Lotus Home Care Induction Manual © 2012 Inspire Education April 2012

V1.
0 August 2012
Copyright © 2012 Inspire Education Pty Ltd. All rights reserved. No part of this publication may be reproduced or distributed
in any form or by any means, or stored in a database or retrieval system other than pursuant to the terms of the Copyright Act
1968 (Commonwealth), without the prior written permission of Inspire Education Pty Ltd.
Lotus Home Care Induction Manual © 2012 Inspire Education April 2012
Page 1
Version control & document history
Date Summary of modifications made Version
10 Aug 2012 Version 1 final produced following assessment validation. v1.0
Page 2
Contents
This is an interactive table of contents if you are viewing this document in Acrobat clicking on a
heading will transfer you to that page. If you have this document open in Word you will need to hold
down the Control key while clicking for this to work.
Lotus Home Care Services ................................................................................. 4

Goals and Objectives .......................................................................................... 4
Continual Improvement..................................................................................... 5
Policies and Procedures ..................................................................................... 5
Staff Roles and Responsibility............................................................................ 6
Code of Conduct ................................................................................................. 6
Privacy and Confidentiality ................................................................................ 7
Privacy and Dignity ............................................................................................ 8
Documentation .................................................................................................. 8
Complaints and Disputes ................................................................................. 10
Workplace Health and Safety ............................................................................ 11
‘No Lifting’ Policy .............................................................................................. 11
Infection Control ............................................................................................. 12
Hand Washing Procedure ................................................................................ 13
Disposal of wastes ............................................................................................ 13
Medical Emergency .......................................................................................... 13
Emergency Fire Evacuation ............................................................................. 13
Use of own vehicle ........................................................................................... 14
Home Visits ..................................................................................................... 14
Person Centred Planning ................................................................................. 15
Valued Status ................................................................................................... 16
Participation and Integration ...........................................................................17
Behaviours of Concern..................................................................................... 18
Supervision and Appraisal ............................................................................... 19
Training and Development .............................................................................. 20
Page 3
Lotus Home Care is a non-profit, community organisation which is governed by a
management committee elected annually by the members.
Role and function of Lotus Home Care is to assess and provide support to meet individual
needs of people with a disability, frail older people and their carers living in the Shire of
Hidden Valley. The support services provided are:
• Domestic assistance
• Social support
• Personal Care
• Respite
The services offered by Lotus Home Care include group home accommodation, in-home
respite, home support and community access.
1. To provide person centred health, welfare and community support

2. To provide support for clients to achieve a high quality of life through informed
decision making and choice.
3. To provide support for clients to achieve as much independence as practical and
empowerment.
4. To provide support that ensures the clients family, religious and cultural needs are
meet and maintained.
5. To collaborate and maintain harmonious relationships with other agencies
6. To deliver effective and efficient quality care through ethical management
7. To monitor and review functions and delivery series to ensure continual
improvement
Page 4
Lotus Home Care is committed to quality improvement, we ensure the focus is on improving,
not just maintaining. Quality improvement involves a focus on the safety, effectiveness,
efficiency, acceptability, accessibility and appropriateness of services for consumers (who
might be clients, parents, carers, other health care professionals, or the service provider).
Opportunities to improve practice will be discovered through ongoing evaluation of risks,
incidents, clinical indicators, or other data. Peer review, parent/client surveys, and
observations of practice are also forms of evaluation
Quality improvement is a continuous cycle of planning, implementing strategies, evaluating
the effectiveness of these strategies and reflection to see ‘what further’improvements can be
made
The Quality Performance improvement review is available on the Lotus Home

