Diploma_5_Dhealth_and_Safety

Reflective Account / Candidate Statement / Assignment/Professional Discussion Candidates Name Pat Edwards Assessors Name Nicky Farrant-D-Wilson Award Number level 5 diploma Unit Number 504 Learning Outcomes= LO ______________________________________________________________ Unit No | LO | PC | | 504 | 1 2 2 | 1.1 1.2 2.1 2.2 2.3 2.4 3.1 3.2 3.3 4 4.1 4.2 4.3 4.4 5 5.1 5.2 5.3 5.4 | The H+S at work act 1974 is the major piece of legislation in this area. The regulations were updated in 2009 a number of statutory regulations supplement the act. All the legislation ,regulations relating to H+S issues which may have an impact on work. The H+S at work act outlines the responsibilities for employers ,managers and employees examples of legislation and regulations that relate to the act are. Workplace (health and safety and welfare) regulation 1992/99. these regulations cover the management of H+S at work and cover the management of workplaces, duties are placed on both employers and employees. The main requirements created by this regulation are equipment,systems must be maintained the work place must be well ventilated and the temperature must be maintained thermometers must be provided ,lighting must be suitable and the workplace must be clean. First aid 1981 + 2009 states that employers must provided adequate equipment ,facilities and personnel to enable first aid to be given if someone is ill or injured at work. we have several first aid boxes and receive regular training in this to enable me to administer first aid if needed. Manual handling 1992 suitable and efficient assessments of all manual handling and moving should be made. I receive training in this within H+S training. Riddor 1995 (reporting of injuries,disease and dangerous occurrences) we must report death or major injuries at work, work related injuries which result in being off work for 7 days. Work related disease and dangerous occurrences at work. Road Vehicles reg 1996 ensure all vehicles are road worthy ,maintained regularly. This is done weekly to highlight any issues relating to the vehicles. Fire Precautions regs 1997 these are enforced by the fire authority and are applicable to premises where people are employed to work. They are in 6 parts. Risk assessment, fire detection and alarms,means of escape,fire equipment, planning and training and maintenance. We do weekly checks on our fire system and alarms regular fire drills a yearly inspection by a qualified fire inspector and I have regular training. C.O.S.H.H 2002 this covers all substances which can cause ill health. In order to comply the regulations employers must assess risk arising from work, decide what precautions are needed,prevent or control exposure to substances hazardous to health. Ensure control measures are controlled and maintained. All employees are trained and monitor exposure to staff. The coshh cupboard is kept locked and the YPS have n o access to this we have coshh sheets which are kept in the cupboard with the substances and are relavent to them.. I attend training regularly within H+S. Food safety act 1990 this act sets out a number of requirements about food produced for human consumption IE food must not be injurious to health. It must not be unfit to eat, it must not be contaminated. This act enforced through environmental health officers and trading standards officers who are employed by local authorities. Environmental Protection act 1990 this bot act covers a wide range of legislation which may not be relevant to social care staff However section 34 of this act places duty of care on anyone who disposes of household waste. A variety of definitions of statutory nuisance are outlined within the act IE noise emitted from premisses so as to be prejudicial to health or a nuisance . Other acts relating to H+S are children’s act 89 and 2004,care standards act 2000, within our organisation all our Policies and procedures relate to H+S act such as reg 33/34, risk assessment, self harm protocol, H+S policy, safeguarding, smoking(fire. All our new employees and existing have crb checks and we look for potential staff with relevant qualifications or they are put on relevant training when they start employment . When their work or responsibilities change and there are new or greater risks the training must be in working hours and not at the expense of the employees. This all comes under management of H+S at work regulations 2009. within my role as H+S officer I monitor all areas of H+S. I do regular checks on fire drills, coshh, food handling first aid. And risk assessments. It is important that I do this to maintain good practice and comply with the H+S at work act. I recently emailed the manager explaining that the policy’s and procedures needed to be reviewd as some of the information on them was incorrect due to staff changes and some needed to be reviewed. We had an outbreak of impetigo in the house. I risk assessed the situation and implemented this by writing a risk assessment detailing what the risk was and the control of this. I then sent a memo to all staff explaining this and asked that they ensured they read it and sign to say they have. I spoke with doctors and gained advice on how to control the infection and sought literature for staff to read. I used this to help with the risk assessment to ensure that the correct controls were in place. I did this to ensure I knew all staff were aware of the infection and how to control it. I supplied hand wash and anti bac wipes in conjunction with the risk assessment. I made sure we had gloves to apply medication to the infected YPS and spoke to them about what they should do to try and stop the infection spreading to others. I spoke to staff about the implications if they should get the infection and explained that they should report it to me immediately if they have it. The staff were all very clear on the protocol they should follow and the importance of why they should. If Visitors came to the house they were also informed that we had the infection in the house and they all read the risk assessment and were