Understanding_Employment_Roles_and_Responsibilities_Health_and_Social_Care_Setting

Task B Bi Describe the terms and conditions of your employment as set out in your contract of employment or employment agreement. The following are set out in my Terms of Employment * Employer details – Address of Employer * Employee details – employees address/contact details * Commencement of employment – The date employee started * Job Title – The title of the job being undertaking * Nature of Employment – Employment is not temporarily nor fixed term * Probationary period – Up to a period of 3 months * Place of work – Location of Employment. * Hours of work – Hours that are expected and normal working hours / details of shift patterns / Breaks * Remuneration – details hourly rate hours worked during the day / nightshift/sleepover * Salary – details how I am paid and when and also details of any changes in salary * Car – If the employee owns a car they could only use it on the Employer’s business with the prior approval of the Employer and I would be solely responsible for ensuring that the car is adequately insured. * Overtime – Details of how overtime paid and requirements for Public/Bank/Statutory holidays * Holidays – Details entitlement which runs from April to March and the number of days that can be taken * Holiday Pay - Details how and when it is paid. * Training and Development – details training what is required for the role. * Sickness or Injury – Details in the event of sickness what procedures I must follow. * Pension – No pension in place * Notice – length of notice required to terminate employment7 * Collective agreements – No collective agreements affect terms and conditions of employment. * No collective agreements affect the employees terms and conditions of employment. * Retirement – States the retirement age (65 years) * Suspension – Details what the procedure is if suspended from service * Expenses – Details of travelling expenses reimbursement * Hand over procedure – The procedure for handover * Residents Care Plans & Risk Assessments – Condition of employment to abide by. * Property – Any property that belongs to home in the event of termination of employment. * Other employment – The employee must devote their whole , attention and abilities during hours of work for the Employer your duties for the Employer. An employee must not under any circumstances whether directly or indirectly, undertake any other duties, of whatever kind, during the employees hours of work for the Employer. * Search – Personal items can be searched. * Health and Safety at Work – this section details that an employee must familiarise themselves with the Health and Safety Policy and Fire rules and the reasonable steps the employer will take. * Positive work environment – creating a non-discriminatory atmosphere within the home. * Outside communications – No communication with or contact with the press or media. * Deductions – Employer reserves the right to deduct any pay that is owed * Data Protection (including sensitive data) - Personal data including sensitive data can be held by the employer or associated company either by computer or manually relating to administration management or operation of employment. Monitoring and interception of Communication * The Employer reserves the right to intercept, monitor and record the contents of business communications, which include, but are not limited to, e-mails, faxes, telephone conversations, and internet usage, in order to establish the existence of facts, to ascertain compliance with regulatory practices or procedures; to ascertain or demonstrate the standards which are or which ought to be achieved; in the interest of national security; to prevent or detect crime, to investigate or detect unauthorised use of any of the Employer’s communications system. Confidential information An employee shall not, except as authorised or required by duties or obliged by law, reveal to any person for the employees own purposes other than those of the Employer any of the trade secrets, secrets or confidential operations, processes or dealings or any information concerning the organisation, prospective business, business methods, systems or affairs, finances, transactions or affairs of the Employer, or any similar information in relation to any customer or supplier of the Employer, which may come to the employees knowledge during and as a result of the employment and shall keep with the complete secrecy all confidential information entrusted to the employee and not use or attempt to use any such information in any manner which may injure or cause loss either directly or indirectly to the Employer or its business or may be likely to do. This restriction shall continue to apply after the termination of the employment without limit in point of time but shall cease to apply to information or knowledge which is ordered to be disclosed by a Court of competence jurisdiction or otherwise required to be disclosed by law. Third Party Rights * The Employer and employee acknowledge that nothing in this statement confers on any third party any benefit or the right to enforce terms of this statement. Previous agreements The terms and conditions set out in this statement and the appendix and documents referred to supersede all previous verbal or written agreements with the Employer. GRIEVANCE AND DISCIPLINE A The Employer deals with disciplinary matters in accordance