Care intranet.
Policies and procedures exist within organisations to ensure there is consistency in the
delivery of care.
Policies
Policies are formal statements that guide the decisions of staff. They combine the values of
the organisation within the broader professional and legislative framework to which the
organisation belongs. Policies reflect the individual organisation's values and should be
consistent with relevant Australian and state legislations, for example the Occupational
Health and Safety Act, the Aged Care Act 1997 and the Disability Services Act.
An organisation's workplace health and safety policy specifies the course of action to be
followed in relation to workplace health and safety issues. The policy will ensure that the
organisation is complying with the workplace health and safety legislation and regulations of
that state or territory.
Procedures
Procedures reflect the policies of the organisation. Procedures are step-by-step instructions
on how to perform certain tasks, and they provide clear direction for all workers. Having
procedures in place ensures that everyone knows exactly what to do and how to do it. For
example, an organisation's Procedure for hand washing or giving medication or
complaints/grievances, explains in detail how to carry out these procedures step-by-step.
Page 5
Review of Policies
The Lotus Home Care policies will be reviewed on a yearly basis. However, if at any time the
legislative, policy or funding environment is so altered that the policy is no longer
appropriate in its current form, the policy will be reviewed immediately and amended
accordingly
Staffs are given a copy of their role and responsibility during induction. Home Care Workers
must ensure they understand the role and responsibilities and seek clarification from their
supervisor.
Personal Care
Home Care Workers are NOT to assist clients with personal care until they have completed
the personal care modules and be deemed competent or completed the Certificate III in Aged
Care and/or the Certificate III in Home and Community Care.
Medication Administration
Home Care Workers are NOT to assist clients with their medications until they have
completed the medication course and have been deemed competent.
Policy
The organisation is committed to ensuring that its volunteers behave in an acceptable
manner in all their work-related dealings with clients, families, advocates, colleagues, other
agencies and the general community.
Procedures
The following procedures are to be implemented to ensure that the organisation’s employees
behave in an acceptable manner.
Employees will:
Acquaint themselves with the goals, objectives, values and policies of the organisation
and behave accordingly.
Fulfil their responsibilities as employees in accordance with their respective duty
statement and with due care and diligence.
Co-operate with management, colleagues and other agencies to promote and deliver
quality services to clients.
Understand and comply with the administrative and work practices of the
organisation and maintain records as required by the organisation.
Respect clients as valued persons entitled to the same treatment and regard as other
members of society.
Observe the privacy, dignity and confidentiality rights of clients, their families and
advocates.
Fully involve clients (and families and advocates, where appropriate) in informed
decision making about their lives and how to meet their individual needs.
Provide person centred support that considers the individual’s culture, religious,
emotional and physical needs.
Encourage clients, families and advocates to raise issues or concerns and seek to
resolve them.
Apply the highest standards of personal conduct in their dealings with clients,
families, advocates and other agencies.
Dress in manner that is appropriate to the duties being undertaken and that will not
cast clients or the organisation in a negative light or be offensive or uncomfortable to
clients, their families or advocates, or colleagues.
Page 6
Refrain from smoking or from taking or being under the influence of alcohol or illegal
drugs whilst on organisation premises, in organisation vehicles or in clients’ homes.
Refrain from knowingly assisting clients to engage in illegal activities.
Not have sexual relationships with clients under any circumstances.
Not verbally, physically or emotionally abuse, threaten or harass clients, families,
advocates, colleagues or members of the community.
Not make any statements or take any actions that would have the effect of alienating
the client from his or her family or support network.
Not make any public statements to the media without the prior approval of the
executive officer.
Not make improper use of their position, or information gained through their
position, as an employee or volunteer to gain, directly or indirectly, an advantage for
themselves or any other person, or cause detriment to the organisation or its clients.
Where they have personal interests that might give rise to conflicts of interests with
their duties as employees, disclose the nature of those interests to management.
Dress as per the Lotus Home Care Dress Code (policy is found on the intranet).
Individuals have the right to access information about themselves held by Lotus Home Care.
Lotus Home Care protects privacy by keeping personal information secure from
unauthorised access, use or loss. Personal information will only be collected from individuals
with their informed consent.
Clients are asked to give the names of next of kin or other family or non-family
members who they wish to have access to their personal information. If they have no
known next of kin or are unable to provide a name, the Guardianship and
Administration Board can assist with appointment of a person as guardian. The role
of the guardian is to make personal and lifestyle decisions on behalf of a person with
a limited decision making capacity. The person appointed as guardian can be granted
a power of attorney over the affairs of that care recipient.
Page 7
Staff is not to disclose or discuss any information about a care recipient without the
necessary authority except where it relates to their daily care of that individual during
the course of their work to another member of staff.
Breaching confidentiality can result in criminal as well as civil action if it is suspected
that the reason for the disclosure was to make personal profit or do harm.
Make sure any personal details in files or written records are kept secure and in
locked cupboards or filing cabinets.
When visiting a client in the community all personal information must be kept secure
and in locked briefcase. These are supplied by Home Care Support.
Privacy is a basic right for all humans. It is then the care workers role to ensure that dignity
