Organisation Pledge
Organisation:
Restraint Reduction Lead:
Date:
Priority 1:
Godwill care must develop the vision and set the values that include involvement, compassion, dignity, respect, equality and independence lead by Emanlonhan Sossou • Managers will be aware of, and keep under review, the day-to-day culture in the service, including the attitudes, values and behaviour of staff • Godwill Care will drive the regular stakeholder survey, training and supervision system as set out in the Stakeholder Survey Policy and Procedure as a means of demonstrating our commitment to developing the service, and to understand other people’s views of the organisation and its performance • The manager of the service will be united in their approach to the delivery of care and support, and follow through the ethos and vision of the service. We will address this view of a Well-led service, the management and leadership of the service should consider • We are innovative, with technological advances being embraced to share the vision for the service • Audits, quality assurance and clinical governance process are embedded into our practice and their importance shared with staff and led by example by management of the service • Our leadership is based on Training, and when mistakes are made there needs to be an open and transparent approach and evidence that issues have been resolved and systems established to prevent reoccurrence • Conversely when awards or other positive feedback is received, then the leadership will not take full credit, but share the success with all Godwill care staff to promote a unified vision for the service • The management has established processes to demonstrate awareness of risks to the business, and share the concerns and seek to innovate solutions • Equality and diversity promotion and the understanding of protected characteristics are important to ensure an inclusive approach to the delivery of care and support. • Structures such as Quality Meetings and Management Meetings can easily take second place to day-to- day crises unless the leadership makes it very clear that they value the processes and do not want them to be side-lined • Communication of ideas is vital for effective leadership for Godwill Care Limited and a variety of methods has been developed including meetings, supervisions, newsletters and appropriate training To address this view of a Well-led service, the management and leadership of the service should consider the areas of transparency, accountability, feedback and using mistakes to improve.
Measure of Success:
The leadership, management and governance of the organisation assures the delivery of high- quality and person-centred care, supports learning and innovation, and promotes an open and fair culture Emanlonhan sossou will be the leader of the vision of the organisation Godwill care will set the scene and Emanlonhan Sossou will enact it. The vision will be embedded into practice and shared with staff at all time. Emanlonhan sossou will make sure all staff are invlove in developing the visions for the service,so that they take more ownership of their actions and instil a person centered and positive approach to their roles and relationships As a leader we will champion and clearly and often show these characteristics to all employees to encourage openess, fairness who is very important keys for the organisation. we will lead by example by : Never show irritation when practice is questioned, but instead, justify actions in a reasoned way Leading by example by constantly, but supportively and positively, questioning practice that can be improved on Training development plan Each member of staff will have a training and development plan which will be reviewed by s senior member of staff or line Manager. Training and development opportunity can be identify in the following way. -By meeting the requirement of the case standard, supporting People or inspecting bodies -to meet the needs of the services users / organisation -through self-analysis -through informal supervision and support -through fast tracking / promotion
Priority 2:
Godwill Care Ltd is committed to becoming an Equal opportunities employer and wishes to promote an anti-discriminatory culture throughout the organisation. We wish to ensure that no job applicant, employee: - is disadvantage by condition or requirement which cannot be shown to be justified. Or -receive less favourable treatment on the grounds of disability, race, sex, colour ethnic or national origin, religious beliefs, political opinion, marital status, age sexual orientation, gender. Unless there is a genuine occupational requirement (for example a female support worker being recruited to support a female tenant) Selection criteria and procedures will be reviewed periodically to ensure that individual are selected, promoted and treated on the basis of their relevant merits and abilities. Safe Recruitment and induction procedure All post will be advertised internally within the organisation. And through local, national and specialist publications and website including social media as appropriate. Application will be sent out to all enquiries which will include: an application, 10 years’ work history, declaration of person physical and mental fitness, request for references and equal opportunity monitoring form. All applicant will be given due consideration in line with our Equal opportunity policy and successful applicant will be invited for interview. Two phone and written references will be taken up which will include the most recent employer. Reference will be verified as genuine. Following interviews successful candidates will be offered the position subject to satisfactory completion of 2 references, relevant documentation to confirm permission or freedom to work in the UK, CRB checks with a review at the end of a 6 months probation. Documentation such valid UK passport, birthday certification, driven licences and toe Proof of address will be required. Other passport or other travel document endorsed to show that the holder can stay indefinitely in the UK and has no time limit to their stay. New staff will not work out of line of shift until three shadow shift have been completed and a satisfactory DBS check has been obtain. Godwill Care Ltd is committed pay a minimum wages of £10.50 and more to staff depending on experiences. staff will be paid for hours worked and will not be paid for coming to work late, leaving early or any other time off work unless it is for annual leave or authorised by the manager. To Maintain moral of staff implementation of one to ones to support staff to share any concerns regarding work standards, client challenges. Also Godwill care have in operation incentive schemes such as - Birthday gift bonus -Nomination rewards _Newsletters and suggestion Box -Feedback Staff - Staff appreciation day - Godwill Care have implemented a community project where our staff attended as volunteer local community project. Godwill care believes in supporting local community and giving back some good will to the community and people more vulnerable.
