313 – Continuous Development When Working in an Adult Care Worker Role Assignment

Introduction - 313 Continuous development when working in an adult care worker role.

Learner statement

Learner to provide narrative under each statement of how they meet the criteria. However, where the assessment criteria asks you to ‘Demonstrate’ this may be covered during your observation with your assessor and if so you are not required to provide written narrative. This will be stated under the assessment criteria so please read carefully.

You must provide answers to each question that allow your assessor to properly assess what work duties you are doing or what role you have within your work. It expected that you will need approximately 300 words per question. The more detail you provide the less likely your account will be sent back for more clarification.

You must answer each question in your own words and write in the first person meaning “I do this”. A tip is always to keep in mind the “who, why, how, where and when” in each answer.

This unit is about your role and duties as a care worker. This unit is about you and how you develop yourself.

Useful links for this unit are: For guidance only.

Don’t forget to use your company policies and procedures.

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Learning Outcome 1: Know what is required to be competent in own role.

AC1.1 describes the duties and responsibilities of own work role.

As a care workers, the duties involve offering the personal care this includes the assisting in showering, oral hygiene, administrating the medication, maintains the reporting and records of the changes, assisting with the household task and meal preparation.

(Add job description here)

AC1.2 state skills and behaviours required to carry out own work role.

To carry out the work role as the care worker within the SCIE (Social Care Institute for Excellence), the different behaviours and skills are needed. The skill related to the strong communication plays a major role for interacting with the stakeholders, consumers and colleagues (Burns, 2020). The organizational and time management skills provide help in make sure about the task need to be completed on time effectively. The critical thinking and problem solving are important for develop informed decisions and problem solving. The reliability and professionalism are paramount in maintaining standards and building trust. The collaboration and teamwork permits for the efficient collaboration with the team members. Moreover, willingness and adaptability to learn can make sure about the on-going development, while aligning with the ethical standards and maintaining confidentiality are important in safeguarding the information which is sensitive.

AC1.3 describe expectations of own work role as expressed in relevant standards.

In my own work role, the expectations are defined by the standards; this includes the organizational policies, industry regulations and job specific guidelines. The different standards required skills related to the ethical practices, professionalism and commitment to the on-going learning. I am expected to manage the confidentiality, high quality services and align with the regulations of the health and safety. Moreover, efficient collaboration with the colleagues, meeting deadlines and upholding the satisfaction among the consumer play a major role. The on-going self-assessment and regular training make sure that I can meet the expectation within the role.

AC1.4 explains how continuing professional development supports the provision of quality care.

The (CPD) continuing professional development, this offers support in the quality care by making sure about the professionals can stay updated along with the knowledge, latest practice and skills within the field. This boosts the effectiveness, permit staff to offer safe and person centred care (Mlambo et al, 2021). The continuing professional development improves the capability to adapt the novel regulations, technologies, problem solving, patient needs and enhance the decision making. The on-going training and development improves job satisfaction, confidence leads to high standards related to the better outcomes and care for the service users and patients.

AC1.5 identify sources of support when planning own continuous development needs.

While planning own continuous development, I focus on seeking the effective support from the different sources. The managers and supervisions offer the feedback and guidance in the developmental areas. Professional mentor provides the advice and insight based on the experiences. Workshops, training courses and conferences provide help in expanding the skills and knowledge. Colleagues might share the best practices and peer support for development. The different online resources like as websites of professional development, e-learning platforms and offer the opportunities for flexible learning. Moreover, appraisals and performance reviews identify the future developmental goals and areas for the effective growth.

Learning outcome 2: Be able to demonstrate commitment to own continuous development.

AC2.1 evaluate own performance and understanding of role against:

By evaluating the understanding and my performance within the SCIE’s code of practices related to the social workers includes aligning with the major principles.

a. values

My effective commitment with the values includes compassionate care, guiding the ethical decision making and empathy and integrity. This reflects on the care principles; make sure about compassionate services, while adhering to the procedure and policies of the organization.

b. standards

By following the standards of organization, I regularly focus on the regulatory requirement and meet the expectations of the performance. The core standards are based on the treating people with the compassion and effective care. By aligning with the codes makes sure that I can fulfil the required practice standards, this includes the personal centred and high quality care (Jaharuddin and Zainol, 2019).

c. skills

My upbringing prepared me along with the important skills such as adaptability, communication and team work. The problem solving and communicating are important for the compliance with the organizational standards.

d. behaviours

In context to the behaviour, collaboration, respect, professionalism is key factors, these all are mainly adhering to the operational guidelines and company policies.

