My role as a career Essay

My part as a c argonr is to abide someoneal and practical cargon expediencys for deal with a distributively(prenominal)-inclusive range of maladyes and disabilities, to assist table protagonist applyrs with getting up in the morning and getting washed similarly serveing them get undress likewise bathe and the toilet where requisite. To help dish bulge turn up rolers with mobility problems and separatewise physical disabilities, including incontinency and help in use- and c atomic number 18 of aids and Personal equipment. To help in the promotion of mental and physical Activity of receipts users through talk of the t confess to them, by taking them stunned, sharing with them in activity Such as reading, writing, hobbies and Recreation. To give rise and change beds tidy rooms do light cleanup spot and empty commodes, do launder service users clo involvement. Set tables and trays, serve meals, and supply service users who involve help, prep are light mea ls and wash up, and tidy and put one over a representation. To read and write in lumber-book records and resign part in cater and service users meetings and in home office lock activities as directed. To conform to all policies, procedures and guidelines primed(p) down by Trewcare in measure of carrying out(p) these care duties and in new(prenominal) administrative aspects of the business, as Relevant.To be available to acetify, as and when is concord with Trewcare giving where is potential, 24 hours nonice of either merchantmancellation. To carry out accurately in a competent manner, instructions from managers and Supervisors that adhering to the care plans of individual usefulness users. To actively talk- and listen to service users, allowing for their personal choice in their own Home. To warrant all home visits are for the judgment of conviction allowed, as schedule and request the service Users. To maintain accurate, concise, up-to-date and timely records of the service users care, Care plan folder, medication forms, financial accomplishment all in folder. To return all relevant paper conk to the office Where deemed necessary by the company. To document each visit in the daily log, expound tasks under taken, any changes which shake up occurred and other discipline relevant.Nature to be unselfish in prize of written comments made in the daily log so as not to unduly or unintentionally break down or upset the service user as they and their family/represent actives are entitled to read it. To graze only at heart Trewcares regulations regarding the intervention of service users finances, ensuring accurate backup and receipting of any transactions. To be familiar with Trewcares health and base hit Policy and to promote rock-steady operative practices to suss out full compliance with infection flummox got procedures prosecuteing company constitution to report and record any accident or incident which whitethorn occur no m atter how minor, Weather to the service user or carer to report back to the manager(s) or supervisor(s) on any aspect of the service users care which, in the view of the care/ represent ca-caer, warrants investigation or urgent action to report adjacently to prudence any noticeable changes in easilyness, behaviour or circumstances of service users maintaining the service users respectable to secretiveness and surreptitiousity to participate in reviews of service users care plans as required.To be aware of, and comply with, the tasks and activities which must(prenominal) NOT be undertaken as part of care duties, as exposit in Trewcares Policy on Prohibited Duties (Limits of Responsibility) to propose supervisors and/or managers of any perceived problems or difficulties. Experienced with the service provided to service users To advise supervisors and/or managers of any ideas, this capability enhance and improve the level of service delivered to the service users. To per form such other duties as whitethorn middling require. To participate in induction and pieceation training and regular in-service training programmes as directed by managers or supervisors. To pretend myself available on a regular basis at an agreed, appointed time to rate and Review my personal and professional progress which will be preserve in my personnel file, which is available for inspection on request this will be carried out as either a one-to-one or annual appraisal.My name of employee is Yvonne Smith and my engagement began at 8/10/13 also my continuous employment will begin on 8/12/13. My cash in ones chips rates of assume, as detailed on the attached sheet. It will be gainful at four every week intervals in arrears by swear automated credit fall inment (BACS). My hours of cipher is variable by agreement according to the demands of the service with no guaranteed hours, I will be notified of hours by management. My holiday entitlement is 5.6 weeks per year from April to March compensable as an average of the previous twelve weeks in line with the statuary requirement. Any overpaid holiday pay will be deducted at the ending of employment. Bank and public holidays do not apply. My entitlement to sick pay is as laid down by the statutory sick pay scheme. indemnity and indemnity scheme, the company offers a stakeholder pension scheme to all employees. A hacking out certificate under the brotherly security pensions act 1975 is not in force in respect of my employment.My noticeentitlement and requirements, under 1 month of service is nil to employer, 1 month of service but less than 2 years is 1 week to employer and 2 years of service or more is 1 week for each completed of year of service to a utmost of 12 weeks of employment to the employer. Under 1 month of service is to employee (me) is nil. 1 month of service or more is to employee is 4 weeks. My place of work is at Trewcare guests