Health And Social Care Level 3 Unit 9 P3

The Northern Ireland Social Care Council provides social care workers, Mangers and Social workers with a code of conduct for their practice. With registering with the NISCC the employee is agreeing to adhere by the standards set and take responsibility for their own professional development. Additionally the employer must provide the training opportunities and encourage staff to maintain the standards within the social care sector. If an employee fails to keep up with these standards they can become a liability to the organisation. Also NISCC have the right to provoke or terminate registration. The codes of practice that NISCC have produced and update regularly are intended to reflect existing good practice and it is expected that employers and employees will recognise in the codes the standards to which they already desire.
Furthermore when RQIA and NISCC introduce new standards this is evidence that they are continually improving their professional knowledge and practice. As on a daily basis
new circumstances come to light and RQIA provide the social care sector with ways to combat these. Recent enquiries have highlighted bad practice within the health and social care sector. The Bichard inquiry 2004, into child protection researched the failings of the sector in protecting the lives of two young girls who were murdered by Ian Huntley there school care taker. The Bichard report identified the lack of police record keeping as Ian Huntley had previous been investigated for sexual offences. In 2006 The safeguarding vulnerable groups was introduced shaping the employment law within the social care sector legislation states that every employee must complete an Access NI vetting to ensure the safety of the service users.
Within the health and social care sector organisations providing health care should recognise that they have to continually improve their standards to compete with other organisations/business’.
Organisations that continue to develop and invest in their staff are known as ‘Learning organisations’. A learning organisation actively looks for new ways that are more effective and develop through their own mistakes. Personally I believe that in order for an organisation to run smoothly, is too listen to staffs opinions on a regular basis. Within my setting the Registered Manger and I hold staff meetings on a quarterly basis. During staff meetings we follow the agenda in place however give the staff time at the end to voice what we the management could do to help day to day tasks within the home run more efficiently. This time that we give staff to voice their ideas, provides the staff with a sense of belonging therefore providing motivation and confidence within the work
place.
There are many potential barriers that can prevent or delay professional development. These barriers can be either organisational or personal. To develop an effective strategy for change you need to understand the types of barriers individuals can face. The most common organisational factor to consider when providing staff with resources for professional development is cost. Therefore management should calculate a budget to follow. This can be difficult with the health and social care sector continually developing their knowledge and researching best practice. Also staff within the organisation should feel supported and encouraged to continue their professional development as without this they will feel that training and is not important.