AC2.2 work with others to identity and prioritise:

a. own learning needs

To prioritise and identify my learning needs the, development aspirations and professional interests, I mainly work closely with the supervisions, colleagues and mentors.

b. professional interests

Via the feedback sessions, regular discussions performance reviews, by evaluating the areas I might expand and boost my skills (Buselli et al, 2020). The effective and collaborative approach provides help in showcasing the gaps in skills and knowledge. This mainly aligning with the organizational goals and professional interests and setting the objectives which are achievable.

c. development aspirations

By engaging with the sharing experience and team based learning, I focus on the emerging opportunities and growth areas. The procedure makes sure that my development needs to be relevant, focused and aligned with the professional and personal aspirations.

AC2.3 work with others to agree own personal and professional development plan.

To agree on the professional and personal development plan, I mainly collaborate with the colleagues, mentors and supervisors. Via the discussions and performance reviews, I emphasise on the future career aspirations, developmental areas and current strengths. By working with other, I can make structured plan and identify the major developmental goals that are align with my own personal interests. It involves the measurable goals, selecting the different learning and training opportunities. The on-going feedbacks, check ins provide help in making sure about that the plan can be supporting the continuous growht, while meeting the personal and professional aspirations.

AC2.4 work with others to review personal and professional development plan goals.

To analyse the personal and professional development plan goals, I mainly focus on collaborating with the mentors, colleagues and supervisors. I focus on the regular meetings to set the objectives and assess its progress, discussing about the challenges and achievements encountered. The effective collaborative procedure of review permits to analyse of the objectives is adjustable and relevant as required (Gan et al, 2020). The different feedbacks from the others offers the valuable perspectives, this provide help in refining strategies and goals. I can identify the support required and additional resources to meet the objectives. The regular dialogues make sure that the developmental plan can focus on continuous development and changing priorities within the professional practice and personal growth.

AC2.5 record progress in relation to personal and professional development in the professional development plan.

Within the next 12 months, the developmental goals include the completing coursework in the efficient manner for NVQ level 3, promoting to a role of team leader, senior and beginning a NVQ level 5. Efficiently to Gain the goals, I would gather the related data, apply learning via practical experience and engage within the trainings with the effective support of the manager of deputy.

Learning outcome 3: Understand the value of reflective practice.

AC3.1 defines ‘reflective practice’ in health and social care.

The reflective practice within the health and social care includes the procedure of critically evaluating experiencing and actions to boost the future practices (Reflective practice, 2023). This needs practitioners to assess the decision making, interventions and consumer interactions, this mainly considering what is went well, what need to be development and why. The continuous analysing boosts the learning, promote the self-awareness and make sure that the care meets the needs of patients. By reflecting on the experiences, the practitioners can easily understand the development areas of the personal and professional growth boost the personal centred services and implement the lessons which can boost the quality of care.

AC3.2 describe models of reflection and their use in reflective practice.

The models of reflection are Kolb’s experiential learning cycle and Gibb’s reflective cycle, offers the structured approaches to analysing the experiences. The Gibb’s reflective cycle mainly includes the different stages such as evaluation, feelings, description, analysis, action plan and conclusion. These stages help the practitioners to easily reflect on what is happening and how it can be improved. The Kolb’s cycle involves reflective observation, concrete experience, facilitating the on-going learning procedure from the experiences. These models can guide the practitioners via self-assessments and critical thinking, boosting the ability to easily learn from the different practices, adapt the different approach to offer the support and care within health and social care.

AC3.3 explain the benefits and scope of reflective practice.

The reflective practices provide the different benefits within the health and social care. This can boost the self-awareness by motivating the practitioners to critically analysis the decisions and actions, this leads to boost the professional growth and self-understanding (Morandini et al, 2023.). This promotes the adaption and on-going learning, permitting the practitioners to boost the techniques and skills which are related to the real experience. The different reflective practice can boost the decision making and better problem solving by identifying the development areas and strengths. The scope of the reflective practice can be considered broad, focusing on the different care delivery factors, this leads to person centred care, high quality and empathetic professional practice.