homes and at that place office. A disciplinary procedure applicable to me is I must adhere to the conditions of service and requirements as laid out in the employees handbook and company policies procedures. I acknowledge that I sire received a statement of the particulars of my employment as required by s.1 ERA 1996 and I lay down confirmed my agreement that above scathe contract of employment with Trewcare Limited. I sign and dated the contract and my employer.My pay work shift must showGross pay My full pay in front any tax or internal redress has been taken off the sum ups of any deductions which change from payday to payday variable deductions, for example tax and National Insurance, and what the deductions are for. The total amount of any fixed deductions these are deductions which tangle witht change from payday to payday, for example partnership dues. An employer does not have to use details of what these deductions are for, as long as they give a divert statement with these details on at least at once a year.The total amount of take-home pay after deductions, and the amount and method for any part payment of wage (for example separate figures of a cash payment and the balance credited to a bank account). My employer business leader complicate additional culture on your pay slip which they are not required to provide, such as National Insurance number, Tax code, Pay rate (either annual or hourly), and breakdown of additional payments similar overtime, tips or bonuses, which must in any case be included in your gross pay figure.Change of name, Change of cry and Change of bank details.I recognize that employees may from time to time have concerns, problems or cathexiss directly connected with their work and collect to have a speedy,fair, consistent and reliable for resolving these issues. My companys grudge procedure, set forth below, aims to resolve problem areas quickly, fairly and objectively. The procedure is intended to polish good employment practice and does not con fer any contractual regenerates on employees. Procedure It is in everyones best interest to mark off that employee grudges are dealt with quickly and fairly and at the lowest level possible at which the matter crowd out be resolved. Informal Resolution virtually routine complaints and grievances are best resolved informally in preaching with the manager. dealing with grievances in this way can often lead to a speedy and successful reply of problems, and is recommended to all employees as the prime(prenominal) option. bollock Procedure, Raising a formal grievance If the informal approach does not resolve the matter, (or if the employee wishes to opt out of the informal option thusly the employee must put his/her grievance in writing to his/her immediate supervisor or manager, provided that he/she is not the subject of grievance. A simple form has been designed for this purpose. Employees with reading or language difficulties should seek assistance, for example, from a w ork colleague. Dealing with the grievance Upon receipt by the company of a written grievance the employee will receive a written invitation, with at 3 schedule days notice, to attend a formal meeting to discuss the matter. An employee may request a postponement of the meeting, on account of a abetter _or_ abettor not being available, up to a maximum of 7 schedule days. If the employee has difficulty reading, or English is not their first language, the content of the invitation letter will be explained to them orally. The meeting will be arranged within 5 works days where possible, of the issue being raised, although certain circumstances, such as the need to collect information, etc., may make this difficult on occasion.Right to be accompanied The employee will have the right to make a reasonable to be accompanied provided that the grievance concerns a art owed by the employer to the employee. As such, this right is un same(p)ly to apply in cases such as complaints most pay i ncreases, quality of the refreshment. This right is, however, restricted to better half worker, a trade union representative or an official industrious by a trade union, and not roughone acting in a representative capacity. A trade union represented who is not employed official must have been certified by their union as being competent to co-occur with a worker. Employees will be reminded of this right prior to being invited to, and attending any meeting, and if they exercise this right, they shall be required to inform the agency of the name/status of the person who shall accompany them.No employee will be reprimanded or made to suffer torment or punishment from anyone as a result of seeking resolution of a grievance through this procedure. Where a grievance is about the employees immediate supervisor or manager then the employee may go directly to the department head or director responsible for their area, or, if their immediate supervisor or manager holds such province, to t hat persons immediate manager, provided of course that such a person exists within the agencys organizational structure. Records will be unplowed detailing the nature of the grievance, the response, any action taken and the reasons for it and whether there was an appeal, and if so, the outcome. These records will be unplowed confidential and retained in accordance with info Protection principles.An employer has a art to verify that data is being processed lawfully. Home workers may need specific training on their obligations and those of the employer in relation to data protection, the procedures which they must follow, and what is, and is not, an authorized use of data. Employees should understand when and how they are required to dispose of data they may create at home, for example by requiring those to shred documents prior to disposal Employers should carry out