Causes of stress in the workplace and the effect on the staff as well as the clients
Part two 4d
Discuss how staff feel empowered in the workplace
Within the Environmental Health Department, the head of Public Protection encourages, supports and inspires the rest of the team of officers and recognises people for who they are, and helps them find their own way forward by making best use of their strengths and abilities.
By doing this, achievement, development and recognition becomes quite natural to the staff, and it is these things which are the true fuels of personal motivation.
The employees and management solve problems and make decisions that were traditionally reserved to higher levels of the department.
All of the staff are treated as adults and are consulted before decisions are made, that may affect them. The staff want to do an outstanding job at all times and be proud of their work, and commitment to positive outcomes are facilitated by getting barriers out of the way.
Within the Department, management makes the other staff feel empowered by routinely delegating authority to individuals along with responsibility , routinely using corrective, cross functional process improvement and self directed teams, devoting resources to education and training, recognising and rewarding improvement efforts and success, consulting and coaching employees and removing barriers that prevents outstanding performance.
Trust and commitment are paramount as winning individuals hearts and minds leads to their willing contribution of ideas, loyalty, determination and extra effort.
The department also feels that communication and information are the lifeblood of empowerment.
By Dawn Bewick
Part two 3d
Causes of stress in the workplace and the effect on the staff as well as the clients
Nearly everyone agrees that job stress results from the interaction of the worker and the conditions of work. Views differ, however, on the importance of worker characteristics versus working conditions as the primary cause of stress. These differing viewpoints are important because they suggest different ways to prevent stress at work.
Some of the causes and effects of stress within the Environmental Health Department include:
* High demand for performance - unrealistic expectations, which sometimes, puts unhealthy and unreasonable pressures on the staff.
* Increased workload, extremely long hours and intense pressure to perform at peak levels all the time for the same pay.
* Personal or family problems tend to carry their worries and anxieties to the workplace. If one of the staff is in a depressed mood, their unfocused attention or lack of motivation affects their ability to carry out job responsibilities.
Job pressures and too much work for skill level and personal inability to cope can cause stress.
Also job termination for all reasons often causes stress because it is either handled poorly or no attempt is made on the part of the employer to assist the employee in transferring to a new job without great distress. The termination may cause or accentuate financial distress and they might suffer a sense of hopelessness.
However, most commonly stress on the job is created by poor communications between employees or between employees and employers.
Sometimes stress can also occur from misperception of events or actions of others (fellow employees, managers or service users). Generally, the situation which triggered the stress was only an event or situation which required resolution of some kind but no solution was either attempted or resulted.
Stress can affect the organisation and the service users by making mistakes, increasing service user complaints.
Increased referring of problems onto others to sort it out and staff being less prepared to tolerate uncertainty. Staff can also become less caring about service user's complaints and less inclined to listen and empathise with their service users causing chaotic systems and high levels of staff burn out.
By Dawn Bewick
Part Two 3c
Demonstrate the skills required to work effectively in a team and give examples from the workplace
Good listening skills are invaluable when working with others. There is an art to being able to discover what another person is trying to communicate, and this can take many years to perfect. However the following are good examples:
* Demonstrate clearly that you are listening, using appropriate body language and facial expressions.
* Let people complete the point they are making without interruption
* Make some reference, however brief, to what they have been saying before you change the subject
* Listen for the underlying message, what does the person actually mean, what do they really want you to hear or to know
* Check for meaning, ask questions to check you have heard or understood correctly
* Clarify details; ask for more details, ask questions to clarify points and to show your interest
* Leave silences - this enables other people to enter the dialogue or to work out their own position.
Group work and team work
A good team has:
* A shared vision - it knows what it wants to achieve
* Puts the desired team outcome first, individual interests take a secondary place
* Is clear about targets and priorities - and agrees these together
* Can make decisions
* Has members with different strengths, who can make different contributions
* Includes all members, everybody counts, efforts are made to ensure that nobody feels left out or undervalued
Good Team members
* Respect the time of all members
* Are punctual for meetings
* Turn up
* Complete their own targets to deadline so that other people are not kept waiting
* Respect the opinions of others in their team
* Take turns
* Share responsibilities keep each other informed about developments.
Part two 1a
Health and Safety Policy
The Chartered Institute of Environmental Health recognises the need to reduce accidents, reduce ill health arising from work and improve welfare standards for workers.