offered hand gel. I regularly reviewed the risk assessment and that the staff were following it. If I found staff not following the protocol I spoke with them about it and informed them of the risk of cross infection and that they were not following the procedures. I regularly checked they had their hand gels on them and that anti bac wipes were available to all. If staff did not follow the procedures and risk assessment and did not respond to me speaking to them I would report this to the manager. I ensured everyone was aware that the YPS had the infection. The schools were made aware and advice was given I provided the school with the risk assessment to enable them to ensure they new what to do if it broke out within the school. I supported the deputy manager reporting it to RIDDOR as this complied with the legislation and the organisations policy and procedures. I made sure I was aware of what this infection was and what it entailed. I did this to support the staff and myself to ensure it was kept contained and did not spread outside of the house. Due to these actions the infection was contained and no staff caught it. When visitors come to the house they are asked for id and to sign in and out of the house this is important due to fire. if the alarm sounds and we evacuate it helps to check who is there to enable us to inform the fire officers if someone is still in the house. This complies with fire Regs and our Policy. It is my responsibility to keep updated on the Policy and procedures, risk assessments and follow them. I inform staff of any changes that need to be implemented. I did this recently after a visit from environmental health and they informed me of a new Hassop recording system for temperatures of fridge freezer and food. It also allowed a 4 weekly review where staff can report any problems within the file. I spoke to staff in a business meeting and showed them how to complete the paperwork. I then implemented it. I review it regularly to ensure it is working. It enable quick access when the environmental health officer calls to do an inspection. It also helps when ofsted inspect the premises as it gives quick and clear records. If I find that staff are not completing this I address it immediately with them to ensure that they follow the policy and procedures and the food safety act 1990. I recently went to H+S training and recognised that we needed a sharps bin due to dealing with YPS that self harm. I emailed the manager and asked for it to be included in our policy’s and procedures. I did this as staff have to clean up debris after an incident and are at risk of sharps and sticks which can lead to infection and contamination. I delegated to a member of staff to ring environmental health and request a sharps bin. I monitored this and found it had not arrived after 2 weeks . I spoke to the staff member and asked that they call and find out why we had not received it. This was then delivered within 24hours. I also learnt that as H+S officer I needed to do a NEBOSH course this would enable me to train the staff and give me the information and knowledge of H+S at work to ensure I promote and deliver good working practice in this area. I have delivered risk assessment training to the staff to ensure they are able and know how to complete them. I am supportive of staff in risk assessing situations and share my knowledge with them I also review the generic risk assessments yearly but look at them regularly to ensure they are still current. I do this as the risk may have heightened or lessoned. I speak to staff in business meetings, supervisions about any concerns with H+S and give advice. I have requested several COSHH sheets to ensure we are following COSHH control and I have explained to the staff how do this. I have also inducted a new member of staff and spoken to them about the importance of H+S I sat with my Key child and spoke about the risks that may present if she has independent time. The YP sat with me and helped do risk assessments. I spoke about the various risks and how to lower them. She was able to talk about the risks of her being out on her own and how her behaviour may impact on others while out . I did this because she historically put herself at risk of harm and was known to speak to strangers while out. Including her in this showed She was able to recognise what the risks were and had an understanding of the risks involved which reduced the risk immediately . I recognised that the young people are off an age where they want independent time outside of the house. It is part of our culture and ethos to promote inclusion,indipendance and to build their self esteem. This must be balanced with their emotional development and any risl involved in any activity they wish to do. While recognising they have the right to be treated fairly and equally. this is thought about when they do such things as their laundry, cooking etc as they would be using COSHH and sharps (knives) I spoke a lot to the YP to ensure they were aware of the risks involved and the potential injuries that could result if the equipment was used inappropriately. I spoke about food and the storage of it with them and the importance of eating in a healthy way. This was due to them working towards independence. I recently worked with a YP who is 16 and wanted some independent time. I recognised that this was important due to age. We spoke about what they wanted and the risks involved. I spoke to them about how we would get to where she wanted to be as I did not feel it could be done immediately. I spoke to the staff at a business meeting and listened to their opinion, I spoke to the social worker and gained consent for the independence time they required. And I did a risk assessment. Once this had been done I implemented small amounts of time going out on their own such as popping to the shop. This enabled me to assess how they would manage themselves and that they were comfortable with this. Once I was sure I met with the YP and discussed the stages and the risk assessment which they had been involved in. this then led to them doing