JOB DESCRIPTION
Position:
Support Worker (SW), Residential Support
Services (RSS)
Prepared by: DTK, RDC, JT
Date prepared: January 2013
Job holder’s approval:
Manager’s approval:
Purpose of position: To provide a specialist 24/7 Residential Support Service supporting clients with their
own recovery, with a view to achieving an improved quality of life. To work collaboratively with local
coordination services, Clinical Teams, other Mental Health providers, Community Support Services and
family/whanau to find personalised solutions that enable successful transition into independent living.
To improve wellness and recovery through an individualized pathway built on assessments, goals and
personal aspirations while utilising the Strength’s Model principles. To support residents to set and meet
personal plans which encourage independence and enrich their cultural, social and economic
environment.
To assist clients in improving knowledge of their own mental health symptoms and taking responsibility in
managing their symptoms, early warning signs and medication issues.
To ensure high quality of service deliver in accordance with Framework Policy and Procedures. To fulfill
all contractual obligations with the Ministry of Health in agreement with the Health and Disability Services
Standards.
To partake in the On Call system providing support to Residential Support Services clients and employees
as per roster and On Call Policy.
Reports to:
Team Leader, Residential Support Services
Functional
relationships:
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Authorities
Financial – to work within delegated budgets
Compliance with
Mental Health
Standards
Achievement of standards under the Service
Continuum as applicable to Intensive Rehabilitation
Service.
RSS team members
Family / Whanau, if appropriate
Other Framework employees
Clinical Teams
Local Service Coordinators
Community Agencies
Probation Services, if appropriate
Mental Health Service Providers
Support Hours Providers
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Participate in all relevant organisational
and service specific induction and training
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Facilitate service user
integration into the
community
Compliance identified in regular
supervision sessions and annual
performance reviews.
Every client has a completed Strength
Assessment & Personal Plans which are
regularly reviewed to ensure
implementation and progress. (Needs
Assessment Standards are set by the
MOH).
The SW supports the service user towards growth and
development in the fulfillment of individual goals and
objectives identified by the service user.
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The SW assists and encourages the client to establish
community supports external of Framework.
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Community supports are identified and
utilised.
The SW ensures the client has support and advocacy
with social issues, working alongside WINZ and other
financial institutions.
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Client acknowledgement of increased self
reliance and confidence in the handling of
their financial situation.
The SW establishes relationships and liaises with
clinical services and other professionals involved in the
clients care.
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Client receives continuity of treatment
throughout their recovery process.
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Support service user’s
recovery and care using
the full range of
assessment and
development tools
RSS Assessment process ensures that the resident’s
rehabilitation process is on-going and attempts to
identify, develop and meet the client’s strengths,
needs and aspirations.
Tools to be used are:
1.
Initial Plan RR-31
2. Initial Assessments RR-33
3. Strengths Assessment (Life Data)
4. Personal Plan (Life Data)
5. Client Risk Assessment RR-008
6. My Early Warning Signs (MEWS) and
Wellness Plan RR-25
Client successfully transfers to community
placement.
Every client has the appropriate completed
assessment tools and recovery plans.
Assessments and plans are regularly reviewed.
Client’s progress is recorded during clinical
reviews.
Ongoing family/whanau involvement and
support through client’s recovery.
This is clearly defined and evaluated
through:
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Residential Support Services Pathway.
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Strength Assessments & Personal Plans
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Supervision of SW
7. Clinical Reviews RR-003
Ensuring adequate
clinical support for
client.
Clinical involvement is organised and supported from
the point of referral for the service user and is an
ongoing professional relationship.
Regular meetings and interactions with clinical
service and/or identified clinicians as required.
Liaison with Pharmacy.
The clinical team is an integral part of the transfer of
care meeting, clinical review meetings, and regular
individualised meetings with clients.
SW to receive training in mental health issues
and medications.
SW has a sound knowledge of mental health
definitions, symptoms, early warning signs and
Medication Policy and Procedures to be
followed at all times.
medication issues including side effects.
Maintaining
Resident’s wellness.
All clients have an up to date Risk Assessment and
hazard notation if required, for conditions such as
allergic responses, adverse drug reactions, suicide
risk and infection risks. This is prominently displayed
in the client file and medication chart.
