supported living / learning disabilities policies and ... · • “no secrets” revoked – full...

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SUPPORTED LIVING / LEARNING DISABILITIES POLICIES AND PROCEDURES

SAMPLE PACK

Tel: 01305 767104 | www.wandptraining.co.uk

Diploma in Health and Social Care Level 3.Diploma in Leadership for Health and Social Care Level 5.

Contents

• Full Index of Policies

• Professional Boundaries Policy Sample

• Whistle Blowing Policy Sample

• Advocacy Policy Sample

• Index of Form Templates included completely FREE

Supported Living / Learning Disabilities Policies and Procedures Sample Pack

© Copyright W&P Compliance & Training


WelcomeW&P Assessment and Training Centre is a family run business which prides itself on the quality of its service provision. Established in 2001, we aim to provide a professional, responsive, effi cient and impartial service to our diverse customer base.

We provide advice and guidance based upon “hands on” experience of the sector which ensures a prompt and appropriate response. Our product range is up-to-date, competitively priced, easily accessed and available in various formats to meet your business needs.

Our support services are specifi cally designed to assist you in meeting, understanding and maintaining compliance. They are aimed at owners of small to medium sized businesses where the need for a strategic overview is overtaken by the managing of the day to day running of the business. Our services keep you up to date with current and expected changes in legislative and regulatory requirements and assists in the growth and development for the future.

We offer the following services.

• Policies and Procedures (Care Home)• Policies and Procedures (Clinical)• Policies and Procedures (Domiciliary)• Policies and Procedures (Learning Disability and Supported Living Services)• Bespoke Policy Writing Service• Management of Medicine Form Templates• Staff Personnel Form Templates• Generic Adult Social Care Form Templates• Inspection Audits• Business Startup Packages• Registration Service• Compliance Workshops• Tendering Services • Employee Handbooks for Care Home & Domiciliary

CQC Compliance Products & Services




Why choose W&P’s Policies

As a W&P policy customer we give you exclusive access to our Policy and Compliance Team. Our dedicated inhouse policy team of professionals come from a diverse range of backgrounds with extensive knowledge and experience within Nursing, Residential and Domiciliary services with parallel training experience coupled with “hands on” practice within the Nursing, Residential and Domiciliary Sectors. If you have questions and queries in relation to your policies and procedures, or require guidance or advice about day to day service requirements, you can email or call our expert team of advisors. We are always happy to help and can provide quick and impartial advice over the phone to our customers which they tell us is a valuable and trusted resource.

Key Features of our Policies

• Training resources for all levels of staff covering Care Act 2014 and the Fundamental Standards 2014

• Care Act 2014 Statement in all relevant policies

• Comprehensive introduction to the Care Act 2014 for strategic management

• Care Act 2014 Impact Statements

• “No Secrets” REVOKED – full guidance on Chapter 14

• Related Policies – to assist those who have local authority or NHS contracts

• Free update service for a year

• Policies reviewed every 4 months, updates where required and evidenced for CQC

• Perfect for small to medium sized businesses.

• Quick and simple to use.

• Easy to follow manager’s notes detailing how to personalise and adapt the policies.

• Updates are emailed directly to you as legislation or guidance requires.

• Cross checked to other legislative requirements e.g. Data Protection Act, Immigration and Asylum Act, Disability Discrimination Act.

• No mandatory subscription payment required on purchase.

Dedicated Inhouse Policy Team




W&P’s Policies and Procedures meet all the CQC Regulations...• Health and Social Care Act 2008 (Regulated Activities) Regulations 2014

• Care Act 2014

• Criminal Justice and Courts Act 2014.

• The Care Standards Act 2000

When you purchase the W&P Supported Living Policy Set you also receive...

Medication Management Forms Template SetThe Management of Medicines is now an area of activity that needs to be at the core of your care needs assessment process. The set includes, Risk Assessments, Administering, Collect from Pharmacy, Audit Tool, Disposal Record, Error Report form plus many more

Personnel Forms Template SetThe form set provide evidence of CQC requirements under Schedule 3. Everything you need to get started Recruiting and Selecting care staff including, Spot Checks, Supervision and Appraisal Records, Application Forms, Care Worker Offi ce File, Interview Assessment Evidence, Staff Consent Forms and much much more.

Generic Forms Template SetAll you need in terms of care planning, risk assessment and general management processes. The forms are designed to cover all the mandatory standards required in the Fundamental Standards. The set includes 8 Audit Tools, 6 Care Planning, 5 Quality Audit Questionnaires, 17 Risk Assessments plus much much more.

