Induction Headway Gippsland Inc

Induction Headway Gippsland Inc

About Headway Gippsland
MISSION STATEMENT: Our Mission is to provide exceptional services to individuals with an ABI and/or other disabilities to enable participation in all aspects of community life. VISION: Our vision is a society inclusive for all.

VALUES: The person comes first Support carers Empower participants Inclusion Strive for excellence Achieve outcomes Respect Share our knowledge

Commitment to Child Safety
Headway Gippsland is committed to the safety and wellbeing of all children accessing our service, including the cultural safety of aboriginal children, cultural safety of children from CALD backgrounds and the safety of children with a disability. Headway has zero tolerance for child abuse, believes the rights of the child are paramount and they should feel safe and supported accessing our service. We have specific policies and procedures in place to support and educate our staff and volunteers and all allegations and safety concerns will be treated seriously and acted upon immediately.

Organisational Chart Board of Management
Determines overarching policy and strategy in consultation with General Manager and staff General Manager Jenelle Henry 0.6 EFT Responsible for managing the whole organisation, its staff, its operations, its finances/ funding, and service delivery. Administration Officer Dianne Mumford 1.0 EFT Service Engagement Officer Nuray Ardolli 0.6 EFT - ISP, SOC, TAC - NDIS Pre-Planning - OH&S / Risk Management - Support to General Manager Business Development Administration Officer Business Development Manager Nicky Levey 0.6 EFT -New Business -Volunteer Co-Ordination -Social Support Programs -NDIS -Staff Training Board Minute Taker/ Supportability Admin David Barnes 0.4 EFT -Board Support -Supportability Admin -NDIS -Quality -Special Projects

Headway Gippsland began as a mutual support group in 1981 and has grown from strength to strength over the past 36 years to include: Social Support Groups that cover much of the Gippsland region these are based in: -Wonthaggi -Bairnsdale -Morwell -Warragul -Trafalgar

Social Support Groups The Social Support Groups promote the development and maintenance of social skills, provide social connections and social and recreational activities. Group participants have individual goals they work towards throughout the year with the support of our staff.

Social Support Groups Provide opportunities for people with disabilities to participate in activities they would not ordinarily do eg: Group outings to sporting events, various venues, social events, meet new people, create new friendships

Social Support Groups Provide opportunities for people with disabilities to learn new skills in a supportive and fun environment, eg: Exercise programs, music, tending to community gardens and craft activities.

Carer Self Help Groups Headway Gippsland Self Help groups for unpaid family carers meet monthly and provide: Information Activities Outings Friendship

Volunteer Program Volunteers are an integral part of Headway Gippsland. We utilise volunteers in several areas. On the Board of Management Within the Social Support Programs Administrative support Client transportation

Volunteer Program Our volunteers come from a variety of areas including: Retired community members. Community members with an interest in disability. Community members wishing to pass on skills to others. People who wish to gain skills and experience in the disability field. Tertiary placement including Medical, Social Work, Community Services and Disability students. Our volunteers do not do the work that is the responsibility of paid staff.

Volunteer Program Volunteers fill a big role in our organisation and are a precious resource.

Management System Manual
Headway Gippsland’s Management System Manual is a formalised system that documents processes, procedures, and responsibilities for achieving quality policies and objectives. It helps coordinate and direct Headway Gippsland’s activities to meet client and regulatory requirements and improve its effectiveness and efficiency on a continuous basis.

Staff Handbook Headway Gippsland’s Staff Handbook is a document that contains the organisation’s operating procedures. It contains important policies that are expected to be followed in the workplace in order to protect the rights of Headway Gippsland, staff and clients. The Staff Handbook is a framework; it informs the work that all Headway Gippsland staff do.

Participant Handbook Headway Gippsland’s Participant Handbook is given to all clients. It contains information that the person with the disability and their family need to know when utilising our services. It also contains other important information such as: Access and eligibility Services Rights and responsibilities Privacy Complaints

Duty of Care People involved in the provision of services to others have a duty to avoid acting negligently in their decisions and actions relating to all aspects of their work with participants. This responsibility is commonly called duty of care. A duty of care is breached if a person behaves unreasonably within a situation. Failure to act can also be unreasonable. Hence, either action or inaction can breach duty of care.

Duty of Care What does duty of care mean?
That you must take reasonable care to avoid causing physical, emotional, or financial injury to (i) participants of your service; (ii) families and carers of participants; or (iii) any other person who is likely to be affected by your actions.

Duty of Care Headway Gippsland Inc., will:
comply with the spirit of the legislation, which supports the notion of Dignity of Risk. engage in practices which encourage participants to learn how to live, work and function with safety workers and Board of Management and the General Manager will not use personal values in assessments of risk will take reasonable steps to minimise potential for serious injury to occur will take all reasonable steps to verify capabilities and limitations of the individual participant.

Duty of Care In determining whether harm, injury or loss is foreseeable the agency will consider the following: what information is already known about the capacity of the participant to carry out a similar activity the level of the participant’s awareness of the risk involved and how it may be avoided. the knowledge held by the agency of the degree of danger attached to particular activities. the level at which the participant is equipped to manage danger should it arise.