with its disciplinary procedures which are set out in the Staff Handbook but which do no form part of the terms and conditions of employment. B If the employee has a grievance relating to their employment he/she should precede in accordance with the Employer’s grievance procedure which is set out in the Staff Handbook but which does not form part of the terms and conditions of the employment. C DATES AND SIGNATURE Dated the …………………………………………………………… ……………………………………………………………………….. For and on behalf of Bradmeer and Merrymeet Care Group. Bii Describe the information which need to be shown on your pay slip The information that is required on a pay slip is the following: * Employee details such as name / employee number * Business name * Date * Basic Pay / hours / rate / Amount * PAYE Tax Amount * National Insurance Amount * Total Gross Pay to date * Gross for Tax to date * Tax paid to date * Earnings for NI to date * National Insurance to date * Earnings for NI * Gross for Tax * Total Gross Pay * National Insurance No * Tax Code Biii Identify two changes to personal information which you must report to your employer. 1. Change of address 2. Next of kin Biv Describe the procedure to follow if you wanted to raise a grievance at work. You may describe this in writing or produce a flow chart. * Raise grievance with supervisor/manager and discuss concerns in confidence Bv Explain the agreed ways of working with your employer in relation to the following areas: 1. Data Protection I am to adhere and to comply with its statutory and other obligations regarding individual privacy and also observe the guiding principles underlying those obligations, which may be summarised as: * Processing personal data fairly and lawfully in line with individuals’ rights. * Making sure that any personal data processed for specific purpose is adequate, relevant and not excessive for that purpose * Keeping personal data for no longer than is necessary * Keeping personal data secure against loss or misuse * Not transferring personal data to other countries without adequate protection 2. Grievance If I have a grievance I need to discuss this with my manager and follow the procedures that are set out in the staff handbook. 3. Conflict Management The outside activities of employees can sometimes conflict with the interest of the company. This can occur in a number of ways, such as being engaged in part-time work for another similar organisation, or acting in a personal capacity for a client outside normal duties of the company. Therefore it is important that I do not take up any activity outside my normal duties that would: * Place myself in a position that has an adverse effect on job performance with the company. * Conflict with the interests of the Company. * Place myself in an activity that would be in competition with the Company * Place myself in a position of acting in a personal capacity for a customer. Anti-discriminatory practice Aggression towards staff procedure The home believes that staff should be safe at work and should not be exposed to undue or unreasonable risk. Staff should be able to work in the home safely, free from the threat of injury or upset through acts of aggression and violence. 4. Health & Safety I am responsible for the health and safety of myself, staff and residents. Any health and safety issues are to be reported to the manager in the first instance and I am also responsible for chasing any health and safety issues that haven’t been resolved. 5. Confidentiality I adhere to the confidentiality policy as client confidentiality is paramount and staff must not disclose clients’ personal affairs with any person other than my manager or authorised co-workers or professionals that fall under their own confidentiality agreements (e.g. psychiatrist, social workers, care quality council inspectors) and only then should information be discussed in a secure private environment. 6. Whistleblowing Raise my concern with my manager/proprietor, if I cannot speak to either my manager or proprietor, I would need to contact social services. Bvi Explain how your role contributes to the overall delivery of the service provided: My role as a care assistant is to contribute to the overall delivery of the service and I do this by adhering to my job description. The purpose of my job role is to befriend and work with the residents as well as ensuring that I achieve the objectives as per his/her care plan. I encourage residents to develop their full potential as a person and take responsibility (where possible) for their own well-being. I also encourage the resident’s skill with regard to personal hygiene and keeping his/her environment clean and to assist the residents with developing his/her skills in regard to budgeting, shopping, cooking, and the use of laundry equipment. I promote and encourage good practice in regards to health and safety, health and hygiene and fire and emergency procedures. Bvii Explain how you could influence the quality of service provided by: a) Following best practice within your work role: Following best practice within my work role is the agreed ways of adhering to the policies and procedures or “agreed ways of working” set out how my employer requires me to work. They incorporate various pieces of legislation as well as best practice. They are there to benefit and protect myself, the individuals I support and employer. They enable to provide good quality service