The Jet In-Service Training Programme

Transcription

1 The Jet In-Service Training Programme Yor pdf Jet Training Programme, consists of: l l 16 Certificates Instrctions - comprising of: In-Service Training Introdction Portfolio Developement/Care NVQ Dividers 16 In-Service Training Worksheets NVQ4 Spporting Material - comprising of: l Assessment Log Form l Candidate Log form l A Direct Observation l B Examination of 'Prodcts' l C Oral Qestioning l D Inspection of setting l E Athenticed Statement l F Self Reporting/Candicate Explanation l G Reflective Accont l H Extended Qestioning l I Simlation l J Case Stdies l K Accreditation of Prior Learning/Evidence from the past l L Assignments and Projects l More detail reqired l Action Plan l Assessor/candidate assessment meeting l Assessor's observation and smmary of candidate l Unit Review form Copy of Post Appraisal Letter form Senior Trainer (Management Letter) Task Activity Form 2 Element Units of Bolt On Examples for those who reqire more In-Depth Training In-Service Flow Chart for NVQ2 In-Service Training /NVQ Comparison Matrices An A3 Photocopy Unit 1 Indction Unit JET/NVQ Comparison Forms In Depth Qestions for Care NVQ - 'Gidance and Units'

2 The Jet Management In-Service Training Programme will enable it's Owner to be able to proceed to Train and Develop ALL their Management Employees to NVQ3 or NVQ4 Standards in Care disciplines. They will also be able to cover the Range of Investors in People Indicators, and ISO 9000 series Training and Development Criteria. Once all the necessary Units are completed and have been Assessed as meeting the NVQ Performance Criteria and Knowledge Specification by the Assessor, the Candidate will be in a position to apply for the NVQ Award, sbject to the Award Bodies Procedres. The Training covers NVQ2 Units in Care Management The Jet In-Service Training Programme allows all Care Employees to Train at the same time, allows for them to do so at differing speeds, sbject to Ability and Circmstances. Training and Development provides for better Continity of Care and enhance Standards. Training and Development can have the effect of lowering Sickness and Absence, bringing Higher Morale and have less Employee Trnover. With its inbilt Indction and Appraisal System, the Training links the Home with the prestigios INVESTORS IN PEOPLE Award as well as the International Qality Standard ISO 9000 series, the two top Qality Awards. Each year Athorities are ptting increasing pressre onto Care Homes for improved standards, whilst referrals are becoming increasingly difficlt to compete for. Homes are having to achieve Qality Standards to stay ahead of the competition, especially when that competition within the Care Sector is becoming increasingly fierce. A Home having a Training System which also leads to NVQ Qalifications and National Qality Standards is the way forward. The In-Service Training Programme is devised by John Eaton, a Member of the Society of Athors and an Originating Athor of Croner Pblications 'Records and Procedres' manal which many Nrsing and Care Home Owners have in there Homes for reference. Owners of this Pblication may be sing Forms from that Manal which originated at his own care home. Mr. Eaton was also former Vice Chairman of MARCH. He has gided his Nrsing and Care Home towards the 3 top National Qality Standards, ISO 9000 series, Investors in People whichthe home havs already been awarded and also became an NVQ Assessment Centre. Both Investors in People and ISO 9000 series were gained in 1996 and by the end of 1997 became an Accredited NVQ Assessment Centre.

3 MAIN FEATURES The Jet In-Service Training Programme is based on the idea that if the Home Owner or Manager bys the Training Package then they are the Owner of the Written Material in the Programme. Whilst the Trainee gives p the Written Material, they receive in retrn a Certificate of Competence and an Individal Unit Manal for each Unit. By the Home controlling and keeping all the Completed Units, stored in a Secre Area (sch as a Locked Office), the Home Owner or Manager has Evidence of Training, being able to prove REAL Training is taking place and is able to show prospective Clients, their Families, Professionals, Agencies and Other Interested Parties the Qality of that Training. It also remains in the Owners control as Evidence that Employees were Trained in all Aspects of Care and Home Procedres, complete with a Comprehensive Indction Programme. This Information is of vale if an Untoward Occrrence or Sitation takes place where there are Conseqences the Owner or Manager may have to answer for, or may have to jstify Employee actions. Training can be evidence that an Employee did know what was reqired of them even if they have denied Responsibility. This has implications for Actions sch as: a claim for Unfair Dismissal. It can be a Defence in Law if an accsation of Neglect has been made against the Home. It can be a Defence at an Indstrial Injry Tribnal, showing written evidence that Training had taken place as in i.e Lifting. It can be sed as Evidence if any Other Agency, sch as Health or Social Services were involved, with an otcome which cold affect the Homes Registration. Therefore, The Jet In-Service Training Programme is not only Training and Development activity for the Employee bt also an Insrance Policy for the Home. As stated above, the Home keeps the Training Units for its own reqirement. The Employee receives a CERTIFICATE and MANUAL for each Unit to show that they have been graded as competent on that Unit towards an NVQ2 or NVQ3 Qalification. The Unit MANUAL is also an NVQ Log, elements completed are signed as Competent by the Assessor to show that Training had taken place. The APPRAISAL System will be another Defence against Unfair Dismissal, where the Training and following Appraisal will highlight areas of Excellence or Concern, and as the Appraisal is on each Unit, if there were contining concerns expressed, there wold be good Evidence that the Termination of Employment was a reasonable one. As the first 2 years of Employment are critical in Legal Terms this System will be a Safety Net to the Home Owner or Manager and a great Benefit and Advantage to the Home if it can keep its Qality Employees and let go those who are not carrying ot their dties in an acceptable way. Each Unit may also be sed as a Salary Incremental base, so with each Unit of Training and/or Appraisal completed, an increase of salary may depend on sccessflly completing the Training and/or a satisfactory Appraisal. (Untoward Sickness in the Appraisal may be a reason for no incremental increase).

