Manage Domiciliary Services Essay

As a healthcare provider we have to ensure we have the correct amount of staff as well as staff with the right skill set and qualifications on shift which meets the needs of the people we are supporting. We do this by implementing standards from the beginning which includes the recruitment process. Our recruitment is robust but is constantly changing to ensure potential new staff are people that is right to be in healthcare, someone can fail at any time of the recruitment process. Our recruitment process includes: 1. Telephone Interview 2. Face to face Interview 3. 2 Day mandatory Training 4. Induction and final interview 5. 12 weeks probation Indicators that a potential new member of staff can fail in our recruitment process: a. Not understanding the importance for a client to maintain their independence b. Not understanding the importance for a client’s dignity and respect c. Not understanding the importance of working over a 7 day period d. Not participating in activities in mandatory training e. Not completing the Common Induction Standards f. Not completing courses in the 12 week probation period g. Not meeting the levels of reliability set out All members of staff that do not have a NVQ 2 when starting with E-Spire Healthcare must complete the Common Induction Standards within the first 12 weeks of commencing work with the company, after this period they can then proceed with NVQ level 2, which is encouraged, we rely on our local college to provide this support. When a new member of staff starts with E-Spire Healthcare they must first complete induction and shadow shifts without senior staff, only once the senior member of staff has signed them off as competent will they commence their shifts with our clients. This way our senior is able to introduce the new member of staff to our clients but they also have a complete understanding of our client’s needs and what support they require. Depending on the complexity of our client’s needs will depend  on which member of staff works with our clients, for instance somebody who has mental health issues will not be asked to complete shifts with that particular client until they have completed the relevant training courses and completed shadow shifts and been signed off by the senior member of staff. There is no maximum number of shadow shifts that a new member of staff needs to complete, this will depend on the individual member of staff, their past work history, qualifications. Myself or the senior member of staff would of completed the necessary paperwork before the commencement of the package including the care plan the client’s needs, support, risk assessments, medication, and emotional support plans, this way we already have an idea of what type of member of staff will work well with each particular client, as I feel this is a two way process the client and the Support Worker must be able to work together so the client can be motivated to keep their independence but also the Support Worker to enjoy working with each individual client and know they are supporting in the correct way and making a difference in their day to day lives. We also at the paperwork stage will know how many members of staff are required for each shift. Consistency of care is an extremely important factor for us, not only for the client but also the support worker: For the client: 1. They will get to know the member of staff 2. They will be able to open up to them if they have any certain problems 3. They will know that the member of staff understands their needs 4. They will know that they won’t have to keep explaining how they like specific tasks like to be completed 5. There will be trust between the client and member of staff 6. Personal care tasks will hopefully not be seen as daunting as the same person is with them 7. Trust when it comes to supporting people with their medication For the Support Worker: 1. They will get to know the individual client 2. Will understand how they like tasks to be completed 3. They are confident with how to support individual clients 4. They understand what motivates each individual client And many more reasons. Each individual client has a series of risk assessments completed for the  commencement of support package. This will include, medication, mobility, feeding, personal care as well as the immediate environment that the support worker will be working in. Depending on the individual client will determine how many members of staff will be required. This can depend on their mobility, their mental health, support in the community. If we feel that a package requires a different amount of staff to what is stated from for instance the social worker, we will go back to them and state our findings, but a package will not start until we have the correct amount of staff on each shift, as we need to keep both the client and our staff safe from injury and harm as well as the community too. I have a completed risk assessment attached with this document all personal details have been removed. E-Spire Health care have clear recruitment guidelines in place which all office staff know and understand a nd all abide by. No member of staff can commence with any shadow and induction shifts until we have on file: 1. Phone Interview 2. Face to Face Interview 3. 2 Day Mandatory Training 4. Induction and Final Interview 5. DBS 6. 2 references 7. Staff Members folder signed off by either myself or the director Carl Boulton. We have a excel document which is kept up to date of any potential member of staff that has approached E-Spire Healthcare this way we can ensure that we are not bringing anybody on board that has already tried to get through the recruitment process already. We also have a flow chart so we can refer back at any time if we are ensure of the process. Within healthcare we are supporting clients within their homes or a residential setting, so our staffs reliability and time keeping is essential, however with this said we will always occur a percentage of lateness and sickness, although we do have a procedure to monitor this and we will speak to any member of staff that does not hit the E-Spire targets ( separate occasions of illness within a 6 week period and also the same for lateness), as a company we do need to be prepared for the unexpected and people can fall ill at any time, this is why we have senior staff that their day to day roles  are shadow and inductions, reviews but to also pick up shifts at any time, we also have a deputy manager who also is able to go out and do shifts at any time. If need be there is also myself to go out to do shifts, but the same procedure applies to us too we must of completed shadow shifts with each client we will be going to, this is why shadow shifts and inductions are so important. Every client is an individual and their needs can change at any time, this can include cancelling shifts due to unforeseen circumstances such as going to hospital, doctor’s appointments, holidays, day trips out. It is our job to ensure that they are able to participate in any activity they need to. Hospital admission for instance is we will keep their shift slot open until they are able to come home, I know how important it is that when someone is able to come home, that they just want to come home, I do not want to be the reason why they are not able to come home, again this is a reason why we have senior staff available this way we can support clients with their task that is important to them. At E-Spire Healthcare and more importantly for myself I don’t want to meet CQC guidelines I want to exceed them, I am not in care to just give everyone the basic needs, I want to be able to provide support for people that is going to enhance their lives, maintain their independence, be emotionally supportive, and support them with the tasks that they need support with. Everything I do I also ask the same question â€Å"is this the type of support that is exceeds my expectations for my parents?† we monitor this by reviewing our clients care plans, speaking to them to see if they have any comments or complaints, asking them to complete questionnaires, which allows us to compile reports to see as a company where we can improve, because I feel we can always improve, if you’re not improving you’re not listening to people. We also complete a 12 week supervision for new members of staff, this goes towards their probationary period, this is a two way meeting with myself and the member of staff to both discuss the progress of the member of staff, it also gives the member of staff to give their opinion on subjects such as training, the clients their progress their needs. It is a document that will remain in each individual’s folder and it is a document that we are both able to refer back to, it includes: The member of staff role and responsibilities How the member of staff is meeting the company’s objectives and targets Any other training the member of staff feels they need to do Any problems the member of staff may have.  We then complete a target list of training and objectives for the member of staff to complete in the next 6 months, the next supervision would then not be with me as if the member of staff had an issue with myself they would then have the chance to discuss this with another member of staff. I feel this is a fair way to conduct supervisions, as the member of staff may feel more comfortable speaking to another member of the office team, but this way we are still able to improve for everyone. I am so the trainer for E-Spire healthcare but we also use other companies that are open to us which includes: 1. Local Colleges 2. Local District Nurses 3. The local authority I have attached my mandatory training course topics which indicates what is covered over the two days. To prepare myself for the training course I use a multitude of sources which are available to me, so I am fully informed so my information is up to date and informs and skills each individual member of staff so they have the knowledge to be practicable and skilful within their job role. I use: 1. British Red Cross 2. Trainer Courses (completed moving and handling and medication training) 3. CQC 4. Shropshire County Council 5. HSE Website 6. Food.gov.uk 7. You Tube 8. Speaking to clients 9. Personal experiences 10. Fire safe 11. Old Newspaper articles 12. SPIC 13. UK National Statistics