Duty of Care The least possible restriction on consumer rights will be supported by: A course of action taken by Headway Gippsland Inc to reasonably protect the participant from harm, injury or loss will be implemented in the least restrictive way. In order to avoid injury Headway Gippsland Inc shall ensure that it is the least important right of the participant that is affected. Participants will be supported to take control over risks with which they are confronted. Participant s will be provided with information on which to make informed decisions about potential dangers in taking a particular course of action. Any action with, for or on behalf of the participant will demonstrate an acknowledgement of the right of the participant to be treated with respect and dignity. Whether a participant is a child, therefore the Headway Gippsland Child Safety policy must be taken into account

Confidentiality Employees have access to participant’s confidential information while on duty. Current legislation requires all staff to abide by confidentiality policies and procedures. Breaches of confidentiality policies and procedures will result in disciplinary action and/or legal action. Confidentiality includes information about other employees as well as participants.

Confidentiality Everyone has the right to confidentiality whether you are a participant, carer/family member, worker, or volunteer We will treat all who have dealings with the agency with the courtesy and respect All workers of Headway Gippsland Inc need to be diligent and ensure that they do not divulge information to people inside or outside the agency who do not have a need or legal right to that knowledge

Confidentiality Confidentiality will be considered to have been breached if: You talk about participants, other workers, consultants or matters within the agency which are considered to be commercially confidential (e.g. tender information), or personally or legally sensitive (e.g. family situation details or sexual harassment allegations). You make written notes or files available to unauthorised people You pass on confidential messages or memos to unauthorised people You identify a person as a participant of the service

Confidentiality Exceptions to the rule -
There will be occasions where it will not be in the best interests of the people concerned, significant third parties or the community, for confidentiality to be maintained. In these situations, confidentiality may be breached, providing the proper procedure has been followed. Such situations include: the person concerned or their advocate has signed a Consent to Release Confidential Information Form and understands that information will only be shared with the workers/agency/people named on the form during supervision sessions, where identifying data may be discussed as is relevant to the understanding of the context of the situation the mandatory reporting of a suspicion of abuse and neglect to the Department of Human Services, in accordance with the Children and Young Person’s Act, by a member of a mandated profession. Or the reporting of concerns of abuse as per Headway Gippsland Inc. Child Safety Policy Continued

Confidentiality From Continued the victim of any abuse or neglect will be encouraged and supported to make a formal complaint to the organisation concerned. where there are reasonable concerns for the safety of an individual or a third party, appropriate warnings should be given to the party concerned and the police. where a colleague, consultant, or member of the Board of Management has acted in a manner contrary to the policies or spirit of the agency, and that such action could be professionally unethical or dangerous to the agency or its consumers. In such circumstances, the matter should be reported to the Secretary of the Board of Management. where there is knowledge of a serious crime that has or will be committed, the person who receives such information will report the matter to the Board of Management, who is authorised to contact the relevant authorities. All workers are required to complete an incident report on any action taken and forward all documentation to Headway Gippsland Inc

Child Safety Policy Headway Gippsland is committed to child safety and upholding the Victorian child safe standards. We insist that children in our care be safe happy and empowered. We expect all staff to read and understand this policy, know the signs of child abuse, know the reporting requirements and know the best way to work with children from all backgrounds.

Child Safety Policy We promote diversity and tolerance in our organisation, and people from all walks of life and cultural backgrounds are welcome. In particular we: promote the cultural safety, participation and empowerment of Aboriginal children promote the cultural safety, participation and empowerment of children from culturally and/or linguistically diverse backgrounds ensure that children with a disability are safe and can participate equally

Aboriginal Cultural Safety
Aboriginal children significantly over represented in child protection, youth justice and out of home care Influenced by past policies such as forced removal, effects of lower socio-economic status and differences in child rearing practices and intergenerational trauma Impacts are heightened as Aboriginal children may not feel culturally safe enough to report abuse

Cultural safety for children from a CALD background
Distrust of social service providers CALD children, especially those from refugee or asylum seeker communities more likely to have experienced trauma or displacement and loss (or parents who have) before coming to Australia Communication barriers to reporting abuse or knowing where to go for help

Children with a disability
Same rights and responsibilities as other members of the community Increased risk of abuse compared to those children without a disability Physical impairments, communication difficulties, memory, literacy, vision and hearing impairments and reliance on caregivers Often receive less sexual education than peers Poor recognition of abuse of children with a disability

Child Safety Policy All staff and volunteers must have up to date clear police checks All staff working with children must have up to date and clear Working with Children checks. We also ensure that staff and volunteers are not on the Disability Workers Exclusion database All staff and volunteers must sign they have read the code of conduct and duty of care policies

Child Safety Policy Failure to disclose: Reporting child sexual abuse is a community-wide responsibility. All adults in Victoria who have a reasonable belief that an adult has committed a sexual offence against a child under 16 have an obligation to report that information to the police. Failure to protect: People of authority in our organisation will commit an offence if they know of a substantial risk of child sexual abuse and have the power or responsibility to reduce or remove the risk, but negligently fail to do so.

Child Safety Policy We all have a responsibility to report an allegation of abuse if we have a reasonable belief that an incident took place If an adult has a reasonable belief that an incident has occurred they must report the incident. Factors contributing to reasonable belief may be: a child states they or someone they know has been abused (noting that sometimes the child may in fact be referring to themselves) behaviour consistent with that of an abuse victim is observed (this will be expanded on in upcoming slides) someone else has raised a suspicion of abuse but is unwilling to report it observing suspicious behaviour Headway Gippsland has a Reporting Flowchart which must be followed

If you witness or have reasonable believe child sexual abuse has occurred -
1. Call police 000 immediately and report all details you are aware of, confirm that police will call DHHS child protection. If they do not then you call DHHS child protection on (office hours) or after hours 2. Call Headway General Manager/office or after hours on call and advise of above, discuss and debrief 3. Complete incident report and lodge within 24 hours 4. Follow up support with child as appropriate in conjunction with services above and following discussions with management.

