Healthcare Assistant, Clinical Support Worker and Assistant Practitioner Code of Conduct

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1 Healthcare Assistant, Clinical Support Worker and Assistant Practitioner Code of Conduct

2 DOCUMENT CONTROL Policy Title Author/Contact Author has attended Equality and Diversity Impact Assessment Training This document has been impact assessed and there is evidence to support it Health Care Assistant / Clinical Support Worker and Assistant Practitioner Code of Conduct Susan Sadiq: Divisional Nurse CC&SS. X3176 Yes. Yes Document Reference 2049 Version 2 Status Approved Publication Date August 2011 Review Date August 2013 Approved/Ratified by Diane Wake Date: Ratified by / Relevant Group. CPPG Distribution: Royal Liverpool and Broadgreen Hospital NHS Trust-intranet Please note that the Intranet version of this document is the only version that is maintained. Any printed copies should therefore be viewed as uncontrolled and as such, may not necessarily contain the latest updates and amendments. Version Date Comments Author 0.4 8/10/08 CPPG 7/11/2008 L Salter 0.5 6/3/2009 CPPG requires further S Sadiq amendments /03/2009 For ratification S Sadiq 2 18/08/2011 Revised policy for ratification S Sadiq Review Process Prior to Ratification: NAME OF GROUP/DEPARTMENT/COMMITTEE DATE Clinical Policy & Practice Group HCAs/Support worker consultation March 2009 CPPG August

3 Table of Contents 1. Introduction Equality and Diversity 4 2. Objective Scope of policy Policy Trust values and expectations regarding professionalism and behaviour Respect peoples dignity Respect peoples confidentiality Collaborate with those in your care Obtain consent prior to delivering any care Share information with your colleagues Documentation [Keep clear and accurate records] Maintain occupational knowledge and competence Be trustworthy Act to identify and minimise the risk to patients and clients Responsibilities Health Care Assistant, Clinical Support Workers and Assistant Practitioners Responsibilities Line Manager Responsibilities Associated documentation and references Training and resources Monitoring and review Recording and monitoring of Equality and Diversity. 10 3

4 1. Introduction With the continued development of all Health Care Assistants (HCA s), Clinical Support Workers (CSW s) and Assistant Practitioners (AP s) roles across the Trust it would seem pertinent to ensure they have guidance that supports their work and provides a framework to promote high quality care. Currently there is ongoing discussion at national level regarding the registration of support workers, however until this occurs we have to protect them and the public at a local level. This policy describes the standards of conduct and practice required of all HCA s, support workers and Assistant Practitioners across the Royal Liverpool and Broadgreen University Hospitals NHS Trust. It is intended to reflect existing good practice and embrace the shared values of all UK health care regulatory bodies. 1.1 Equality and Diversity The Trust is committed to an environment that promotes equality and embraces diversity in its performance as an employer and service provider. It will adhere to legal and performance requirements and will mainstream equality and diversity principles through its policies, procedures and processes. This policy should be implemented with due regard to this commitment. To ensure that the implementation of this policy does not have an adverse impact in response to the requirements of the Race Relations (Amendment Act) the Disability Discrimination Act 2005, and the Equality Act 2006 this policy has been screened for relevance during the policy development process and a full impact assessment conducted where necessary prior to consultation. The Trust will take remedial action when necessary to address any unexpected or unwarranted disparities and monitor practice to ensure that this policy is fairly implemented. This policy and procedure can be made available in alternative formats on request including large print, Braille, moon, audio, and different languages. To arrange this please refer to the Trust translation and interpretation policy in the first instance. The Trust will endeavour to make reasonable adjustments to accommodate any employee/patient with particular equality and diversity requirements in implementing this policy and procedure. This may include accessibility of meeting/appointment venues, providing translation, arranging an interpreter to attend appointments/meetings, extending policy timeframes to enable translation to be undertaken, or assistance with formulating any written statements. 2. Objective The aim of this Code of Conduct is to protect both the workforce and the public by ensuring that there is a clear and robust framework in place that directs how this group of staff should be working. It also intended that support workers are clear regarding the expectations that this Trust has upon them in terms of professionalism and behaviour. 4

