quality commission regulations 2009, care standards act 2000, health and safety at work act 1974 and many more. Social care workers following guidance about the limits of their job role is also extremely important as you must stay within the boundaries of your job role
Promote Positive Behaviour 1.2 Restrictive Intervention: the act of any intervention which restricts a person’s right and freedom of movement. 1.3 Here are some examples of restrictive interventions and when they may or may not be used Social intervention – where harmful or destructive behaviour can be contained and moderated with the use of language including facial expressions and words, this intervention may be and should be used as a primary action. Mechanical intervention – the use of devices to prevent or contain a person’s movement such as highchairs, stair gates, barrier erection, locked doors. Physical intervention – using actual bodily contact which should only be used with clear justification and in guidance of the settings policies and procedures and staff training. Physical intervention may only be used upon ensuring safeguards are in place for the member of staff and also the person involved and when social and mechanical intervention is not sufficient .
2. Restrictive interventions such as door holds can only be used as a last resort when all other interventions such as de-escalation techniques have failed. Restrictive interventions are used to protect a service user or other persons from harm. Dignity must be upheld at all times during any restrictive intervention. 3.
1.2 The disability act 2006 defines restrictive interventions as “any intervention that is used to restrict the rights or freedom of movement of a person with a disability including chemical restraint, mechanical restraint and seclusion”. In my service restrictive interventions would be strategies we use to protect individuals and others from their behaviours/actions. This may include things like providing 1:1 support with particular staff, locking certain doors, social interventions such as saying particular phrases or giving a certain look and physical interventions such as using your body as a guide or a block. We may at times have to respond to emergency situations in ways which can include removing someone from the vicinity of others. 1.3 When considering if a restrictive practice is acceptable it must be clear about the intention or purpose of the practice.
I will outline a prevention plan and discuss how to stay compliant. I will discuss the changes that are necessary to stay compliant. I will explain the growth in leadership in the HIM department that will mentor compliance behavior as to mitigate legal risk. I will develop a simple plan, with proper detail to teach the clinical staff ways to improve clinical documentation. Compliance
2.1 Why it is important to adhere to the scope of the job. It is important to adhere to the agreed scope of the job role as this sets out boundaries in my job role, enables me to know my role and responsibilities. Knowing my own level of competence and skills, knowing my job description enabling myself to carry out the care and knowledge required to set good care within the Health and Social care. 2.2 Access full and up to date details and agreed ways of working Agreed Ways' in other words means following policies and procedures and working accordance with. Policies and procedures consists of all rules and legislations regarding my job role I will play within my working organisation which is set by my employer and must be followed.
Legal & Ethical Responsibilities of an assessor As trainers, we must join with our employer to uphold a number of legal requirements. It is not only the law that says that we should do these things, but by doing them we can be sure that the service we provide to our clients will be better. The following table gives an overview of the main legal and ethical responsibilities of RTOs and trainers. After the table, we will have a look in more detail at the OHS and Workplace Relations requirements of RTOs. |Legal and Ethical Responsibilities of RTOs and Trainers | | Responsibility | Description | |Occupational Health & Safety |There are laws that require us and our managers to make sure that we provide a safe | | |work environment for staff and clients, and to make sure that we have a system in place| | |to record and report any workplace injuries.