If you witness or believe child physical abuse has occurred
Call police 000 immediately and report all details you are aware of, confirm that police will call child protection If police advise you to call child protection, do so on (office hours) or (after hours) Call Headway General Manager/office or after hours on call and advise of above, discuss and debrief Complete incident report and lodge within 24 hours Follow up support with child as appropriate in conjunction with services above and following discussions with management.

4. Complete incident report and lodge within 24 hours
You have not witnessed or been told of any abuse but you have concerns a child may be in danger or has been treated inappropriately in some way 1. If immediate danger – any form of abuse call police 000 and report and follow processes as above. 2. If not immediate danger but you have concerns - call Headway General Manager/office or on call immediately and discuss. 3. Following discussions with management a call DHHS child protection may be made (decision on this made in conjunction with management depending on your concerns) 4. Complete incident report and lodge within 24 hours 5. Follow up support with child as appropriate following discussion with management

What is Child Abuse Physical Violence Sexual Offences
Serious Emotional or psychological abuse Serious Neglect

Physical violence When a child suffers or is likely to suffer significant harm from a non accidental injury or injuries inflicted by another person eg – beating, shaking, burning or use of weapons (belts, paddles ect)

Possible indicators of physical Violence
Possible physical indicators – Unexplained bruises Burns and/or fractured bones Possible behavioural indicators – Showing wariness or distrust of adults Wearing long sleeves on hot days (to hide bruising or other injury) Fear of specific people Unexplained absences Academic problems

Sexual Offences Sexual offences occur when a person involves a child in sexual activity or deliberately puts the child in the presence of sexual behaviours that are exploitative or inappropriate to his/her age and development. Child sexual abuse can involve a range of sexual activity including fondling, masturbation, penetration, voyeurism and exhibitionism. It can also include exposure to or exploitation through pornography or prostitution, as well as grooming behaviour.

Possible indicators of Sexual Abuse
Possible physical Indicators – Presence of sexually transmitted diseases Pregnancy Vaginal or anal bleeding or discharge Possible behavioural indicators – Displaying sexual behaviour or knowledge that is unusual for the child's age Difficulty sleeping Being withdrawn Complaining of headaches or stomach pains Fear of specific people Showing wariness or distrust of adults

Serious emotional or psychological abuse
Occurs when harm is inflicted on a child through repeated rejection, isolation, or by threats or violence. Can include derogatory name calling and put downs, or persistent and deliberate coldness from a person to the extent where the behaviour of the child is disturbed or their emotional development is at serious risk of being impaired. Conduct that exploits a child without necessarily being criminal, eg- encouraging a child to engage in inappropriate or risky behaviours.

Serious emotional or psychological a abuse indicators
Possible physical indicators – Delays in emotional, mental or even physical development Physical signs of self harming Possible behavioural indicators – Exhibiting low self esteem Exhibiting high anxiety Displaying aggressive or demanding behaviour Being withdrawn, passive and/or tearful Self harming

Serious Neglect The continued failure to provide a child with the basic necessities of life, eg: food, clothing, shelter, hygiene, medical attention or adequate supervision, to the extent that the child's health safety and/or development is, or is likely to be, jeopardised. Can also occur if an adult fails to adequately ensure the safety of a child where the child is exposed to extremely dangerous or life threatening situations.

Indicators of Serious Neglect
Possible physical indicators – Frequent hunger Malnutrition Poor hygiene Inappropriate clothing Possible behavioural indicators – Stealing food Staying at school outside of hours Aggressive behaviour Misusing drugs or alcohol Academic issues

Breach of the Headway Code of Conduct in relation to treatment of children through your work
If you feel another staff person, volunteer or Board Member has breached the code of conduct in relation to the treatment of children through their work with Headway Gippsland Inc. you need to report this to the Headway General Manager immediately. Headway has zero tolerance for child abuse and any issues will be dealt with and investigated immediately.

Child Safety Policy All staff who have witnessed child abuse, suspect child abuse or mistreatment through their work with Headway Gippsland Inc. will be offered debriefing and support during discussions with management. We will do our best to support you through this process. We will also do our best to support children and families through this process to ensure the child feels supported during and following any reports that are made.

Important Phone Numbers
Police 000 DHHS child protection on (office hours) DHHS child protection (after hours) Headway General Manager/office (office hours) Headway on call (after hours)

Child Safe Resources Department of Health and Human Services Child Wise – information, fact sheets, training, resources Commission for Children and Young people –Standards, information, videos Child Safety & Wellbeing Act 2005 Child Youth & Families Act 2005 Disability Act 2006 Crimes Act 1958

Complaints and Compliments Policy-Clients and Families
Headway Gippsland Inc. welcomes and encourages feedback from clients and their representatives as it enables us to improve our services. *Additional information on this policy can be found in the Headway Gippsland Participant Handbook

Active Service Model Principles
People want to remain autonomous People have potential to improve their capacity People's needs should be viewed in a holistic way Services should be organised around the person and carer; the person should not be slotted into existing services A person's needs are best met where there are strong partnerships and collaborative working relationships between the person, their carers and family, support workers and service providers

Active Service Model What this really means! Working with the person to stay as active, connected and independent as possible.

