Candidate to provide narrative under each statement of how they meet the criteria and list the number of the piece(s) of evidence supplied to demonstrate this. (See also possible examples of evidence sheet).
You must provide answers to each question that allow your examiner to properly assess what work duties you are doing or what role you have within your work. It expected that you will need approximately 200 words per question. The more detail you provide the less likely your account will be sent back for more clarification.
You must answer each question in your own words and written in the first person meaning “I do this”. A tip is always to keep in mind the “who, why, how, where and when” in each answer.
The induction process is arguably one of the most important primary processes within the organization. The initial importance is to ensure that the individual is working within the correct guidelines of the company policies and values, Safeguarding regulations and Care Quality Commission standards. It is then extremely important for the service users, so that staff understands and knows each individual and their support plans to ensure that the individual follows a person centered approach to caring for that individual. (1.1 and 1.4) The induction process is a continuous process throughout an individuals stay within the company and home. The induction process inevitably starts with the inductee. To identify and ensure that each individual during the process is inducted sufficiently UBU and the induction of staff look upon the learning types of the individual through job fit analysis. Neil Fleming (2012) states that there a 3 types of ‘learner’, the Visual Learner, the Auditory Learner and the Kinaesthetic Learner.
The Visual Learners learn best by visual stimuli such as graphs, diagrams and pictures. These individuals will convey messages in a video or picture format rather than the written word. Auditory Learners are individuals who learn and with hold information best when in the written format or spoken, they benefit from lectures, notes, handouts and large paragraphs of information. Kinaesthetic Learners learn best through demonstrations and being hands on throughout the learning process. (3.1) I am in the understanding that this is why there are numerous ways in which we induct individuals to meet their learning styles. We firstly adapt to the Visual Learner by showing tenants files such as the tables, pictorial information about the individual which previous staff and individuals have created. Within the support we also have support plans, risk assessments and other information regarding the tenants for the auditory learners.
Finally a 2 week hands on induction putting into practice the information and placing it into real life situations for the kinaesthetic learner. During the hands on shadowing induction we build upon the team strengths and individual strengths we have in a team. If we have individuals who are more sufficient in certain areas we have them induct the individual in that area or have the individual shadow them while they are doing that task. This is important as it builds worker relationships but also allows the individual to understand that within the company and support everyone is there to support each other and the service users. The inductee is then observed by me, my manager and/or the staff which they originally shadowed. We also on occasions where the individual can take control and show the individual the process or things they like to do such as certain walks or activities they like to do, how they get ready or washed.
The individual is then empowered in the induction process and can comment on the inductee’s performance. It is also a key indicator in how that person is able to interact and also builds a worker and customer, working relationship. (3.2) I then gain feedback from the support staff through meetings with them personally (3.3) the inductee has then shadowed and been shadowed by other practitioners and the service user when applicable and this is then fed back through their later induction support session. Inductees then complete a 3 Day induction day with the company looking upon motivational tasks, presentations and team work activity to strongly embed the company ethos, agreed ways of working and appropriate values a member of staff should have when supporting the individuals that we support. (1.2).Fleming also states individuals are simply not either or types of learners but sway to others but incorporate other forms dependant upon the information they are receiving. This process is advantageous in this respect as it is incorporating all types of learner to ensure that the team is storing the correct information about the tenant and giving the correct level of support at the primary level.
Through the review process of induction it is discussed with myself and the individual, what previous qualifications they have and, work or life experiences they have which can assist in their knowledge, which method they found easier to learn from, what areas they have found straightforward and difficult from there. Dependent upon their qualifications and experience we look upon what the inductee could input onto the care of the individuals we support and what could be done differently. The inductee is then observed on 3 occasions in the beginning of each area they need to learn and then passed once 3 successful observations are complete. Once the individual has gone through the home, individuals and company knowledge basics a look upon their job description and responsibilities is then looked at, a broad picture of how to move forward with the inductee and what is needed for them to grow within the company either through progression routes or progression in the level of care they give to the individual is built upon and moved forward.
This includes areas the individual still needs training on, areas in which they are competent and areas and strengths the individual can bring to the support and how to incorporate these new ideas. (2.1, 2.2, 2.3, 3.4, 3.5 and 3.6) The induction process is therefore not simply left to the initial employment stage. The induction process is used when individuals need refreshment of certain stages of the enrolment, which is outlined through support sessions and retraining needs. It is also used if an individual has had or created issues in certain areas and reassessment is needed. It is then used to build on a person’s responsibility the more they progress.
The inductee or current staff then go through the format of the induction process for their new responsibility and then pass once the 3 observation processes are complete in the new learnt skill (1.3) This process is circular in theory, so that it can be repeated with the same consistent process so individuals grasp and understand the company policies and procedures, CQC policies and procedures and local authority procedures. It also ensures that the any area at anyone time can be readdressed to ensure processes are followed for individuals safety and safeguarding when required (1.4 and 1.5)
The induction process is therefore an ever changing fluid process that is an adaptable tool within the organisation. It is important that the induction process is taken in this form to be able to be adaptable to changes within legislation, abilities of new staff and new training movements and needs of the company (4.1) It also important to take new forms of induction for example individuals still go through the paperwork and home induction process however as discussed the 3 away day inductions have only been introduced in the last year.
This came about through feedback from team managers, local authorities and regional managers that staff had a good in depth knowledge induction but there needed to be more teamwork and with UBUs new goals for inspiring and stepping forward in the social theories of care they wanted staff to embody this way of thinking and working (4.4). This feedback can come in the form of suggestions made to the training managers via meetings held with regional managers. The auditing process from CQC and Local Authorities made as suggestions within final reports which is fed back to training managers (4.3) the company have How is it for you feedback forms that are filled out by the staff at the end of an induction process and then on a yearly basis there after. (4.2) (5.1 and 5.2)
Evidence used in this Unit (List below)
Fleming, N. (2012). Introduction to Vark. Retrieved from http://legacy.hazard.kctcs.edu/VARK/introduction.htm
Candidate Signature:: Emma Hill Date: 01.07.13
The information within this Reflective Account is a true reflection of the candidate’s role, responsibilities and competence.