Measure of Success:
We have succeeded in securing 9 contract and work with over 25 staffs
Priority 3:
Godwill vision involve: Respecting and Involving people who use the service. Consent to care and treatment. Care and welfare of people who use the service. Cooperating with other service providers. Safeguarding people who use the service from abuse. Cleanliness and infection control. Management of medicines. Safety and Suitability of Premises. Safety, availability and suitability of equipment. Requirements relating to workers. Staffing. Supporting workers. Assessing and monitoring the quality of the service provision. Complaints. Records. Godwill Care Limited will follow the six principles as set out in guidance to the Care Act 2014 and this will inform practice with all Service User's: • Empowerment – Service Users will be supported and encouraged to make their own decisions and informed consent • Prevention – It is better if we take action before harm occurs • Proportionality – The least intrusive response appropriate to the risk presented • Protection – Support and representation for those in greatest need • Partnership – Local solutions through services working with their communities. Communities have a part to play in preventing, detecting and reporting neglect and abuse • Accountability – Accountability and transparency in delivering safeguarding Godwill Care Limited understands the importance of working collaboratively to ensure that: • The needs and interests of adults at risk are always respected and upheld • The human rights of adults at risk are respected and upheld • A proportionate, timely, professional and ethical response is made to any adult at risk who may be experiencing abuse • All decisions and actions are taken in line with the Mental Capacity Act 2005 • Each adult at risk maintains: ◦ Choice and control ◦ Safety ◦ Health ◦ Quality of life ◦ Dignity and respect Our robust governance processes will make sure that staff working for and on behalf of Godwill Care Limited recognise and respond to the main forms of abuse which are set out in the Care Act 2014 Statutory Guidance Chapter 14, which is not an exhaustive list but an illustration as to the sort of behaviour that could give rise to a safeguarding concern: • Physical abuse • Domestic violence • Sexual abuse • Psychological abuse • Financial or material abuse • Modern slavery • Discriminatory abuse • Organisational abuse • Neglect and acts of omission • Self-neglect Godwill Care Limited is committed to the principles of 'Making Safeguarding Personal' and aims to ensure that safeguarding is person-led and focused on the outcomes that Service Users want to achieve. We will engage Service Users in a conversation about how best to respond to their safeguarding situation in a timely way that enhances involvement, choice and control as well as improving quality of life, well-being and safety. Caring will be our core value and we will ensure that our Recruitment team recruit staff who share the same core values and beliefs. We will also train our staff and support them to understand care needs, empathy,be pro-active and respectfull. Our main goal is to promote respect ,communication and more
Measure of Success:
Risk Assessment and Management Achieving a balance between the right of the individual to control their care package and ensuring adequate protections are in place to safeguard well-being is a very challenging task. The assessment of the risk of abuse, neglect and exploitation of Service Users should be integral in all assessment and planning processes. Assessment of risk is dynamic and ongoing, especially during the adult safeguarding process, and should be reviewed throughout so that adjustments can be made in response to changes in the levels and nature of risk. Audit and Compliance It is essential that the implementation of this policy and associated procedures is audited to ensure that Godwill Care Limited is doing all it can to safeguard those people receiving its services. The audit of this policy will be completed through a systematic audit of: One of our key aims is to meet the current and future needs of the people that will use our services. We can only do this if we firstly ascertain what those needs are. We will design and deliver service that meet these needs in the way that people prefer. We will ask our clients for feedback of our services to assess that their needs are met. Finally we will respond to this vital feedback. if our service meet their needs we will look into how to improve it. If it is regarded as not meeting their needs and/or preference we will take corrective action immediately. We seek feedback from people who will be using our services and see how much improvement is needed. We will ensure care plans are design to suit the need of every individual. Monitor the outcomes and objectives of every client needs and where they will like to be. Deputy Manager will audit every daily record and make sure our staff record activities promptly .
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