AC3.4 explain how reflective practice can support continuous professional development and improvements to both own practice and the provision of quality care.

The reflective practice offer support in the continuous professional development, This is developing the critical thinking, self-awareness, this permits for identifying the developmental areas and strengths. By on-going reviewing the actions and experiences, I can boost the skills and adapt the techniques, knowledge. The procedure promotes the professional growth and on-going learning; this put impact on the professional growth and provided quality of care. The development in the practices can be achieved via leads to person centered care. The reflective practices easily encourage the effective and proactive approach for the innovation and problem solving. This makes sure that the care practices are efficient, stay relevant and meet the need of patients.

Learning outcome 4: Be able to use reflective practice to improve ways of working.

AC4.1 reflect on how different types of learning activities have influenced own practice.

By reflecting on the different learning activities can showcases the impacts on the own practices. The Training and workshop sessions offered the theoretical knowledge and hands on skills. By improving the ability to implement the novel techniques in the effective manner (Mukhalalat and Taylor, 2019). The different role playing exercises and case studies provide the insight in the developing decision making, problem solving skills within the complex scenarios. The webinars and online courses expanded my effective understanding within the innovation and present practices within the field. The mentorship and peer feedback helped in evaluating the developmental areas and personal strengths, this boosts the on-going growth.

AC4.2 describe how own values, beliefs and experiences may affect working practices.

My experience, belief and values shape the effective approach to interact and work with others. For instance, an effective belief in the respect and teamwork affects my collaborative practices. This makes sure about I support and communicate effectively with my colleges within the different environments. On the other hand, beliefs and personal values which can limit the openness and bias decisions to the different viewpoints. Recognising this can be helpful in remaining self-aware and also making sure that my actions are link with the effective professional standards.

AC4.3 reflect on how own values, beliefs and experiences have developed since working within own role.

Since working in the own role, my beliefs, values and experiences have developed the importance within the care. The exposure to the challenging situations and diverse perspectives mainly relies on the understanding related to the respect, empathy, cultural sensitivity (Zepeda, 2019). I have improved the commitment to the consumer entered care and ethical practices. My experience showcased the significance of the continuous learning and adaptability, boosting the belief which can boost the belief that growth is on-going. The effective journey has developed my decision making and problem solving, making sure that my practice is mainly informed and aligned with the expectation.

AC4.4 reflect on own ability to use initiative, make decisions, and take responsibility for own actions.

By reflecting on the ability to utilise initiative, take responsibilities and make the decisions, I realise my growth in proposing solutions and tackling the challenges. I identify the developmental opportunities and have the ownership results, learning from the setbacks and successes. My effective decisions developed more strategic and informed, by reflecting this boost the competence and confidence within my role. By using the different initiatives have permitted me to make the effective decisions within the SCIE.

AC4.5 reflect on own ability to understand the limits and accountability of own work role and when to seek advice.

I have gained the keen understanding related to my work roles limitation, I realise that when the tasks surpass the own expertise. I focus on seeking the advice from the mentors and colleagues to make sure about the effective and accurate outcomes. The awareness make sure about the better decision making and prevent the errors, this can boost the overall performance. I seek advice at the critical time from the seniors and experts to resolve in urgency within the SCIE.

AC4.6 use reflections and feedback from others to evaluate own performance and inform development.

The feedback from the supervisors and colleagues showcased the development areas, this includes the communication and time management, The feedback motivated me to improve my communication skills and adopt the structured planning. By utilising the feedback suggestions, I boosted my effectiveness and efficiency within my role, this leads to boost the outcomes and offer better team collaboration.

Learning outcome 5: Be able to develop leadership behaviours.

AC5.1 describe leadership behaviours in adult social care.

Within the adult social care, different leadership behaviours include the integrity, empathy and strong communications skill. The leaders need to focus on the developing respectful and supportive environment, commitment to the care based on person centred (The role of effective leadership in social care, 2023). The major skills include the problem solving, decision making and capability to motivate and inspire the team. The adaptability plays a major role in responding to the challenges and changing needs. The leaders need to make sure about the compliances with the regulations, promote the professional development and ethical behaviours. By maintaining the transparency and trust the transparency plays a major role in effective working culture and collaboration.

AC5.2 model high standards of practice within own work role to encourage others to make a positive difference to the lives of individuals.