An Employee HandbookA must for all Health & Social Care employees covering all essential information regarding company practices, ethos and philosophy. The handbook includes relevant policies, General Terms of Employment (7 docs), Training and Development, Employee Contract, Disciplinary and Grievance Matters, Confi dentiality (3 docs), Safeguards (5 docs), Staff Guidance (4 docs), Dealing with Service Users (8 docs), Challenging Behaviour, Whistleblowing plus much much more.

PLUS you will be provided with...• Exclusive Access to our Policy & Compliance Team• Exclusive Policy & Compliance Newsletters• Exclusive Policy Customer Offers and Discounts



Full Index of Supported Living / Learning Disabilities Policies

STAFFING1. Alcohol and Drugs2. Code of Conduct for Workers3. Confi dentiality4. Confl ict of Interest5. Disciplinary6. Disclosure and Barring Service (DBS) and (DBS) Referral 7. Dress Code8. Homeworking9. Internet, Email and Mobile Phone10. Maternity, Paternity, Adoption and Shared Leave11. Missed Visits12. Modern Slavery13. Monitoring and Accountability 14. Personal Safety and Lone Working15. Position of Trust16. Professional Boundaries17. Personal Protective Equipment18. Recruitment and Selection19. Recruitment of Volunteers20. Redundancy, Redeployment and Retirement21. Sickness/Absence 22. Smoking23. Staff General Welfare and Facilities24. Staff Sleep-In25. Stress Management26. Supervision and Appraisal27. Training, Development and Qualifi cations28. Vaccinations 29. Vehicle (Car Scheme)30. Whistleblowing31. Young People and Employment Policy





DIRECT CARE POLICIES32. Accessible Information and Communication (including Statement) LD 33. Accidents, Incidents and Emergencies Reporting (RIDDOR)34. Adult Safeguarding35. Advance Care Planning36. Advocacy LD 37. Assessment of Need and Eligibility 38. Assistive Technology39. Autonomy and Independence LD 40. Bariatric Care41. Basic Life Support42. Bullying & Harassment 43. Challenging Behaviour, Violence and Aggression LD 44. Collection of Prescriptions 45. Consent46. Dementia Care47. Deprivation of Liberty Safeguards48. Diabetes49. Dignity and Respect50. DNACPR51. Education, Training & Employment LD 52. End of Life53. Escorted Visits, Trips and Holidays54. Falls Prevention55. Female Genital Mutilation56. First Aid57. Food Hygiene58. Health and Co-Morbid Conditions LD 59. Healthy Eating and Drinking LD 60. Hot Water and Surfaces61. Housing Suitability & Maintenance LD 62. Independent Living LD 63. Infection Control64. Medical Devices





65. Medication66. Meeting Needs67. Mental Capacity Act 200568. Missing Persons69. Moving and Handling70. Moving on- Transition Planning LD 71. MRSA (Methicillin Resistant Staphylococcus Aureus)72. Oral Health73. Oxygen Therapy74. Person Centred Planning75. Personal Shopping76. Prevention of Pressure Ulcer77. Relatives, Friends and Carers78. Responsive Services79. Restraint80. Risk Assessment81. Safe Use of Bedrails82. Sensory Impairment83. Sepsis Awareness84. Service User’s Home Security85. Sexual Activity, Sexuality, Education and Health LD 86. Social Inclusion87. Supporting People with Learning Disabilities to manage their Finances LD 88. Termination of Care Services89. Transport – Support with Travel LD

MANAGING CARE POLICIES90. Access to Records and Files91. Audit92. Bribery and Corruption93. Business Contingency and Emergency Planning94. CCTV95. Clinical Governance Statement96. Complaints an d Compliments





97. Compliance Principles98. Control of Substances Hazardous to Health (COSHH)99. Co-operating with other Providers100. Corporate Social Responsibility101. Cyber Security102. Data Protection Legislative Framework (GDPR)103. Display Screen Equipment104. Duty of Candour105. Equal Opportunities106. Equality and Diversity 107. Financial Irregularities108. Fire Safety109. Fit and Proper Person - Directors110. Freedom of Information111. Funding – Direct payments and Personal Budgets LD 112. Gifts and Legacies 113. Good Governance114. Health and Safety and Statement of Intent115. ill Treatment, Wilful Neglect116. Notifi cations117. Out of Hours and Emergency Call Cover118. Premises, Environmental and Resources119. Radicalisation120. Range of Services and the Limits to Responsibility121. Record Keeping122. Safeguarding Children in an Adult Setting123. Service Improvement Plan124. Service User’s Contract125. Service User’s Records (Home)126. Social Media and Public Relations127. Tenancy Management LD

