Dignity champion competency and observation of staff working practice

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DIGNITY CHAMPION COMPETENCY

AND OBSERVATION OF STAFF WORKING PRACTICE
This form is to assess the individual is able to demonstrate an understanding of what it means to be a Dignity Champion and how to provide care and support to residents with dignity and respect in line with their role as a Dignity Champion. The outcomes below link directly to the Department of Health’s 10 Dignity Challenges and the role and responsibility of the Dignity Champion as outlined on their certificate. This assessment has been undertaken through discussion and observation of working practices.

Name of staff Member: Position:

Date of Assessment:
Conducted by: Position:

	Outcome	Yes	No	Observation examples, comments and feedback
D1	Respects people’s right to privacy
D2	Engages with family members and carers as care partners
D3	Treats each person as an individual by offering a personal service
D4	Enables people to maintain the maximum level of independence, choice and control
D5	Listens and supports people to express their needs and wants
D6	Assists people to maintain confidence and a positive self-esteem
D7	Acts to alleviate people’s loneliness and social isolation
D8	Supports people with the same respect you would want for yourself or a member of your family
D9	Ensures people feel able to complain without fear of retribution
D10	Has a zero tolerance of all forms of abuse and challenges bad practice and empowers others to tackle rather than tolerate services which do not respect dignity
D11	Influences others to treat people with dignity and respect
D12	Is an excellent role model and leads others by example
D13	Uses their passion and commitment to make a difference to the lives of those that they care for and never forgets the individual or believing that they can make a difference
D14	Promotes their role as Champion and encourage others to become a Champion whenever possible
D15	Aims to share examples of good practice that have been adopted within our place of work and across the Champions Network
D16	Uses our organisation’s policies and practises to support their role as a Champion whenever possible

Further comments / discussions held regarding the individual’s practice:

This is to confirm that has been able / unable to demonstrate that they understand their role as a Dignity Champion and that they provide care and support in a dignified and respectful way.

Assessors Signature: Printed:
Dated:

Staff Signature: Printed:

Dated:

GUIDANCE NOTES:
The following is meant as a guide for the assessor to be able to correctly identify key tasks and personal attributes that can be assessed.
D1. Observe the staff member. They will need to demonstrate that doors are shut during the delivery of personal care in both communal and bedroom facilities, conversations of a ‘personal’ nature are not held in ear shot of others, including professional conversations i.e. GP, do they place a ‘Do not enter’ privacy sign on the door’? Consider examples that could be used.
D2. The staff member will need to demonstrate that family/friends etc are included in updates and discussions regarding the service user, they are encouraged to contribute their views. This could link to the role of the Key Worker, part of the care plan review process. Consider examples that could be used.
D3. The staff member demonstrates that service users are treated as an individual by providing care and support in line with individual and assessed needs, not to suit themselves because of time restraints. Timings for bathing, personal care, what to eat and drink, what clothes to wear are all good examples. If someone has specific needs, it is about being able to demonstrate that their needs are met fully. The staff member could be asked to give examples of specific assistance they have given in this respect. Also consider how the individual’s past life and experiences influence them as a person and their daily life – think about the person then and now – link to the life history you have completed. Consider examples that could be used.
D4. The staff member could again be asked to provide examples of where they feel they have supported a service user effectively. Independence can be measured in terms of assisting someone to walk as opposed to automatically getting their wheelchair, using visual aids to make decisions if verbal communication is limited, giving someone the opportunity to eat themselves instead of automatically giving full assistance – even if this takes more time. Choices can be supported and encouraged in respect of mobility, food and drink likes/dislikes, what to wear, what time to get up/go to bed, what clothes to wear, what perfume/aftershave is preferred, if they have a ‘preferred’ name, what activities they would like to participate in. Consider examples that could be used.
D5. Observe the staff member, do they listen to those that they are supporting or are they task driven or distracted by others around them? If they are unable to communicate effectively how is this overcome? Is time given to listen without prejudice?

D6. Observe the staff member. How are they boosting confidence and self-asteem? Have you observed any positive feedback using phrases such as ’Well done, that was hard, and you managed it’. The staff member encourages residents to make small steps at first, but then increase the challenges, but these remain achievable. They give praise for their successes, and do not focus on areas where they have not done so well, reassurance is given. There were not examples of them being critical and/or be-littling. They acknowledge the feelings of residents and help them express their feelings in words or by alternative method if necessary. Open communication is actively encouraged and promoted. Consider examples that could be used.

D7. Observe the staff member - are they actively encouraging service users to join in activities, to come along to the dining room for mealtimes, are they taking the time to listen and talk to individuals, are they conveying their concerns regarding individuals with management proactively, seeking solutions to loneliness i.e. accessing community opportunities/be-friending. This may link to your Key Worker role. Consider examples that could be used.
D8. Hold a discussion with the staff member to seek their views on what dignity means to them, observations of their working practices and interactions affirm their values. There is a focus on the individual not the task, good communication skills, listens without prejudice, is empathetic, supports the promotion of choice and independence. Consider examples that could be used.
D9. Discuss with the staff member how they empower residents, family, friends to raise concerns without fear of retribution. This might link to the role of the Key Worker. Are they proactive in discussing potential issues with management? Consider examples that could be used. Is your member of staff familiar with the complaints policy and where/how it can be accessed?
D10. Discuss with the staff member what they would do if they were to observe poor practice and/or a safeguarding concern. You may wish to give them a case scenario to gauge their response and understanding, link this to you whistle-blowing and safeguarding policy and procedure. Are they familiar with what to do?
D11. Observations of working practice and discussions evidence that the member of staff is proactive in encouraging their peers to deliver dignified services, is not afraid to challenge poor practice, shares their working practices with others, shares ideas for developing the service with management. Consider examples that could be used.
D12, 13, 14. The staff member encourages others to become Dignity Champions, promotes the role proactively, shares their ideas with their peers and management, always strives to deliver a first class service to their residents, family, friends, demonstrates a good understanding of what the role and responsibility of being a champion is, observations of working practice and discussions evidence that the member of staff is passionate and committed to going the extra mile, proactively discusses ideas/concerns with management. Consider examples that could be used.
D15. The staff member is a proactive member of staff that shares their ideas with others and contributes to staff meetings when discussing dignity and respect, ideas for further development of services. They are a proactive member of the Champions Network and shares ideas of best practice. Consider examples that could be used.
D16. Consider how your policies and procedures link directly to the role of Dignity Champion and discuss this with the staff member. You may wish to focus on a particular theme you are working on at the time of the assessment.