Bi-Describe the terms and conditions of your contract as set out in your contract of employment or employment agreement. Answer-Turn up to work at the required times, wear the correct uniform, holiday entitlement , pay rate and confidentiality. Bii-Describe the information which needs to be shown on your pay slip/statement. Answer-Hours worked, employee number, NI insurance number, tax code, payment before deductions and payment after deductions and hourly rate.
Biii-Identify two changes to personal information which you must report to your employer. Answer-Change of address or Medical condition. Biv-Describe the procedure to follow if you want to raise a grievance at work. Answer-Refer to flow chart. -See attatched. Bv-Explain the agreed ways of working with your employer in relation to the following areas.
1)Data protection: Ensure all information is stored in a secure place and no information is given out if unsure. 2)Grievance:Discuss with floor manager or home manager. )Conflict management:If i had a problem with a member of staff, for example if i didnt like the way that they were treating a resident i would go to my manager and explain my concerns, if after informing my manager the problem persists i would then go back, if my manager dismissed this as she has already talked to the staff member, this would cause conflict and i would seek help from someone above my manager(Regional Director).
4)Anti-discriminatory: Treat everyone as an individual and do no dis-respect race or culture. )Health&Safety:Keep up to date with all training and comply with all requested of me to ensure myself, collegues and residents are not at risk of harm or injury. 6)Confidentiality:Ensure all information is secured properly and dont give out any information to anyone your not sure about, consult Team Leader if unsure. 7)Whistleblowing:Identify the unethical baahaviour in questionand determine how its affecting you or the organisation in which you work.
Decide whether the problem is worth reporting and if it will put yours or someone elses job at risk. Whistleblowing encourages and enables employees to raise serious concerns within the ‘setting’ rather than overlooking a problem or ‘blowing the whistle’ outside. Employees are often the first to realise that there is something seriously wrong within the setting. However, they may not express their concerns as they feel that speaking up would be disloyal to their colleagues or to the setting. Follow whisleblowing procedure.
Bvi-Explain how your role contributes to the overall delivery of the service provided. Answer-I follow all policies and procedure and my job roles and responsibilities to maintain a high standard of quality care. Promote and maintain a good standard of care, I also ensure that the service users are able to practice their charter of rights, for example: Choice The right to make choices about their own lifestyle, and to excercise that choice and independence whenever possible. Dignity and Individuality
The right to be shown respect and courtesy and to be treated as a unique and valued individual. Privacy and Confidentiality The right to choose to be alone, undisturbed, and free from intrusion, as far as possible, within the constraints of living with others in a nursing or residential care home; and the right to have all your personal information kept confidential. Complaints The right to comment and make known any concerns or complaints that you have about the home, or the company, without feeling under stress or threat.
Bvii-Explain how you could influence the qualityof the service provided by; a)following the best practice within your work role; By keeping up to date with all training needed to carry out my work, by refering back to my job roles and responsibilities if unsure, ask floor manager or manager if im unsure of anything-this will ensure that I am carrying out a high standard of care to service users. b)not carrying out the requirements of your role;
Residents/service users could be at risk, and if person centred approach isnt followed or the rights of the service users are taken away you could be putting them at risk of neglect and institutional abuse. Bviii-Describe how your own work must be influenced by National factors such as Codes of Practice, National Occupational Standards, Legislation and Government Initiatives. Answer-My work is directly impacted by all of the above every day. Codes of Practice and Occupational Standards form our mission, vision and values.
Legislation dictates our level and quality of care. Government initiatives impact the people we serve. For example, a code of practice in action, and in a very general sense – may be staff supporting, but also providing the tools, for individuals to become more independent. Too much support, they would learn dependence. Tools alone without support, they may not understand how to use them or when to use them. Occupational Standards would be a general guide for each career within a given field, that expresses the foundational do’s and don’ts for each.
Example, we would provide a minimum amount of service, documented and within the guidelines for the individual, while if we offered additional services that are needed and appropriate to the individual, that would be good. Laws protect for the most part. Most laws are based on safety. So legislation that offers greater protection for the people we serve, and laws that provide a clear expectation for staff – which if we follow judiciously, also protects us – are incorporated into all daily activities and decisions. That is protection for the individual. A person passing by an accident and offering help is protected from lawsuits by the Good Samaritan Law. So in these examples, both the individual, and the care-giver have laws that protect them. Government Initiatives – well, that’s a pretty general term as well which could also be interpreted in many different ways. Initiatives – I think of entitlement programs. Social Security, SSI, Welfare, WIC, HEAP, HUD, etc. These programs governmental initiatives provide additional support to people.