LD = Specifi c LD Policies or signifi cant changes over standard care policies




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PROFESSIONAL BOUNDARIES

Company_Name

User Input Required (Ctrl+Click) – Requires User Input 1

Scope• Policy Statement• The Policy• The Parties Involved• Staff• People with Learning Disabilities / Individuals with Learning Disabilities • People Associated with People with Learning Disabilities / Individuals with Learning Disabilities• Professional Boundaries• Professional Code of Practice• Action Outside the Work Situation• Related Policies• Related Guidance• Training Statement

Policy StatementThis organisation believes that staff need to observe professional boundaries in their relationships with people with learning disabilities and their relatives, friends, visitors and representatives, and that behaviour outside those boundaries should be regarded as abusive and a reason for disciplinary action. We recognise that it is often diffi cult to draw precise lines defi ning appropriate behaviour, so we encourage staff to be transparent in their dealings with individuals with learning disabilities and others, and to discuss with managers any ambiguities that arise. The starting point is that the needs of people with learning disabilities should be at the centre of our care practice; any relationship that might jeopardise that objective must be questioned.

The PolicyThe aim of this policy is to lay down the principles and values underlying our approach to professional boundaries in relationships with individuals with learning disabilities and their relatives, friends, visitors and representatives.

The Parties Involved:

StaffThis policy applies to all staff of the organisation, including temporary staff and volunteers, not merely those who have regular contact with a person with learning disabilities in a care-giving capacity.

5 key points:• Staff in learning disability services work with vulnerable people and the risk of professional boundary

Professional Boundaries Sample























































violations is relatively high• Boundary violations may range from accepting gifts from people or families to inappropriate touching or

sexual behaviour• Care workers providing direct personal care need to be aware of professional boundaries• This organisation learning disability service has introduced training and refl ection for care workers on

professional boundaries (amend as appropriate)• Consideration of warning signs and use of case scenarios can help staff to refl ect on their own relationships

with service users

People with Learning Disabilities / Individuals with Learning DisabilitiesThese terms are used in this policy to include anyone who has received or is currently receiving our support and/or care services.

People Associated with People with Learning Disabilities / Individuals with Learning DisabilitiesThis policy includes relationships with people directly associated with any individual with learning disabilities in a personal capacity, i.e. their relatives, friends, visitors and representatives.

Professional BoundariesProfessional relationships must be distinguished from personal relationships. Although we believe that staff can, quite properly, gain satisfaction from developing and sustaining relationships with individuals with learning disabilities, the key consideration should always be the needs of the individual, as opposed to the personal or mutual satisfactions that characterise personal relationships. Staff must therefore on occasions refrain from allowing a relationship to develop to the extent that they would fi nd personally satisfying or to include a dimension that they would fi nd personally satisfying in order to ensure that the needs of the individual remain paramount. Any member of staff who feels that a relationship is developing that might be judged as inappropriate should discuss the situation with their manager. The action to be taken may include varying the staff member’s duties in order to limit contact with that person; discussing the situation frankly with the person in order to re-establish appropriate boundaries; or, in extreme circumstances, controlling an individual’s contacts with the organisation.

This includes relationships between staff members regardless of their job title. Inappropriate behaviour from any member of staff should be discussed in an open and honest manner with the home manager.

If the inappropriate behaviour involves the manager, then it should be discussed with a senior member of staff. It is important to recognise that any purported abuse of power leads ultimately to inappropriate behaviours becoming acceptable and therefore it is the responsibility of all staff where they have concerns to fl ag up such concerns as early as possible.

Professional Codes of PracticeAll staff should be familiar with and comply with the Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England, copies of which are supplied to all staff.

Nursing and other professional staff should, in addition, comply with the standards of conduct and practice set by their own regulatory bodies. Breaches of any of these codes by staff will be reported, and the organisation will cooperate with any action taken by a regulatory body.






















































Action Outside the Work SituationAlthough we do not, in general, seek to regulate the private behaviour of staff, we recognise that occasionally an individual’s behaviour outside of work may call into question their suitability to work in social care services. Action will be taken if this suitability is challenged. It is the responsibility of all staff therefore to behave, both at work or otherwise, in ways that uphold their own credibility and the organisation’s reputation.

