I feel that it’s very important for myself to continuously improve my knowledge and practice, to ensure that I’m aware of any changes, becoming constantly up to date with all current health and social care standards, legislations and guidelines. I must also be up to date with any changes in my company’s policies and procedures. When there is a change within the company’s policies and procedures, they email to inform me of what’s been changed and to what policy and procedures including an explanation of why. Once I have read and understood the changes, I encourage my team members to follow my lead. If an individual was to ignore these emails and was to refuse to view and sign for the changes, this flags up on the system. I must also sign online to report that I have read and received the new changes for the policy involved. An email is then sent out to the individual to prompt them to be compliant and to read the changed that have been made to the important policies and procedures. When there is a new team member, whether a renal technician or someone else who is involved in the renal work, I advise and assist them as best as I can by using my skills and knowledge. I find this helps everyone to work as a strong and committed team. This helps everyone become up-to-date with the policies and procedures in place and work more effectively. If there are any issues, I encourage staff to inform myself or my manager at any time including appraisals if they feel the need to speak out in private way. Learning new skills enables me to work as a stronger team leader, which benefits patient satisfaction and benefits the company. This is professional development and career progression. As a team leader for other renal technicians, I am responsible for the team and the patients so it’s important for me to be aware that the team are also up-to-date with knowledge of the current health and social care standards, legislations and guidelines.
Potential barriers for myself to continue working towards my professional development could be a lack of support from the team. The team of renal technicians must all work together as smoothly as possible, they need to be aware of how they’re actions will affect others. They must have a caring nature and be willing to learn and improve themselves. If they don’t, this could result in a problem with the care being given and becomes a barrier for my professional development. Training issues, this could become a barrier for my professional development that if a staff member is not willing to go on annual training sessions, this would disrupt the whole team. Other renal technicians within the team would have to work extra hard, putting stress on them. This in effect would show in others working patterns and professionalism as they maybe more stretched and tired. This would become a barrier to myself as this could become a larger issue to then control and allow others to work as part of a good team. A month before anyone’s training is due, each team member gets a reminder, then weekly up to the date it’s required for them to attend the annual training. The team member is then expected to phone the office when they receive these reminders to book themselves in on an available training session. I have noticed that at each team members’ three-monthly appraisal, it gives each technician a good chance to get issues of their chest in confidence. Other team members, I can bring up any issues in their appraisals as a goal to work towards. However, this could affect the individual’s self-esteem, so I must approach each team member different but effectively. An individual who has low self-esteem can also be lacking in confidence, which will affect their work correspondingly having a knock-on effect to the rest of the team including myself. A main concern, resulting from this issue, would be to worry about staff sickness. When a member of staff isn’t happy with themselves or a colleague and doesn’t feel content, and valued as part of a team, they are more likely to have a poor sickness record. This has a bad effect on the team, patients, myself and the company.
Each year with the annual assessments, sometimes team members need to go on a refresher course, this might be because they are not as confident as when they finished they’re training, or they are skipping vital parts of their job roles. When the team member must attend training, this could be outside of their normal working week, this may mean problems with transport or even child care problems. This could be a knock-on effect that if the team member is unable to attend vital training, they will become un-compliant with the company, meaning other renal technicians and myself would have to pick up the team members usual work load or set days.
There are several sources and systems of support for development available to people working within a care setting. I feel that inductions are the best start of education into the job role and company, this helps the company also to evaluate on how the new team member is doing. This helps to put in place the policies and procedures, of which they will be working towards always. An induction provides the individual with the knowledge and correct skills that they will need to work as part of the team and their job role. It will also help you to get used to the working role. If the individual was to start work without having their induction, they would find it very difficult and to start the job as a renal technician and what the job role would entitle.
As a renal technician, the team member would need to go on specialized training for a week with renal nurses trained by Baxter. This is an intensive course, giving person centred training. Following this intensive training, the start of the following week, they trained nurses and the new team member go out to visit the patients on the run, which they will be starting on. The nurses stay with the new team member throughout the day, visiting all the patients needed, this happens for 2-3 days depending on how confident and competent the individual is.
Once the new team member renal technician is happy with their job role and continues to be part of the company, they will have a three-monthly appraisal. When I give appraisals to the renal technicians, I use this time to will help the individual to see the issues, strengths and weaknesses they need to work on within their job role and what they need to improve on, giving goals can help the individual work as a good team. Sometimes, I can help the team member set up a target, which they need to towards by their next appraisal. It helps me to bring up any issues with their skills knowledge, also by keeping the team up to date by highlighting the areas of policies and procedures that may have been adapted.
Different sources and systems are available to promote professional development. This can be done through formally or informal communication. Communication plays a crucial role in my job role. This helps with the team members, myself and my manager to express ideas, feelings, options and information amongst each other. Formal communication refers to information passed through predefined channels throughout the organization. Informal communication refers to the method of communication which flows in every direction, i.e. it moves freely in the organization. This communication could be verbal, such as spoken communication, through the telephone, at appraisal. Written communication, such as, by email, by letter. Also, communication can be carried out non-verbal i.e. using sign language, body movements, facial expressions, gestures, eye contact or even with the tone of voice. Workers in companies, i.e. managers, renal technicians, administrators, often confuse these two methods of communication.
As a lead supervisor, I have a responsibility to engage in nonstop professional development. I must make sure that I make it my own duty to keep my skills and knowledge up to date continuously seek to improve my knowledge and abilities across the range of responsibilities I carry out daily. This helps me develop my own performances and standards. It’s my duty to make sure that I’m working towards all current and up to date policies, procedures and legislations, which are in place, within the company and by law. All legislations are set out for care givers, providers and managers to make sure that care standards must never fall into bad quality and service for the patient in receipt of any care. I believe that good management leads to good organisation, which is vital to maintain high standards of all levels and expectations of care. Also, I believe that a very important part of this is good communication between staff and management.
My company has annual mandatory training, which all the staff must complete to keep up to date with legislations, policies, procedures and practices. This will always be a priority with regards to my personal development against my own set goals and targets. I also make sure that training, supervisions and appraisals are keep up to date and in line with legal requirements which are set up by the care standards. This aids any problems which can occur with recruitment and retaining staff levels.
According to ‘ www.socialcare.wales/landing-page/code-of-professional-practice-and-guidance?’ ‘The Code of Professional Practice for Social Care (the Code) sets standards, or rules, for all care professionals in Wales. Registered workers can also find practice guidance relevant to their role.’ The code of professional practice for social care sets standards for all care professionals in Wales. All registered workers can also find practice guidance relevant to their job role.
Planning is a very important part of my job role. Plans are put in place to help ease staff to be monitored and reviewed. This can be undertaken through appraisals, which are taken place when needed and/or once every three months of employment. The plan is to measure learning of each staff member. This could be carried out by firstly identifying what it is that I want to evaluate. This could be changes in a staff members knowledge, skills, or attitudes, it can be helpful to evaluate these matters at each appraisal, which can help to see if the individual would benefit from training and helps me to determine their knowledge, skill levels, strengths and weaknesses.
Its very important to have reflective practice to improve performance on a personal level and a team level. It is good to use own experiences and knowledge, which can be passed on to others, left experienced team members. I like to do this as the norm for any new team worker as I know that I’ve given my knowledge and can explain bad experiences that I have come up against, which they may or not experience in the future. I believe that this is important for team development and improvement. I encourage new and older workers to ask as many questions as they feel necessary.