4 HOW TO USE THE JET IN-SERVICE TRAINING PROGRAMME The Units come in a pdf format. It will catch the eye of Professionals, Visitors and Others who are involved with the Home. It comes in a format for ease of Storage and Handling. Each Unit and Certificate is printed on a Qality card and is meant to be maintained as a Template and NOT for DIRECT USE. Yo are advised to make SUB MASTER (Card) Photocopies of all the Information within this pack in case of Loss or Damage and keep the MASTER COPY in a Safe and Secre Area. When commencing this In-Service Training, make A3 photocopies of the Unit Template. This will allow adeqate space for Employees to write their knowledge evidence in the boxes, commencing with the Indction Unit 1. Identify the TRAINEE, the KEY TRAINER and the SUPPORT TRAINER on each individal UNIT. Write the date of COMMENCEMENT of the Training and set a REVIEW and COMPLETION DATE, not forgetting to pt these dates in the diary and making sre time is set aside specifically to meet and Review with the Trainee. Then follow the instrctions on the Unit. The Spport Trainer can be someone who has Practical Skills who can help when the Key Trainer is not available. On no accont write on the Original Template. Photocopy the TRAINING MATRIX on A4 paper. Then complete all the Employees names who are ndertaking the Training on the Training Matrix, then post it on the Notice Board which will allow Owners and Managers to monitor how the Training programme is proceeding and whether actions need to be taken to maintain the momentm. Owners, Managers and Employees can view on an ongoing basis how the Trainees are progressing against the NVQ 2 criteria, (also Investors in People Standard or ISO Healthmark where relevant). Photocopy the NVQ MATRIX on A4 size and post the NVQ Matrix on the Notice Board, or give Individal copies to Trainees, this will show them how mch work they have achieved against the NVQ2 Award. If they highlight the box which covers the NVQ2 Element they can see how they are proceeding in a graphic way. On no accont write on the Original Template. At the REVIEW DATE the Assessor sets time aside to meet the Employee to Monitor Progress and give Advice. Attempt to Resolve Isses at this point so there are less isses to deal with on Completion. N.B. The Key Trainer and the Spport Trainer shold be monitoring the Trainee throghot the period, thogh it is essential to have this formal planned meeting to enhance commnications. As stated in the Training, 2 months shold be the average time for Training, following the 13 week Indction Unit 1, thogh this is dependant on other factors sch as sickness, workload or holidays. Where possible, Trainees shold be encoraged to complete the Units from Unit 2 within the 2 months specified. Where the Unit reqests MORE DETAIL REQUIRED, an A4 photocopy of the More Detail Reqired Template shold be given to the Trainee for writing on. On no accont write on the Original Template. At the COMPLETION DATE, time shold be set aside by the Key Trainer to assess the Trainees work and to decide whether the work is Competent. The Trainee is tested against the work to see if they have nderstood what they have written. Where gaps appear in the areas of Competence, the Key Trainer can ask qestions or se other NVQ evidence (i.e. Testimony of Others) to test any areas not adeqately covered. Write Qestions and the Employee answers on an A4 photocopy of the WRITTEN QUESTION FORM. As with all the other Forms. On no accont write on the Original Template.