an sagacity of the data protection implications of employees working from home. Grievance If you have a concern, p roblem or complaint at work, you might want to take this up with your employer.This is called raising a grievance. You might want to raise a grievance about things like things you are being asked to do as part of your job, the terms and conditions of your employment contract, for example, your pay. The way youre being alloted at work, for example, if youre not aban slanged a promotion when you think you should be discrimination at work. For example, you might think your work colleagues are bullying you because you because of your race, age, disability or sexuality. It may be possible to sort out your complaint by obviously public lecture to your employer informally. However, its not always possible to sort out your complaint in this way and you may want to take out a formal grievance. You dont have to take out a formal grievance. However, if you end up making a complaint to an employmenttribunal, the tribunal may reduce any compensation they pose you if you didnt raise a grieva nce first. Be respected and to be treated as an individual. To be treated in a dignify way, to be treated equally and not discriminated against. Be aloud privacy and cared for in a way that meets our postulate and takes account of p indicateences and choices. Safeguarded and protected from risk and harm.Allowed access of information about them and cared for in a way that meets the clients needs. Given choices and promote independence to be treated as an individual We are all individuals and everyone has their own unique character and personality, which are developed through the different flavor experiences, cultures and beliefs we follow. It is also through other factors such as well-disposed class, age, ethnicity, culture, background and gender. It is weighty and essential to treat different raft as individuals and to try and meet their needs quite a than stereotyping mint. E.g. all black people are the same. Treating everyone the same regardless is weakness to respect di versity. Treated in a dignified way we all want to be treated with gravitas and it is a very chief(prenominal) part of an individuals life. Working in the salutaryness and genial care profession it is important to help people maintain their dignity so they can entertain their sense of self-respect and self-worth.All wellness and fond care professionals should be sensitive and aware of the needs of people and service users e peculiar(prenominal)ly during times when the body and its functions could be exposed. decree that relates to wellness and golosh includes, amongst others, the Health and Safety at work Act 1974, way of Health and Safety at Work Regulations 1999 and Health and Safety (Enforcing Authority) Regulations 1998. The oecumenical roles and responsibilities of health and respectablety policies and procedures agreed with my make-up for colleagues include, Having a personal and embodied responsibility to promote safe working practices and maintain a healthy, sa fe and secure workplace and having a responsibility to ensure that they have an sentience of and comply with the make-ups health and safety policy. Having an awareness of health and safety risks they hardiness and the actions they should take to mitigate those risks.Ensuring that health and safety objectives, targets, processes and procedures are established and communicated end-to-end the organisation to all colleagues and ensure that put on accountability is established for health and safety throughout theorganisation. To take reasonable care of your own health and safety if possible subjugate wearing jewellery so no spreading infections. To take reasonable care not to put other people comrade employees and outgrowths of the public at risk by what you do or dont do in the course of your work and to co-operate with your employer, making sure you get proper training and you understand and follow the companys health and safety policies and not to interfere with or misuse an ything thats been provided for your health, safety or welfare. Report any injuries, strains or illnesses you suffer as a result of doing your job (your employer may need to change the way you work). Tell your employer if mostthing happens that might affect your ability to work (e.g. becoming pregnant or suffering an injury) your employer has a legal responsibility for your health and safety they may need to suspend you turn they ferret out a solution to the problems.If you drive or operate machinery, to tell your employer if you take medication that makes you drowsy they should temporarily move you to another job if they have one for you to do. Make the workplace safe and maintain risks to health, ensure that coiffure and machinery is safe to use, and that safe working practices are set up and followed make sure that all materials are handled, stored and utilise safely. Provide adequate first aid facilities. Train you about any potential hazards from the work you do, chemi cs and other substances used by the firm, and give you information, instructions, training and surveillance as involve and set up emergency plans also make sure that ventilation, temperature, lighting, and toilet, process and rest facilities all meet health, safety and welfare requirements and check that the right work equipment is provided and is properly used and regularly maintained. Prevent or control exposure to substances that may damage your health and take precautions against the risks caused by inflammable or explosive hazards, electrical equipment, noise and radiation also avoid potentially dangerous work involving manual handling and if it cant be avoided, take precautions to reduce the risk of injury, provide health supervision as needed and provide protective clothing or equipment