working within the legal framework and most importantly aim to keep myself and the individuals I support safe form danger or harm. b) Not carrying out the requirements of your role: I am being paid to do a job for my employer. If I did not follow their agreed ways of working, I could cause harm to myself or others and I could find myself subject to capability or disciplinary procedures which could lead to dismissal or event prosecution if I break the law. Bviii Describe how your own work must be influenced by National factors such as Codes of Practice, National Occupation Standards, Legislation and Government initiatives. The Codes of Practice are a list of statements that describe the standards of professional conduct and practice required of social care workers. The codes are intended to reflect existing good practice and for social care works to aspire to. Below are examples of the statements that I adhere to in my work roIe: * Protect the rights and promote the interests of service users and carers * Strive to establish and maintain the trust and confidence of service users and carers * Promote the independence of service users while protecting them as far as possible from danger or harm National occupational standards define individual competence in performance terms the successful outcome of work activity. ‘They are concerned with what people can do, not just what they know’. In my job role I underwent training such as food hygiene, first aid, mental health training and medication training. Without this training I would not have been able to fulfil my job role to the standards that are expected. Legislation and Government Initiatives are standards that are enforced by The Care Quality Commission. As a Health and Social Care my Worker I adhere to meet the standards that are expected and so does my employer. Bix a) Identify two different representative bodies which influence your area of work. The Care Quality Commission is the independent regulator of health and adult social care services in England. They protect the interests of people whose rights are restricted under the Mental Health Act and services that are provided by the NHS, local authority, private companies make sure that people get better care. The Sector Skills Councils are state-sponsored, employer-led organisation that covers specific economic sectors in the United Kingdom. They have four key goals: * To reduce skills gaps and shortages * To improve productivity * To boost the skills of their sector workforces * To improve learning supply The Sector Skills Council influence the area in which I work as I am acquired to undertake training to meet the requirements of my job and to meet national standards. Task C Career Pathway Information gathered from the Internet Nurses UK I am currently in the role of a care assistant in mental health residential setting. I am currently doing an apprenticeship diploma in health and social care. Listed below are my qualifications and training Qualifications: Training: Open University Full / part time university degrees Chosen career Mental Health Nurse. There are two ways I could achieve this. Option 1 Apply for a Health Care Assistants post in Mental Health. From there I could gain experience whilst working on the wards. I don’t require a specific qualification to be a healthcare assistant in any setting. If I am applying for a healthcare assistant job with no formal training I should be offered an introductory period where I would learn new skills for the job. If I was accepted for the role I also study for qualifications whilst I worked. Working in residential care gives me good stance to gain experience before moving onto a clinical setting. If I cannot find a permanent healthcare assistant job with the NHS trust, another option would be to apply for bank work to gain experience. Becoming a bank healthcare assistant means I would be employed by the NHS Professionals. Once I have got my first healthcare assistant job, I would be on the way to career progression. Option 2 To become a registered mental health nurse (RMN), the following is required: * Completion of secondary school qualifications or equivalent. * Completion of a nursing diploma or degree. * Registration with the Nursing and Midwifery Council (NMC), the body responsible for regulating nursing practice. Mental Health Nursing can be number of settings listed below: Sub-specialties include: * Child and adolescent psychiatry. * Forensic psychiatry. * General adult psychiatry. * Old age psychiatry. Open University Course at Salford Part-time Open University I could study at home or at work at my own pace. Undergraduate degree can be completed within 3 years or take longer if I need to. Financial Support Depending on my income and where I live I could get help with costs, or spread the cost and pay as they go with an OU Student Budget Account. Description of the issue or area of public concern raised Christopher Clunis became an area of concern 17 December 1992; he murdered Jonathan Zito whilst he was with his brother waiting for a change of train on the Piccadilly Line at Finsbury Park Station. On the platform was a large, shabbily dressed, black man (Christopher Clunis) acting in a bizarre manner. Christopher Clunis came very close behind the Zito brothers on the edge of the platform. Without any warning, Christopher Clunis suddenly stabbed Jonathan Zito three times in the face, one of the wounds penetrating