1. Explain what it means to have a duty of care in own work role. It is very important as we are responsible for all the members while they are attending the project and it would not be professional if any of them were to come to any harm.
2. Explain how duty of care contributes to the safeguarding of protection of individuals. Duty of care is a requirement to exercise a reasonable degree of attention and caution to avoid negligence which would lead others to harm. You need to be aware of the surrounds at all time and check if there are any hazards which could be harmful.
2. Know how to address conflicts or dilemmas that may arise between an individual’s rights and the duty of care.
2.1 Describe potential conflicts or dilemmas that may arise between the duty of care and an individual’s rights. Sometimes people may want to take risks in their life which could cause them harm, but you have a care of duty to them to make sure they are kept safe at all time. If this dilemma occurs then a risk assessment needs to be carried out and also you could speak to the person and advise them of the risks they are wanting to take so they full understand it can be dangerous. If they still insist they want to do it you should advise your team leader and get the member sign a form to say it is their choice to do this.
2.2 Describe how to manage risks associated with conflicts or dilemmas between an individual’s rights and the duty of care. It is cold, windy and raining outside - the members wants to go outside with no coat on. You advise them about the weather conditions and explain they should wear a coat so they don’t get ill. You should make a note of it in the member’s personal file in the members note section.
2.3 Explain where to get the additional support and advice about conflicts and dilemmas. ❖ Team Leader
❖ Adult Social Care
❖ ACAS (Advisory, Conciliation and Arbitration Service).
3. Know how to respond to complaints
3.1 Describe how to respond to complaints.
❖ Take them somewhere quiet so it is easier to discuss the issue in private. ❖ Make them feel comfortable (e.g. offer them a seat, a cup of tea, etc...) ❖ Have a sympathetic ear - understand why they are complaining ❖ If they are shouting make sure you stay calm and keep your voice at a normal level and this will help them clam down. ❖ Make a note of the complaint - complete relevant forms. ❖ Explain what will be done, how it will be done and when it will be done ❖ Once the complaint has been dealt with and the actions have been complete follow it up with a written response to the person to let them know it has been dealt with and thank them for brining it to your attentions. ❖ You need to remember - never deal with a complaint that is out of your depth, if this occurs always pass it onto someone higher than you (e.g. Line Manager, Manager, etc…)
3.2 Explain the main points of agreed procedures for handling complaints. You must keep a record of all complaints and their outcome for at least three years. If it is a formal complaint Ofsted need to be notified within 14days and need to be provided with a written copy of the complaint. You also have to record the name of the person who has made the complaint. 1. Know how to recognise signs of abuse.
1. Define the following types of abuse:
1.1i Physical abuse
Individuals being physically harmed for example being hit/punched. 1.1ii Sexual abuse
An individual being forced to perform a sexual act or being forced into sexual intercourse 1.1iii Emotional/psychological abuse
This kind of abuse is done by words for example being told constantly you are useless, worthless etc... 1.1iv Financial abuse
An individual’s money is being taken from them or not being given to them upon request. 1.1v Institutional abuse
Abuse and neglect in...