Aims
The CIEH believes that everyone should be protected from ill health and accidents arising from work activities and that the facilities and arrangements for the welfare of workers should be improved. The CIEH expects the highest level of professionalism from those of its members involved in the health and safety system. The CIEH is committed to work with others to ensure:
. The effective management of health and safety risks
2. The improvement of health, safety and welfare standards
3. The profile of health and safety is raised
The CIEH will implement this through:
* Education and training
* Provision and facilitation of a liaison network
* Encouraging compliance with legislation
* Promoting the development of healthy workplace policies
* Partnerships
The CIEH will contribute to the competence of its members by:
* Ensuring the provision of underpinning knowledge within CIEH accredited courses
* Ensuring high standards in the education and professional development of its members
* Supporting the Environmental Health Officers Registration board in the provision of education, training and the issuing of its Certificate of registration
* Supporting the environmental health officers registration board in accrediting and administering a Diploma in Health and Safety enforcement
* Overseeing the CPD scheme
* Administering the APC scheme
* Encouraging joint training initiatives with the Health and Safety Executive
* Encouraging local training/awareness initiatives in partnership with other stakeholders
Increasing health and safety awareness of the public by:
* seeking to provide training for employers and workers at all levels in respect of general and specific health and safety competency awareness.
3a
Explanation demonstrating awareness of competence when undertaking activities as well as accepting limitations of the role
During my work placement I have learned to analyse and reflect on what is required for competent, effective and safe practice, providing active support for service users and staff members.
Continually monitoring, evaluating and reflecting upon my knowledge and skills, attitudes and behaviour and my experiences and personal beliefs that may have affected my work.
I have asked staff members and management for constructive feedback to enable me to develop my practice and treat the views of all persons with due care and respect.
I have demonstrated work readiness by having a positive attitude towards learning in an environmental health workforce and making an honest commitment to the experience.
Due to the type of work that the environmental health department deals with, I have had to work in a manner consistent with the departments policy and practice, maintaining confidentiality and ensuring that identifying information does not leave the department.
I believe that I have absorbed and understood a body of information sufficient enough to conceptualise the range of professional issues that I can reasonably expect to encounter on my placement.
While out on placement, you also need to be able to make good judgement, knowing when to apply which skills under what circumstances. It also involves critical reflection regarding how my own values, attitudes and experiences influence my actions, interpretations and choices etc.
Good judgement incorporates the intent of increasing the probability that any of my actions will benefit and not harm anyone, ensuring that my performance meets professional expectations and standards.
The impact of activities that I assist with in promoting competence is measured in two key ways - did a certain activity change my practice in any way? Did the activity benefit the outcome of the service user?.
By developing a competency self-assessment, setting objectives and developing a plan, it has helped with the development needs gained both via situations encountered in practice and focused critical reflection.
By Dawn Bewick
6b
Identify the qualifications, skills and attributes for chosen career type
To become an Environmental Health Officer (EHO) in the UK it is necessary to be accepted on a course accredited by the Chartered Institute of Environmental Health at a University or College.
Entry requirements for school leavers include Science 'A' levels or an appropriate GNVQ or an equivalent BTEC qualification.
Becoming qualified as an Environmental Health Officer involves both academic study and practical training. This is usually a sandwich course, which integrates theoretical academic study with practical training, so that each can build on the other but it is also possible to undertake the academic course first, followed then by the necessary practical training. It is important that the course enrolled on is accredited by the CIEH, if it is not, it will not lead to a qualification as an EHO.
To be an EHO you should:
* Have problem solving skills
* Have an accurate and methodical approach to gathering information
* Pay close attention to detail
* Have excellent verbal and written communication skills
* Be able to work with people from a wide range of backgrounds
* Have good negotiating skills
* Be able to apply scientific and technical understanding
* Be self confident, assertive and tactful
To be an EHO, applicants must be in good health with adequate learning and vision. Applicants should be able to ...
This is a preview of the whole essay
To be an EHO you should:
* Have problem solving skills
* Have an accurate and methodical approach to gathering information
* Pay close attention to detail
* Have excellent verbal and written communication skills
* Be able to work with people from a wide range of backgrounds
* Have good negotiating skills
* Be able to apply scientific and technical understanding
* Be self confident, assertive and tactful
To be an EHO, applicants must be in good health with adequate learning and vision. Applicants should be able to show evidence of maturity, have a positive outlook and an interest in serving the public, as well as considerable tact and discretion in working with people at all levels. Proficiency is required in problem solving and decision making.
By Dawn Bewick
4b
How effective is the Equal Opportunities Policy in the workplace
Wear Valley District Council aims to ensure that no job applicant or worker receives less favourable treatment on the grounds of race, colour, gender orientation, nationality, religion, ethnic origin, age, gender, gender reassignment or marital status, sexual orientation or disability.
From what I have seen and observed, the council is very committed to a programme of action within and outside the department. The department is committed to a programme of action to make this policy effective and brings it to the attention of all staff members.
The Head of the Department looks for full cooperation in achieving a workforce that is reflective of such a diverse population, and also to prohibit discrimination in all aspects of the departments policies, program practices and operations, and also in all of the departments working conditions and relationships with employees and applicants for employment.
The managers and supervisors are expected to take an active ongoing part in promoting and implementing the policy which I believe works well.