is respected by giving them the privacy they require.
In a client's home it is important to consider the following:
Keep doors closed, draw curtains or screens when the client is undressing,
showering/bathing or using the toilet/commode.
Do not touch a client's personal property without permission.
Ask the client for permission before you open their drawers, cupboards or wardrobes.
Do not enter the client’s home until you have been given permission.
When first visiting clients in the community upon arrival at the client’s home introduce
yourself and say you are from Lotus Home Care to assist with….,
Care Plans
Every client in your care will have a number of documents and records about their care
requirements. The most important document you will work with is the 'care plan'. A care
plan gives all staff, including yourself, detailed information about the person in your care
and their specific care needs. This ensures everybody works together in a consistent way, to
provide the best quality care.
Care plans are legal documents. You must consult the care plan before completing any task
with a client. This ensures the client; your team members and yourself remain safe.
Page 8
A care plan will include information about the following:
Care needs. These are problems or issues that have been determined through formal
assessment. For example, a hearing impairment.
Goals and outcomes. In other words, what level of support is needed, for example, the
goal for a person who is hearing impaired may be to maintain effective two-way
communication.
Interventions and actions. These are directions on what you need to do to help the
client achieve or maintain goals and outcomes. For example, you may be required to
clean and check the batteries in a resident's or client's hearing aid every day.
The information in a care plan comes from detailed assessments that are carried out from
the time of entering care. These assessments are completed by nurses, physiotherapists,
occupational therapists, social workers and doctors. Home Care Workers are also involved.
A care plan is a 'dynamic' document. This means it is reviewed and updated regularly, to
meet changing needs. All staff, including yourself, will be responsible for maintaining the
care plans for people in your care. Therefore, it is part of your role to report changes to your
supervisor and seek guidance on how the care plans can be updated to meet the client’s
current needs.
Progress Notes
Progress notes for a client are the most appropriate place to note that the plan of care has
been evaluated. The progress notes provide evidence that regular evaluation is taking place.
Progress notes are not intended to contain long stories about the day-to-day occurrences for
a resident or client. Neither should they contain a Home Care Worker's subjective response
to a situation that has occurred. They should not contain information that is repeated
elsewhere such as on the care plan, observation chart or medication chart. Therefore, writing
in the progress notes should be by EXCEPTION which means when the client does
something differently or responds differently to a situation or treatment that is then
recorded. Unless otherwise stated on the care plan.
Progress notes help in maintaining a record of the continuity of care and quality of care to
the standards that are required by the organisation and by legislation.
When writing in documentation such as progress notes, you will need to ensure that they are
of the highest quality to meet legal and organisational standards. It is important to keep the
following points in mind:
Always use ink. These documents are a permanent record that may be required for
legal purposes. If a computer is being used, the document should be saved to a secure
folder and have recognised headings and footers.
Avoid the use of white out in hand written documents. Draw a line through an error,
date and sign.
Your writing should be neat, clear and legible.
Ensure confidentiality.
Don't leave spaces between entries.
Be accurate, concise and factual and present the information in a logical order.
Use quotation marks when recording a resident's/client's statement.
Be certain the resident's/client's name is written on each page of the progress
notes/care plan. Some plans will have a photo of the client.
Sign your name then print your name and status (i.e. Home Care Worker or
Disability Support Worker) on any written information.
No entry concerning a client's care or treatment should be made on behalf of another
care worker.
Page 9
Any significant change in the client’s physical, emotional and/or medical condition must be
conveyed to your supervisor immediately and complete the Client Risk Notification
Form.
This policy applies to all of the organisation’s programs and activities.
Policy
The organisation is committed to ensuring that all clients of the organisation, and their
families, are free to lodge grievances, to have those grievances dealt with promptly, fairly and
non-threateningly by the organisation and to have those grievances resolved if possible.
Treatment of disputes and grievances will be fair to both the complainant and respondent,
will be responded to courteously and will be given high priority for resolution and
remediation.
Procedures
The following procedures are to be implemented to enable the organisation to meet its policy
objective of ensuring that all consumers are free to lodge and have resolved any disputes or
grievances regarding the organisation, its staff or its services. Clients have been advised of
their rights to take their complaint to wherever and whomever they feel comfortable and
informed of their right to use an independent advocate.
Clients are provided with resources about the complaints process and advocacy
information.
If client has elected to have the complaint dealt with internally, the complaints co-
ordinator has met with the complainant within five working days of being advised
that the client wishes to proceed with the complaint internally.
The complaints co-ordinator has clarified and documented the nature of the
complaint or concern and the resolution sought by the complainant.
The complaints co-ordinator has interviewed the involved parties and assembled a
proposed course of remedial action within ten working days of meeting with the
complainant.
In the event of the proposed course of remedial action being unacceptable to the
complainant, the complaints co-ordinator has advised the complainant of his or her
rights and avenues to take the matter further.
All complaints, resolved and unresolved, have been recorded in a confidential
complaints log book and a non-identifying summary of any complaints has been
tabled at the next Management Committee meeting to inform future service
improvement efforts.
Procedure for staff

