Study Mode 145
A.C. 1.2
Despite the benefits, there are many significant barriers for professional development. The table below outlines some of the most common barriers:
• Lack of awareness;
• Lack of motivation;
• Limited time;
• Limited access;
• Other commitments (family, children);
• Personal confidence;
In my own practice one of the barriers would be English knowledge. As English is not my first language, I would need to work really hard on improving my English skills.
As a deputy crèche leader, I have to overcome all these barriers and support other staff members on improving their knowledge and practice. First off all I have to be a good role model for the staff and always encourage them and support during staff meetings, supervisions, informal communication. I believe in good practice so no matter what barriers are put in place I will find a way to overcome them to ensure that a quality service is provided.
A.C. 1.3
Sources and systems of support:
• Formal support
• Informal support
• Supervision
• Appraisal
• Mentoring
• Within the organisation
• Beyond the organisation
Formal support studying my nvq level 5 I will get from my tutor. By mentoring me it will promote my awareness and refinement on my professional development and provide, recommend structured opportunities for reflection and observation.
Professional development may also come in the form of pre-service or in-service professional development programs. These programs may be formal, or informal, group or individualised. Individuals may pursue professional development independently, or programs may be offered by human resource departments. Appraisals and supervision we use to identify staff members strengths, weaknesses, need and want for further training and development, creating target points for development and knowledge, express concerns, ideas and areas for possible improvement. Planning and activities - all of which are carried out within the setting that everyone can have input in. Also Staff
Despite the benefits, there are many significant barriers for professional development. The table below outlines some of the most common barriers:
• Lack of awareness;
• Lack of motivation;
• Limited time;
• Limited access;
• Other commitments (family, children);
• Personal confidence;
In my own practice one of the barriers would be English knowledge. As English is not my first language, I would need to work really hard on improving my English skills.
As a deputy crèche leader, I have to overcome all these barriers and support other staff members on improving their knowledge and practice. First off all I have to be a good role model for the staff and always encourage them and support during staff meetings, supervisions, informal communication. I believe in good practice so no matter what barriers are put in place I will find a way to overcome them to ensure that a quality service is provided.
A.C. 1.3
Sources and systems of support:
• Formal support
• Informal support
• Supervision
• Appraisal
• Mentoring
• Within the organisation
• Beyond the organisation
Formal support studying my nvq level 5 I will get from my tutor. By mentoring me it will promote my awareness and refinement on my professional development and provide, recommend structured opportunities for reflection and observation.
Professional development may also come in the form of pre-service or in-service professional development programs. These programs may be formal, or informal, group or individualised. Individuals may pursue professional development independently, or programs may be offered by human resource departments. Appraisals and supervision we use to identify staff members strengths, weaknesses, need and want for further training and development, creating target points for development and knowledge, express concerns, ideas and areas for possible improvement. Planning and activities - all of which are carried out within the setting that everyone can have input in. Also Staff