Additionally, periodic monitoring is made to measure program accomplishments, and where imbalances or lack of progress are evident, necessary measures will be taken to remedy the problem.
The aim of the policy is to create a workforce which reflects good practice in the community and fosters a climate of understanding and mutual respect among employees in the workforce and in the community at large.
There is always continuing training going on within the department to keep staff up to date with new policies and procedures.
By Dawn Bewick
2d
Strategies for dealing with appropriate behaviour and abuse
The department provides services to a variety of clients, sometimes placing themselves in stressful and difficult situations.
Understanding the underlying causes of abusive behaviour is an essential factor in preventing and stopping further abuse. In some situations, a service users behaviour is affected by his/her health state.
Abuse of staff members come from a number of sources including service users, service users families or other members of the public.
It takes teamwork to create and maintain safe practice settings for effective practice. Preventing and managing abuse of staff members requires cooperation from the rest of the staff, service users, members of the public and employers.
Officers must:
* Manage an abusive situation in a safe, effective manner
* Assess the potential cause of the abusive behaviour, as well as the danger to service users and yourself
* Consider the impact of the service user's health state on his/her behaviour
* Create a plan effectively with the cause as well as the behaviour itself, if necessary finding a safe location for developing the plan
* Involve the service user within discussions and plan of action
* Seek resources and expert assistance to deal with the situation effectively in a timely manner
* Protect yourself in situations that threaten your personal safety. Be alert to the surroundings and potentially abusive situations that could cause immanent physical harm.
* Reflect on the abusive incident. After an abusive incident, analyse the service users behaviour and events leading up to the incident to identify any factors that may predict or prevent abuse in the future. Look for possible triggers to the service users abusive behaviour.
* Report all incidents of abuse to the appropriate source, such as your manager. Reporting every incident helps by making the problem known by identifying and communicating trends in the workplace. Support your colleagues in reporting and following up on incidents of abuse.
* Develop personal and team competencies in anticipating and managing abusive behaviour by seeking relevant education and expert resources.
* Become directly involved in creating, evaluating and improving workplace processes for eliminating abuse.
* Advocate with your employer to provide mechanisms for reporting and following up on abuse, such as critical incident debriefing, information sharing about abusive service users, and counselling for staff who are abused.
Strategies for dealing with abuse
Verbal abuse
Verbal abuse is more common than physical abuse, especially from colleagues, other members of the department and the public.
The following strategies may be used to manage verbal abuse from a variety of sources:
* Tell the abuser directly that you will not accept abusive language directed at you or other staff members. Make clear your expectations for appropriate language
* Stay calm. Avoid criticizing, judging and arguing, as this puts the other person on the defensive
* Focus on the behaviour and not the abuser personally
* Allow a comfortable distance between you and the other person
* Acknowledge the person's anger and try to identify the cause of the anger.
* Be patient, allowing time for the person to express his/her concern. Do not interrupt
* Engage in active listening
Physical abuse
Physical abuse is less common than verbal abuse, but presents the officer with immediate danger sometimes accompanied with verbal abuse.
The following strategies may be used to manage physical abuse from a variety of sources such as:
* Protect your personal safety by trying to avoid the abusive action - step back, duck, brush the service users hand away etc.
* Call for help. Even if you do not need immediate assistance. Depending on the situation, call security or the police.
* Respond assertively. Maintain eye contact, calmly tell the abuser you do not approve of his/her behaviour. Focus on the service users action and not on the service users personality.
* Use open body language to display a respectful and attentive attitude. Don't stand too close
* Tell the service user you want his/her behaviour to change.
* If the person does not calm down, and there is imminent threat of personal harm, you may need to withdraw.
* Involve team members or another advisor in developing ways to deal with the behaviour.
By Dawn Bewick
2e
Necessary recording and storing mechanisms and methods and reasons for sharing information
It is essential to respect the rights and privacy of service users, but it is also important to gather information about levels of disease, pollution and other environmental health issues to safeguard the well-being of the population as a whole.
The Environmental Health agency exists to reduce disease and other health hazards, working with other professionals to monitor infections, causes of illness, air pollution, waste management, food standards etc, in order to gain a better picture of the community and health of the public.
They may urgently need to find the source of a serious problem or to look at trends and possible links to help the prevention of such dangerous health issues. Recent data protection legislation and concerns about service user consent make it even more important that everyone knows how information about them is being used.
The main purpose of storing information within the department is so that it can be retrieved again. Different types of information may be stored best in different ways.
The department has index cards, filed alphabetically in a set of drawers which are particularly good for storing personal details. They are used by all members of staff, although they cannot hold much information and are not suitable for holding documents.
Information is also stored on computer using a password to retrieve it. When the information is taken from the service user it is kept on both the computer and on a lockable filing system.
