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					South West Family Support
  Association - Induction

   Welcome to
Employee Induction
       Topics to be covered…
1.    Organisational Details
2.    Values of Inclusion
3.    Your role as Support Worker
4.    Confidentiality & Duty of Care
5.    Policies and Procedures
6.    Employee‟s Obligations
7.    Performance Reviews
8.    In Emergency
9.    Summary and questions
10.   Quick Quiz
SWFSA was founded in 1991 to act as a
mechanism to access funds for the provision
of respite to families caring for someone with
a disability.
 The association now provides support to 137
individuals and families and is endorsed by the
DSC to provide services in the area‟s of :
Family Support – IFS / Respite Brokerage
Community Access – PSO / ATE
Community Living - ASF
        Our Vision…

    ….that SWFSA is the
   preferred provider for
families and individuals with
 a disability, who want to be
included in their community.
  Our Mission …
…is to develop methods and
   programs that include
 people with disabilities in
      community life…
                           SWFSA - Structure

            Chief Executive                                   Board of Directors
                                             President   V/President Treasurer     Secretary
              Rob Holmes
                                             Bridget Green          Matt Granger
                                                         Robert AxonPaul Hollis

            Program Manager
            Steve Robinson
                                                   Dale Lovett, Ann Clapp, Lorna Worthington

 Finance      Program         Aged Carer    Human           Program           Rec It!            Admin.
             Coordinator                   Resources       Coordinator                          Assistant
 Apikara                                                                      Steering
McQuillan       Vacant                     Bev Mulcahy     Sue Burkett       Committee         Aisha Jackey

               Support                                      Support           Project
               Workers                                      Workers           Officer
            Our values …
People with disabilities have:
     an inherent right to dignity
     and respect;
      the same rights to
     opportunities for growth,
     development and the pursuit
     of their dreams as any other
     Australian citizen.
  Our values …

  The Association is committed to
safeguarding and advocating for the
         and emotional
          well being
    of people with disabilities.
       The Values of Inclusion
   Everyone is born In – we are born among people and
    only sent away later.
   All means All – Everyone capable of breathing even if
    breathing requires support is entitled to be included
    No one is too difficult, too old, too poor or too
    disabled to qualify.
   Everyone needs to be in – If people are physically
    excluded they have to be physically included. If you
    are not there no one will know you are missing.
   Everyone needs to be with – We have to help people
    be part of and belong to communities – not just be
    lonely residents within them or day visitors to them.
   Everyone is ready – No one has to pass a test
    or meet a set of criteria to be eligible. It is
    community‟s task to find ways of including
   Everyone can learn – Everyone should be
    given the opportunity to try new things, grow
    as individuals and develop to their full
   Everyone needs support – and some need
    more support than others – no one is fully
    independent we are all interdependent on
    each other.
            Inclusion (cont)
   Everyone can communicate – just
    because someone can‟t or won‟t use
    words to communicate doesn‟t mean
    that they don‟t have anything to say.
   Everyone can contribute – Each person
    has their own gifts and strengths.
   Together we are better – we can all
    learn and grow by knowing one another.
 Inclusion/Exclusion Exercise

Think about a time when you felt
excluded and how that made you feel.
What did people do to make you feel
that way?

Then, think about a time when you felt
included and how that made you feel.
What did people do to make you feel
that way?
     What Community Inclusion
          means to me
       Excluded           Included
Separate          Belonging
Bored             Adventurous/Challenged
Lonely            Companions/Friends
Isolated          Free
Restricted        Control and power
Controlled        Increased Choice
Failed            Hope and Enthusiasm
Limited           Growth
     Steps towards inclusivity…
1.   Identify individual interests/goals
2.   Resource areas of interest and community
     groups that may be able to assist
3.   Make an approach
4.   Attend a new activity
5.   Build networks
6.   Create involvement
7.   Maintain involvement
8.   Encourage Independence
  Identify Individual Interests
            and Goals
Take the time to develop trust and rapport
Identify broad interest areas then narrow them
Talk about passions, dreams and goals
Ask others. “What lights this person up?”
Look for clues
Use assistive techniques such as photos
Try different things to open new doors
Avoid Directing!
 Resource Areas of Interest
Find out what‟s out there!
Local Newspapers
State Sporting
Community Centres
Yellow Pages
Community Directories
Talk to others
 Approach Community Groups
Get all the info

Identify the „key‟ person

Highlight the abilities and contributions
 of the new member
    Attending a new activity
Role model to the group

Set up interactions

Highlight gifts,
contributions and talents
       Building Networks
Share experiences and interests
Inviting people into your life
Remembering names, birthdays, important
Being interested in others and open
Putting in the time and attending
      Creative Involvement

Think outside the box!