5 3. Scope of policy This policy refers to all Clinical Support Staff who are not currently registered by a professional organisation such as the NMC. This includes Health Care Assistants and Assistant Practitioners. (This list is not exhaustive.) Where a support worker does not have day to day contact with patients there is a responsibility to implement the principles within this policy when communicating with colleagues across the Trust, when you see a visitor to the Trust requiring help, and when dealing with patient information. 4. Policy The Code of Conduct: - Professional standards for HCA s, CSW s and AP s that are working within the RLBUHT. You have a duty of care at all times to act in a professional manner in your role and to ensure that care delivered is to its optimum. You must: Make the care of people (both patients and visitors) your first concern, treating them as individuals and respecting their dignity. Work with others to protect and promote the health and wellbeing of those in your care, their families and carers. Provide a high standard of practice and care at all times. Be open and honest, act with integrity and uphold the reputation of the Royal Liverpool and Broadgreen University Hospitals NHS Trust. Failure to comply with this Code of Conduct may result in your manager meeting with you to discuss your conduct and capability within your role. 4.1 Trust values and expectations regarding professionalism and behaviour. This organisation expects only the highest levels of behaviour from it s employees, regardless of role. For the support workers that are covered under this policy the Trust expects that staff will: Be polite in manner and be helpful to their customers/colleagues Behave in a professional and courteous manner Be smart and tidy in appearance Uphold the reputation of this Trust at all times. 4.2 Respect peoples dignity. Make the care of people your first concern, treating them as individuals and respecting their dignity Where you do not have direct patient contact in your day to day work you must remember that you will encounter patients and their carers as they access services, for example, when looking for a department. You will be expected to uphold these principles. Treat people as individuals: 5

6 You must treat people as individuals and respect their dignity You must not discriminate in any way against those in your care or those you encounter. You must treat people kindly and considerably You must act as an advocate for those in your care, helping them to access relevant health and social care, information and support. 4.3 Respect peoples confidentiality. You must respect people s right to confidentiality You must ensure people are informed about how and why information is shared by those who will be providing their care You must not disclose confidential information unless this is done in line with Trust policy and following instruction from a registered professional or Trust Manager. 4.4 Collaborate with those in your care. You must listen to the people in your care and respond to their concerns and preferences You must support people in caring for themselves to improve and maintain their health You must recognise and respect the contribution that people make to their own care and wellbeing and that of their families and carers You must try to utilise all avenues available within the Trust to meet peoples language and communication needs You must share with people, in a way they can understand the information they want or need to know about their health and it should be accurate and truthful. You should only be sharing information that is within your remit as a HCA / CSW or AP Where you do not have day to day patient contact you are expected to collaborate with your colleagues and other Trust staff as required. 4.5 Obtain consent before you give any treatment or care co-operation with others in the team You must ensure that you gain informed consent before you begin any treatment or care. Consent must be given by co-operation, in writing or 6

7 orally. All discussions and decisions should be documented as per policy. The Trust Consent Policy is available on the Trust Intranet. You must respect and support peoples rights to accept or decline treatment and care, even where a refusal may result in harm or death to him or her, unless a court of law orders to the contrary. This right is protected in law. You should be guided by a registered professional in relation to the detail and application of the Trust consent policy. You must uphold peoples rights to be fully involved in decisions about their care. The RLBUHT consent policy should be adhered to at all times and can be accessed on the intranet. 4.6 Share information with your colleagues Work with others to protect and promote the health and wellbeing of those in your care, their families and carers You must keep your colleagues informed when you are sharing the care of patients You must work with colleagues to monitor the quality of your work and maintain the safety of those in your care As a CSW /HCA / AP you are accountable to your line manager / lead Nurse. When working as a member of a team, under the direct or indirect supervision of a registered professional, you are always accountable for your own actions and the care you provide You must respect the skills; expertise and contribution of your colleagues and you must communicate effectively and share your knowledge, skills and expertise with other members of the team You must work cooperatively within teams and respect the skills, expertise and contributions of your colleagues You must be willing to share your skills and experience for the benefit of your colleagues You must consult and take advice from registered professionals when appropriate You must treat your colleagues fairly and without discrimination. 7

