What Are PCHAS Overarching Goals

Child Advocacy Center development has been closely related to the approaches we have been introduced to in this course. Creating protocols for community impact, sustainability and growth have all occurred as this Child Advocacy has developed in my community. In my work it is very important to keep the families and victims we serve at the forefront of our decision making. Each policy, program and renovation is made with how it will impact the families we serve over how it will benefit us. Our program has followed the Principles of Good Practice at times and failed to follow them also. Each program/project has a little of this I believe. In this paper, I will go through each principle and identify how the CAC program has met the standard or identify

Practitioners work in partnership with parent’s families, as they are the child’s first and most enduring carers and educators

All members of the staff must act as professionals while at work, especially with young children. The administrative and teaching staff must work together to ensure their practices are developmentally appropriate, and share new and/or creative ideas with one another. It is also the responsibility of a teacher to establish an open, trusting relationship with the parents of each children in their care. Thus, parents can freely communicate their thoughts, concerns, and/or suggestions about their child or the program. Parent satisfaction is something that every child care or development center should strive for.

Practitioner’s expectations should be to become a valuable practitioner, to be reliable and build good relationships with children and parent carers, encouraging play whilst learning, and by having children’s best interests e.g. physical activities, outings, this would help them to enjoy their growth in knowledge and assist in enhancing their development as a whole. Also practitioners should work as a team with other staff members and parent/carers in order to support the children to promote the children’s initial learning so that the children will feel confident and would be able boost up their self-esteem, and this will also help them in their future, and prepare them in further education when they move onto school. Also the

My responsibilities as a trainee nursery practioner include: providing physical and emotion support and care for the

The aim of the organization (red hut day nursery) was to carry out high standards of care from children age from 3 months to 5 yrs old. Whilst following the curriculum guidelines of early years foundation. The role of the organization was to care for children within their responsibilities whilst the Childs parents or carer has left them in the organization care. Policies such as ensure every child is treated fairly and equally depending on that Childs needs in order for their needs to be meet , was expected of all staff members to conduct themselves in such away . the role of each staff member was to ensure that

1. Setting the standards for the learning, development and care, ensuring that every child makes progress and that no child gets left behind. Parents, providers should deliver individualised learning, development and care that enhances the development of the children in their care and gives those children the best possible start in life. Every child should be supported individually to make progress at their own pace and children who need extra support to fulfil their potential should receive special consideration. All providers have an equally important role to play in children’s early years experiences and they have to ensure that the provision they deliver is both appropriate to children’ needs and complementary to the education and care provided in child’s other settings.

A failure to share sources of information that could have contributed to a better understanding of children and their families

The rationale for this choice was that the authors clinical background is health visiting and therefore has prior knowledge of good practice in child and family settings, an understanding of child development stages and experience of supporting children with complex needs and their families. Additionally, the author has previously been involved in shadowing opportunities within their own organisation and knows service areas well. By choosing an area unfamiliar to the author, a fresh eyes approach could be pursued and limited the potential for bias.

My first goal during the child life internship is to successfully gain a working knowledge of the philosophy and principles of patient-and family-centered care. Although I have some valuable experiences working with children and families, I believe that the setting, environment, and resources at Advocate Children’s Hospital will help me to further develop skills and knowledge in working with families in times of crisis and high stress. I want to gain a solid understanding of family dynamics, stress reduction and developmental, educational, and therapeutic play techniques. My second goal is to evaluate my own work under the guidance of experienced professionals, and be measured by professional standards. As a graduate student in child life, I have set forth to gain knowledge of developmental and educational theories, role-play various preparations with classmates, and volunteer for child life events; thus the next step is to gain clinical preparation and put what I have learned in class to practice. Hence, I am eager to invest in opportunities to build on coursework and apply theory under the guidance of experienced individuals to acquire skills in the profession. My third goal, but not my last goal, is to strengthen my ability to interact and communicate with other members of the health care team to integrate child life into the care plan. Child life is not only a service, but a team commitment to excellent care, therefore, it is important

After meeting with her Senior Director and determining it was expected for her unit to improve their HCAPS scores, Dawn investigated what the current scored of her unit were. After looking up the unit’s HCAPS scores, she discovered the September of 2014 scores, in the categories of responsiveness of staff, and communications with nurses, were well below the average of like hospitals. She then started the managerial function of organizing by developing a plan to carry out the work needed to raise the unit’s HCAPS scores in these two areas.

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Many parents have to fight to get the best treatment/ resources for their child and this can be a constant battle and parents are unable to cope which in the turn can affect the care and support they are able to give their child. (Diploma Childcare and education)

SRS’s CPS program goal is to develop a new culture in the way employees deliver services. In order to accomplish this goal, the CPS program’s supervisors will need to focus on and complete two objectives, which are to develop and implement a required CPS training for all employees on the new model within three weeks and to develop and provide a training manual with HIPPA guidelines on case scenarios when and when not to remove children from their homes in order to ensure more consistent services at SRS within four weeks.

The first step to obtaining & retaining high quality staff starts at the beginning of the hiring process. When hiring new job candidates one must keep their organization philosophy in mind. If a job candidate standards and morals don’t align to one’s organization they may not be a good candidate for the job. When hiring new job candidates policies and procedures should be made clear verbally and visually, furthermore our organization current policies can be found in our quality childcare handbook, each candidate must sign off stating they understand what’s acceptable & not acceptable. When policies and procedures are made clear it alleviate future misunderstandings.