Archana Jagada Unit 145

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 1 of 21

1.1 Explain the importance of continually improving knowledge and practice
1.2 Analyse potential barriers to professional development
1.3 Compare the use of different sources and systems of support for professional development
1.4 Explain factors to consider when selecting opportunities and activities for keeping
knowledge and practice up to date.
Additional
Guidance Sources and systems of support
• Formal support
• Informal support
• Supervision
• Appraisal
• Mentoring
• Within the organisation
• Beyond the organisation
2.1 Evaluate own knowledge and performance against standards and benchmarks
2.2 Prioritise development goals and targets to meet expected standards.
Additional
Guidance Standards and benchmarks may include:
• Codes of practice
• Regulations
• Minimum/essential standards
• National occupational
standards
3.1 Select learning opportunities to meet development objectives and reflect personal learning
style
3.2 Produce a plan for own professional development, using an appropriate source of support
3.3 Establish a process to evaluate the effectiveness of the plan.
4.1 Compare models of reflective practice
4.2 Explain the importance of reflective practice to improve performance
4.3 Use reflective practice and feedback from others to improve performance
4.4 Evaluate how practice has been improved through: • reflection on best practice • reflection
on failures and mistakes.

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Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 2 of 21

1.1 Explain the importance of continually improving knowledge and
practice

At work place, it is very essential that all staff would know the current
policies, procedures and rules in the organisation to improve knowledge
and adhere to legislation. I ensure that I keep up to date all the necessary
information in the database to ensure that I follow good practice
procedures. To do this, I follow up meetings whenever needed in
management, discussing on topics, face to face talking and writing up all the
necessary records to pass on in management diary. I like to focus on training
that help me to progress to the effective role that I do in the organisation,
settings, so that I would emphasis on my continue professional
development to progress my career, I believe that this increases my
employability, and I may have promotions chances. As a team leader, I am
responsible for staff, service users, and visitors that come on site including
other professionals, thus it is very important to me that I am knowledgeable
and up to date with the information that I can share with them.

If any service users, the member of staff come to ask me for something, in
setting, then I should have the right knowledge and answer about
something that is relevant information to provide them. Mentoring is
enormous tool that is used to employ a new member of staff and allowing
that how a more long standing member of staff work. It allows passing over
on their knowledge and expertise and guiding through policies and
procedures and following guidelines.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 3 of 21

1.2 Analyse potential barriers to professional development

Professional Development

This is about staff development process of improving and increasing
capabilities. This is done through access to education and training
opportunities at work place, through outside organisation or through
watching others performing the job/task, practically. Professional
development helps maintain and build morale of staff. This provides high
quality staff to an organisation, called staff development.

Staff development provides motivation to members of staff and retains top
employees. An engaged workforce that is the productive workforce; any
business cannot achieve desired goals without experienced and qualified
staffs. Thus, an organisation/company needs to motivate their workers to
obtain the best possible result/outcome for a long period of time.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 4 of 21

Barriers to Professional Development
? Company’s Budget Constraints : The cost, cash flow that limits capacity
of spending, expenditures
? Lack of communication
? Lack of supportive staff
? Time constraints
? Lack of motivation to staff and service users
? Lack of encouragement or not at all from senior staff or from
management
? Inappropriate supervision: No defined periodically organised
supervision
? Lack of self-esteem : law capacity of understanding, affecting
willingness to learn
? Transport facility: Transport that makes difficult journey to travel to
work and training and cost too.
? Sick holiday : unable to attend trainings and meetings during this
time
? Childcare: If a member of staff has a child, then childcare cost can be
issue. If training course is not at suitable time, then this can prevent to
individual, member of staff to attend the training, course.
? Pregnancy: pregnancy makes the member of staff unable to attend the
training.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 5 of 21