Related PoliciesCode of Conduct for WorkersMonitoring and AccountabilityRecruitment and SelectionRelatives, Friends and CarersSocial Media and Networking

Related GuidanceSkills for Carehttps://www.skillsforcare.org.uk/Leadership-management/managing-people/code-of-conduct/Code-of-Conduct.aspxSkills for care Code of Conducthttp://www.skillsforcare.org.uk/Standards-legislation/Code-of-Conduct/Code-of-Conduct.aspx

Training Statement

All staff, during induction are made aware of the organisations policies and procedures, all of which are used for training updates. All policies and procedures are reviewed and amended where necessary and staff are made aware of any changes. Observations are undertaken to check skills and competencies. Various methods of training are used including one to one, on-line, workbook, group meetings, individual supervisions and external courses are sourced as required. [AMEND AND INSERT AS REQUIRED]

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Whistleblowing Sample


WHISTLEBLOWING

Company_Name

User Input Required (Ctrl+Click) – Requires User Input 1User Input Required (Ctrl+Click) – Requires User Input 2User Input Required (Ctrl+Click) – Requires User Input 3User Input Required (Ctrl+Click) – Requires User Input 4

Scope• Policy Statement• Speak Up, We Will Listen’ Statement• The Policy• Obligations of Staff to Report Abuse• Investigating and Dealing with Allegations• Dealing with Interference with or Victimisation of Staff who have Reported Abuse• What Concerns Can be Raised• Unjustifi ed Reporting• Confi dentiality• Related Policies• Related Guidance• Training Statement

Policy StatementWhistleblowing is the term used when someone who works for an employer raises a concern about bad practice, or risk, for example to a person’s safety, wrongdoing which harms, or creates risk to harm, to people who use the service, colleagues or the wider public.

This organisation’s policy on whistleblowing sets out to comply, in every aspect, with the Public Interest Disclosure Act 1998 in protecting and not victimising staff who seek to report, and who have investigated genuine and reasonable concerns about any form of malpractice that they encounter in their work.

At the same time, the company aims to create an atmosphere of open communication and commitment to high standards of work, within which criticisms can be frankly made and thoroughly investigated.

This organisation also recommends that its staff make arrangements to have access to independent legal advice in the event of any involvement in allegations as whistleblowers or as people against whom allegations are made. They are encouraged to do this through membership of a trade union or professional organisation that includes legal advice as part of its services.

‘Speak Up, We Will Listen’ StatementSpeaking up about any concerns you have at work is really important. In fact, it’s vital because it will help us to keep improving our services for all people with learning disabilities and the working environment for the staff.






















































You may feel worried about raising a concern, and we understand this but please don’t be put off. In accordance with our duty of candour, our senior management are committed to an open and honest culture. We will look into what you say and you will always have access to the support you need.

The PolicyThis document outlines the organisation’s policy for responding to allegations or reports of abuse of people with learning disabilities, and other forms of misconduct i.e. made by one or more members of staff against other staff. These actions are known as whistleblowing.

The requirement for such a policy arises because it was previously the case that management considered individuals involved in whistleblowing as trouble-makers. It is now legally recognised that staff who are in a position to observe and report bad practice should be enabled to do so without fear of repercussions on their conduct and career prospects. Indeed, failure to report malpractice could lead to accusations of colluding in it, and therefore of being guilty of misconduct.

People with Learning Disabilities are at an increased level of risk of being abused due to their disability. They may lack the mental capacity to recognise that abuse is taking place or they may have awareness but are too frightened to speak up as their abuse may have threatened them or coerced them to remain silent.

Therefore, staff will receive training (INSERT HERE ANY SPECIALIST TRAINING) in recognising the signs of abuse on people with Learning Disabilities. Potential Signs can include:

• An increase in challenging behaviour • Inappropriate or highly sexualised behaviour not previously exhibited• Increasingly quiet and withdrawn• Evasive behaviour • Mood swings

So, staff must be particularly diligent when supporting people with a learning disability and immediately report any suspicion or evidence that abuse may be taking place.

Obligations on Staff to Report AbuseThe organisation requires its entire staff to observe the organisation’s work carefully and report diligently on anything that causes them concern. We believe that teamwork and loyalty to colleagues should not be allowed to deter staff from reporting suspected abuse, criminal acts, and neglect of people with learning disabilities or bad practice, and follows the guidelines issued by the Care Quality Commission (CQC). Any member of staff who witnesses or suspects abuse by another member of staff should report it as soon as possible to their line manager. The manager will accept responsibility for the actions that follow and will assure the whistleblower that they have acted correctly by reporting the matter and that they will not be victimised.