The department provide a range of appropriate, accurate and up to date information to meet the needs of the service users and the wider community.
To help the department improve their service, they encourage the public to give feedback/evaluation of the services they provide.
The service users do not have to identify themselves unless they wish to do so, although identification helps the department to follow up a service users complaints or comments and to improve the service to meet the service users needs.
Feedback is collected using various methods, verbally, via email, letter, via the questionnaire, via staff proactively seeking feedback during visits, telephone, meetings and also complaints process.
Information will not be passed on to any third party or any other referral body without the service users permission, unless it poses a risk to the service user or the general public.
It is often necessary for the department to share information so that service users can receive the services they need.
Sometimes, it is only when information held by different agencies is put together that a person is seen to be in need of additional help or attentive services.
The Data Protection Act 1998 places an emphasis on protecting the rights of the individual, although it does not prevent information sharing.
Key principles for information sharing within the department include:
* The welfare of the service user or others is the prime consideration in all decision making about information sharing
* Professionals can only work together to effectively safeguard and promote the welfare of the public, if they share relevant information.
* Workers should only share as much information as they need to - but should share enough to achieve the purpose for which information is being shared
* Where a person has a need for services from a number of agencies, ongoing appropriate information sharing is likely to be needed between these agencies
* Article 8 of the European Convention on Human Rights gives everyone the right to respect for family private life, home and correspondence. The Authority can only interfere with this if they are not doing anything against the law, and are pursuing a legitimate aim (including the protection of Health and the rights of others) and the action is no more than needed.
* Information belongs to the individual, and should generally be kept aware of what is happening to their information and have the right to access to it.
* Unless the professional has a duty to share the information it is good practice to obtain the persons consent depending on their understanding, except where this would put someone at risk of harm or prejudice, or a police investigation into an offence causing potential harm to others.
* Staff need to take professional decisions based on understanding of the guidance, and the particular situation, and record their decisions about and reasons for sharing specific information.
* Good information sharing is based on good information keeping, records should be accurate, relevant, kept up to date and kept no longer than is necessary for their purpose.
By Dawn Bewick
4c
Discriminatory behaviour, how was it challenged, how should it have been challenged
Discrimination is understood as a practice or action, whether intentional or not, and based upon prohibited grounds of discrimination, that imposes burdens, obligations or disadvantages on an individual or group that are not imposed on others, or that withholds or limits access to opportunities, benefits and advantages available to others.
----------------------------------------------------------------------------------------
I must admit that I have witnessed humorous, images or statements that demean or trivialise women such as jokes about "fat housewives" or "dumb blondes". In many instances the male staff portray women as sexual beings, and when the women do not laugh at such jokes, they are told that they lack a sense of humour.
I have also noticed that the male staff listen more attentively and respond more extensively to comments made by men than to those made by the women.
Ignoring the issue will not make them go away and silence can send the message that you are in agreement with such attitudes and behaviours. You have to make it clear that you will not tolerate sexual jokes or slurs, or any actions that demean any person or group. If I were to intervene, I think I would have felt really embarrassed being a student, but I kept thinking of how I could address the situation promptly.
I think you need to be open to discovering the limitations that they place on your perspective. We have all been socialised to believe many myths and misconceptions and none of us remain untouched by the discriminatory messages in our society.
I think you have to be honest with yourself about your own prejudices and biases. If you do not know something, or are not sure how to handle the situation, like myself, then you have to say so, and seek the information or help that you need. You really have to practice to not get defensive when discriminatory attitudes or behaviours are pointed out to you.
You also need to learn to confront your own fears about interrupting discrimination, you have to set your priorities and take action. Develop responsibilities.
I really think you also need to project a feeling of understanding when confronting individuals, without preaching, you have to state how you feel and firmly address the hurtful behaviour or attitude while supporting the dignity of others. You have to be non judgemental but know the bottom line. Issues of human dignity are non-negotiable.
By Dawn Bewick
Part Three 4d
Discuss how service users are empowered in the workplace
The department works towards upholding legal rights and supporting service users to have the personal power to ensure that they are treated fairly.
The department also ensures that service users have input into the decisions and work done within the environmental health department, they will take a systematic approach to any issues, and make sure that service users will be strengthened as individuals, as part of the workforce, and everything they do will be regularly informed by the reviews of service users to ensure the quality and relevance of the work they do.
The department also encourages and requires service user participation in their work, and gets advice and feedback from the service user, as well as exploring the views of service users, gathering qualitative data on a regular basis, and monitoring such activities.