uncaring of charge if risks cant be removed or adequately controlled by any other means. watch that the right warning signs are provided and looked after and report certain accidents, inju ries, diseases and dangerous occurrences to either the Health and Safety Executive (HSE) or the local authority,depending on the type of business. The main health and safety responsibilities of others include abiding by the health and safety policies of the organisation and various health and safety acts. Tasks that should not be carried out without special training include use of equipment, first aid, administering medication, health care procedures, and, regimen handling and preparation. In aver to access additional support and information relating to health and safety I would refer to my line manager, the policies and procedures supplied by my organisation and access any governing based websites. It is important to assess health and safety hazards posed by the work setting or by particular activities in order to prevent risk of injury to oneself, fellow colleagues and service users.I would report any potential health and safety risks that have been identified immediately to my line manager both verbally and by written report if necessary. Risk assessment can help address quandarys between rights and health and safety concerns as the risk assessment will highlight a risk, therefore if there is any dilemma as to whether the client could carry out an activity, as they may be legally entitled to, there will be legal documentation to state that an employee has notified the client of the risks involved in that activity. An accident could be described as an unintentional incident which could possibly have an adverse egress on a persons wellbeing, initiated from outside the human body, whereby there may be some initial warning. several(prenominal) of these incidences can include a slip, trip, fall, burn or cut. A sudden illness can be described as an incident that occurs without warning, from within the human body, for example, a stroke or heart attack.If an accident or sudden illness occurs then policies and procedures to follow include making the situation s afe if possible, treating my origin if possible, as Im a first aider, reporting any accidents etc. that occur in the health and safety at work/accident book and reporting these to my supervisor or manager. In prevalent I would follow all organisational and legal policies in place. The legislation that relates to mournful and handling is the Health and Safety at work act 1974. It is important that all risk assessments are carried out on the individual or object beforehand. You must bend your knees and not your back, hold objects to your chest and do not bear anything above the weight that is specified by your employer. In my role as a volunteer at I lift items of very little weight except from time to time I will lifttables in the setting up of the drop in which is always carried out by two people in order to evenly distribute the weight.Some hazardous substances and materials that may be found in the workplace may include electrical equipment, hot water, chemical substances haz ardous to health, soiled linen, various detergents etc., needles and other house physicians and people. Hazardous substances should always be stored in their correct containers and should be clearly labelled. They should always be used only by people who are properly happy to use these substances and trained people should use these in the manner that they have been trained to use these substances, they should be disposed of in the correct manner and use correct storage containers that they are due to be disposed in. some practices that prevent fires from starting include not allowing rubbish and combustible ware to accumulate or bins to overflow, check electrical equipment and wiring regularly, not decanting or using flammable materials near a naked flame. Some practices that prevent fires from spreading include raising the alarm ASAP, not messing with firefighting equipment, never depart from doors open or obstructed, only fighting the fire if it is safe to do so and following all organisational policies.Clear evacuation routes should be kept clear at all times because if these are blocked then a persons route to safety may be blocked resulting in possible injury or death in the event of a fire. I would use agreed ways of working to check the identity of anyone requesting access to the work exposit or information, by checking in any diaries available, or with line managers, anyone who has an appointment that day, as well as referring to all organisational and legal policies that may be in force. If I was in any doubt whatsoever, I would refuse access and refer any situation whereby an individual was requesting any access or information to my line manager. I would also treat the individual requesting access to premises and/or information with respect and telephone their employer to validate that they are who they interpret they are.It is important to ensure that others known their own whereabouts so that they know the nighest exit in case of a fire or some other emergency where the building had to be evacuated. Indicators and common signs of accentuate can include headaches, tense muscles, aches of body muscles, increase in smoking as well as reduced ability to concentrate and becoming irate. Some circumstances that tend to trigger my own stress include people contradicting me when Im correct inwhat Im adage or doing and when people badmouth things or people I like or love. The ways I tend to manage my own stress include accepting what other people are saying or doing (whether they be right or wrong), taking myself out of the situation and talking to people who are not in the situation or have nothing to do with the situation.