Staff roles should be clearly defined in any care setting. Yet, in many residential units and care homes, the senior carer’s role remains unclear. This uncertainty is often brought to light when inspection audits highlight gaps in practice or note that senior staff are unsure what falls under their remit. How can providers combat this lack of clarity?
In addition to a robust job description, expectations should be set from the point of application and interview. Once in post, senior staff should receive regular supervision and an annual appraisal. This supervision and appraisal process should define clear goals, recognise good practice, and identify areas for improvement, including how management will support that improvement.
Training also comes into play. Most senior care staff are appointed from care assistant roles. Not all will have studied additional qualifications before moving into the senior position. Those who have undertaken additional qualifications will need to obtain a working experience of that knowledge to consolidate their learning. The day-to-day experience is very different to classroom-based study.
Senior care staff should be assigned a mentor for their induction and probationary period. Working with this mentor should mitigate any gaps in practice, including:
- Poor medication management. Senior staff are responsible for implementing robust medication audit processes, which should detect poor practices, such as missed signatures, inaccurate stock balances, and the absence of PRN protocols. They are also responsible for making improvements to avoid these issues.
- Poor record keeping. This could be fluid charts for people at risk of dehydration or weight monitoring for people at risk of malnutrition. Senior staff should ensure all records are correctly kept.
- Lack of senior staff visibility. Senior staff should ensure they spend time supporting care staff on the floor. This promotes efficient teamwork and facilities oversight, helping avoid the above two situations and highlighting areas needing improvement.
- Inappropriate delegation. Delegation is an essential part of a senior staff member’s job; however, this must be appropriate and accurately reflect the services’ priorities. Senior staff should also ensure they receive feedback on task completion, including any problems that may have hindered progress.
Communication is key
Effective communication is an essential part of the senior carer role. This takes two forms. The first is ensuring care plans, daily records, and diaries are kept up to date so staff can see what has been discussed, completed, and responded to. Senior staff must also verbally communicate with junior staff members to ensure they understand their responsibilities, when they may take breaks, who they are to work with during their shift, and who they are to support. Lacking such effective communication, staff will make assumptions about what is correct.
For example, the office diary should clearly state essential appointments, professional visits, and other key information. Senior staff should review this at the start of every shift and assign appropriate staff to support tasks.
Ensuring senior staff understand their role and responsibilities will improve the quality of care provided and job satisfaction for all staff, positively impacting operational performance. W&P can help. We offer expert compliance support, training, and bespoke business consultancy, helping you to highlight gaps in practice and deliver strategies to improve. Contact us today on 01305 767104.
Call W&P on 01305 767104
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