* Pre-eminence is given to the service user's understanding. In other words, the service users experience and understanding is given priority and is seen as more influential
* The service user is believed
* The service user's wants are determined
* Personal and environmental strengths are explored
* Assessment of strengths is multidimensional
* Uniqueness of the individual is acknowledged in the assessments
* Client friendly language is used
* Assessment is conducted as a joint discussion
* A mutual agreement is reached
* Blame and blaming are avoided
* The intention is to assess, not to blame anyone
By Dawn Bewick
5B
Involvement in planning to meet the clients specific needs
In order to meet the service user's needs, you need to establish open, accurate and responsive communication with the service user's and the staff as well as reviewing service delivery with continuous focus on improved communication, effectively and efficiently, which I believe I have become quite good at.
Whilst on my placement I have learnt to act in a professional, prompt, caring and respectful manner, basing my relationships with service users on trust and mutual respect.
I believe in aggressively striving to identify and meet the individual needs of all of the service users.
By working together for the common good to accomplish tasks and deliver the services to the client, while striving to make every individual within the department part of my team.
You also really need to respect and embrace human differences, be non-judgemental and respect the clients wishes and beliefs.
Whilst on my placement I have also learnt to take the client's needs very seriously and paying attention to the details that build a strong relationship between student and client.
You always have to be available for any questions, respect the departments concerns and seek sensible practical solutions to any problems that arise.
As a student you need to learn to be responsible for making sure phone calls are returned promptly, updating service user's on the progress of their query or problem, and anticipate upcoming needs and issues.
You have to evaluate any risks, then devise strategies to deal with them in a manner which is consistent with the service user's exposure and risk tolerance. This approach ensures that the service user's operate from a position of confidence - rather than one of anxiety.
The size and organisational structure easily accommodates the service user's specific needs and all of the staff are knowledgeable in many fields and can collaborate with other agencies as part of the team.
The departments approach is straightforward, as they examine the objectives of each service user and allocate the necessary skills and resources to manage the matter effectively.
Over the years, the department has demonstrated exceptional depth and skills in responding both individually and collectively to the changing and complex needs of the client.
By Dawn Bewick
c
Describe the Holistic needs of the client group and explain how the staff meet those needs
An individual decides or makes choices with a comprehensive knowledge and outcome, benefits or risks of any decision or choice in a responsive manner.
A person who seeks a service from environmental health has a right to know what is there outcome of a problem or risk determinants of that, and options with the information about the best as well as alternative help from other organisations or agencies.
The department will help in the form of appropriate responsive and accountable, guidance and advice followed by appropriate intervention.
The relationship between the service user and department, is to make the provider and recipient relationship based on transparent, responsive and accountable, founded on reason and trust, encompassing the ecological, psychosocial, cultural, economic and personal considerations.
The department has to have informed decisions and appropriate strategies and action based upon evidence based information to have the productive relationship.
The other aspect of the recipient responsibilities is to participate in the management of one's own and community health activities with innovative initiatives.
For holistic health both health parameters must be considered. Quality of life is intimately related to health and development.
The concept of basic minimum needs should include adequate access of entitlement to various components of living.
The basic minimum need is the primary to the enhancement of quality of life. The quality of life is however, progressively dynamic as is the human needs.
Opportunity and distribution of needs are to be based on social responsibility of all humans.
By Dawn Bewick
5.4d
Demonstrate self motivation, the skills of the independent learner and the ability to reflect on and critically appraise own practice
During my work placement I have noticed that you cannot always rely on others to encourage you, and need self motivation to achieve because if you don't encourage yourself to accept opportunity and challenge who will?.
You really need to plan and find direction in your life, and be enthusiastic about your career, to see things through despite setbacks or negative comments from others.
I have learned to focus on what I really enjoy doing, maybe on a certain issue within the department and make a list of things I'd like to improve and how I am going to do it.
You have to review all the successes that you have enjoyed whilst on placement and forget any negatives, just positive successes.
I have found that it has helped me to read up on books as they improve your attitude towards environmental health matters and give you a better understanding of certain issues.
At times, I must admit that I have faced a situation where I maybe lacked motivation, or my self-esteem was very low, but you have to learn to overcome this and let matters go over your head, and let your greater inner strength stand up to others.
Through this I have learned that you have to have the desire to achieve something and that my beliefs are capable to do it. Visualising clearly on my future success and modelling the feelings that I experience when I have achieved it.
Whilst on my placement I have also learned to engage productively within the department and succeed in my studies, approaching certain issues with a lot of energy, enthusiasm and passion, creating a free a straight forward environment in which makes me feel relaxed and comfortable.
I feel that this promotes my interaction with others and raises my confidence levels.
I believe that if you are feeling under stress, it can be a very emotional experience and affects your studies and work. So developing a sense of self-confidence is crucial within my work placement and at college.
As a student, I need to develop a healthy or high self - esteem characterised by tolerance and a respect for others, accept responsibility for my actions, have integrity and take pride in my accomplishments.
I have learned to be self-motivated, willing to take risks, and be able to handle criticism and seek the challenge and stimulation of worthwhile and demanding goals, taking control of my life.