To deal with complaints, either face to face or on the telephone, use the following steps:
Be polite and empathise
Identify yourself and your position, listen carefully and record details on the
complaints form.
Make sure all evidence is kept confidential
Confirm the details by repeating the information and gaining agreement.
Explain what action can be taken and how long this will take.
Provide all details to the supervisor.
Page 10
Policy
The organisation is committed to ensuring that all employees are properly informed and
adequately protected so as to minimise the risk of illness, accident or injury at work by
promoting good occupational safety and health practices which are consistent with
legislative requirements.
Procedures
The following procedures are to be implemented to ensure that the organisation meets its
policy objective of ensuring that all employees are properly informed and adequately
protected so as to minimise the risk of illness, accident or injury at work:
The organisation will:
Provide all organisation employees with appropriate information about, and training
in, relevant occupational health and safety standards and practices.
Take all reasonable steps to assess the safety of the locations where organisation
employees provide support to people.
Where appropriate, provide organisation employees with a safe and reliable means of
transportation between the office and work sites.
Insure all organisation employees, volunteers, other unpaid persons involved in
organisation business and management committee members, both at work and
travelling to and from work.
Ensure proper documentation of all work related accidents, injuries and illnesses.
Investigate all work related accidents, injuries and illnesses and take appropriate
action to minimise future occurrences.
In the event of injury or illness implement a rehabilitation plan to assist the employee
to return to work as soon as practicable.
Promptly investigate, remedy and document any organisation employee concerns
regarding occupational health and safety matters.
Uphold Lotus Home Care Dress Code.
 Dress must be in a tidy and clean manner that reflects a profession
appearance.
 Dress in appropriate clothing that complies with workplace health and
safety e.g. enclosed and non-slip shoes.
 Minimal jewellery must be worn and nails must be kept clean and
short for direct client care.
Policy
The organisation is committed to ensuring that all employees are properly educated and
adequately resourced so as to minimise the risk of illness, accident or injury related to
manual handling at work. This commitment is an integral part of promoting good
occupational health and safety practices which are consistent with legislative requirements.
The management and staff of Lotus Home Care are committed to effective occupational
safety and health in the workplace through the effective control of workplace hazards.
One of the main hazards faced by care staff involves the handling and lifting of clients in a
variety of situations.
In order to reduce the risk of injury from client handling activities, management has
introduced a 'No Lifting' client handling system.
Page 11
Procedures
policy objective of ensuring that all employees are properly educated and adequately
resourced so as to minimise the risk of illness, accident or injury related to manual handling
at work.
Provide all organisation employees with appropriate information about, and training
in, manual handling practices.
Take all reasonable steps to determine the appropriate manual handling method for
all relevant clients with specific manual handling needs. Methods will be determined
by appropriate professional consultants (i.e., physiotherapists, occupational
therapists) in consultation with the client.
Ensure organisation employees have access to equipment necessary to effect safe
manual handling practices.
Promptly investigate, remedy and document any organisation employee grievance
regarding any manual handling matter.
The following standard precautions should be adhered to at all times:
Treat all human blood, body fluids and tissues as potentially infectious.
Wear protective clothing such as gowns, gloves, masks and goggles if it is likely that
the skin, eyes or mouth will come into contact with human blood, body fluids, tissues
or other infectious material.
Use gloves when handling instruments or equipment contaminated with human
blood, body fluids or tissues.
Wash hands thoroughly between clients and after contact with human blood, body
fluids or tissues. Wash hands after removing protective clothing or gloves potentially
contaminated with pathogens
Cuts and abrasions should be covered with a waterproof dressing.
Home Care Workers with dermatitis on their hands should seek medical advice.
Page 12
The aim of routine hand washing is to remove any bacterial contamination, which may be
acquired from other persons’ skin or from objects in the environment
1. Plain soap is sufficient for most hand washing.
2. An antiseptic soap may be required for health care workers before performing an
aseptic procedure, when hands heavily contaminated or are during an outbreak.
3. Remove jewellery.
4. Wet hands thoroughly with warm water.
5. Lather hands with soap and vigorously rub together making sure all surfaces of the
hands are covered , approximately 20 seconds
6. Rinse under a moderate stream of water.
7. Dry thoroughly.
When disposing of waste in a client’s home the following procedures must be adhered to at
all time.
Dispose of liquid wastes such as urine in the toilet.
General household wastes to be disposed of in the client wheelie bin, ensure wastes
are disposed of appropriately e.g. recycle paper.
Wear personal protective equipment when necessary.
Wastes to be sealed in a plastic bin then placed in the clients wheelie bin.
All Home Care Workers must have a current in First Aid Certificate.
In the case of a client being admitted to the hospital via an ambulance the Home Care
Worker must notify the supervisor immediately and ensure the clients medical history form
accompanies the client.
Fires can occur at any time and home support workers must recognise and respond to a fire
situation to ensure the safety of the client, visitors and other staff.
The home support worker must be able to recognise and report potential fire hazards.
Procedure
1. Evacuate residents from the area of immediate danger to a safe location.
2. Raise the alarm (Dial 000).
3. Confine the fire by closing doors.
4. Fight fire only if safe to do so.
5. Evacuate client/visitors/staff if necessary.
6. Do not allow any people to re-enter the house following evacuation.
7. Assemble all residents, visitors and staff in the nominated evacuation assembly area
and complete a roll call.
8. Report if anyone is still in the house to the Fire Brigade.
9. Contact the supervisor immediately.
10. Complete an incident report form.
Page 13
Policy
The organisation is committed to ensuring that, wherever a private vehicle is used for work
related purposes, the occupants (employee, volunteer and/or organisation’s consumers) are
adequately protected from injury and properly insured.
Procedures
policy objective of protecting and insuring occupants in private vehicles during work related
travel.
The driver of the private vehicle must hold a current motor vehicle drivers’ licence of
the correct class for the vehicle being driven and the number of passengers being
transported.
Private motor vehicles that are to be used for work related travel must be
comprehensively insured.
Private motor vehicles that are to be used for work related travel must be maintained
in roadworthy condition.
Clients of the organisation may only be transported in private vehicles if the vehicle
restraints fitted to the vehicle have been assessed as providing adequate protection.
The driver of the private vehicle is responsible for paying all traffic and parking fines
incurred in the course of work related travel.
Drivers must not drive a private vehicle on work related business if they are under the
influence of alcohol, illegal drugs or they are taking medication that cautions against
driving.
Payment for use of private car will be paid at the rate per kms travelled, as provided
by the Australian Taxation Office. Staff are encouraged to record the kilometres
driven in their log book.
When long hours are spent on the road, staff must ensure they take the designated
breaks.
When staff drives in country areas they must not stop in isolated places.
Ensure equipment is transported safety in the boot of the car
The organisation is committed to ensuring staff are properly educated and adequately
resourced so as to minimise risk to staff safety when delivery care to clients in the
community. Prior to home visits staff must;
Be aware of and understand the client’s background information and seek
clarification from the supervisor.
Advise Lotus Home Care when arriving and exiting the client’s home.
Carry a mobile phone at all times.
Organise two staff visit when the need has been identified.
If the client is physically aggressive do not enter the property and contact Lotus
Home Care immediately.
Home Care Workers must notify their supervisor of any workplace health and safety issues
and complete the Hazard Risk Notification Form.
Page 14
Policy
This organisation is committed to ensure the support provided is person centred and to
uphold the client’s rights to self-determination.
Procedures
Person centred planning involves the client, family, friend, professional consultant
and any other person the client wishes to be part of the process.
Information is provided in the clients preferred communication method to support
informed decision making and choice.
Plans are developed to reflect the client’s strengths, wishes, preferences, future goals
and support requirements.
The plan is regularly monitored and reviewed to ensure the client’s needs are
continually meet.
A person centred planning meeting is conducted every six months or when required.
Page 15
Policy
The organisation is committed to ensuring that all clients with a disability of the organisation
have the opportunity to develop and maintain skills and the opportunity to participate in
activities that enable them to achieve valued roles in the community.
Procedures
objective of ensuring that clients developed needed skills and achieve valued social roles in
the community.
Structure its programs and services in a culturally normative and age appropriate
manner.
Design and deliver its training programs and activities in a culturally normative and
age appropriate manner.
Ensure that every client has a current, written training and development plan that
builds on existing competencies and increases the prospect of fulfilling valued roles
in the community.
Involve the client, family members and/or advocates in the training and development
component of the individual service plan for the client and invite them to state their
preferences with respect to the training that they would like to receive.
Make every effort, within available resources, to accommodate the client’s skills
development preferences.
Wherever practicable, deliver training to clients in appropriate community settings.
Ensure that organisation staff and volunteers are properly equipped to co-ordinate
and/or deliver the skills development activities specified in the client’s training and
development plan.
Page 16
Policy
The organisation is committed to ensuring that, wherever practicable, clients with a
disability:
Have access to the same places as the rest of the community.

