ENGAGE IN PERSONAL DEVELOPMENT
SAMSON MAGARA
17/09/2014 at 22:45
1.2 What are the expectations about your work role as expressed in relevant standards ( job description)
The main purpose of my job role as given in the job description is to work under the direction of senior colleagues effectively
to support the delivery of care and education to all the pupils and students. It is also to ensure that own actions and
behaviour comply with corporate policy and local procedures, statutory regulation and quality standards .Among other
accountabilities being:
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1. Contribute to the effective implementation of individual programmes by supporting the teaching and learning, social
and independence activities and experiences, which enhance the learning and development of learners and young
people.
2. Manages the well-being and behaviour of learners and young people ensuring any significant behavioural or physical
occurrences are promptly addressed and reported, referring to a senior member of staff as appropriate[1].
The terms of how I carry out my work are explained in the National Occupational Standards (NOS). These apply across
the whole of the UK, and explain what I need to know and be able to do in order to work effectively in social care. The
National Occupational Standards form the basis for all the qualifications in the social care sector, and are divided into units of
competence. Some of these are mandatory, and everyone should be able to demonstrate competence in these areas.
Competence means that you have been able to provide evidence that you can demonstrate the skills and the underpinning
knowledge contained in the National Occupational Standards. It is important to understand that competence is not only about
doing the job; it is also about understanding why you do what you do and the theoretical basis that underpins the work.
Other units are optional and one has to be able to demonstrate competence in those units relevant to their job role. Each UK
country has National Minimum Standards that are used by inspectors to ensure that services are being delivered at an
acceptable level.
It is also important to note that in my work role, I am expected to become a valuable practitioner, to be reliable and build
good relationships with children and parent carers, encouraging play whilst learning, and by having children’s best interests
.Also I should work as a team with other staff members and parent/carers in order to support the children to promote the
children’s initial learning so that the children will feel confident and would be able boost up their self-esteem, and this will
also help them in their future, and prepare them in further education. I am expected to supervise the children as this plays a
big role in child protection, health and safety. should always watch the children closely to prevent and reduce the severity of
any injury to them for children often challenge their own abilities but are not always able to recognise the risks involved[2].
[1] PRIOTY GROUP, SUPPORT WORKER (SCHOOLS) EDU/001 JAN08 P.1
[2] www.studymode.com › Home › Communications
Your assessor is happy with your answer to the above question.
2.1 Why is reflective practice important in continuously improving the quality of service provided?
According to Wikipedia reflective practice is ‘the capacity to reflect on actions so as to engage in a process of continuous
learning’. Is a way of studying own experience to improve the way to work and is constructive when someone want to
continue on learning in the health social care professions. The importance of reflective practice in continuously improving the
quality of service provided is by closing the gap between theory and practice in social care sector. Changes in standard of
care reflect how work used to be done and how we do now in considering quality of care provided, inclusion, culture, rights
and responsibilities. Technology development changes relationships between individuals and the
Reflective practice is imperative in order to ensure that high standards are kept continuously as circumstances, children and
environments change. In order to reflect one must continuously be aware of approaches used and how they can be changed
or developed to improve. Continually improving and adapting approaches benefits both children and practitioners, ensuring
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that each individual child’s needs are catered for.
Reflective practice involves evolving in a child centred approach. The child carer benefits as his/her skills grow and develop,
enabling the highest standards of care and provision. It also promotes a better level of understanding and acceptance of
those different from us, taking on board the opinions, cultures and attitudes of others to ensure a diverse and positively
productive daily experience that enables higher levels of understanding from all .It also fosters personal and team
development because a reflective practice evolves our experiences thus enabling higher standards of learning experiences.
Experience can only be beneficial when it is either a positive experience (good practice), or a negative experience that is
reflected upon and consequently changed and improved. Carers that deem experience alone as a credential to good practice
are not developing, learning and reaching their fullest potential. Instead they are `stuck in practices and habits that may be
over used, bad practice or practice that has not reached its full potential. Kolb supports this view within his Experimental
learning cycle. Kolb values the importance of concrete experience:
(1), Observation and reflection
(2), forming abstract concepts
(3), and testing in new situations
(4).Without reflection, the working link between each experience is lost and therefore left underdeveloped[1].
New standards reflect the changes in the profession, such as the emphasis on personalised, quality services, the focus on
tackling exclusion, and the influence of the culture of rights and responsibilities. There has been a huge increase in
understanding in all parts of the sector, and a recognition of the satisfaction that comes from working alongside people so
that they are direct their own support, rather than being passive receivers of services.
Developments in technology have made huge strides towards independence for many people, thus promoting a changing
relationship with support workers. At the same time, these developments have brought different approaches to the way in
which social care work and the administration and recording of service provision are carried out. Legislation and the resulting
guidelines is a feature of the work of the sector. Sadly, many of the new guidelines, policies and procedures result from
enquiries and investigations that followed tragedies, errors and neglect. Despite all this, much of what we do in the care
sector will remain the same. The basic principles of supporting people and treating them with dignity and respect, and
ensuring they have choice and control, will continue. This means that the skills of good communication remain as vital as
ever.