Despite the assurances given by our organisation, we accept that there may be incidents that a staff member does not feel confi dent enough or able to report in the fi rst instance to the manager. Where this is not appropriate or considered too sensitive the worker should report to a director or other service manager/advisor. Where this is not considered appropriate the organisation then accepts the right and obligation of the staff member to report their concerns to an outside authority such as the police, the local authority safeguarding unit or to the CQC to initiate






















































an investigation. The company provides every staff member with the contact details which are also included in this policy of these agencies in the staff handbook. The company will not penalise or victimise any staff member who responsibly reports their concerns in these ways.

Investigating and Dealing with AllegationsThe manager to whom abuse by a staff member is reported should take the necessary steps under the Adult Safeguarding Policy. In addition, they should also protect the source of the information, if possible. If a manager fails to act promptly, suppresses evidence, or is involved in any action to discourage whistleblowing, they may render themselves liable to disciplinary action.

Dealing with Interference with or Victimisation of Staff who have Reported AbuseAny member of staff who attempts to prevent a staff member from reporting their concerns to a manager, or who bullies, attempts to intimidate or discriminates against a colleague in these circumstances will be dealt with under disciplinary proceedings. A whistleblower who feels themselves to be subject to hostile action from colleagues should inform their manager, who should, if necessary, take steps to alter the staff member’s duties so as to protect them from the hostile action. The company includes in its staff handbook information on how to make contact with the Public Concern at Work organisation that has been established to protect whistleblowers from victimisation and bullying as a result of their actions.

What Concerns Can be RaisedRisk, wrongdoing and bad practice which you believe is harming the service we deliver should be raised as a concern.

Some examples are;• unsafe care• unsafe working conditions• inadequate induction or training• lack of or a poor response to reported incidents• bullying culture

This list is not exhaustive.

Proof is not required, we encourage you to raise the matter while it is a concern. It does not matter if you turn out to be mistaken as long as you are genuinely troubled.

Unjustifi ed ReportingThis organisation’s managers take reports from whistleblowers seriously and investigate all allegations thoroughly. Any allegations against colleagues that are found to be merely fl ippant or malicious may render the accuser liable to disciplinary action and criminal proceedings.

Confi dentialityWe want you to feel comfortable raising your concerns openly but we also appreciate that you may want to raise






















































it confi dentially. This means that while you are willing for your identity to be known to the person you report your concern to, you do not want anyone else to know your identity, therefore we will keep your identity confi dential unless required to disclose it by law. You can choose to raise your concern anonymously without giving anyone your name but that may make it more diffi cult to investigate thoroughly and give you feedback on the outcome.

Contact DetailsCare Quality Commission (CQC)CitygateGallowgateNewcastle Upon TyneNE1 4PA

Local Authority Safeguarding Unit[INSERT ADDRESS AND CONTACT NUMBER]

LOCAL POLICE[INSERT ADDRESS AND CONTACT NUMBER]

Related PoliciesAdult SafeguardingBribery and CorruptionDuty of CandourRecruitment and Selection

Related GuidanceSCIEhttps://www.scie-socialcareonline.org.uk/blowing-the-whistle-on-abuse-of-adults-with-learning-disabilities/r/a1CG0000000GOFwMAO

Speak Upwww.wbhelpline.org.uk

Quick guide to raising a concern with CQChttps://www.cqc.org.uk/fi le/5073

Whistleblowing “Guidance for providers who are registered with CQC (issued November 2013) www.cqc.org.uk/whistleblowing

CQC whistleblowing “Guidance for providers who are registered with CQC (issued November 2013) www.cqc.org.uk/whistleblowing






















































Training StatementAll new staff receive training in this policy on whistle blowing as part of the induction training. Staff receive updated training as needed due to policy changes.

All staff, during induction are made aware of the organisations policies and procedures, all of which are used for training updates. All policies and procedures are reviewed and amended where necessary and staff are made aware of any changes. Observations are undertaken to check skills and competencies. Various methods of training are used including one to one, on-line, workbook, group meetings, individual supervisions and external courses are sourced as required. [AMEND AND INSERT AS REQUIRED]





















































Advocacy Sample


ADVOCACY

Company_Name

User Input Required (Ctrl+Click) – Requires User Input 1

Scope

• Policy Statement

• Th e Care Act 2014

• Th e Policy

• Defi ning Advocacy

• What is Advocacy?