Receive their services in community settings alongside other members of the
community.
Have the opportunity to socialise and build relationships with members of the wider
community.
Procedures
objective of ensuring that clients enjoy maximum participation and integration in and with
the community.
Structure its programs and services to be provided in a way that facilitates the
integration and participation of clients with other members of the community.
Build into the organisation’s programs strategies to make the greatest possible use of
community facilities and services.
Use community facilities and services in a manner and at times that coincide with
those of the wider community.
Involve other members of the community in the integration of the organisation’s
clients in participative community activities.
Collaborate with other community groups, and their members, to facilitate the
inclusion of organisation clients in their activities.
Avoid large group activities for clients that are likely to have the unwanted effect of
stigmatising or excluding them from community contact, acceptance or involvement.
Page 17
Policy
The organisation is committed to ensuring that behaviours of concern exhibited by clients
with a disability whilst under the organisation’s care or supervision are dealt with promptly
and appropriately, having due regard for the rights of the client, the rights of any other
person(s) affected by the behaviour and the organisation’s duty of care obligations.
Procedures
policy objective of appropriately and effectively managing challenging behaviour.
Immediately investigate reports of behaviours of concern from other clients,

employees, volunteers, family members or the general public.
Make a written record of the reported incident including a description of the
challenging behaviour, the time and place, and the antecedents (the events leading up
to the behaviour which may have been possible triggers) and the consequences (the
impact of the behaviour on the client and others).
Through person-centred planning involve the client, staff members, key family
members (where appropriate) and behavioural consultants in the development of an
positive behaviour support plan aimed at ameliorating the behaviour of concern,
including a thorough analysis of the problem situation, an agreed model for
intervening and measurable behavioural goals for the client.
Fully document the positive behaviour support plan and provide a copy to all parties
involved in its development. The copy will be in a format that can be easily read by
the party.
Appoint an appropriate staff member or external consultant, if the necessary
expertise is not available within the organisation, to co-ordinate the implementation
of the positive behaviour support plan and record the future occurrences of the
behaviour or other behaviours of concern.
Allocate sufficient and appropriate resources to the positive behaviour support plan,
which may include: specific skills training for the staff, environmental restructuring,
higher staffing levels during the intervention period, and support from external
professionals.
Undertake a formal review of the positive behaviour support plan and include all of
the parties who were involved in the construction of the initial plan.
Advice the funding body if the organisation considers it lacks the resources or
expertise to manage the behaviours or if behaviours of concern persist in a way that
compromises the organisation’s duty of care obligations to its clients, its staff and the
general public.
Page 18
Policy
The organisation is committed to ensuring that all employees are properly supervised and
their performance is regularly appraised. The policy aims to achieve this objective by
implementing a formal supervision system linked to agreed training and development goals
and an objective performance appraisal process.
Procedures
policy objective of ensuring that all employees are properly supervised and appraised.
Establish formal supervision procedures for all organisation employees.