Person-centred practice
Person-centred practice is support provided by services that places the person at the centre of their own care and considers the needs of the person's carers.

Person Centred Approach
What is a person centred approach? A person centred approach is one in which the person with the disability is at the centre of the decision making processes and the design of the support plan. Central to the person centred approach is a respect for the rights of a person with a disability and their family to make their own choices. In person centred approaches the person with the disability and their families are supported to exercise greater choice and control over their services, how they are delivered and by whom.

In a person centred approach: The person is at the centre The principles of self determination, choice and control are crucial Carers, family, friends and others invited by the person are partners in the process What is important to the person, their capacities, and the support they require is key The focus is on what is possible for the person.

For more information on Person Centred Practice Department of Health: Helen Sanderson and Associates:

National Disability Insurance Scheme (NDIS)
The NDIS is a healthcare program initiated by the Australian government for Australians with a disability. NDIS Contact Number

NDIS The National Disability Insurance Scheme is the most significant social reform since Medicare was introduced.

NDIS The NDIS is a market-style system where government funding no longer goes directly to disability service providers as block funding. Instead the funding is attached to the person, who can choose the providers they want.

NDIS The person with a disability gains control by having the funding effectively follow the person rather than the service provider. The idea being that the person is then able to move from provider to provider, receiving the services they want, and how they want them – as long as these are “reasonable and necessary”.

NDIS Is designed to offer people with permanent and significant disabilities the ability to choose what sort of care and support they need to improve their lives. Is intended to change the person’s lifestyle from a dependant one into one where they have opportunities other people take for granted. The scheme provides information and referral and funding for support to access community services and activities, therapeutic treatment, home and car modifications, equipment as well as in-home help, personal plans and supports over a lifetime The NDIS is designed to allow people more control over the services they receive. The person with the disability will be allocated a budget which they can manage themselves if they choose to.

NDIS Disability Requirements
The person may meet the disability requirements if: The person has an impairment or condition that is likely to be permanent and The impairment substantially reduces the persons ability to participate effectively in activities, or perform tasks or actions unless the person has: assistance from other people or assistive technology or equipment (other than common items such as glasses) or The person can't participate effectively even with assistance or aides and equipment and the impairment affects the persons capacity for social and economic participation and The person is likely to require support under the NDIS for their lifetime. An impairment that varies in intensity e.g. because the impairment is of a chronic episodic nature may still be permanent, and you may require support under the NDIS for your lifetime, despite the variation.

NDIS Reasonable and Necessary Supports
Support funding will help participants to: •pursue their goals, objectives and aspirations •increase their independence •increase social and economic participation, and •develop their capacity to actively take part in the community.

NDIS Reasonable and Necessary Supports
In order to be considered reasonable and necessary, a support must: •be related to the participant's disability •not include day-to-day living costs that are not related to a participant's disability support needs •represent value for money •be likely to be effective and beneficial to the participant, and •take into account informal supports given to participants by families, carers, networks, and the community.

NDIS A support will not be funded if it:
is not related to the participant's disability duplicates other supports already funded by a different mechanism through the NDIS relates to day-to-day living costs that are not related to a participant's support needs, or is likely to cause harm to the participant or pose a risk to others.

NDIS Preparing for NDIS Planning This may include: • A family member or friend • A guardian or advocate • A representative from your current service provider

NDIS Headway Gippsland Inc. is a registered NDIS provider. We are able to provide a number of NDIS programs and supports, including: Support Coordination Plan Management Various support services and skills development programs within the home and community, group and 1-1

NDIS Headway have a number of people on NDIS plans and support staff are required to work with these participants on the goals outlined in their plans Staff are required to fill in timesheet with date/time you have worked with participant, along with notes about the support, this is then signed off by the participant One timesheet per participant as this will be uploaded to the file This is needed as evidence the shift occurred and we are working towards goals, this can be audited by NDIS at any time. Staff will not be paid if they do not submit timesheets fortnightly

O H & S Every employee is responsible for taking reasonable steps to ensure the protection of their own health and safety at work and that of every other person in the workplace.

O H & S It is your duty as a worker when you see a hazard to change the situation but only if/when safe to do so. If not safe escalate the issue by reporting to management immediately.

MANUAL HANDLING Manual handling is any activity requiring the use of force exerted by a person to lift, push, pull or carry or otherwise move or restrain any animate or inanimate object.

Manual Handling Tips for manual handling:
Size up the job first- wear suitable clothing. Make allowances for the bulk of the load as well as the weight and get help if needed. Plan where you are going to take the load before you start to lift. Correct feet position-assume a well-balanced position facing the direction you intend to move the load. The feet should be parted with one foot alongside the object to be lifted and one behind. The feet comfortably spread gives greater stability and the rear foot is in position for the upward thrust of the lift. Continued

Manual Handling From Continued Firm hold with palm-the hold must be secure and comfortable. Use palms of hands and not fingertips. Move in close to the object to be lifted with arms and elbows tucked in. Straight flat back-bend at the knees and keep the back straight, but remember that straight does not mean vertical. A straight back keeps the spine, back muscles and body organs in correct alignment. Head raised, chin in- keep the head raised and chin in so then neck and head continue the straight back line. Tucking the chin in keeps the spine straight and firm. Personal involvement- use the equipment provided and in the prescribed manner. Report any concerns. Staff are responsible to familiarise themselves with policy and procedure.