1.3 Compare the use of different sources and systems of support for professional development
Different sources and systems for professional development
Training courses
This is very important to expand the knowledge in childcare area and keep you informed
of any changes which may be happening to any policies to legislations that affects the
working/job role. It also helps to implement new policy and to manage holistic
environment of childcare, settings.
Appraisals
This helps to candidate to see their own things which may need to work on within in the
job role and what may need to improve also helps to set up next targets, planning and
how can it be done.
College and University training organisations
These are the professional courses supplier that provide excellent knowledge in childcare
and provides higher qualifications.
Induction
This provides basic knowledge and skills to carry out role at work place that is needed.
Without having an induction the candidate would not know what to do when he /she will
start the work.
Supervision
This approach is good sources of knowledge. This allows the manager, management to
conduct staff’s performance. This defines futures goals and the need of staff members on
an individual basis according to organisation’s policies and objectives and this will create
a plan for them to move forward, allowing them to grow.
Mentoring is very good source of sharing information and pass over employees
expertise and knowledge in management.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 6 of 21

1.4 Explain factors to consider when selecting opportunities and activities for keeping
knowledge and practice up to date.

Continuing Professional Development- CPD, include much more than going
to courses. All organisations need to develop a learning culture. CPD is a
process of life-long learning that meets the need. What relevant sources are
available in relation to personal and professional, organisational goals. The
difference between personal and professional development; personal
development is about developing personal qualities and skills needed to
work with and to live in society, for example, self-respect, self-esteem, self-
confidence, understanding, sympathy and communication. Professional
development is about career progression and developing vision of
achievements. Skill for care CPD has been developed to assist employers to
make sure that their employees are skilled to meet the change social care
arena. Each employee’s PDP a person centred approach should be applied
to address any barriers they have to learning and plan should be adapted to
best suit their needs.

All these factors are considered and then compared to company’s training
budgets. What goals, targets need to be achieved in management? What is
the requirement of training for service users? What is mandatory training for
staff team is required in management.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 7 of 21

Time is also considered, when and for how long. If management has large
staffs then it is difficult to organise knowledge training to which all they can
attend, also travelling expenses considered. In house training is also
provided when required.

Make it clear to identify to link job descriptions, person’s specification, what
learning and development needs each worker has.

As part of management team, I would ensure that the time when learning
opportunities will take place that all the shifts classes are covered to take
part into it and nothing is there that could cause the training of learning not
to take place. For example, around summer or Christmas time.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 8 of 21

2.1 Evaluate own knowledge and performance against standards and benchmarks

As a childcare worker needs to know what area he/she is expected to play in.
All staffs and managers are competent and trained to undertake the
activities for which they are employed and responsible.

All care workers have relevant qualification, record of training, DBS and
development undertaken that is kept in individual’s personnel file.

Upon qualification, all practitioners adhere to policies and guideline of
framework in order to continue to practice. Review the practice towards
concerns arising in management, unfit professionals in practice because of
poor health, misconduct or poor performance. The regulators can remove
the professionals from their registers and prevent them from practicing if
they consider this to be in the best interests of the public.

I would ensure that I have adequate knowledge and skills, requirements; it is
essential that I would continually improve my knowledge needed to perform
my role in management.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 9 of 21

2.2 Prioritise development goals and targets to meet expected standards.

In house training programme that covers an extensive range of training
topics for staff. These include, Emergency First Aid, food hygiene, equality,
dignity and inclusion, diet and nutrition. All staff has autism awareness
courses training, safeguarding children training as well as management
behaviour. All members of staff have suitable qualification towards their job
role and their file has record of training in the key area such as health and
safety, safeguarding children, behaviour management. All necessary training
is completed and up to date in records and specialist training is completed
as and when necessary.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 10 of 21

3.1 Select learning opportunities to meet development objectives and
reflect personal learning style

Personal learning development plan will help me to be aware of my
strength, weakness and what training might be required to fulfil my future
plan as well as this will motivate me to develop my own skills.
My manger would be able to support and offer suggestions to help gain
experience.
? Reviewing learning plan, I see myself what skills I hold
and what I like to experiments with new ideas.
? Childcare management behaviour training
? Safeguarding children
? Health and safety training
? Health and Nutrition
? Manual handling training
I am visual learner as well as auditory. I like to see pictures and watching
DVD’s, video and visualising outcome and also like to learn as a group so
that I can discuss the topic and can ask questions as and when I need. This
explores me to demonstrate and hand on practice, books.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 11 of 21