Ensure that every employee is allocated a supervisor and receives regular
supervision.
Provide all employees in supervisory roles with appropriate written information
and/or formal training on performance based supervision.
Ensure that all employees have one formal supervision session per month with their
allocated supervisor.
Require the supervisor to maintain written records of the content and outcomes of
each employee supervision session.
Require the supervisor to maintain an Employee Training and Development Record
for each employee in accordance with the Policy on Employee Training and
Development.
Complete an annual performance appraisal on all organisation employees at least
once per year.
Include in the annual performance appraisal a rating of the employee’s performance
against the duty statement, outcome of training and development activities, employee
strengths and areas for improvement, and recommendations for further training and
development.
Page 19
Policy
The organisation is committed to ensuring that all employees are trained and resourced to
achieve the organisation’s mission and objectives. The policy aims to achieve this objective
by linking training and development to a formal supervision process and performance based
appraisal system and by promoting sound working practices.
Procedures
policy objective of ensuring that all employees are trained and resourced to achieve the
organisation’s mission and objectives.
Establish formal induction procedures for all organisation employees and volunteers.
Organise necessary basic training for all organisation employees and volunteers in
accordance with the Policy on Occupational Health and Safety.
Identify further training and development opportunities for individual employees
through the formal supervision and performance review system outlined in the Policy
on Employee Supervision and Appraisal.
Identify management training opportunities for senior staff of the organisation.