Manual Handling Exercise care at all times when manual handling!

Electrical Equipment As part of your care duties you may be required to use certain items of the participant’s household electrical equipment for cleaning, ironing etc. The preliminary risk assessment referred to above will have established the condition of the customer’s fixed and portable household appliances, and identified the need for any repairs, or precautions that should be taken when using them. You must connect any electrical equipment you use to a Residual Current Device (RCD) or circuit breaker to minimise any risk to yourself from potentially faulty appliances. Use only one appliance at a time when you are using an RCD.

Electrical Equipment You must be aware of safety at all times when you are using electrical equipment in a participants home. Always visually inspect appliances before you use them and follow the manufacturer’s instructions when they are available. If you or another employee have identified or suspect a hazard in relation to any appliance, do not use that item of equipment. You must advise the participant to not use that appliance until it is repaired or replaced. Make sure you make a note of the hazard and the advice given in the participant’s personal file. You should continue to monitor the situation and support the participant to find either a qualified electrician to repair the appliance or a store where they can buy a replacement.

Food Handling

Food Handling Staff involved in preparing and serving food should maintain high standards of personal hygiene. Wash hands before handling food Use disposable gloves when handling food Ensure any open wound is securely covered by a waterproof bandage Don’t touch the hair, nose or mouth during food preparation Wash all utensils and food preparation areas between uses with hot/warm water and detergent Prevent cross-contamination by storing raw and cooked foods in separate compartments in the refrigerator and use separate utensils for raw and cooked foods Keep food hot (above 60 C) or keep food cold (below 10 C) – never leave food at room temperatures Keep animals away from food preparation areas The quality of water supply should be considered e.g.; bore, tank or mains water supply.

Transporting Participants
Workers : Must have a current drivers licence. Must have full comprehensive insurance and up to date registration on vehicles used to transport participants, you will be asked to sign off on this on your timesheet. Advise the Headway office immediately of any driving offences, licence cancellation or suspension. Will ensure that participant’s personal vehicles are not used for program activities except in emergency situations. Privately owned vehicles used in the course of employment must be mechanically sound and in a roadworthy condition at all times. Are not to smoke in the vehicle. Are to drive their vehicle according to the road rules and the road conditions and to comply with any lawful instruction given to them by a person with authority to do so. Are responsible for any traffic infringements incurred whilst driving.

Notify the General Manager/Headway office or on call of any accident Workers are to be aware of the participant's needs and comfort during transportation, such as speed, participant agitation in windy conditions, music volume and type, and temperature inside the vehicle. Some prescribed medications or over the counter medications impair work performance. Workers / Volunteers should seek advice from their medical practitioner or pharmacist on the impact to their work performance and advise Headaway. Should provide medical authorisation from a physician in order to drive when using authorised drugs. Must use the wheelchair hoist, if fitted, to raise and lower heavy or awkward equipment into the vehicle. Shall not manually carry heavy or awkward equipment and any manual handling risk must be reported to the Moe office. Mobility aids are to be secured safely .

In the event of an emergency, serious injury or illness to a participant an ambulance should be called to provide medical treatment and / or transport. Emergency contacts must be notified In the event of an accident workers / volunteers shall take all necessary steps to minimise risk to themselves, participants and other road users by: - moving participants to safety if necessary and appropriate. - clearing the roadway of debris where safe to do so. - the safety and well being of participants is to be assessed and monitored.

Emergency Situations Emergency Information is available at Radio Station ABC 774 Police: 000 Fire: 000 Ambulance: 000 CFA: Poison Information Centre: State Emergency Service (SES): Storm /Flood CFA Division Co-Ordinator for Gippsland : Headway Gippsland Regional Office (Monday to Friday 9am to 5pm): Headway Gippsland On-Call (after hours contact): Nurse on call: Local hospitals Warragul: Korumburra: Bairnsdale: Wonthaggi: Sale: Leongatha: Latrobe Regional: Morwell (Maryvale):

Emergency Situations Emergency procedure – Fire evacuation (Individual Support Services) POLICY Headway Gippsland has processes in place to ensure staff and participants are aware of action to take in the event of an emergency at the participants’ residence / home.

Emergency Situations PROCEDURE
This plan shall be implemented in the event of a fire / emergency incident occurring in the building / home or in the event of an evacuation due to threats from various sources eg: gas leak, fire next door, bomb threat, under direction from a law enforcement official, armed intrusion etc. The aim of the fire / evacuation plan is to preserve life, alert personnel to danger and to remove staff/personnel/participants from the danger zone without unduly compromising the safety of any person. The process begins at the initial home OH&S assessment, confirming the home is fitted with smoke detectors and all entry points are accessible. Any identified concerns should be noted and a plan to address these discussed with your line manager. The worker is required to report any and all concerns regarding participant safety.

Emergency Situations Headway Gippsland provides participants with the following; Prepare for bushfire information (section 02), Stay and defend Template, Leaving Early / Fire Ready Plan (Staff assist in completing this plan when required). Participants in high risk areas as indicated by the CFA receive a copy of the Plan which includes evacuation plans, family / friend contacts, home maintenance tips, fire danger rating, route to exit their home (including last resort), emergency service numbers. Participants are encouraged to display evacuation maps around their home. The participant is provided with a list of Neighbourhood Safer Places (towns, locations and addresses), a map of their shire (including contact details and towns). Participants are also provided with a consent form to register on the Vulnerable Persons Register.

