Tystiolaeth Cyflawniad/Performance evidence record Essay

SYLWERGall eich asesydd ofyn cwestiynau llafar yn berthynas ir gweithg bedd hon. Sicrhau eu bod yn cael eu cofnodi yn y bocs priodol. Bydd rhaid ir person sydd wedi ardystio/arsylwi arwyddo y dudalen olaf NB Your assessor may wish to ask you some questions relating to this activity. Ensure they are either recorded in the per ricochetance evidence or on a Questioning record. The person who observed/witnessed your activity must sign and date the last page.Dyddiad y gweithgareddDate of activityUnedUnitCDLOTystiolaeth y perfformiadPerformance evidenceGood faculty are the key point to a successful business. They need to be the right person for the right role. A poor staff member can cost time and money and can in turn bring a lack of confidence in the Company by the authorities which use our services. IT is therefore imperative that the recruitment criteria to followed and adhered to. We sustain a recruitment and selection policy ( see evidence 1) We project to crosscut all aspects in the legislation needed for the health and social care industry.These include Asylum and Immigration cloak 1996.Data Protection Act 1998.Care Standards Act 2000.Rehabilitation of Offenders Act 1974.Safeguarding of Vulnerable Groups Act 2006.wellness and Social Care Act 2008.Equality Act 2010.We also have to cover Regulations in Health and Social Care, these include Health and Social Care Act 2008. avocation Equality Regulation (religion or belief and Sexual orientation) 2003. Employment Equality Regulation (age) 2006.Part time Workers Regulation 2000.There may be times when criminal convictions or cautions are disclosed on an exertion form or at interview stage. Some of these convictions or cautions may require us as a company to seek specialist dish up to read the full story of the offence. The Rehabilitation of Offenders Act 1974 allows some convictions to be ignored after a certain rehabilitation period. The reasoning behind this is so that the person holding the conviction w ill not have a lifelong scar on their record if it has been a minor offence in their past.Once the rehabilitation period is spent and no other convictions are made, in certain instances the person may not need to disclose the conviction, if for mannikin applying for a furrow. In adults the normalrehabilitation is 5 years for non- tutelar sentences, 7 years for custodial sentences up to 6 months and 10 years for custodial sentences over 6 months and up to 2 years Any custodial sentence over 2 can never be spent.. The period for preadolescent offenders is normally half that of an adult. Jobs in the care sector are exempt under the Rehabilitation of Offenders Act 1974 and all applicants must under- go and pass an compound DBS (disclosure and barring service) previous(prenominal)ly known as CRB (criminal records bureau)Huntley and Carr, Soham murders 2002.Ian Hunley had slipped through the net on his CRB as police had entered his name incorrectly and the wrong date of birth. Even with many previous allegations against children, none had resulted in any conviction, provided the school were aware of his past history but free employed him. Home Secretary David Blunkett stated he would start an investigation into the vetting system In this case police have declared they should have checked identity input was correct and that all previous allegations which were held on file should have been further investigated.Serious case review of Carefirst 24 establish in Surry. Domiciliary care company were employing illegal immigrants. practice of law and local council did emergency planning to remove clients from Carefirst 24 and place with other agencies. When Carefirst 24 offices were raided several self- funding clients were found, these too were placed with other agencies. Unfortunately Mrs foster had been over looked and was left with no care for almost 9 days, her care package was 4 calls daily. When she was finally found by a district confine and admitted to ho spital she was in a very poor state of health. She consequently died. During the enquiry it was found that there had been no multi agency communication i.e. gps visiting but unable to gain access out-of-pocket to not knowing key safe number, then not following up the appointment. The recommendations in domiciliary based care are toInvolve service user in their care plan and assessment, this should be done with face to face contact. Legible, dated and signed attention logs should be kept for each visit. Quality control procedures to be in place to detect any service deficiencies immediately. The manager, supervisors and carestaff should show a full commitment to the safety and wellbeing of all service users in their care at all times.No matter how large or subtle a company is, it is important to supply an up to date detailed job description to all employees, describing job requirements, reporting to higher post ordinary and expected performance standards.It is advisable to have t wo interviewers on the panel. A pre prepared list of questions should be asked to each interviewee and a scale of answers which should be flip overn. I need to ask questions such as, Do you have any problems with giving personal care? Do you have access to a reliable car, due to accessing some service users homes? I also have to gain knowledge into their flexibility to working hours, their knowledge of both Welsh and incline communication. I also wish to discover if the applicant has any previous experience or training qualifications. During interview I can also curb about their personality, team player abilities, emotional stability, confidence and their future goals. A lot can be learnt about the interviewees in their body language, are they positive/nervous relaxed/up tight, easy going/strict, good communicator or reluctant to engage in general conversation.Part of the interview includes double checking their application form with them, so that their answers are fully underst ood. This gives me the opportunity to make sure no needed information is missing, such as breaks in employment or residences. The last mentioned will be needed for the DBS process. I also ask if they know of any reason wherefore we should not be able to gain a reference from any of the 3 named referees given, (these referees have to be telephoned to confirm they are the person named and that they have completed the reference form themselves) I also give the interviewee another chance to declare anything which may show up on a DBS.If I feel an applicant is suitable for the role they have use for, I post out an application successful letter. This states that the offer is made on the receipt of successful references and DBS check. The offer can be withdrawn if these are not clear.Our methods and criteria to recruit new staff are the same at all levels. When an application form is received, it is read by 2 senior members of staff and at this point it is decided if an interview is to b e given. If a verbal offer of employment is given, it must also be followed up in writing.Health and Social care roles have a strict vetting system, which is normally safe and reliable. But as already pointed out with the Soham case things can go wrong. I promote honesty and openness at interviews as some convictions can be considered. If a person is recruited who is wrong for the organisation and role this can contain to quick staff turnover and increased costs for the organisation. It could also lower the morale of existing staff due to new employee not fitting in with the team by not working well in their role. It is important that any new employee has flexibility and commitment but they also need to have the passion to listen and learn. In the domiciliary care organisations continuous recruitment is ongoing. This is due to continuing expansion and needing trained staff in place in advance new service users can be taken on.Whilst interviewing it is important for the interviewer to smile and encourage the interviewee to feel relaxed. If an interviewee appears nervous this is not a sign of them being inapplicable for the role. Some individuals generally find interviews a nerve wracking situation but they are relaxed in all other situations. One of the questions I ask is, why have you applied to become a community care assistant with this company.I find the answer to this question is invaluable. I can discover if the candidate is really interested in the role or that it just a job or the DWP have made them apply for any job just to keep receiving their benefits. We advertise our vacancies through the local job centre and on internet media sites. We also advertise internally for higher positions vacant. These are still subject to an interview with the existing employee, although this is an easier interview as so much is already known about the applicant and their work standards.