Valued Roles

         Creative Involvement
                The „Power of Ten‟ Activity
1.   Write down a sport or recreation activity, for
     example, cricket.
2.   Together think of 10 ways to participate in that
     activity, for example, cricket could include
     umpiring, scoring or managing a team.
3.   From this list choose one of the activities.
4.   Think of 10 ways that a person can participate in
     that specific activity. For example, managing a team
     could include, organising fees, organise end of
     season trips or even cheering for the team!
5.   You now have a list of 20 ways that a person can
     take part!
    Maintaining Involvement
Encourage natural, sustainable

Be available to discuss successes and
 difficulties with the club

Foster a commitment to making it work
              Good Practice
   Assume competency
   Use appropriate language
   Speak to the person not their supporters
   See beyond the disability
   Set consistent standards and expectations
   Include people because of their passions and
    abilities not because it is charitable
   Look for opportunities to include – not the
    reasons not to
Coffee Break
                  Your Role
   Assist client to develop a positive image in the
   Support and encourage participation and
    inclusion in the community.
   Support and encourage skills development.
   Assist with daily routine activities.
   Attend to physical and material well-being.
   Assist client to maintain a homely residence.
   Recording & Reporting responsibilities.
   Professional & Ethical behaviour at all times.
     Positive Community Image
   Role modeling how to dress, speak
    respectfully, greeting people appropriately.
   Age appropriateness of activities, items
   Ensuring good standard of personal grooming.
   Encouraging positive interaction with wider
Physical & Material Well-being
   Client is personally supervised at all
   Diet & Lifestyle.
   Medications.
   Living within ones means – budgets and
   Bill paying and other responsibilities.
    Assistance with daily routine
   Client is encouraged & assisted with
    personal grooming and hygiene.
   Client is supported to maintain routine
    tasks i.e. washing, ironing, cooking and
   Time management.
    Provide a homely environment.
   Involved in daily running of home.
   Clients personality is evident in the
   Clients home / Your workplace
   Duty of Care to assist in maintaining
    tenancy agreement.
   Privacy and respect.
      Recording & Reporting.
   Lines of reporting.
   Grievance Procedure.
   Communication Books.
   Objective Reporting.
   Hazards/Incidents.
   Client Expenditure.
         Professional & Ethical

   Client confidentiality, privacy and
    dignity are respected at all times.
   Confidentiality Agreement.
   Code of Conduct.
   Policies and Procedures.

   DON‟T use names or identifying
    information when talking to friends or
   DON‟T discuss clients with other
    workers if the client is not of concern
    to that worker.

   You may refuse to give information;

   Dealings with Media;

   Public Statements;

   Requests for information;

   Employment contract.
               Duty of Care
Duty of Care vs Individual Rights

   Dignity   of Risk

   Least   Restrictive Alternative

   What  happens when the client‟s rights
   conflict with your Duty of Care for the
   safety and well-being of the client?

               Personal         Financial –
 Physical –                   Gifts, lending
appropriate   Boundaries      & borrowing,
   touch                      living beyond

               Domestic –
Emotional –     Respect
 Don‟t get       privacy        Time –
 enmeshed     & possessions   Be on time
  4. Policies and Procedures

 Professional   Conduct

 Alcohol   and drugs

 Safety    and Health
   Policies and Procedures…

 Unacceptable    conduct

 Disciplinary   procedure

 Grievance   Procedures
      Employees’ Common Law
   Duty of Faithfulness

   Reasonable Care and Skill

   Obedience

   Confidentiality
    New Employee Paperwork
   Make sure all the required paperwork is
    completed and returned.
   Current Federal Police Clearance.
   Senior First Aid Certificate.
   Copy current drivers licence.
   Payroll Information
   Change of Details.
   Performance Reviews
 Purpose   of reviews

 Frequency    and timing

 Outline   of the review process

 Review    the forms
           In Emergency
   Contact appropriate service:
    Police, Ambulance or Fire dept
    Notify your Program Coordinator
    & fill in an incident report form
         Useful Resources
   Job description
   Your Supervisor
   Code of Conduct
   Policy and Procedures Manual
   Employee Assistance Program
   Website
Quick Quiz & Evaluation

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