By Dawn Bewick
5.3m
Analyse the impact of anti-discriminatory Practice in each placement setting
During all of the work placements that I have attended, I have been quite impressed by their anti-discriminatory practice.
The staff all value and respect the uniqueness and diversity of their colleagues and service users and recognise and build on their strengths.
All individuals circumstances are different, and the staff recognise this and understand how these impact on the assessment process.
They assess in a manner that does not stigmatise or disadvantage their service user and always ensure quality of opportunity, showing applied knowledge and understanding of the significance of poverty, racism, ill health and disability, gender, social class or sexual orientation.
From what I have observed, all of the staff within different placements, recognise and work to prevent unjustifiable discrimination and disadvantages in all aspects of care and services provided, and counter any unjustifiable discrimination in ways that are appropriate to their situation and role.
They always take responsibility for the quality of their work and ensure that it is monitored and appraised by management. This helps them critically reflect on their own practice and then they ca identify development needs in order to improve their own performance and raise standards within the type of care that they provide.
Through observing various care settings, it has increased my awareness of multicultural, anti-racist and gender issues, as well as a mix of culture languages and social class. There are many strategies in place within the work placements to promote anti-discriminatory practice and all staff must act upon these strategies.
As well as reading up on guidelines and legislation, that are always available within a designated place, the staff are all aware that they are to challenge discrimination and promote diversity.
Staff awareness training sessions are held on regular occasions to give all staff a greater understanding of significant issues in relation to gender, ethnicity, sexuality, class and disability, to make them understand the impact that discrimination can have on the lives of service users and staff.
All staff including myself must become aware of the way discrimination operates in today's society and always have access to successful models of practice.
You have to familiarise yourself with relevant legislation, frameworks and official guidance, and consider your own personal identities and experience of diversity. This has been a very strong issue within the work placements that I have attended, as all service users and staff need to feel valued and free from discrimination.
By Dawn Bewick
5c
Investigate how agreement is made to provide appropriate services
The Environmental health officers report to the senior Environmental health officer with any problems, discussions or public complaints and liase with other members of staff within the council offices to resolve problems. They also work alongside authorities and organisations to discuss problems and resolutions to protect the public and the environment and to maintain an up-to-date knowledge of trends and developments. They report on any techniques which may improve the efficiency and the services they provide.
They maintain the highest standard of customer care with particular emphasis on courtesy, friendliness, honesty and helpfulness towards the public and keep up-to date on all matters relating to complaints and investigations.
The officers hold meetings and discussions to develop a common agenda and work toward agreed goals and solutions to problems, inviting members of the public or local authorities to join in with discussions and debates to improve environmental health concerns and problems.
On all investigations and complaints, the service users are informed step by step of intentions, procedures and any prosecutions that will be taking place and are also handed written agreements.
By Dawn Bewick
a
Environmental Health Enforcement Policy
It is the policy of Wear Valley District Council to maintain and enhance the amenity of Wear valley and to protect the health, safety and well being of its residents. The council considers that its powers to initiate formal action and prosecutions under the law are a vital tool to secure essential improvements to the environment of the district.
The Environmental Health unit will therefore enforce against and prosecute those who neglect or wilfully fail to comply with their legal obligations, where that failure constitutes a risk to the public or where action is required to minimise adverse environmental impacts within the district.
The use of enforcement will be proportional to any offence committed, consistent in application including consistency with other local authorities or enforcement agencies, transparent in its use and appropriate to the circumstances of the particular case in question.
Where enforcement is necessary because of ignorance of the law, which is not of course a defence against criminal proceedings rather than wilfulness, officers will give advice and guidance to those involved in addition to any enforcement action.
Enforcement action will not generally, therefore, be a punitive response to minor technical contraventions of law but will be forceful in situations where the public's health is put at risk or there is a significant environmental impact.
Authorised officers of the council will abide by this policy when making enforcement decisions and all operational procedures will be written to accord with it. Any departure from policy must be exceptional, capable of justification and be fully considered by senior managers before the decision is made, unless it is believed that there is significant risk to the public in delaying the decision.