• What an Advocate Does

• What an Advocate Does Not Do

• Th e Qualities of Advocacy

• Access to Advocacy for People Receiving our Services

• Advocacy Appointed Under the Mental Capacity Act 2005 (IMCA)

• Related Policies

• Related Guidance

• Training Statement

Policy Statement

Th is organisation believes that the individuals who receive our services should be enabled to express their

views as clearly and candidly as they wish. Recognising that some people with learning disabilities may not

be able to communicate easily, this organisation encourages representatives to speak on their behalf where

this is appropriate.

Th is organisation believes that representation of this sort may be required:

• In the course of the initial assessment

• During any subsequent assessment of needs

• In the drawing-up or review of the individual’s plan of care

• In the process of assisting a person with learning disabilities to participate in the day-to-day delivery of

their service

• In making risk assessments relating to an individual’s activities

• When helping a person with learning disabilities to represent their views to an outside organisation

• When someone wants to express a concern or complaint

• In instances where an individual may have been subject to abuse

• When a person with learning disabilities wishes to submit their views on the organisation as part of our

quality assurance programme

• In helping individuals to have an input to the drawing up or review of our policies and procedures

• In situations where important decisions must be taken e.g. about having surgery but might lack the

mental capacity to take the necessary decision on their own.

Th e Care Act 2014

Independent advocacy is part of the 2014 Care Act. Th is places a duty on local authorities to arrange

an independent advocate for all adults as part of their own assessment and care planning process. Th is

applies to both people with learning disabilities and their carers. Th ere is also a separate duty to arrange an

independent advocate for adults who are subject to a safeguarding enquiry or Safeguarding Adults Review

(SAR).




















































Advocacy Sample


Th e Care and Support Statutory Guidance is available at:

www.gov.uk/government/publications/care-act-statutory-guidance/care-and-support-statutory-guidance

Th e IMCA General Regulations 2006 can be found at:

http://www.legislation.gov.uk/uksi/2006/1832/pdfs/uksi_20061832_en.pdf

Details related to Independent Advocacy is in chapter “First Contact and identifying needs” under section 7.

Th e Policy

Th e aim of this policy is to help people with learning disabilities through the use of advocacy to express their

views both to the organisation and to other bodies and to feel that their views are understood and respected.

Defi ning Advocacy

Th is organisation accepts the following defi nition of advocacy adopted by the organisation Action for

Advocacy www.actionforadvocacy.org.uk

“Advocacy is taking action to help people say what they want, secure their rights, represent their interests

and obtain the service they need. Advocates and advocacy schemes work in partnership with the people they

support and take their side. Advocacy promotes social inclusion, equality and social justice.”

What is Advocacy?

Advocacy means to speak up for someone. Most of us at some time in our lives speak up for others or hope

that someone will speak up for us when we need support.

Th ere are some groups of people who may need more help than others. Th is is particularly the case for

people with learning disabilities because they are at risk of being ignored. Sometimes we have lots of

problems understanding what they are trying to tell us if they do not use words.

Advocacy is about making things change because people’s voices are heard and listened to.

It’s about making sure that people can make their own choices in life and have the chance to be as

independent as they want to be.

With professional or representational advocacy, it is about another person (an advocate) making sure that a

person with a learning disability is not being ignored because they need some help to make sure that they are

heard. Advocacy is about putting a person back in control of their own life.

What an Advocate Does:

• An advocate works to make things happen and change

• An advocate helps people to make choices and take more control of their own life

• An advocate works for everyone to have equal rights

• An advocate tries to make sure that people with a learning disability are not left out and lonely. Th ey

should have the same chances as everybody else to be included in their community

• An advocate helps people to say what they want and makes sure that the voice is listened to and

answered




















































Advocacy Sample


What an Advocate Does Not Do:

An advocate is not a referee in a dispute or argument

An advocate does not take the control away from the person they are advocating for by persuading them into

his/her way of thinking

An advocate does not take over the role of a Social worker or a nurse or a care worker either or make up for

gaps in services that should be provided. Th ere is no right kind of advocacy and there are many diff erent

ways it can be off ered

People are very diff erent and may need diff erent types of advocacy at diff erent times in their lives. We need

to make sure that there is choice that suits the diff erences of the people who want what advocacy has to off er.

In that way they will gain the most from it

What is common to all types of advocacy is that the person who it is for (in this instance the person with a

learning disability) is always at the centre of the advocacy process. It is all about what that person wants and

fi nding the best way of getting that across to the people who need to know.

Advocacy can be like tools in a tool box, the diff erent types can be used together or separately depending on

the job that needs to be done.

