As a professional worker within Clare Lodge I have many expectations within my job role. As a secure care home I am governed by several pieces of legislation that outline the rules, boundaries and policies that are provided for us by Peterborough City Council. These include the National Minimum Standards, these are the standards that the home as a whole are expected to be working to. Some of the things outlined in these standards are wishes and feelings of the child, equality and diversity, safeguarding, health and well being, contact, placement preparation and suitability to work with children.
It is imperative and expected to work professionally in my job role and the children’s safety and care comes above anything else, even when looking after your colleagues, if someone is not behaving in a professional manner then it is the expectation of the employee to use policies provided to deal with it.
The policy to be used would be in respect of “Whistle blowing”.
As I am in a professional role I have my own rights as well. I have the right to be treated fairly and with dignity under the policies provided. I also have the right to protect my own safety be it within a union angle, within a physical intervention process, for my own health and safety with equipment provided and from a safeguarding perspective I have the right to not take on tasks which I feel could put myself at risk from allegation. It is important that I exercise my rights and my professional expectations, always working within the training, policies and legislation provided to me.
Having feedback affects my role and practise as a professional worker. Any feedback that I receive should be constructive so that I am able to learn from it and be factual to truly reflect the practise that I show. There are several ways this feedback can be given to me. First of all I receive feedback through supervision with my line manager. This involves a monthly meeting of a minimum of one hour. In this it is my responsibility to bring an agenda and discuss anything I wish to speak about, it is also the responsibility of my supervisor to bring any practise issues and offer of resolution or training to it. Secondly in my role I can receive feedback from my colleagues through meetings, email and 1-2-1 chats.
It is important that this happens to build relationships with your colleagues and produce effective team working. Last of all the most imperative form of constructive feedback is from the young people, they will tell you in the best way they can if you are helping them in the right way through key work sessions, girls meetings and general conversation. It is not good or professional to take this feedback when they are in a heightened state as it will not be a truly reflective account of how they are feeling you are working with them.
As a professional we are bound to provide a “Duty of Care” to myself, my colleagues and the young people I care for. I also have a CALM (Crisis aggression limitation management) instructor certificate which binds me to monitor Duty of care within physical intervention within the unit.
What is meant by duty of care is following all rules, boundaries and policies of the unit in the best interest and care of young people and staff. For example, I cannot sit back and watch a young person be assaulted by another and in the same breath cannot watch a staff member get hurt because I don’t want to get involved in a restraint. Not conforming to duty of care is being negligent and this is against the law under Common Law. It states in common law that negligence places people at risk and therefore you are going against risk assessments in place and provided by the unit and its employees to keep everyone safe. It also falls into things such as the Health and Safety Act 2004 where all staff are responsible and have a duty of care to clear up spillages, obstructions and report any damages for them to be dealt with and keep the staff and young people safe.