upwards over his eye and into his brain. Christopher Clunis was a paranoid schizophrenic. He had occupied a filthy bedsit where a quantity of prescribed medication which he had not been taking was found by the police. There were various items of correspondence from both hospitals and the social services. At his trial he was subsequently found guilty of manslaughter due to diminished responsibility and admitted to Rampton maximum security hospital under Section 37/41 of the Mental Health Act, 1983. Christopher Clunis was receiving on going community care and supervision from both psychiatric and social services at the time he committed the offence. Christopher Clunis was Born 1963 in London, both parents from Jamaica. Large extended family. Father a factory worker. He left school with 'O' levels. Started study of economics and sociology 'A' levels but dropped out to be a Jazz Guitarist. Christopher’s Mother had CVA in 1980 and his parents returned to Jamaica. His mother died in 1985. In July 1984 he registered with a GP, but that GP never received any information at all about Christopher Clunis' psychiatric problems. In the whole six years when he was mentally ill, Christopher Clunis did not keep an outpatient appointment and went through repeated admissions to a string of hospital psychiatric units. Christopher Clunis committed a catalogue of violent attacks over four years, often involving knives or cutlery. Eight days before he killed Mr Zito, he attacked and injured a man with a screwdriver in north London and later the same day terrified a group of adults and children by chasing them around a street brandishing a screwdriver. . An outline of different points of view regarding the issue or area of concern raised The inadequate care of Christopher Clunis would have to be shared by psychiatrists, social workers, the police, community psychiatric nurses, the Crown Prosecution Service, the probation service, hostel staff, and private sector care workers. Christopher Clunis during the overall period he was assessed by or directly under the care of, no less than 30 named psychiatrists (several others are unnamed), 10 of whom were consultants. He received 10 episodes of in-patient care. It was found that social services failed to contact his family or GP, repeatedly treated admissions as separate incidents, failed to check his false claims that he abused drugs, and discharged him from hospital when he was not ready because of pressure on bed, or to save money. He also lived in one bail hostel, two rehabilitation hostels, two hostels for the homeless, and six separate bed and breakfast accommodations. Psychiatric services did not have the resources available to them to cope with Christopher Clunis. Beds in locked intensive care wards were full or did not exist, so he was sent to others hospitals or else tranquilised with large quantities of anti-psychotic medication. On one occasion he was transferred to a distant private hospital when no bed was available in the local medium secure unit, further disrupting his continuity of care. There was a serious shortage of aftercare accommodation, especially for patients who cannot cope alone and are prone to relapse. It was noted that there was a lack of Section 12 approved doctors and social workers trained and experienced in mental illness. Over the last decade inner London had seen a progressive loss of acute admission beds, the closure of long stay beds in mental hospitals, and growing numbers of forensic patients placed in the private sector, many miles from patients’ homes. Inadequate information was provided by Guy’s Hospital to Haringey social services. In north London the social services department spent too long attempting to arrange a mental health assessment. When the team finally arrived, on 30 November, Christopher Clunis walked into his home and out again. No one on the mental health assessment team stopped him, because no one knows what he looked like. Haringey Social Services displayed 'indecision', while the police's failure to act effectively on information they had, and on calls from the public, meant 'they were not properly protecting the public’ from potential harm. In conclusion to Christopher Clunis case, Jonathan Zito died because the care and treatment of Christopher Clunis was a catalogue of failures and missed opportunity. There were many more patients like Christopher Clunis. Where the services, agencies, and other professionals who failed Christopher Clunis worse or substantially different from the rest' It was found that it was typical of psychiatric care and throughout much of London and in many parts of the country. The Christopher Clunis case placed very unpleasant questions about the health care delivery and the routine clinical management of severely mentally ill people in the UK. Jonathan Zito died because the disorganisation of mental health services, the lack of training of healthcare professionals, and the facilities available were inadequate for patients whose conditions remain intractable and were not complying with care in the community. The type of in-patient facility that he truly needed had been closed in much of the UK. Sadly, it was only after he killed an innocent member of the public that he could receive it. A description of how the issue of area of public concern has affected service provisions and methods of working. In 1999 The Government published the National Service