There are many ways in which you can keep up to date with new developments in the field of social care,
and particularly those which affect your own area of work. You should not assume that your workplace will
automatically inform you about new developments, changes and updates which affect your work. You
must be prepared to be active in maintaining your own knowledge base and to ensure that your practice is in line with
current thinking and new theories. The best way to do this is to incorporate an awareness of the
need to update your knowledge constantly into all of your work activities. If you restrict your awareness of
new developments to specific times, such as a monthly visit to the library, or a training course every six months, you are
likely to miss out on a lot of information[2].
[1] www.studymode.com/essays/
[2] www.pearsonschoolsandfecolleges.co.uk
Your assessor is happy with your answer to the above question.
2.3 How might your own values, belief systems and experiences affect working practice?
Everyone has different values, beliefs and preferences. What you believe in, what you see as important and what you see as
acceptable or desirable is an essential part of who you are. The way in which you respond to people is linked to what you
believe in, what you consider important and what interests you. You may find you react positively to people who share your
values and less warmly to people who have different priorities.
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When you develop friendships, it is natural to spend time with people who share your interests and values. However, the
professional relationships you develop with people you support are another matter. As a professional, you are required to
provide the same quality of support for all, not just for those who share your views and beliefs. This may seem obvious, but
knowing what you need to do and achieving it successfully is not the same thing.
The Human Rights Act 1998, The Race Relations Act 1976 amended 2000, The Sex Discrimination Act 1975, Equal
Opportunities Act 2004 and the Equality Act of 2010 are all legislations that relate to equality and diversity in my own
practice. These acts are about meeting and respecting the individual needs of learners. As a health care worker it is my
responsibly to strictly adhere and follow these guidelines .This ensure that all clients are treated equally irrespective of their
colour ,age, disability , gender ,religion and belief and ,sexual orientation. It is my duties to offer a non-judgmental, non-bias
service because of individual client beliefs[1].
The way in which you respond to people is linked to what you believe in, what you consider important and the things that
interest you. You may find you react positively to people who share your values and less warmly to people who have different
priorities. Choosing your friends and meeting with others who share our interest is one of life's joys and pleasures, however
the professional relationship you develop with people you care for are another matter. As a professional carer you are
required to provide the same quality of care for all, not just for those who you can identify as sharing your views and beliefs.
When working in health and social care settings I will refer to the Care Value Base as a code of practise for promoting
anti-discriminatory practise. The basic care values are that services should be available to everyone on the basis of need and
that they should be delivered in a way that promotes service users rights. Many people requiring services are members of
vulnerable groups and suffer from disadvantaged circumstances. Care services must not exclude or discriminate against any
group in society
Overall, one’s own personal beliefs and value systems can have a great deal of influence on one’s own anti-discriminatory
practise. Whether it is someone's own morals or even someone's stereotypes surrounding people, influences are constant
throughout the health and social care profession. If all care workers are open to identify and change their stereotypes then
anti-discriminatory practise can be negatively influenced as little as possible[2]
[1] www.askpedia.com/q/36F4
[2] www.markedbyteachers.com/as-and-a-level/healthcare/analyse-how...
Your assessor is happy with your answer to the above question.
4.1 What systems are in place to enable you to identify areas of support for planning and reviewing own
development?
My employer in his operational organisation structure, has a well equipped learning and Development department. Also in
the Group employee handbook, my employer states as follows: ‘we are committed to providing each of you with a fulfilling
working environment and encouraging you in your personal development’[1].
Also my employer has incorporated Performance and development appraisal as one of the terms of employment contract with
his employees. My employer supports me through clinical supervision which is a key mechanism for supporting reflection by
enabling me examine my practice, skills, knowledge, attitudes and values. Effective participation in clinical supervision allows
me to receive professional supervision in the workplace by a skilled supervisor. It enables me to develop my skills and
knowledge and helps me to improve the care for the people who use its services[2].
Where learning and development needs are identified the company will subject to budgetary provision, organise appropriate
learning and development opportunities to enhance my skills to improve my job performance and prepare me for possible
promotion[3].
[1] Priory group employee handbook p.2
[2] Priory group employee handbook p.20
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[3] [3] Priory group employee handbook p.17
Your assessor is happy with your answer to the above question.
5.1 How has your learning activities( FFG, Manditory training, diploma,) affected your working practice?
As a practitioner, aim expected to carry out all my duties willingly and to be answerable to others for my work. To be able to
do all this effectively, I need skills relevant to my duties and responsibilities. Remember nobody is expected to know
everything at first.
Working with children and young people can be physically and emotionally demanding. All children and young people should
be treated with respect and dignity and their needs must be considered as paramount. This means working within the
guidelines of an equal opportunities code of practice, and not allowing any personal preferences or prejudices to influence the
way in which you treat children or young people[1].
There are many skills involved in working with and caring for children and young people that all adults need. There are
standards underpinning work with children and young people which are inspected. Therefore everyone in the workforce
should have an induction based on the common core of skills and knowledge for the children’s workforce tailored
appropriately to their role and setting[2].
Therefore from my learning activities, that are from the Foundation for Growth, mandatory trainings and diploma, I have
been able to acquire a lot of skills which are particularly helpful to my present job role. These opportunities of learning have
helped me to develop knowledge, skills and understanding on my job role. This has also helped me to work with confidence
with children and young people.
[1] C. Meggitt 2011,children and young people’s workforce,Hodder education
[2] C. Meggitt 2011,children and young people’s workforce,Hodder education
Your assessor is happy with your answer to the above question.
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