voluntary work independently .this was in line with her time line and review due to switching to leaving after care. I review this regularly. I speak to the staff within child focus and business meetings or in formal to gain feedback to ensure the policy’s are being followed risk assessments are live and the YP is managing this. I regularly talk to the YP to ascertain how she is finding her independent time and she feels safe and comfortable. I do this to ensure it continues to meet her needs. From this I can adjust it if she is finding it to much or to con-straining this would then need to be risk assessed again. I then update her daily routines and behaviour management plans. I have a good understanding of the YPS needs and their ability to engage in activity’s ,independent time. I regularly review my practice to ensure I do not become punitive and I am following the policy’s and procedures. I do this in staff meetings,supervisions and case management meeting, I also discuss this within appraisal. I ensure that I think about the needs of the YP while recognising their age and emotional development and ability to engage appropriately. I hold in mind what they are able to do now and do not keep them in the past and am mindful of not being judgemental due to their past. I allow them to move forward whilst not forgetting the history as this can impact on them developing. This promotes self esteem individuality and equality whilst recognising that we have to think about their safety at all times making it essential I keep all risk assessments updated. I also regularly review the generic risk assessments to ensure they are relevant. I listen to staffs views and opinions and implement these into the assessment. I ensure everyone recognises and has an understanding of the needs of the YP and the organisation within H+S . it is important that the YPS are treated fairly and not judged on past experiences. I have delivered risk assessment and hand washing training to staff and regularly address any issues within staff meetings and child focus. I advocate for the YPS and support them with various things ie independent cooking. I support the staff by discussing the needs of the YPS and what needs to be thought about and put in place for them and that they follow their care plans and Placement plans. Whilst recognising they are 16 and are becoming independent and therefore have the right to independent time, privacy, equality, inclusion etc I have a duty of care to them and the organisation and staff to continually assess the practice I deliver to them and they are delivering the necessary care. Cross reference with 2 2.1 2.2 2.3 2.4. I ensured I put in the comms book the communication to the delegated member of staff was aware that what they had actioned had not been completed. To enable them to complete the task requested and ensure we had in place what was needed for H+S purposes. I recognised that our H+S policy did not include a sharps bin. I emailed the management and explained that I had recognised in training that we needed this due to self harming YPS and it was a safety issue for staff. I do regular checks on fire, first aid,medication, maintenance,food temps fridge temps . I look at if they are being completed accurately and any issues are being recorded. If I find any actions required I implement them and communicate to the staff the new changes I do this via the comms book and staff meetings. I have recently asked a member of staff to order a new food probe due to it not working. I found this during my checks and found it recorded in the HASSOP file that is completed daily. I actioned this as this conforms with our policy's and procedures and the food safety act 1990 and H+S act 1974. I recently found the Policy's and procedures needed updating I actioned this by emailing the manager about this. I look at reg 33/34 to action any requirements found through these as a key worker and deputy manger. I review any other actions to ensure they are completed by any other staff members. I read the inspection reports to ensure any actions are completed or addressed I have dealt with environmental-health who spoke to me about a new HASSOP recording system to be implemented. I addressed this by ringing them up and asking for the new recording book to be sent. I then completed all necessary questions within the file and implemented the new system. I then took it to a staff meeting and showed the staff the new system and how to complete it. I then implemented it into our daily tasks. I review this weekly to ensure it is being completed and complies with the food safety act 1990 and H+S ACT 1974 and our policy's and procedures. I recently implemented a risk assessment around a YP who had stated she was going to say that a staff member touched her. The risk of allegation was very high at this time. I looked at our lone working policy and put in place that staff were not to be in a area of the house that was isolated form the main house with her on their own and they were to ensure the senior on shift was aware of where they were in the house with the YP at all times. I did this to safeguard the staff and YP. All the staff were made aware of this and asked to read it and follow the policy's and procedures. I reviewed this after a short period of time. I read the policy’s and procedures regularly and found that they were out of date and in need of review. I spoke to the manager and emailed her my findings. I have suggested sticks and sharps be added to our policy as all the staff deal with self harm. I did this as it could be a potential risk to self and others if they got injured by a sharp while cleaning up any debris which could then lead to infection. I recently actioned a change in the Vehicle maintenance. This was done due to the staff member responsible consistently not following protocol or policy's and procedures . I monitor the change to ensure the new staff member responsible for this is complying with our policy's and procedures. This complies with the NMS and road vehicle regs 1996. | Candidate Sig | Assessors Sig | Date | Date |