City & Guilds – Level 5 Diploma in Leadership for Health and Social Care and Young People’s Services502 PROMOTE PROFESSIONAL DEVELOPMENT
1.1 Explain the importance of continually improving knowledge and practice.
New ways of working are always being developed so it is wise to attend and provide up-to-date learning opportunities for all staff. Also there can be changes to laws, legislation and policy so it is of great importance to make staff aware of these changes so they can reflect them in their practice.
1.2 Analyse potential barriers to professional development. o Potential barriers of professional development can be: o Not enough funding and other resources provided by the company. o Not enough staff. Staff can’t be expected to work all their work hours and attend extra training on top, this may cause burn out for the staff and also result in them not taking in as much of the training that they should because they are tired. o Fear and lack of confidence in learning to additional learning. o Lack of time because due to working lots of hours o Worry that staff will gain the extra training and then leave the company o Lack of flexible working to take into account the extra learning o Lack of IT skills
1.3 Compare the use of different sources and systems of support for professional development
Within Holme Farm we use our supervision sessions to discuss professional development. This can also be discussed in a group within our staff meetings. Staff can use the supervision to discuss issues regarding their own personal professional development in private if they wish to do so. Group supervision regarding professional development can be held and this can enable staff to identify other members of staff who have that same learning style as themselves thus enabling them to gain help and support from each other. This is the way personally I like to discuss my professional development.
Holme farm staffs are offered access to a wide range of literature to enhance their level of understanding of the young people in our care. This way of learning is not suitable for all so individual and group
New ways of working are always being developed so it is wise to attend and provide up-to-date learning opportunities for all staff. Also there can be changes to laws, legislation and policy so it is of great importance to make staff aware of these changes so they can reflect them in their practice.
1.2 Analyse potential barriers to professional development. o Potential barriers of professional development can be: o Not enough funding and other resources provided by the company. o Not enough staff. Staff can’t be expected to work all their work hours and attend extra training on top, this may cause burn out for the staff and also result in them not taking in as much of the training that they should because they are tired. o Fear and lack of confidence in learning to additional learning. o Lack of time because due to working lots of hours o Worry that staff will gain the extra training and then leave the company o Lack of flexible working to take into account the extra learning o Lack of IT skills
1.3 Compare the use of different sources and systems of support for professional development
Within Holme Farm we use our supervision sessions to discuss professional development. This can also be discussed in a group within our staff meetings. Staff can use the supervision to discuss issues regarding their own personal professional development in private if they wish to do so. Group supervision regarding professional development can be held and this can enable staff to identify other members of staff who have that same learning style as themselves thus enabling them to gain help and support from each other. This is the way personally I like to discuss my professional development.
Holme farm staffs are offered access to a wide range of literature to enhance their level of understanding of the young people in our care. This way of learning is not suitable for all so individual and group