Framework for mental health – modern standards and service models for England. This sets out national standards for mental health services, what they aimed to achieve, how they should be developed and delivered, and how performance would be measured in every part of the country. Also in 1999 The National Institute for Clinical Excellence (NICE) was set up as a Special Health Authority for England and Wales on 1 April. Its name was changed to the National Institute for Health and Clinical Excellence in 2005 when the Institute took on the functions of the Health Development Agency. Part of the NHS, NICE's role is to provide patients, health professionals and the public with authoritative guidance on current 'best practice'. NICE guidance covers individual health technologies (including medicines, medical devices, diagnostic techniques and procedures) and the clinical management of specific conditions. NICE guidelines relating to mental health issues. In April 1999 the launch of primary care groups were implemented. Services were moved from hospitals to the community. The care plan approach (CPA) is now required to be implemented by all health authorities in the United Kingdom. Under the care programme approach, a mental health service user is meant to have a care plan which details a risk assessment. The service user should be involved in drawing up the care plan, be entitled to regular reviews of their plan and be allocated a named keyworker. Mental health workers argued that a single system would improve the quality and continuity of support; Multi-disciplinary Community Mental Health Teams developed alongside the care programme approach with the aims of increasing the involvement of service users and working in a more holistic and integrated way. Teams can include psychiatrists, psychologists, social workers, nurses, occupational therapists and others such as day centres, day hospitals, sheltered and supported housing, access to social housing with visiting support workers, training opportunities, sheltered work and opportunities for ‘therapeutic earnings on top income from benefits. There are now black and minority ethnic organisations, as well as organisations for people hearing voices, with eating distress and who self-harm. As well as developing their own organisations, mental health service users have had a growing involvement in and influence on traditional charitable organisations like MIND, and organisations like the Manic Depressive Fellowship. Some mental health service users and their organisations have also begun to develop links with the wider disabled people’s movement. Twenty years ago, it would have been difficult to believe that a stigmatised group like mental health service users, frequency facing very serious difficulties in their day to day life, would be able so much or have the presence and impact that has now been achieved. African Caribbean and African people are over-represented in psychiatric institutions. They are most likely (along with Irish people) to be kept in locked wards, to be given higher doses of potentially hazardous medication than other groups and are more likely than other ethnic groups to be diagnosed with schizophrenia. African Caribbean people, particularly young men, are more likely to be referred to mental health services by the criminal justice system than by GPs or social services, to be ‘treated’ with physical rather than talking therapies and admitted to secure services. They are over-represented in special hospitals, medium secure units and prisons. Present evidence suggests that mental health services are not adequately meeting the needs of black and minority ethnic communities because they are not sufficiently sensitive and responsive to the diversity of culture and experience, and that these groups have little confidence in them. Refugees and asylum seekers are a particularly vulnerable group because of the trauma and loss they have frequently experienced. Their situation can be expected to worsen as their access to benefits and services is further restricted and media campaigns and aggressive political policies increase the stigma and hostility which they face. Black people and minority ethnic groups are still under-represented in user/survivor groups and organisations. While they have established their own local and national self-help and self-advocacy organisations, these often face particular difficulties securing and maintaining funding. A description of how public opinion is affected by issues and areas of concern in the health, social care or children’s and young people’s sector The stigma attached to mental illness and has gradually been eroded, but the number of people being referred for treatment has grown hugely. Six times as many patients are now dealt with by the National Health Service (NHS) compared to fifty years ago. Changes in social attitudes have succeeded in the most radical changes in health care over the last 50 years in the field of mental health. Although people still find it difficult to talk about 'problems of the mind', the taboo of mental illness has been broken and they are now much more open than they were in the past. Mental health charities, therapists and counselling groups have all improved in recent years along with TV chat shows which dissect every aspect of our emotional lives. The media fascination with mental health has increased awareness that mental illness is very common.