5 Following the testing of the Competence of the Employee against the Unit Training, a discssion shold take place with the Employee from which an APPRAISAL is raised, looking at aspects of the overall workplace performance to inclde Strengths, Developments, Achievements, Relationships, Pnctality, Sickness and Areas That Need Attention. Comments by both Trainee and Trainer then Signed and Dated. Where a Home has a Senior Trainer, the Unit is sent to them for an overview, as a reslt of this, a letter from the Senior Trainer is sent to the Trainee, with Congratlations if passed and highlighting any area of Concern or other comments based on the Appraisal. A copy of this will be kept with the Employees Training Units File. With this letter, if the Trainee has been passed as competent, a CERTIFICATE and the next UNIT MANUAL is issed. The Certificate for the Unit will be presented to the Trainee signed by the Senior Trainer for them to keep. Photocopy the Certificate and Manal on A4 paper. On no accont write on the Original Certificate. Recap. Whilst the Employer keeps all the written material, the Employee shold receive both a Certificate and an individal Unit Manal to show what areas they have been Trained in, which they keep for themselves. MANAGEMENT NVQ 4 How The Jet In-Service Training System gains Evidence for MANAGEMENT NVQ4. Working throgh the Training Units, Evidence can be gained by: At the end of each Unit, the Trainee and Assessor check the NVQ MATRIX. Where it indicates that a Jet Unit meets the broad criteria for NVQ2, Evidence is soght that all Performance Criteria and Range are met. The Trainee and Assessor then read from the Comparison Forms in The Jet In-Service Training Programme and relate the NVQ Element to the Jet Training. The Comparison Form will Indicate where in the Training Evidence can be fond. It is for the Trainee and Assessor to check to see that within the Element, the Performance Criteria and Range are met. N.B. Where the Evidence is not fond in this heading, it may be fond nder other headings in the 'Black Box' of the Unit Trained in, or on other Units, so check to see if the Evidence is elsewhere. Where The Performance Criteria or Range are not met, the Trainee or Assessor can meet this by acceptable other ways indicated in the Award Body Manal. These are: Observation of a Activity, of a Prodct, gaining Others Testimony (Witness Statements), Candidates Explanation, Simlations, Assessment of Prior Achievement, by Projects. Assignments, Case Stdies or Oral and Written Qestioning Forms. All these Forms are available in the CORNERWOOD In-Service Training Programme. They shold be Photocopied on A4 paper. The Candidate has a CANDIDATE CONVERSION FORM from which they check and identify where they have met the NVQ Standard against the Jet Training. The Assessor has an ASSESSOR LOG Form that they will se to confirm that the Competence has been met and where it is fond. They shold be Photocopied on A 4 paper. Then they mst se the Award Bodies Procedres in order to satisfy the reqirement for NVQ2. On no accont write on the Original Template.

6 FAST, MEDIUM OR SLOW STREAM TRAINING FOR MANAGEMENT NVQ4 One of the vales of the Jet In-Service Training Programme is that it allows a Range of Employees to Train at the same time bt as with different Abilities and Circmstances the pace of Training can vary. Therefore, as highlighted in the Fast Stream NVQ4 in Care, most of the Range and Performance Criteria can be met by Unit 1. Once this is Signed Off as competent by the Assessor an NVQ4 in Care shold follow from the Award Body. The following Units then cover all the other Specialities, or go toward an NVQ LMC qalification. In the Standard Stream NVQ4, It takes a Trainee to the 16th Unit to achieve an NVQ4 Qalification, the time it takes to achieve this is p to the Home or Individal, althogh shold take a little more than a year. In a Slow Stream the Trainee can take the fll 16 Units to complete the NVQ4. This may be of se to those who have been ot of Training for some time and need to relearn how to get back into it, or Part Time Employees, Working Mothers who have families to contend with as well as those who's edcational skills have to be relearned. There is a range of reasons for Trainees to go throgh the Slow Stream of Training if the Trainee stays the corse they can still get an NVQ4 Qalification. Whilst these Streams are shown as a way to se the Jet In-Service Training Programme, they are advisory only and each Home can choose its own way of managing its Training. For the Home Owner the JET In-Service Training Programme is proof of Indction, Training, Appraisal and Commnication, which makes a good case for the Home if it is not already an Investor in People, then to become one. The Home will have flfilled most of what is needed to meet this Qality Standard. By the 16th nit, the Candidate shold have enogh evidence for NVQ4. BENEFITS All Care Employees Training to NVQ 2 Standards Reglar Appraisals Covers Investor in People Training and Development Criteria Covers ISO 9000 series Training and Development Criteria Defence in Law re: Negligence Defence against Unfair Dismissal Defence in Law against Indstrial Injry Claims Higher Employee Moral Can lead to Lower Employee Trnover Better Skilled Workforce Prospects of Higher Bed Occpancy Increased Reptation in the Local Market Increased Ability to State 'Qality' in yor Home Reassrance to Professionals/Families once Placement is Considered Vale Rote against Traditional NVQ Rote Simple to Use, Complexities Taken Ot Tailor Salary against Progress. Incremental Increases on Units Completed. Training Speed can vary according to need. Jet Training waives the copyright for an owner who has prchased this system from John Eaton to se in their own Home. Use of the system otside that Home will be a breach of Jet Training (John Eaton) copyright.