MEWS and Wellness Plan is completed by the client
and Support Worker to identify actions to be taken
when client is unwell. This will be agreed with the
Clinical Team.
Family/whanau support will be utilised if identified as a
support by client.
On-going improvement
in the client’s
relationships with
people in his/her direct
environment.
Facilitate a healthy and
comfortable living
environment for
residents.
Framework endeavors to ensure all supports are
exhausted before an inpatient admission is required.
Clients are given the option of having family/whanau
involved in their care.
All medication documentation to be completed
and updated when necessary.
 Review of MEWS plans and client risk
assessment.
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Awareness of early warning signs for each
resident communicated to all employees
and documented in client files.
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Early intervention, observation, and
demonstration of knowledge in order to
provide quick and appropriate
solutions/actions.
Follow Policies and Procedures for
family/whanau participation that encourages the
appropriate involvement in the service of
clients’ families/whanau.
The responsiveness of the SW to the needs of clients
and their families is enhanced through the
involvement of clients’ families in the planning,
implementation and evaluation of services, where
identified as appropriate by the client.
The SW undertakes activities to encourage
families to provide feedback and contribute to
the collective views.
The SW supports the establishment and maintenance
of positive relationships in the community.
Levels of family/whanau involvement are
established by the client at the time of them
entering the service. Client has the right to
change the amount of family/whanau
participation in their care at any time.
Participate in compulsory in service training.
The SW is able to act as a role model and lead by
example in activities of daily living.
SW will assist clients with;
 Daily chores and maintaining cleanliness
standards
 Menu planning, shopping and advising on healthy
eating
 Preparation & Cooking of meals
 Personal hygiene issues
 Appropriate dress
 Physical health
Assist is defined as active participation
SW will be expected to participate in daily rostered
chores to maintain a healthy and comfortable living
and working environment.
Rostered chores signed
Coaching, assisting and working along side residents
to ensure pride is taken in their home and
environment.
Resident’s motivation and willingness to
participate in household duties and the level to
which these are carried out.
In service induction training signed off by Team
Leader.
Support, monitor and maintain successful
completion of daily ‘chores’ lists by completing
sign off.
SW takes full responsibility of house cleanliness and
hygiene standards. Detailed role description is
available.
Quality of residents personal hygiene and dress
standard improved where required,
documented in support plans.
General standard and maintenance of
resident’s physical health.
Linen and household items inventories
completed when required.
Documentation
Health and Safety Policy and Procedures adhered to
ensuring a safe environment for both clients and
employees.
SW follow guidelines for managing client records that
include:
 Using only symbols and abbreviations that are
organisationally recognised within Framework
Attendance at Framework Health and Safety
meetings if required.
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Entering all information required into the
Residential Support Service electronic database
and Lifedata computer system. Maintaining a
standardised format so that information can be
easily found
All files audited on a regular basis by the Best
Practice Leader and Team Leader
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Ensuring all information and records are
completed in a timely manner
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Receiving and authenticating verbal orders, as
applicable
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An ‘alert’ notation for conditions such as allergic
responses, adverse drug reactions and infection
risks is prominently displayed in the record.
All documentation completed as per
organisational and National Mental Health
Standards.
Documentation monitored in regular
supervision meetings with the Team Leader
Organisational
Expectations
Health and Safety
Complete service induction training.
Sign off induction training documentation within
3 weeks of employment commencement.
Actively participates in regular one on one sessions.
Regular attendance at internal supervision.
Actively participates in 6 monthly reviews. Actively
participates in annual performance review.
Completion of 6 month and Annual
Performance Reviews and Development Plan.
Observes and role models Framework values,
philosophy and beliefs.
Can name the values of Framework and
discuss what they mean for modeling
behaviour, and motivating service users.
Understands and follow the policy and procedures of
both Framework and service specific policy.
Demonstrated by adherence to policy.
Participate actively and constructively in team
meetings and service development.
Attends and contribute to team meetings and
other like meetings.
Undertakes ongoing personal and professional
development and training
Evidence of written, completed and
implemented personalised Development Plan
Operates within the parameters of the Treaty of
Waitangi and cultural safety and ensuring the delivery
of a culturally safe service.
To provide appropriate services to meet the
needs of Maori clients and their whanau.