3.2 Produce a plan for own professional development, using an appropriate source of
support

I do personal development plan through self-evaluation through focusing
on my strengths as mentioned here:

? Building Team
? Caring properly
? Taking interest in care sector
? Curious and eager to learn new skills
? Motivated person
? Very Keen to perform task effectively in management
? I would decide my goals in my job and where I want to be or
what I want to achieve in my job role.
? Would keep up to date with training and development
? Time management
? Updated training in health and safety, food hygiene and
safeguarding children, managing behaviour
? Part of my development as manager is also gaining my level 5
qualification; this expands my Level 3 qualification in childcare.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 12 of 21

3.3 Establish a process to evaluate the effectiveness of the plan.

Process of evaluation using the SMART objectives:

Specific: Target a specific are for improvements.
Measurable: suggest an indicator of progress
Assignable: Specify who will do it
Realistic: state what results can realistically be achieved, by providing
available resources
Time related: specify, when the results can be achieved

By doing this, will identify any problems which may have delayed progress and
find ways in which to find the time to get back on track or find alternative ways
if I am having trouble in achieving target.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 13 of 21

4.1 Compare models of reflective practice

David Kolb (b.1939) who published to enable educator to review their own
teaching to promote continues development. He published book,
Experimental Learning; Experience as sources of Learning and Development.
He extended the ideas of Jean Piaget and Kurt Lewis about adult learning to
produce an experiential learning concept that is represented by Kolb’s
Learning Process Diagram.

This famous diagram has continuous loop, in order of:
? Experience
? Reflection
? Learning
? Planning

At work place, this model is used in settings to reflect in practice. Children
are learning in the class through interacting each other. However, the
individual, practitioner who can have concrete experience through coaching,
reflective experience on how other people coach in settings, abstract
conceptualisation through reading articles to find out the pros and cons of
different methods.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 14 of 21

Graham Gibbs (1988), Reflective Cycle Model
Gibbs Reflective Cycle was published after the Kolb Cycle, in the article
“Learning by Doing: a Guide to Teaching and Learning Methods” in 1988
Kolb’s Learning Cycle, inspired to Gibbs Reflective Cycle Model. This enables
us to focus on our own and others’ feelings, perceptions and views. This
emphasis on empathy, people call this “Standing, Walking in someone else’s
shoes”.
This includes six steps:

? Description
What happened?

? Feelings
What did you think and feeling about it?

? Evaluation
What was good and bad about experience,
positive and negative thought?

? Analysis
What sense can you make of it?

? Conclusion – General and Specific
What else could you have done?

? Action Plan
What will you do next time, if it arose again?

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 15 of 21

Edgor Schon described reflection in two different main ways that are:

? Reflection in action: happening during the event
To think about what one is doing, whilst one is doing. This approach is
used to improve practice by supporting individuals to question their
routine work as they carry it out to measure their behaviour against
their values and the values of the organisations.

? Reflection on action: Looking back after the event
This approach includes the staff/worker to look at specific incident, to
write a report about it and analyse what was happened. So
staff/individual can see what additional knowledge and practical
support would have been needed to prevent or give the incident a
different outcome.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 16 of 21

According to Jean Piaget theory, children mature in their thinking, learning
through different stages of development. Refection is very important
for learning and connects reflection with action to underpin critically
reflective thinking for new knowledge and new understanding.

John Dewey, during 1859-1952, an American philosopher, educational
reformer who wrote the book “How We Think “, he described critical
thinking as reflective thought, active, persistent and careful consideration of
any situation of any belief.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 17 of 21

Lawrence Wilkes, teacher of professional development in northern England
published research on Reflective Practice for learning, ‘The Reflective
Practitioner in Professional Education’ (2014).