Emergency Situations In the event of an emergency:
The worker shall assume the role of Fire Warden whose responsibilities are: Ensure that the alarm is raised if a fire is found or if an evacuation is required. To ensure that the door(s) to the area containing the danger are closed off if safe to do so. Assist participant who is in immediate danger or who requires assistance to exit the building. Ensure that the participant is evacuated from the home and is accounted for. Ensure the relevant emergency service is called and advised of the situation. Contact the Main Office to inform of incident. To determine when it is safe to return to the building following advice from the relevant authority. Only return to the building when the “all clear” has been communicated by the relevant authority Liaise with the building owner to ensure there is understanding of the building process when/if there is an emergency action required.

Emergency Situations Following the incident the Fire Warden should raise an incident report. The General Manager will review the incident and determine the impact of the incident and the impact on the business / services provided. Worker and participant shall participate in a fire drill/evacuation to ensure that all personnel understand the procedure and adhere to the plan. This will be carried out quarterly. Headway Gippsland Inc. will arrange follow up debriefing and or support for participants and staff of Headway if required.

Fire Drills

INCIDENT REPORTING-CIMS
Client Incident Management System (CIMS) is has been developed by DHHS to focus on the safety and wellbeing of all clients. An incident report is an official document used to alert staff and management of an actual incident and or potential problems that may impact on the safety of participants, staff and/or the general public. Staff are required to complete an incident report following an incident and/or when if they identify a potential hazard.

Incident Reporting - CIMS
All staff and volunteers are required to complete an incident report for any event or near miss that occurs within any program of Headway Gippsland Inc. Any incident will be investigated and relevant action documented to prevent the same or similar incident occurring again.

CIMS - Objectives Ensure that timely and effective responses to client incidents address client safety and wellbeing Ensure effective and appropriate investigation of client incidents Ensure effective and appropriate review of client incidents Learn from individual incidents and patterns of client incidents, to reduce the risk of harm to clients, and improve the quality of services and the service system Ensure accountability of service providers to clients Protect and maintain the personal and sensitive information of clients, service provider staff, carers and others from whom a service provider collects personal information for the purpose of client incident reporting.

Incident Definition An event or circumstance that occurred during service delivery and resulted in harm to a client. Once an incident has occurred, the health, safety and wellbeing of the client and other involved parties is paramount. An appropriate incident response is critical.

Incident Management Immediate response
This involves ensuring the immediate safety, health and wellbeing of the client and other involved parties, obtaining medical attention, notifying Victoria Police and other emergency services as appropriate, preserving evidence, accessing specialist victim and support services as required and contacting the nominated key support person.

Incident Management Ongoing support
These responses involve supporting the client’s wellbeing by ensuring a safe and secure environment, whilst also providing and managing any rehabilitation, counselling or other support they may need in the future in response to the incident.

CIMS Every incident is different and requires a different response depending on the situation, however the process of completing an incident report should be consistent and clear. Please see Client Incident Management Guide November 2017 on DHHS website as below -

Incident Types - CIMS There are two processes for reporting a client incident, depending on whether the incident resulted in a major impact or non-major impact to the client (as defined in CIMS Guide November 2017 DHHS Website). An assessment by the service provider of the impact on the client will determine the reporting process which must be followed. Major impact incidents require service providers to notify divisional offices of the incident within 24 hours. The service provider must also record details on their client incident register. Non-major impact incidents require service providers to capture key details regarding the incident in their client incident register. Incident data for non-major impact incidents must be provided to the divisional office in a batch on a monthly basis

Incident Type – Non-Major Impact on the Client
Incidents that cause physical, emotional or psychological injury or suffering, without resulting in major impact as defined above Impacts to the client which do not require significant changes to care requirements, other than short-term interventions (for example, first aid, observation, talking interventions or short term medical treatment Incidents that involve a client but result in minimal harm Incidents that do not otherwise meet the criteria for ‘major impact’ above

Incident Type – Major Impact on the Client
The unanticipated death of a client Severe physical, emotional or psychological injury or suffering which is likely to cause ongoing trauma A pattern of incidents related to one client, which when taken together, meet the level of harm defined to a client above. This may be the case even if each individual incident is a non-major impact incident.

Reporting a major impact incident

Reporting a non-major impact incident

Incident Reporting - CIMS
Major impact – submitted via CIMS IT Webform within 24 hours and recorded on Headway Incident Register within 24 hours Non-major impact -Non-major impact incidents must be reported electronically (via the department’s CIMS IT webform) and recorded in Headway Register within 48 hours The non-major impact incident data contained in the register is required to be reported to the department in a batch on a monthly basis In the event of any incident (major or non-major) it is expected that staff ring the Headway Office and report to management. If out of hours ring the Headway on call number The Headway manager or person on call will then talk through the incident with you and offer assistance

Completing the form As per tables above - To be completed by the most senior staff witness or the staff person the incident was reported to Ensure you have spoken with Headway Gippsland management prior to completing the form (you should have already spoken to them to advise of incident occurring) Accurate, factual, comprehensive, clear and objective Do not write a story, write the facts using 3rd person language If you don’t have access to a computer it can be handwritten and handed into the Headway office to be typed and entered onto CIMS, or can be typed and ed in A good rule to remember is ‘if someone who doesn’t know the client or the situation is reading this report would it be clear to them?’ Remember Incident Reports can end up in court (rare cases) so ensure the facts are there as you understand them. No personal opinions.