Th e Qualities of Advocacy

Th is organisation subscribes to the Advocacy Charter promoted by Action for Advocacy, which lists ten

essential qualities:

• Independence: Advocates should be independent from statutory and other service- providing agencies.

• Empowerment: People using advocacy should be able to participate in the running of the scheme.

• Accountability: Every advocacy scheme should monitor and evaluate its work eff ectively.

• Support for advocates: Advocates must be appropriately prepared, trained and supported.

• Complaints: Advocacy schemes must have policies for dealing with complaints.

• Clarity of purpose: Advocacy schemes must have clear objectives and must make these known.

• Person Centred Approach: Advocates must be non-judgmental and respectful of individuals’ needs,

views and experiences.

• Equal opportunities: Advocacy schemes must have and observe a written equal opportunities policy.

• Accessibility: Advocacy must be provided free of charge and in ways that make it widely accessible.

• Confi dentiality: Advocacy schemes must have a policy on confi dentiality, which includes the

circumstances under which confi dentiality might be breached.

• Safeguarding Clear policies and procedures will be in place to ensure safeguarding issues are identifi ed

and acted upon. Advocates will be supported to understand the diff erent forms of abuse and neglect,

issues relating to confi dentiality and what to do if they suspect an individual is at risk

Access to Advocacy for People Receiving our Services

Th is organisation will seek to make advocacy available to any individual who needs help in presenting their

views by:

• Publicising information on local advocacy schemes

• Involving advocates, where appropriate, in the preparation and review of individual care plans

• Using advocates to promote participation by the individual with learning disabilities in the running of

the organisation

• Helping individuals to fi nd and participate in advocacy schemes

• Seeking peer support for people with learning disabilities from people who share their disability,

heritage and/or aspirations

• Promoting a culture which enables individual’s receiving services to call on advocates to express their





















































Advocacy Sample

concerns and provide feedback on the way the organisation is run

• Respecting the role of advocates in situations in where individuals wish to complain about services

• Co-operating with any Independent Mental Capacity Advocate (IMCA) appointed to assist a person

with learning disabilities under the Mental Capacity Act 2005.

Advocates Appointed Under the Mental Capacity Act 2005 (IMCA)

Th is organisation recognises the role under the Mental Capacity Act 2005 of the Independent Mental

Capacity Advocate (IMCA), who can be formally appointed to support someone who lacks capacity,

for example, a person with multiple and/or severe learning disabilities. Th e IMCA’s task is to make

representations about the person’s wishes, feelings, beliefs and values, to bring to the attention of decision

makers all relevant factors, and to challenge decisions if necessary. An example of a key decision would be

if carers decide he/she should move to a diff erent provision without attempting to involve the person in the

decision.

Th is organisation will encourage the appointment of an IMCA where an individual, who has been assessed as

lacking mental capacity, needs to take a key decision that aff ects or possibly compromises the service delivery

that has been agreed upon with the organisation.

Th is organisation then undertakes to co-operate with the advocate to arrive at a decision that clearly

represents the individual’s best interests. Th e organisation will at all times follow the principles and practices

laid down by the Mental Capacity Act 2005 as described in its code of practice.

Related Policies

Adult and Safeguarding

Assessment of Need and Eligibility

Deprivation of Liberty Safeguards

Dignity and Respect

Equality and Diversity

Mental Capacity Act 2005

Related Guidance

• NHS Someone to speak up for you (advocate) https://www.nhs.uk/conditions/social-care-and-support-

guide/help-from-social-services-and-charities/someone-to-speak-up-for-you-advocate/

• Rethink Mental Illness https://www.rethink.org/living-with-mental-illness/rights-restrictions/advocacy

• Regulation 9 Person Centred Care https://www.cqc.org.uk/guidance-providers/regulations-

enforcement/regulation-9-person-centred-care

Training Statement

All staff , during induction are made aware of the organisations policies and procedures, all of which are used

for training updates. All policies and procedures are reviewed and amended where necessary and staff are

made aware of any changes. Observations are undertaken to check skills and competencies. Various methods

of training are used including one to one, on-line, workbook, group meetings, individual supervisions and

external courses are sourced as required. [AMEND AND INSERT AS REQUIRED]




Form Templates (worth £299) included with your Supported Living / Learning Disabilities Policies

Generic Forms Template SetAll you need in terms of care planning, risk assessment and general management processes. The forms are designed to cover all the mandatory standards required in the Fundamental Standards. The set includes 9 Audit Tools, 7 Care Planning, 5 Quality Audit Questionnaires, 18 Risk Assessments plus much more.