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 me mber, this would cause conflict and I would seek help from someone above my manager (Regional Director). 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, colleagues and residents are not at risk of harm or injury. Confidentiality Ensure all information is secured properly and dont give out any information to anyone youre not sure about, consult squad Leader if unsure. Whistleblowing Identify the unethical behavior in question and baffle how its affecting you or the organization in which you work.There are many things that I do that contribute to the overall delivery of the service provider, for example I provide the best possible care I can give to the service users & families of those service users by communicating in effect & being involved in their day to day activities and personal needs I may also write their daily reports in latte rly detail. I read and sign all the service users care plans to ensure I can provide the correct and safest care.It is important to maintain my skills and keep up to date with my training and keep up to date with changes in legislation, the quality of care to the residents of the home by setting standards of care for the carers to work to and need to be client led-always giving the person you are looking after his/her own choice/decision over what he/she would like done for them. After all they are the employers really. So showing respect at all times coupled with privacy and dignity when bathing or assisting them in toilet routines. Knocking on doors and waiting before entering a room is a basic must. Butthe exaltation carer is one who gets pleasure out of being helpful rather than regarding his/her role as just a mere job. It follows that if a carer wants the clients to do as they are told rather than being given choices and respect, then their quality of life becomes miserable and they will dread that particular so-called carer being around.Codes of Practice, Legislation dictates our level and quality of care. brass initiatives impact the people we serve. I am a direct care support professional in the depicted object of caring for persons with multiple disabilities, including developmental disabilities. 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 oft 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 and donts for each. Example, we would provide a minimum amount of service, documented and within the guidelines for the individual, while if we offered additional work that are needed and appropriate to the individual that would be g ood.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 compound into all daily activities and decisions. We do not restrain. 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, thats 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 persons at or below the poverty level, to help them to have necessities. Some, not all, persons with disabilities, utilize these programs / initiatives, t o assist with whatever they are unable to provide through their paid community employment.These national factors give you guidance, standards and rules to follow my work practice. Legislation tells me what I must/must not do. My role and responsibilities in respect of employment practices and present an issue of public concern that has occurred within either the health, social care peoples sector. Additionally, I will create a career plan which reflects on my continuing professional development and associate learning and possible future qualification opportunities. Maybe look at how the special educational needs code of practice impacts on what I do or who I contact in my setting. What does my job contract list as its minimum standards for duties and responsibilities that I am expected to work with, perform to & where wanted beyond in my daily work? realistic bodies are groups or organizations that guide or stand for the same thing that colleagues working in a Caring sector field. Care whole tone focussing and General Social Care Council. Care Quality Commission We are the regulator for all health and social care services in England. A regulator is an organization that checks services meet the governments standards or rules about care. We check that people get good, safe care from hospitals, dentists, ambulances, care homes and services that support them in their own home or in other places. We also look after the rights of people who need extra support to stay safe. This includes people who are kept in care under a law called the Mental Health Act. What we check The governments standards cover all areas of care. These rules are about things like respecting people and treating them in the way we all expect to be treated and making sure people receive the food and pledge they need.Giving people care in clean, safe buildings and managing services and having the right staff. We put care services on our register if they meet the standards, or act quickly if th ey do not. General Social Care Council just about the General Social Care Council (GSCC), The General Social Care Council is the social care workforce regulator for England. The GSCC is a Non segmental Public eubstance established in October 2001 under the Care Standards Act 2000. It is sponsored by the Department of Health (DH) but also works closely with the Department for Children, Schools and Families (DCSF) in delivering the childrens and young peoples care agenda. TheGSCC works to improve the quality of social care services for the benefit of people who use services through regulation of the workforce and through its contribution to social work education. It has three main functions, It issues and distributes codes of practice for social care workers and their employers also it maintains the register of social care workers and it regulates social work education and training.