Work for UNIT AB9 Part 1

Work for UNIT AB9
Part 1: Recruitment:
1) Reflect on the impact of the current Legislation, regulations and agreed ways of working and professional codes on the recruitment process. As a manager I must follow many Legislations, working in the Health and social care environment we must follow the code of practice. The recruitment process is the duty of management to recruit the appropriate individual to maintain the safety and protection of vulnerable adults (service user). DBS – Discloser and Barring Service is used in our organisation, the DBS used to be known as CRB – Criminal Records bureau using the DBS helps our organisation to make safer recruitment decisions, applicants are asked to disclose criminal convictions, even those spent. Presious Healthcare Ltd considers equality and discrimination, when writing adverts, we will include personal specification. Under the Equality Act 2010 the individual be treated fairly we will not discriminate in the environment and promote equality right to work. In the recruitment process we will take into consideration the experience, relevant skills, temperament, attitude, ability to work alone or as a team member, flexibility, time management, etc. This means that any decisions make though the recruitment process will be made upon the individuals ability to satisfy the requirements of the job description and person specification.
Presious Healthcare Ltd aims to establish and maintain the trust and confidence of the individual, we carry out references this give feedback regarding the individual, all new staff are on a probation period, during this period their work performance will be assessed, we then consider the outcome and may need to extend the probation period for further training or terminate employment. (1.1).
2) Describe a circumstance when you may need to take advice from a recruitment specialist. Our organisation works with the job centre, they will send the individual to us if they feel they are a suitable candidate for the job, we also do recruitment in the job centre. I would seek advice if the DBS has convictions on it and individuals not told us about conviction in the interview I would seek advice to decide any decisions, document the overall result and why we came to the decisions. If we receive any poor references back I will seek advice on next step to do with the director, if they have immigration status we would need to confirm and ask the individual to provide documentation to say they have a right to work in the UK. (1.2).
3) Analyse how serious case reviews and inquiries have impacted legislation, regulation and your own policies and procedures. The horrific murders of the Soham Children, baby p Winterbourne and Orchid these incidents involved Vulnerable adults and children were the carers was there to protect the individual had let them down. Baby p was an incident involving step parent, Soham murders involved the member of the staff, also Winterbourne and Orchards were let down by the staff. All the above cases were coved by the media. The above cases serious case reviews would be carried out in the event of death or serious harm to children or vulnerable adults after these cases the change to legislation came into place ie. References, DBS more intent investigating into their back ground of the individual applying for the job, the individual that applies for the job will have to meet the expectations to work in the environment to keep the service user free from harm always, they must understand their duty of care and work towards the Care Certificate if they haven’t worked in a previous role in the care centre. Safeguarding is everybody’s responsibility we need to include measures to prevent or minimise the potential by protecting the people we care, complete risk assessment and ensure staff training is ongoing to ensure the staff have knowledge to do their job. (1.3).

Part 2: Induction:
1) Reflect on and describe the reasons why the induction process is important for
– Team members. Management will ask team members to report their personal impressions to the interviewer before the interview commences, working and interacting with the other members of staff is a must, respect will be shown always. Introduction the new member of staff to other members will give them the confidence and encourage to be more competent at their job.
– Individuals. It is important that the individual has a good welcome, and that the individual conducts themselves as the best candidate. With new members the internal appointment may need a period to help them adjust to new tasks in a different environment, it is important that the individual gets the support, Ensuring the new starter see policies and procedures. The first few months of the persons working life is vital in enabling them to obtain the necessary occupation, the acquisition by the person will help towards them hep release their aspirations and potential to their job. The lack of clear definition of a role can lead to low performance and may arise in other problems.
The organisation. Need to complete the human resource planning, interviewer will identify the main elements in the handbook, terms and conditions form etc and I follow policies and procedures. The induction is to welcome, discuss aims to work toward and promote a good working relationship in the environment. Induction processes is to ensure that new staff are productive as quickly as possible, to ensure the right candidate for the job. It is important for a new staff member to be inducted into the organisational culture rather than being shown an organisational structure chart. Therefore, we show the new staff around, introduce them to senior staff as well as other member, doing so will help the new employee feel part of the organisation and culture in affect should lead to better motivation and loyalty. (1.1, 2.1).
2) Describe information and support materials used in your induction process. Presious Healthcare Ltd has an induction process clearly tailored for their areas of our work. Code of practice for social care and code of practice for employers of social care workers (2013) is the documentation we use. The Care Standards Act 2000, framework for induction are readily available but none are as specifically geared towards the care sector as this one. It can be used to supplement our existing induction or to replace it altogether since new care workers are required to go through this process and acquire a certificate on completion. The way this induction is framed encourages staff to develop a learning culture as they work through learning objectives over a period of 12 weeks, the individual will be observed and assessed on their performance at work they then will attend a three-month employment review. As a priority the induction period and the programme must cover any compliance and legal requirements working with the organisation and to pay attention to the health and safety of the new staff member.
(1.2).
3) Describe the link between induction processes, qualifications such as the Care Certificate and the QCF 2 3 and 5. How does this link to progression or promotion routes? The induction process will start with a good induction to set the foundation in social care career, the induction starts the process for staff to commence into learning in health and social care, by completing skills for care induction these points can be carried forwards to be counted towards the care standards. When y the individual has completed the units for the care standards these units can be carried towards the NVQ unit and will lead to qualifications. The following qualification after the care certificate could be the employee commence by completing QCF 2 – (NVQ 2), the next level in the care sectors qualifications will be QCF 3 -(NVQ 3), then next level in the qualification to be completed is the QCF 5 -(NVQ5) to become a manager in the care sector. (1.3)

4) Describe at length (using critical evaluation) how the induction process is used to help team members understand the organisation’s values and principles. How does the induction process support the compliance of and understanding of policy and procedure? (1.4)
The care quality commission listed the amount of information that should by covered in the induction for new employees. They include service aims and objectives, relevant information regarding specific service users, Relevant policies and procedures, Health and safety compliancy, the reporting of incidents, emergency procedures and the rights of the service users, this is just basic information, the induction is important process to introduce the new staff to the culture and ways of working within Presious Healthcare Ltd. The length and nature of the process will depend on the complexity of the job and the background of the individual. A typical induction would include personal details and payroll information and contact of employment to be agreed and sighed, discuss the probationary period.
Legal requirements include health and safety, policies and procedures, introduce the individual to the staff member that they will be shadowing. The new member of staff will be required to work through the Social Care Induction Framework for Wales (SCIF)over the first 12 weeks of employment. (1.4)
5)Describe at length how you use the induction process to ensure the safeguarding of individuals and others. Safeguarding is protecting people from harm. The Safeguarding Policy and procedure should always be applied when any allegation / suspicion that a vulnerable person is being abused or neglected in any way, i.e. being significant harmed by another person/persons. Safeguarding and The Protection of Vulnerable Adults is a Mandatory training unit that needs to be covered in the care sector, this training teaches the employee how to identify abuse, potential abuse and neglect in their job role. In the induction period the employer will ensure that the individual will identify the Legislation and policies, including the relevant organisations policies that will address the area of Safeguarding Vulnerable Adults. The Safeguarding Training will continue as the employee continues in their job role over the following first six month. Employee will be able to recognise abuse, neglect and ultimately will be aware of how to respond to safeguarding situations, considering the individuals rights, and sensitivities of situations.