Audit Tools1. Accident and Incident Reports2. Care and Support Plan Audit Tool3. Dignity Audit4. Hoist & Sling Audit5. Infection Control Audit6. Medication Audit Tool7. Personnel Audit Tool8. Pressure Area Audit Tool

9. Safeguarding

Care Planning1. Assessment of Need2. Behavioural Support Plan3. Care Plan Template4. Care Review Template5. Short term Care Plan Template6. Diabetic Care Planning Type 1 Diabetes

7. Diabetic Care Planning Type 2 Diabetes

Quality Audit Questionnaires1. Annual2. First Response3. Health Professionals4. Internal Staff

5. Random

General1. ABC Behavioural Chart2. About me3. Accident – Incident Record4. Adult Safeguarding Log5. Care Transfer Form6. Complaints Log7. Complaints Acknowledgement Letter8. Complaints Investigation Findings Letter9. Complaints Investigation Record10. Compliments Log11. Consent to Care and Support12. Financial Transaction Form13. IPC Lead Annual Statement Proforma14. Record of Gift15. Service user Contract16. Service users Notes17. Statement of Purpose & Service user Guide18. Visitors Log – Supported Living

Risk Assessments1. Risk Assessment: Choking2. Risk Assessment: COSHH3. Risk Assessment: Diabetes4. Risk Assessment: Falls5. Risk Assessment : Financial Abuse6. Risk Assessment: Infection Control & Cleanliness7. Risk Assessment: Lone Workers Reporting Log8. Risk Assessment – Lone Worker9. Hazard Checklist for Lone Working10. Risk Assessment: Moving and Handling11. Risk Assessment: Preliminary Pressure Ulcer12. Risk Assessment: Premises – Offi ce13. Risk Assessment: Premises – Service User14. Risk Assessment: Promoting Positive Behaviour15. Risk Assessment: Smokers Home Safety16. Risk Assessment: Transport17. Risk Assessment: Waterlow18. Wound Assessment Chart






Management of Medicines Template SetThese forms are intended for use as templates which can be easily changed and updated as required. The Management of Medicines is now an area of activity that needs to be at the core of your care needs assessment process. The set includes Risk Assessments, Administering, Collect from Pharmacy, Disposal Record, Error or Near Miss Report form plus many more.

1. Collect from Pharmacy2. Consent to Administer3. Covert Administration Record4. Disposal Record5. Error or Near Miss Report6. Homely Remedies Administration record7. Level 1 – General Support8. Level 2 – Administering9. Level 3 – Specialised Techniques10. List of Prescribed Medicine11. Risk Assessment12. Specialised Techniques Training Record13. Staff Signature List14. Topical Medication Application Record15. When Required Medication Administration Record





Personnel Forms Template SetThe form set provide evidence of CQC requirements under Schedule 3. Everything you need to get started Recruiting and Selecting care staff including, Spot Checks, Supervision and Appraisal Records, Application Forms, Interview Assessment Evidence, Staff Consent Forms and much more. These forms are intended for use as templates which can be easily changed and updated as required.

Recruitment and Selection1. Applicants Guide2. Application Form3. Equal Opportunity4. Interview Assessment Evidence5. Job Description Examples6. Person Specifi cation7. Reference Request Form8. Staff Vacancy Enquiry Form9. Successful Applicants Letter10. Verbal References Notes

Personnel1. Appraisal Record2. Back to Work Interview Record3. Index for Staff Personnel File4. Letter of Concern for Staff – Sample 15. Letter of Concern for Staff – Sample 26. Letter of Concern for Staff – Sample 37. Post Incident Staff Debrief8. Spot Checks – New Staff9. Spot Checks10. Staff Consent Forms11. Staff Vaccination Record12. Supervision Contract13. Supervision Record14. Written Statement of Employment Template


Web: www.wandptraining.co.uk

Email: [email protected]

Tel: 01305 767104

How to order your Policies

@WPCareTraining

Order online...https://www.wandptraining.co.uk/learning-disability-and-supported-living-services-policies/

Call our Policy Team...

01305 767104 - OPTION 1


3 Grosvenor Road, Weymouth, Dorset DT4 7QL

Web: www.wandptraining.co.uk | Email: [email protected]

Tel: 01305 767104

W & P Assessment and Training Centre is a trading name of W & P Assessment and Training Centre (Dorset) Limited, a company registered in England & Wales – company number 08818107

www.WANDPTRAINING.co.uk


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