Reflecting new ideas and knowledge, we can stand back to gain new
insights as patterns emerge to create a more holistic picture.
For example, seeing the stars in the night sky – this can be difficult to see
stars at first, we first see just a black sky but when our eyes become sensitive
to the stars, we see more and more of them.
Lawrence-Wilkes – ‘REFLECT’ model (2014)

1. R for Reflect: Review, Look back and ensure intense
experiences are reviewed.
2. E for Experience: What happened and what was important?
3. F for Focus: Who, What, Where? Role, Responsibilities
4. L for Learn: Why, Reasons, Feelings, Perspectives? Refer to
external checks – Subjective and Objective
5. E for Evaluate: Strengths, Weaknesses, Causes, Outcomes –
use of metacognition
6. C for Consider: Assess options, need/possibilities for change?
Development needs? What if Scenarios?
7. T For Trial: Integrating new ideas, doing experiments, take
actions and make changes

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 18 of 21

4.2 Explain the importance of reflective practice to improve performance
Professional practice has reflective practice that is an important tool in
practice-based professional settings where individual, children/young
person learns from their own professional experiences; rather than from
formal teaching or knowledge transfer; that is the most important source of
personal professional development as well as improvement.
However, reflective practice and self- review plays an important role in many
settings for some time. Nowadays, this has become crucial as Ofsted is strict
by looking at closely at how improvement is being promoted through
providers’ self-evaluation. The self-evaluation will evidence how settings
enable children to enjoy and achieve, stay safe and be healthy. Not only this
it also provides opportunities, quality control for children to make a positive
contribution and to develop skills for the future; benefits of self-evaluation:
this helps clarify the aims and objectives, provides evidence of improvement,
sets higher standards, helps in to ensure the good use of resources, also
helps staff to see their work in a wider range of context, provides access to
the view of other team members, children and their families, suggest area to
develop further, highlights good practice which is worth disseminating and
provides feedback on performance.
For me reflective practice is very important for my growth as it provides me
information about my weakness and strength and enables me to learn from
real events as well as from mistakes that I commit to help me improve in the
future.
Management’s system makes us unique that has a big impact on our work.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 19 of 21

4.3 Use reflective practice and feedback from others to improve performance
The setting staff, myself we use regular basis reflective practice in order to
have self-evaluation that provides the evidence on how setting enables
children to enjoy and achieve, stay safe and be healthy, provides the
opportunities for children to make a positive contribution to an
organisation.

Feedback from my staff: All staffs have a very good working knowledge in
our settings. They make suggestion on how things can work better way and
to improve what can be done.

Feedback from parents: Parents at the end of the year, after completion
learning provide their suggestions on how things well, the service was good,
satisfactory, poor performance and what action need to improve it better
way.
Feedback from Service Users: how was the service and what can be done
to make it better way. Questionnaire is done with individual on the paper.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 20 of 21

4.4 Evaluate how practice has been improved through: • reflection on best practice •
reflection on failures and mistakes

? Reflection on best practice
This helps me to think about my own efforts, success and achievements
that provide me better opportunities at work. However, this provided me
opportunity to fill the role as nursery practitioner at work place and
reflect my own ability to widen my experiences.

? Reflection on failure and mistakes
By looking at mistakes, why things went wrong, who was at fault and
how could it be avoided, ensure that it does not happen again in the
future. All this will highlight on how changed happened and need to be
change will change working practice performance as well as workers
performance so that this knowledge/information can be passed on to
other staff members and can be improved upon. This has impact on staff
as they have to have changed their working practice.

Archana Jagada Unit 145: Promote professional development The Learning Station
CITY AND GUILDS LEVEL 5 DIPLOMA IN LEADERSHIP FOR THE CHILDREN
AND YOUNG PEOPLE’S WORKFORCE (EARLY YEARS MANAGEMENT) QCF
24/09/2018 Page 21 of 21

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