Incident Report Form

Incident Report form p2

Incident Report p3

Incident Report p4

Incident Reporting Scenario: Mickey Mouse has an ABI which results in severe cognitive deficits but very little physical problems he does however have epilepsy which is well controlled. He is attending the local cinema with his Life Skills Support worker Speedy Gonzales and he begins to annoy the couple behind him with his constant talking during the movie. The man behind tells Mickey to “shut up”. Mickey turns to the man and becomes verbally aggressive with him.

Incident Reporting The Life Skills Support Officer says to Mickey “please sit down mate or they will throw us out”. Mickey gives one last comment which is insulting to the man’s wife then sits down. Mickey continues talking as feels that no-one has the right to tell him what to do. Mickey is then punched hard by the man to the back of his head. Mickey becomes very quiet. The man behind says “Finally”. Two minutes later Mickey has a seizure.

Grievances/Difficulties
On occasions you may experience difficulties or have work related issues that require attention and improvement. Depending on the risk related to the matter it may be best managed in the first instance by discussion with your direct supervisor, and/or an incident report or continuous improvement form are available. These processes will prompt an investigation, improvements identified and implemented.

Discrimination and Harassment
Headway Gippsland is committed to providing staff and clients with an environment free of all forms of unlawful harassment, bullying and victimisation. All staff, clients and their carers have the right to be treated with consideration, fairness, dignity and respect. This contributes to a workplace environment in which individuals feel safe and can work or receive services effectively, competently and confidently.

Headway Gippsland has a “zero tolerance” policy and will investigate vigorously any allegations of bullying or harassment, regardless of whether the matter has been raised formally or informally.

DEFINITIONS Harassment- Harassment is unwelcome conduct that might reasonably cause a person to be offended, humiliated or intimidated. It can occur as single incident or a series of incidents.

DEFINITIONS Bullying- Bullying is repeated unreasonable treatment of a person by another or others in the workplace. It includes behaviour that intimidates, offends, degrades or humiliates a worker and which creates risk to health and safety.

DEFINITIONS Victimisation- Unfairly treating people for complaining or helping others to complain, either within our organisation or to the Equal Opportunity Commission.

If you experience these in the workplace bring it to the attention of your immediate supervisor or the General Manager.

Payroll/Wage Information
If you are a casual employee, all holiday and sick leave entitlement is included in your casual loading. Wages are paid fortnightly by electronic funds transfer to nominated bank accounts. Time sheets need to be completed and ed to

Timesheets must be fully completed and signed. There is one timesheet PER PARTICIPANT per fortnight. Notes relating to the shifts you have done with each participant are to be recorded on your timesheet and signed by the participant wherever possible. These will then be uploaded to supportability as evidence of your shifts, activities undertaken and progress with the participant. NDIS require this evidence for each shift worked with each person. Any timesheets that are not completed will be unable to be processed and your pay will be delayed. The completed sheets are to be returned to the Headway Gippsland finance department fortnightly, on the Monday of pay week to

Timesheet

The Social, Home Care and Disability Services Industry Award 2010 covers all employees. The award can be accessed at the following address: https//

Leave Entitlements Employees are entitled to Annual Leave
Personal /Sick Leave/ Carer’s Leave Bereavement / Compassionate Leave Parental Leave Leave to attend jury service

Annual Leave You are entitled to annual leave in accordance with the Social, Home Care and Disability Services Industry Award 2010, unless otherwise stated in your contract of employment. It is the Employer’s policy to encourage you to take all of your annual leave entitlement in the current year. You must complete the annual leave request form and have it signed by management before you make any firm holiday arrangements. Annual leave dates will normally be allocated on a ‘first come, first served basis’ whilst ensuring that operational efficiency and appropriate staffing levels are maintained throughout the year.

Annual Leave You should give at least four weeks’ notice of your intention to take annual leave of a week or more and one week’s notice is required for odd single days. Your annual leave entitlement will be at your normal basic pay unless shown otherwise in your contract of employment, plus the applicable leave loading entitlement. The Employer may choose to shut down over the Christmas/ New Year period. If we do, you are required to reserve sufficient days from your annual leave entitlement to cover the Christmas / New Year shutdown period. If you have not accrued sufficient annual leave entitlement to cover this period, you will be given an unpaid leave of absence.

Disabilities

Autism Spectrum Disorder
Autism spectrum disorders are lifelong developmental disabilities. They are characterised by difficulties in: Social communication, which may include challenges in: Understanding and use of non-verbal communication/Initiating and sustaining conversations/Language development Forming friendships Social and emotional responsiveness Fixated interests and repetitive behaviours, which may include: Unusually specific interests Repetitive body movements Non-functional routines Sensory sensitivities People with an autism spectrum disorder may also have an intellectual or learning disability, language disorder or ADHD.

Hearing Impairment Ranges from mild hearing loss to profound deafness.
Can be caused by a genetic condition, illness, trauma, or ageing. People with hearing impairment may use hearing aids, lip-reading, Auslan (Australian sign language) or a combination to assist with communication.

