Unit 502- Promote professional development
As a registered manager it is imperative that myself and the staff team continually develop and improve our knowledge and skills. This can be achieved by building and maintaining positive working relationships by offering systems to enable staff to feel supported. There are various ways that this is achieved such as:
Formal
Informal
Supervision
Appraisal
Mentoring
Within the organisation
Beyond the organisation
Staff are made aware that they can approach me (informally) at any time, if they need to ask for guidance or if they have any issues /problems, or just need general advice or support. They can speak to me face to face or contact me by telephone. Informal support can also be sought when working, particularly during handover, through exchanges between colleagues as well as from seniors. There is also a formal support system available through regular supervision with a regular ‘set’ agenda, but any issues /concerns can be discussed to allow for continual professional development (see below) (refer to supervision policy and a copy of the supervision template).
The benefits of having CPD (continual professional development) are that it helps ensure that the service user benefits from a high quality service with knowledgeable and experienced staff. This is achieved by identifying areas of development that are relevant and supportive to all involved. It also helps maintain and increase competence and confidence. It allows the staff team to update and improve knowledge, develop expertise and provides challenges and helps maintain motivation.
The GSCC (General Social Care Council), although the Council ended in 2012 there still exists (under the Skills for Care - a Code of Practice) specific requirements. Section 3 states that; as a social care employer you must provide training and development opportunities to enable social care workers to strengthen and develop their skills and knowledge. CPD is a mandatory part of the role and the NMS (National
Formal
Informal
Supervision
Appraisal
Mentoring
Within the organisation
Beyond the organisation
Staff are made aware that they can approach me (informally) at any time, if they need to ask for guidance or if they have any issues /problems, or just need general advice or support. They can speak to me face to face or contact me by telephone. Informal support can also be sought when working, particularly during handover, through exchanges between colleagues as well as from seniors. There is also a formal support system available through regular supervision with a regular ‘set’ agenda, but any issues /concerns can be discussed to allow for continual professional development (see below) (refer to supervision policy and a copy of the supervision template).
The benefits of having CPD (continual professional development) are that it helps ensure that the service user benefits from a high quality service with knowledgeable and experienced staff. This is achieved by identifying areas of development that are relevant and supportive to all involved. It also helps maintain and increase competence and confidence. It allows the staff team to update and improve knowledge, develop expertise and provides challenges and helps maintain motivation.
The GSCC (General Social Care Council), although the Council ended in 2012 there still exists (under the Skills for Care - a Code of Practice) specific requirements. Section 3 states that; as a social care employer you must provide training and development opportunities to enable social care workers to strengthen and develop their skills and knowledge. CPD is a mandatory part of the role and the NMS (National