To model the effective and high standard practice, I continuously focus on the empathy, professionalism and commitment within the role. I mainly align with the ethical guidelines and best practices, by making sure that the action showcases the high quality care. By engaging within the regular development and learning, I have set out the effective illustrations of my colleagues. By providing the constructive feedback and sharing knowledge can boost the culture based on excellence. The dedication to the responsiveness and person centered care; this can uphold the same standards needs of individuals. The approach can inspire the high quality commitment and the compassionate care.

AC5.3 model high standards of practice within own work role to encourage others to make a positive difference to the work environment.

The model based on the high standards practices and the positive influences on the effective work environment, I regularly focus on the string work ethics, integrity and professionalism. I align with the excellence within the tasks and organizational policies, set out the benchmark for the efficiency and quality. By offering the constructive feedback, participating within the team meetings and supporting the colleagues. My commitment related to the proactive problem solving and on-going development which motivate the others to focus on the same practice. By developing the supportive and positive working environment, I offer help in productivity and team morale, this contributing to the harmonious and effective workplace.

AC5.4 share ideas to improve services with others.

To share the ideas for developing the services along with the colleagues, I mainly engage within the open dialogues and team discussions. I showcase the evidence based practice and well researched suggestions, highlighting the possible concerns and potential benefits (Lumley et al, 2021). I boost the collaborative environment by incorporating the perspective of colleagues and soliciting feedback into the proposed developments. Sharing the success stories and on-going brainstorming sessions offer help in create the innovative solution. By providing the supportive attitude, maintaining open communication and focusing on the novel ideas. I inspire my co-workers to contribute collectively in the working towards to boost the overall service quality.

AC5.5 promote partnership approaches to supporting individuals.

By promoting the partnership approaches, this includes collaborating with the different stakeholders, like as social workers, health care professionals, community organizations and families (Zhang, 2023). By working closely with the different partners provide help in comprehensive support for the patients by assimilating different resources and expertise. For instance, by collaborating with the different health care providers make sure about the holistic care plans which can meet the emotional and physical needs. The community organizations provide the additional services and resources, lengthening support network. The partnership develops the coordinated approach, making sure service users can gain the effective and well-rounded support.

Books and journals

• Burns, R., 2020. Adult Learner at Work: The challenges of lifelong education in the new millenium. Routledge.
• Buselli, R., Corsi, M., Baldanzi, S., Chiumiento, M., Del Lupo, E., Dell’Oste, V., Bertelloni, C.A., Massimetti, G., Dell’Osso, L., Cristaudo, A. and Carmassi, C., 2020. Professional quality of life and mental health outcomes among health care workers exposed to Sars-Cov-2 (Covid-19). International journal of environmental research and public health, 17(17), p.6180.
• Gan, W.H., Lim, J.W. and Koh, D., 2020. Preventing intra-hospital infection and transmission of coronavirus disease 2019 in health-care workers. Safety and health at work, 11(2), pp.241-243.
• Jaharuddin, N.S. and Zainol, L.N., 2019. The impact of work-life balance on job engagement and turnover intention. The South East Asian Journal of Management, 13(1), p.7.
• Lumley, S.F., O’Donnell, D., Stoesser, N.E., Matthews, P.C., Howarth, A., Hatch, S.B., Marsden, B.D., Cox, S., James, T., Warren, F. and Peck, L.J., 2021. Antibody status and incidence of SARS-CoV-2 infection in health care workers. New England Journal of Medicine, 384(6), pp.533-540.
• Mlambo, M., Silén, C. and McGrath, C., 2021. Lifelong learning and nurses’ continuing professional development, a metasynthesis of the literature. BMC nursing, 20, pp.1-13.
• Morandini, S., Fraboni, F., De Angelis, M., Puzzo, G., Giusino, D. and Pietrantoni, L., 2023. The impact of artificial intelligence on workers’ skills: Upskilling and reskilling in organisations. Informing Science, 26, pp.39-68.
• Mukhalalati, B.A. and Taylor, A., 2019. Adult learning theories in context: a quick guide for healthcare professional educators. Journal of medical education and curricular development, 6, p.2382120519840332.
• Zepeda, S.J., 2019. Professional development: What works. Routledge.
• Zhang, Y., 2023. The Role of Retired College Student Soldiers in Ideological and Political Work in Universities. Adult and Higher Education, 5(18), pp.1

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