8 4.7 Documentation: - Keep clear and accurate records. You must ensure that the healthcare record for the patient or client is an accurate account of treatment, care planning and delivery. It should be consecutive, written with the involvement of the patient or client where practicable, and completed as soon as possible after an event has occurred. It should provide clear evidence of the care planned, the decisions made, the care delivered and the information shared; and be countersigned by a Registered Professional. If you delegate or share care delivery with another HCA / CSW / AP (i.e. a junior colleague) it must be directed at meeting the needs and serving the interests of patients or clients, and must not compromise existing care. Any delegation must be authorised by the registered professional. You remain accountable and responsible for ensuring that the person who does the work is able to do it and that adequate supervision and support is provided. Where there is an issue of child or vulnerable adult protection, you must act at all times in accordance with national and local policies and report any concerns to a Senior Registered Professional. 4.8 Maintain occupational knowledge and competence 4.9 Be trustworthy You have a responsibility to deliver care/service based on best practice and be guided by local polices, procedures and guidelines. You must keep your knowledge and skills up to date throughout your working life, by accessing and seeking out relevant learning opportunities, as identified within your annual appraisal. You must possess the knowledge, skills and abilities required for safe and effective practice, that reflects those of your role, job description and clinical competencies. You must acknowledge the limits of your competence and only undertake practice and accept responsibilities for those activities in which you are competent to do so. Be open and honest, act with integrity and uphold the reputation of the RLBUHT. You must behave in a way that upholds the reputation of a HCA, CSW or AP working in the Organisation You must refuse any gift, favour or hospitality that might be interpreted, at any time, as an attempt to obtain preferential care or treatment 8

9 You must not ask for or accept loans from patients, clients or their relatives and friends Act to identify and minimise the risk to patients and clients 5. Responsibilities You must work with other members of the team to promote health care environments that are conducive to safe, therapeutic and ethical practice (respects a patients dignity and individual needs). Where you cannot remedy circumstances in the care/service environment that could jeopardise safe standards of practice, you must report them to a senior person with authority to manage them. A written record must support this report. 5.1 Health Care Assistant, Clinical Support Workers and Assistant Practitioners Responsibilities You are responsible and accountable for the care you give, working under the supervision (direct or indirect) of a registered professional. In caring for patients and clients you must: 1. Respect the patient or client as an individual 2. Obtain consent before you give any treatment or care 3. Protect confidential information 4. Co-operate with others in the team 5. Maintain your occupational knowledge and competence 6. Be trustworthy 7. Act to identify and minimise risk to patients and clients. 5.2 Line Manager Responsibilities The implementation of this policy will give line managers guidance regarding the conduct of their support staff. They will therefore have clear boundaries to support and govern them. It is the line managers responsibility to ensure that all relevant staff are aware of and continue to be aware of this policy, and to ensure that it is adhered to at all times. The line manager will remain accountable for the quality of work that is carried out in within their clinical area. Staff who delegate tasks to support staff will also 9

10 remain accountable for the work that is carried out. They all have to ensure that when they delegate a task to other staff, the person is competent to carry it out. 6. Associated documentation and references Code of Professional Conduct. Standards for Conduct, Performance and Ethics. Nursing and Midwifery Council. November Standards of Conduct, Performance and Ethics. Your Duties as a Registrant. Health Professions Council Training and resources This policy will be given at local level by managers to new HCA s / CSW s and AP s o induction. Matrons, ward managers and managers will ensure that performance is monitored in line with this document and communicated as such to the relevant HCA s/ CSW s and AP s. Band 1-4 training requirements will be assessed and plans put in place to meet any needs. HCAs can access a 3 day training programme that will prepare them for their role. Assistant practitioners and other HCSW can access any training in the organisation that is relevant to their needs, in discussion with their line manager. From October 2011 a preceptorship programme for Bands 2-3 will be developed in the Trust to further support this group of Staff. 8. Monitoring and Review The policy will be reviewed annually by the clinical policy and practice sub-committee. Earlier review may be required in response to exceptional circumstances, organisational change or relevant changes in legislation or professional body guidance. 8.1 Recording and Monitoring of Equality & Diversity The Trust understands the business case for equality and diversity and will make sure that this is translated into practice. Accordingly, all policies and procedures will be monitored to ensure their effectiveness. Monitoring information will be collated, analysed and published on an annual basis as part of our Single Equality and Human Rights scheme. The monitoring will cover all strands of equality legislation and will meet statutory employment duties under race, gender and disability. Where adverse impact is identified through the monitoring process the Trust will investigate and take corrective action to mitigate and prevent any negative impact. 10

11 The information collected for monitoring and reporting purposes will be treated as confidential and it will not be used for any other purpose. 11

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