Encourage and utilise industry provided training programs wherever feasible.
Ensure that training opportunities are properly researched, costed against budget
parameters and promptly approved.
Maintain an Employee Training and Development Record for all organisation
employees and volunteers which include training goals, actual training undertaken
and subsequent work gains.
Make provision for staff training and development in the annual budget of the
organisation.
Promptly investigate, remedy and document any employee grievance regarding
training and development.
Establish and maintain a system that ensures all staff attend mandatory training (as
specific to role) and maintain currency. Mandatory training includes;
 Manual Handling
 Fire Safety in the Home
 Infection Control
 Client rights and responsibilities.
 Chemical Handling
 First Aid
Page 20

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V1.

Date Summary of modifications made Version

10 Aug 2012 Version 1 final produced following assessment validation. v1.0

Lotus Home Care Services ................................................................................. 4

1. To provide person centred health, welfare and community support

The Quality Performance improvement review is available on the Lotus Home

This policy applies to all of the organisation’s programs and activities.

Procedure for staff

The organisation will:

The organisation will:

The following standard precautions should be adhered to at all times:

The organisation will:

Have access to the same places as the rest of the community.

The organisation will:

The organisation will:

Immediately investigate reports of behaviours of concern from other clients,

The organisation will:

Establish formal supervision procedures for all organisation employees.

The organisation will:

Identify management training opportunities for senior staff of the organisation.

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