Intellectual Disability
Is a disability affecting cognition People with intellectual disability may have difficulties with learning and communication. Difficulties with daily living skills, information processing, social functioning and problem solving. Around 3% of Australians have an intellectual disability. Around 1.8% of Australians have an intellectual disability which leads to severe or profound activity limitations. Examples of intellectual disabilities include Down Syndrome, Fragile X Syndrome, Prader-Willi Syndrome, Angelman Syndrome

Physical Disability Physical disabilities affect a person's physical functioning, mobility, dexterity or stamina. A person may be born with a physical disability, or acquire it later in life, examples include: Cerebral Palsy Spinal Cord Injury Amputation Multiple Sclerosis Spina Bifida Musculoskeletal injuries

Vision Impairment Refers to some degree of sight loss: a person is legally blind if they cannot see at six metres what someone with normal vision can see at 60 metres, or their field of vision is less than 20 degrees in diameter (normal vision 180 degrees). A person may be born with a vision impairment, or acquire it through an accident, disease or the aging process Examples include: Cataracts – clouding of the clear lens in the eye Glaucoma – damage to the optic nerve associated with pressure in the eye Macular Degeneration – deterioration of central vision Retinitis Pigmentosa – genetic condition causing retina to progressively degenerate

Mental Illness A varied group of conditions that significantly affect how a person feels, thinks, behaves and interacts with others. Some major types of mental illness include: Anxiety disorders –include post-traumatic stress disorder, generalised anxiety disorder, social phobia and obsessive compulsive disorder Depression Substance use disorders, psychotic illnesses, and personality disorders – these are less common than anxiety and depression

Acquired Brain Injury Acquired brain injury refers to any type of brain damage that happens after birth.

Causes of ABI Alcohol or drugs – which can poison the brain
Disease – such as AIDS, Alzheimer’s disease, cancer, multiple sclerosis or Parkinson’s disease Lack of oxygen – called anoxic brain injury e.g.. Injury caused by a near drowning or strangulation Physical injury – such as an impact to the head, e.g.. vehicle or sporting accidents, assaults or falls Stroke – when blood vessels inside the brain break or block, destroying the local brain tissue

Acquired Brain Injury Is A Hidden Disability

No Two Brain Injuries Are The Same
The extent and consequences of the damage varies widely from person to person

What Are The Common Signs Of An ABI
Lack of insight Memory problems Slowed responses Poor concentration Poor planning and problem solving Lack of motivation Inflexible thinking Impulsiveness Irritability and temper outbursts Excessive speech Socially inappropriate behaviour Self-centredness Dependency Difficulty in controlling emotions Depression

Medical Complications
Hydrocephalus- A condition in which fluid accumulates in the brain. Epilepsy-Seizures Swallowing Problems Incontinence Changes To The Senses Headaches Heteroptopic Ossification-The presence of bone in soft tissue where bone normally does not exist. The acquired form is most frequently is seen with either musculoskeletal trauma, spinal cord injury, or central nervous system injury. Alcohol and Drug Usage

Physical Difficulties
Changes in muscle tone or tension Co-ordination problems Balance disturbances Changes in sensory awareness Fatigue Body weakness Orthopaedic injuries

Communication Difficulties
Speech difficulties Language difficulties

Behaviours of Concern Behaviour of concern is any behaviour that conflicts with community norms.

Behaviours of Concern Includes: Inappropriate Social Behaviour
Sexually Aberrant Behaviour Physical Aggression Verbal Aggression Perserveration-The repetition of a particular response, such as a word, phrase, or gesture.

Behaviours of Concern Risks associated with the behaviours
Family Breakdown Loss of accommodation Cessation of services Legal charges Reduced access to rehabilitation services Reduced access to community services

Behaviours of Concern Know the triggers-Noise, crowds etc.
Strategies for workers in a crisis situation: Know the triggers-Noise, crowds etc. Remove the person from the environment as quickly as possible Lower the tone of your voice Speak to the person calmly after the crisis is over

Behaviours of Concern Minimise distractions Be consistent
Reward system Use memory aids Allow extra time Follow the Individual Plan / behaviour plan Adequate information and training Regular feedback/reports to your supervisor Debrief regularly Follow the organisations policies and procedures on these behaviours when they occur

The Golden Rules Treat the person with respect and in an age appropriate manner Never overload a person with an ABI Involve the person in the decision making process- after all they are the ones who have to live with those decisions

Conclusion Acquired Brain Injury is an injury to the brain that occurs after birth There are many causes of ABI Acquired Brain Injury is a hidden disability ABI is not an intellectual disability An Acquired Brain Injury is a lifetime disability No two Brain Injuries are the same There are many different types of disabilities associated with ABI There are recognisable signs and symptoms of an ABI You can successfully work with a person who at times exhibits behaviours of concern

Important Things To Remember
Imagine the person with an ABI. His physical and emotional world are encased in a big soap bubble. The worker must carefully move into the fragile bubble, apply the interventions and move out again without bursting it. It can be done.

Office Hours Office hours are 9am to 5pm. We ask that all calls be restricted to these hours, unless an emergency arises. After hours emergency number is The caller has the option to leave a message and staff will contact in order of priority

Contact Details Headway Gippsland Inc 30 Monash Road NEWBOROUGH 3825
Postal Address PO Box MOE 3825 Telephone: Website:

Check your understanding
What are some of the services Headway provides under NDIS? Do we just work with ABI? Can you name some of our policies and why we have them? Why are volunteers important to us? When should you write an incident report and what should you do with it? You are working with a 10 year old and you have noticed bruises on her arms a number of times with different explanations. She has become withdrawn and is reluctant to talk. What do you do? What is a behaviour of concern and what are some of the considerations? You run into a participants friend in the community and they start asking you questions about what the participant does at group. What do you do? How do you record file notes after working with a participant? What do you do with your timesheet?

Induction Headway Gippsland Inc

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