By Dawn Bewick
d
What services and resources are provided by associated organisations
There are many resources and services provided alongside environmental health by associated organisations such as:
* The police, housing associations and other departments to combat noise nuisance
* Local authorities, water companies and the private sector for pest control
* Fire service, health authorities and hospitals for - home safety
* NHS Trust, primary care groups, education departments and health authorities for - health promotion
* Private sector, waste management departments for - recycling activities
* Police, planning officers, fire services, building control for - public entertainment
* Voluntary sector, tidy up Britain for Litter
* Home energy conservation - electricity companies, energy saving trusts, housing departments
* Rentokil hygiene services - specialist disinfection services
* Government - funding
* Public - funding
By Dawn Bewick
5.6m
Maintain and review a personal and professional development plan
What am I going to learn
How am I going to learn it
How am I going to know ive learned it
Target date
What areas I need to develop in
Self-assessment on my interests, preferences, values and skills
Talk with the supervisor and ask him to pinpoint the needs of my position and my strengths and weaknesses, then help me apply my new knowledge to the job
4.12.05
Learn more about the subject that interests me the most
Practice what I have learned so far and try to have the opportunity to build on my knowledge and competence
Consider feedback received by others, review self-assessment
25.01.06
Try to add more responsibility to my role within the department
Consider what's required of me in terms of skills, knowledge and competencies and prove myself within the job
Gather feedback and discuss options with the supervisor
08.02.06
Develop new skills
Set my learning priorities based on the areas I feel I have the skills and acquire extra skills along the way
Self-assessment, as I review my needs, I will talk with the supervisor and decide on the goals that best fit my abilities
22.06.06
What strengths, talents, experiences and passions I could use within the department
Think about the experiences and talents that I already have and add on to them in different areas of the department, gaining extra knowledge
Ask for feedback from other staff members on my performance, improve on the skills not quite reached
22.02.06
By Dawn Bewick
5.5m
Demonstrate effective self-management skills, and reflect on and evaluate own performance as a care worker
I believe I have the ability to manage personal reactions to responsibilities and challenges within my life and on work placement, managing my time and adapting to challenging situations.
By having the ability to recognise gaps in my knowledge, I strive to acquire it independently and have the desire to continue to learn, beyond the college environment.
Through resourcefulness, drive, initiative and planning as well as self-motivation, it has given me the learning styles and preferences needed within my personal and working environment. I feel that I am a very creative person who can plan for and achieve personal and professional goals and by examining what is important to me, allows me to direct my attention and efforts towards those things, by setting long-term and short-term goals.
I often contemplate past experiences and consider there consequences, such as my state of mind, my emotions and feelings, and my relationships with others, then plan for the future, being aware of my motivations, needs and desires. I have to think about how I respond to people and situations, and about how your actions are perceived by others. If I feel negative about a situation or my behaviour is negative then I will find ways to change this behaviour, feelings, attitudes or by creating new strategies towards achieving this goal.
It helps to be able to acknowledge my talents and to make me feel confident about myself and what I can do, including the ability to improve on and gain new talents and skills. I can always adapt to new situations, and feel that I am always committed to working constructively with people with different values, backgrounds, views and levels of understanding.
Good time keeping is essential, especially when there are different demands on your limited time, so setting priorities and scheduling your time according to your goals, responsibilities and needs, including the need for relaxation and social life is very important.
I would consider myself to be a very dependable, trustworthy individual, and have the willingness to commit an obligation to my goals, possessing a determination to achieve success, focusing on the targets of my commitments.
By analysing my situation, skills and qualities and being able to recognise my strengths and weaknesses, I can acknowledge areas of improvement and reflect on and accurately judge my efforts and progress.
It is important to identify areas of my life where I would like to increase my knowledge and skills, then set goals to meet those aims.
By Dawn Bewick
5a
How is information gained about a client and their needs?
The main technique used within the environmental health department to gain information about a client and their needs is through interviews.
The purpose of the interview is for both parties to be able to discuss as many aspects of the problem as possible.
In order to do this successfully, the department need to thoroughly understand the needs of the client and the best way to do this, initially, is through the interview process.
The client is encouraged to ask questions and then given contact details so that he/she can contact the department with any further questions at any time.
Sometimes complaints from the general public that are hand written and sent to the department, or a police referral etc, give the basic groundwork information before the interview process.
The interviewing staff will then make investigations or referrals keeping the client informed of the progress every step of the way.
By Dawn Bewick
3b
Relationships between the learner and client, the learner and staff and the learner and visitors
The environmental health staff understand that being a student can be very unsettling, so the atmosphere between everyone is very down to earth, and very practical, to make you feel part of the team and a valued member of the team.
As a student I have to respect people's roles and responsibilities, and respect the views of the service users, only communicating to people who are authorised to have it.
I have maintained an effective and rewarding relationship with most members of staff as well as service user's, spending time to understand the staff's points of view as well as the client and environmental issues that may arise.
You also need to be able to exchange information and resources with other staff and clients to make sure that work is carried out effectively, seeking feedback on my own performance in order to identify areas for improvement, and to seek to understand people's needs and motivations.
A professional approach is very important when dealing with client's, and I always ensure that confidentiality is extended to both the client and my college friends/family, so that the relationship with the public and staff are built on a foundation of trust.
Within the department I would consider there image and that of the client's to be of paramount importance.
I have learned to understand and take account of priorities, expectations, and the authority of colleagues in decisions and actions and identify and sort out conflicts of interest and disagreements with other staff members in a way that minimises damage to the work being carried out.
