This unit is very similar to the Level 2 unit Personal Development in Care Settings, therefore many of the answers here will refer back to answers already provided in that unit.
If you have already completed your level 2, you can ask your tutor if some of your previous work can be transferred over to your level 3.
You will find that for level 3, you may need to provide more in-depth answers and tackle them from the perspective of a senior/experienced member of staff or leader.
In this unit, you will look at your work role and how to evaluate your performance, reflective practice, creating a personal development plan and continuing your professional development.
- Understand what is required for competence in own work role
- Be able to reflect on practice
- Be able to evaluate own performance
- Be able to agree a personal development plan
- Be able to use learning opportunities and reflective practice to contribute to personal development
You must describe what your primary duties and responsibilities are for your current work role.
This information can be gleaned from your job description, your organisation’s agreed ways of working and your manager.
Some of the information needed to answer this question can be found here.
You will also need to add additional information and discuss it it in more depth for your Level 3.
There are several ways that you can work effectively with others.
As a more senior member of staff, you will be expected to, at times, to lead others in achieving team goals.
You can do this by:
- Having clear objectives
- Listening to and collaborating with others
- Understanding disagreements are natural and managing them
- Encouraging and motivating your team
- Ensuring everybody understands what is expected from them
- Finding solutions to problems and setbacks
- Knowing the skills of others and delegating tasks to the right people
- Keeping things organised on on-track
- Having a positive attitude
2.1 Explain the importance of reflective practice in continuously improving the quality of service provided
At level 3, you will take a step back and consider how reflecting on the experiences of yourself and others can have a profound effect on improving the quality of service your organisation provides.
This means sharing your own reflections and those of your team so that each team member can learn from one another and everybody has the chance to learn from one another to improve the service as a whole.
You should regularly reflect on your own and others practice to identify ways in which the quality of service your team provides can be improved.
For example, if the culture of your team tends to be negative then you can think about the reasons why the personnel feel that way. Asking team members to reflect and report back their thoughts to you can also be useful as you attempt to turn this around.
In summary, you should ensure that your own personal values, belief systems and experiences do not interfere with your work.
This has been previously answered in the Level 2 section.
You should be able to look at current standards and assess and evaluate how your own knowledge, performance and understanding meets them.
You can get further guidance by asking your manager for feedback.
Receiving feedback is a great way to evaluate your own performance.
Positive feedback lets you know that you are working well.
Negative feedback can be used to identify areas where you may need to improve.
Unless it is a personal attack rather than constructive criticism, you should take it on the chin and use it as a learning opportunity. If you choose to ignore it, the opportunity is lost.
For example, if one of your co-workers informs you that you’re always rushing about and never seem to have time to listen to them, you could reflect on their feedback and decide to yourself that they have a point. In future, you make sure that you set aside a certain amount of time for each member of staff every week to give them the opportunity to talk to you. Consequently, you find that your team is more efficient and more motivated. You would not have been able to achieve this without feedback.
This has already been addressed at Level 2.
In summary, your manager and yourself will be the main sources of support for planning and reviewing your own personal development.
In addition, you can get support from the individuals you support, their family and friends, co-workers, colleagues, other professionals, outside agencies and the Internet.
4.2 Work with others to review and prioritise own learning needs, professional interests and development opportunities
You will work with your manager to review and prioritise your own learning needs, professional interests and development opportunities.
This could be formal training, career progression, taking on new responsibilities to gain experience or conducting your own research.
This assessment criteria has already been answered here.
In short, you will agree a Personal Development Plan (PDP) with your manager, which will comprise of a set of personal learning goals, each with a deadline date.
You will meet regularly with your manager to review your targets.
Click here for the full answer to this question.
You will need to look at a learning activity you have completed and evaluate how they have affected practice.
For example, you may explain how a leadership and management course you attended presented some ideas to promote team motivation. You put them into practice and it resulted in your team having less sick days and carrying their work out more effectively.
Using reflection to increase your own knowledge, skills and understanding is discussed here.
For Level 3, you will need to look at how shared reflective practice has led to improved ways of working for your team or organisation.
As an example, you may explain how a couple of members of your team reflected on how the way they perform a drug stock check as they were making regular mistakes. They approached you to say that after reflection they had ascertained that the drug stock check form was rather confusing and could be improved. So you made changes to the form and it resulted in mistakes being reduced to almost 0%.
The importance of continuing professional development is explained here.
In short, ongoing professional development is important because things such as standards, legislation and regulation change regularly in the health and social care industry and you need to stay up to date with your knowledge, skills and understanding.
This has been explained previously when we discussed creating a Personal development Plan.
You should also have a Continuing Professional Development (CPD) record in your personnel file, which documents your learning and development and contains copies of any certificates you have earned.