Aaron Ferguson M1009585, Working With And Leading People

The Data Protection Act (1998) requires that personal details and information must be kept secure and confidential. Confidentiality is necessary in any Health and Care Social setting because it maintains between the individuals and the organisation. An environment of trust encourages people to be open and honest with those who care for them. They provide all the details necessary so that they receive the best care possible. The employers are accountable to the regulators for protecting confidentiality .Preserving privacy and confidentiality is essential so that they do not risk the discipline of being struck off a professional register. Each member of the staff has a responsibility to ensure that the care record are accurate recorded. A clear information will aid patients to participate fully in decision making about their

Once we understand requirements for the position, then next step is to define ways of meeting those needs. It includes the amount of resources and authority the position provides to fulfill the business need. A job description can be as simple as a list of tasks required by the individual holding the position. Formal job descriptions will include level of responsibility, expected outcome, including reporting line and other interactions. Once expectations, and means of attaining expectations are documented, then sketching ideal candidate will become easier.

Data Protection Act 1998 – gives individuals the right to know what information is held about them, and those that processes personal information must comply with eight principles, which makes sure that personal information is fairly and lawfully processed; processed for limited purposes; adequate, relevant and not excessive; accurate and up to date; not kept for longer than is necessary; processed in line with your rights; secure; not transferred to other countries without adequate protection;

that no learner or employee receives less favourable treatment on grounds not relevant to good practice. Therefore employees and learners must not harass or intimidate other employees and learners on the grounds of race or sex, disability or sexual orientation. Data Protection Data protection Act 1998 gives people the right to access information held about them. The organisation I work for is registered with the Data protection registrar and they are required to only store information for the purpose of the NVQ training. Information cannot be shared with a third party. If it is essential that vital information is needed by a third party, this is only shared if the individual has given their consent. The information held for learners and employees are not excessive but just the correct information required. Data is updated regularly if learners or employees change address, phone numbers etc. Records on individual learning are also updated regularly. Data are not kept longer than necessary. Data are also kept within confidential measures e.g. computers have password to avoid them accessed by intruders, paperwork are filed away in locked cabinets.

The requirements for Security and confidentiality in the organisation are that if you have any work with clients/colleagues personal information then you shouldn’t leave them in view for other people to see as this could lead to fraudulent activity or discrimination against that person. The organisation must remain professional at all times and must never disclose too much information. If annual income sheets are disclosed within the office

Personal Information comes under the Data Protection Act 1998. We have to make sure personal Information is confidential. We have to know how to handle the personal Information, agreed ways of working, policies and procedures are all legislation frameworks. The Information should be processed fairly and lawfully. The Personal Data should be processed for limited purposes. The information should be adequate, relevant and the information should be for the purpose of whom the information is processed for. The information should be kept up to date and accurate. The information should not be kept longer than intended for. The Persona Data will be processed in accordance with the rights of data subject under the Act. Measures are in place to avoid the information being lost or unauthorised and unlawfully processed or damaged to. The Personal Information shall not be transferred to another country outside the European Economic Area unless that country ensures an adequate level of protection for the rights and freedoms of data. Personal Information may be shared with others, consent is needed to do this at all times from the Individual or in the case of an emergency, abuse, or if neglect is suspected. If the Individual is mentally

Everyone responsible for using data has to follow strict rules called data protection principles, they must make sure the information is:

Information Commissioner’s Office (2012) Introduction to The Data Protection Act 1998. [Online] Available from: http://www.ico.org.uk/~/media/documents/library/Corporate/Research_and_reports/ico_presentation_EVOC_20120528.ashx [Accessed: 11th October 2013]

Trustees/Managers etc. are all bound by the law and cannot discriminate against any individual because of

' responsibility to ensure that it is never abused and is not to the determent of the company ( Privacy in the Workplace , 2005

Personal data should be processed fairly and lawfully, this can be achieved by asking the employees to use their information, on the employment contract.

They are to be treated as confidential and kept secure as per Privacy Act 1998

The Data Protection Act 1998 is a piece of legislation that controls how an individual’s personal information is used by organisations, businesses and the government. This Act ensures that HR departments only collect data from individuals is covered by what we are allowed to collect under the Act, relevant and not excessive, we must also be sure that data is not stored for longer than necessary. We must ensure that data is stored securely and confidentially; and that we are open about the reasons why we are collecting and storing the data.

Across three assessment tasks you will support the recruitment, selection and induction of staff. In this Assessment task, you will plan for recruitment and

Determine the skills of the employ and their level of fit in the current work position.