Sometimes you can be so busy with another project, but have to make time available to support other staff in certain duties, working to develop an atmosphere of professionalism and mutual support.
Student or not, you have to model behaviour that shows respect, helpfulness and co-operation towards other staff members as well as the clients, and consider the impact of my own actions on others.
By Dawn Bewick
a
Health Promotion Policy
This policy affirms the Chartered Institutes commitment to promoting a multi-disciplinary, people oriented approach at local level, embracing national and international initiatives and strategies.
To achieve the six key action areas have been identified, supported by a range of approaches and methods which may be adopted to effect change.
* Policy and organisational development
* Regulatory and economic activities
* Environmental measures
* Public participation and service delivery
* Alliances and partnerships
The document aims to provide a common vision of environmental health promotion and highlight its benefits and relevance to environmental health strategies. The Chartered institute recognises that health involves the contributions of many disciplines, groups, agencies and people, and is not the responsibility of one single organisation. It therefore follows that health promotion should adopt a multi-sectoral strategic approach to improving the health of the population. The Chartered Institute further recognises the link between the betterment of the publics health and the principles of sustainable development.
The environmental health profession has along tradition of striving to improve the quality of life of local communities and has a key role to play in addressing new public health challenges. This is reinforced within the Chartered Institutes vision statement.
'The chartered Institute of Environmental Health will strive continually to improve the safety and health of the public' (1991).
Public health is influenced by many factors including education, environment, culture, ecology, economics, transport, diet, social exclusion and inequality. The interrelation of these different factors on health and the need to involve a number of agencies in health improvement were acknowledged within central Governments early health and sustainable development strategies 'The Health of the Nation' and other equivalent documents. The strategy aimed to add years to life and life to years through the development of healthy public policy, healthy environments and quality services.
However in its new public health and sustainability strategies the Government places a greater emphasis on the important role that local authorities and other partners have in improving public health. It also recognises the influence of other conditions which are addressed by local authorities and other agencies in their every day work.
The Government has stated that it is committed to tackling inequality within our society as a major factor in influencing peoples health and well being. The Chartered Institute firmly supports this.
The strength of environmental health lies in its holistic approach and thereby its ability to take an overview of the factors that influence health and to place specific issues in a broader public health context. This means that environmental health services need to maintain a people orientated approach to keep in touch with local public health needs, targeting resources to effectively address the key issues within their area. As service providers, they have an important role in nurturing and enabling improvements to public health and a central role to play in linking environment with health. The environment and quality of life are linked with public health and therefore environmental health service should mirror this interaction, This broader perspective means that environmental health professionals must play an increasingly active role as partners within a wider public health team involving health authorities, education authorities, businesses, environmental agencies, voluntary organisations and most importantly local communities.
By Dawn Bewick
a
Mission Statement
It is the approach of Wear valley District Council to transparently, fairly and firmly enforce the Health and Safety at work Act 1974 and any regulations made there under in a consistent way, proportionate to risk, to ensure the protection of employees the self-employed and the public, and assist businesses to maintain adequate safety standards.
* Wear valley council has adopted the policies procedures and practice under the Enforcement Concordat and has developed published service standards for Environmental Health.
* The primary responsibility for Health and safety in the work place lies with employers, employees and self-employed who are responsible for managing risks
* Local authorities have responsibilities under the Health and Safety at Work Act and its subsidiary legislation for the premises and activities determined by the health and safety (enforcing authority) regulations 1998.
* Wear Valley council will target inspections primarily on those whose activities give rise to the most serious risk or those whose hazards are least well controlled. Action will focus on those responsible for and best placed to control risks.
* Local authorities may use a variety of means from education and advice, to notices and prosecutions to ensure employers meet their responsibilities. The action taken is dependent upon the circumstances of each case with prosecution being reserved for the more serious offences such as:
* Potential for or actual serious injury or ill health
* Blatant disregard of the law by those responsible
All actions will be considered against the Human Rights Act 1998 and decisions to prosecute will take account of the criteria in the code for crown prosecutors.
* Authorised environmental health staff from the directorate development services will be responsible for enforcing the law on behalf of wear valley district council and providing appropriate advice.
* The authorised officers primary concern is the prevention of accidents and ill health. This can be achieved by encouraging effective health and safety management within organisations. Officers can assist businesses to achieve compliance by giving advice and guidance. In providing these officers will clearly distinguish between legal compliance and best practice
* For companies anxious to comply with the law, the officers will usually guide and support the business concerned, but authorised officers also have discretion to use a wider range of powers to compel compliance as follows:
* Verbal advice
* Warning letters
* Improvement notices
* Deferred prohibition notices
* Prosecution
These powers will be used in a progressive manner proportionate to risk and the severity of the legal breaches
* Authorised officers have a duty to inform employees of issues affecting their health and safety