Monitor Health and Safety relevant to the needs of
Service and which comply with Health and Safety Act
1992 and Amendment May 2003
Compliance with the Health and Safety Act.
Specifically in relation to the induction of new
employees
Ensure your own health and safety and also the health Potential risks are identified and appropriate
and safety of other colleagues and/or visitors to our
action is taken.
premises
The above statements are intended to describe the general nature and level of work being performed. They are not intended to be
construed as a list of all responsibilities, duties and skills required of the position and the incumbent
KEY COMPETENCIES: fully detailed in the Competency Framework
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Skills:
Working with Data and Information
Gathering and analysing information
Record keeping/documentation
Decision making
Working with People
Managing relationships and networking
Team working, coaching and guiding
Communicating, influencing and negotiating
Working with Service Users
Working with Maori
Working with Families/Whanau
Working within Communities
Challenging Stigma and Discrimination
Law, Policy and Practice
Professional and Personal Development
Personal Attributes:
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Compassionate & Caring: sensitive and empathetic
Genuine: warm, friendly, fun, have aroha and a sense of humour
Non-judgmental: non-discriminatory
Open-minded: culturally aware, self-aware, innovative, creative and positive risk takers
Optimistic: positive, encouraging and enthusiastic
Patient: tolerant and flexible
Professional: accountable, reliable and responsible
Resilient
Supportive: validating, empowering and accepting
Understanding
Role-models and upholds key Framework Values:
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Demonstrating Integrity
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Valuing Diversity
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Working Collaboratively
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Striving for Excellence
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Communicating Effectively
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Financial Sustainability
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Environmental Responsibility
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Embracing Aroha
HR-16 – EMPLOYMENT
HAZARDS & CONTROLS
All work roles have inherent hazards associated with them. The roles that you will be involved in at
Framework are no exception. As an employer, Framework is required by law to manage such
hazards.
Possible hazards associated with your role are listed in this brochure, together with measures
which have been designed to ensure your health and safety. The listed “control” measures include
various equipment, processes, policies and/or approved procedures.
All employees are expected and required to follow the established controls.
In addition to the above, all work areas have processes in place to identify hazards specific to that
area. Trained Health and Safety Representatives in your area can assist you with any Health &
Safety issue.
Role/Task/Position
Hazard
Outcome
VDU users
(all employees)
Overuse/ergonomics
Strain injury
Manual and patient handling
(all clinical employees)
Excess weight
Strain
Working with public and clients
(all clinical employees)
Unwell/stressed service users
and families
Verbal Abuse,
violence/aggression
Stress
Working with public and clients
(all clinical employees)
Unwell service users
Infectious diseases
Working with public in the community
Isolation/lack of support
Poor outcomes, stress, potential
injury
Driving for work – company vehicles
(All employees)
Usual traffic hazards
Breakdown/injury
All Employees
Slips and falls
Potential Injury
All Employees
Long hours
Lack of training/support
Bullying
Stress
All Employees
Machinery/electrical appliances
Potential Injury
Lack of service
All Employees
Chemicals (very limited)
Exposure/injury
AREA OR ROLE SPECIFIC
Controls in place to Manage
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Workstation assessment, equipment and setup
VDU Training
Manually varying tasks
Back Care Training
Utilizing appropriate services
Attend appropriate training
 Supervision
Utilize team based processes
 Debriefs
Be familiar with procedures for dealing with violence (watches, security, police)
Infection control training appropriate to area – local procedures
Utilizing protective equipment
 Vaccination programmes
Paid sick leave and return to work programme
Community Visits Policy (Health & Safety Manual)
Local procedures (e.g. cell phones, access to consultation)
Team based reviews, risk management plans
EAP (free counselling)
 regular supervision with manager
Current drivers licence
 Driver Responsibility
Vehicle maintenance
 Insurance/roadside rescue
All employees members are required to cleanup a spill or remove an unsafe obstacle
Report hazard to Manager or Health & Safety Rep.
Report hazards, alert direct manager, attend regular supervision
Regular meetings and appropriate training
EAP (free counselling)
 Harassment Policy/Officers
Utilising own GP
Regular maintenance / checklist
 Utilizing appropriate support services
Report hazard to Manager or Health & Safety Rep
Clearly labelled and correctly stored  Employees training
Accompanying Safety Data Sheet (S.D.S)