Evaluating own knowledge and continuing professional practice

Sut i werthuso eich gwybodaeth a datblygiad proffesiynol parhaus

professional development

In order to be effective, it is important that childcare workers plan their Continuing Professional Development (CPD) and ask themselves the following questions:

  • What is my starting point – what are my current skills, experience and knowledge?
  • What knowledge and skills do I need to develop?
  • What do I need to achieve and what difference will it make?

The answers will provide a starting point for childcare workers to increase their knowledge of current practice and professional standards. In order to plan for CPD, knowledge, skills and experience must be evaluated against the standards for the role. These may include the following:

  • job description / person specification
  • National Occupational Standards
  • National Minimum Standards or service regulations
  • the setting's policies
  • legislation
  • work objectives specified by the organisation to meet business needs
  • research to a subject linked to the work area.

CPD is a shared responsibility between the childcare worker and manager in order to support staff development, therefore employers must provide appropriate learning opportunities on an ongoing basis. If a childcare worker is in an employed role, supervision and appraisal processes will give them the opportunity to receive feedback on their work and set aims and objectives for their continuing professional development. Childcare workers at all levels need to receive supervision and appraisal and have the right to do so, and this forms part of their performance management cycle. Effective performance management will help to fulfil organisational, professional and personal objectives. Some areas of CPD must be updated. These include health and safety, paediatric first aid and food hygiene. Employers have a responsibility to record the training dates and achievement of all members of staff and review these as appropriate.

Further reading:

Continuing Professional Development Principles for the early years and childcare workforce in Wales:

https://bit.ly/2GqEMHG

National Occupational Standards (NOS):

https://bit.ly/2LDdq5m

Er mwyn bod yn effeithiol, y mae’n bwysig bod gweithiwr gofal plant yn cynllunio Datblygiad Proffesiynol Parhaus (DPP) a gofyn y cwestiynau canlynol iddi/iddo ei hun:

  • Beth yw fy man cychwyn – beth yw fy ngwybodaeth, sgiliau a phrofiad presennol?
  • Pa wybodaeth a sgiliau y mae angen i mi eu datblygu?
  • Beth y mae angen i mi ei gyflawni a pha wahaniaeth y bydd yn ei wneud?

Bydd yr atebion yn rhoi man cychwyn i gweithwyr gofal plant gynyddu eu gwybodaeth am arferion a safonau proffesiynol cyfredol. Er mwyn cynllunio’r DPP, mae angen gwerthuso gwybodaeth, sgiliau a phrofiad yn erbyn safonau ar gyfer y rôl. Gallai’r rhain fod yn bethau fel:

  • disgrifiad swydd / manyleb person
  • y Safonau Galwedigaethol Cenedlaethol
  • y Safonau Gofynnol Cenedlaethol neu reoliadau gwasanaeth
  • polisïau’r lleoliad
  • deddfwriaeth
  • amcanion gwaith a bennwyd gan sefydliad i ddiwallu anghenion busnes
  • ymchwil i rywbeth sy’n gysylltiedig â’r maes gwaith.

Mae DPP yn gyfrifoldeb sy’n cael ei rannu gan y gweithiwr gofal plant a'i reolwr er mwyn cefnogi staff i ddatblygu, felly mae angen i gyflogwyr ddarparu cyfleoedd dysgu priodol yn barhaus. Os ydy gweithiwr gofal plant mewn rôl gyflogedig, bydd prosesau goruchwylio ac arfarnu’n rhoi cyfleoedd iddi/iddo gael adborth ar ei (g)waith a gosod nodau ac amcanion ar gyfer ei d/ddatblygiad proffesiynol parhaus. Mae gan gweithwyr gofal plant ar bob lefel angen a hawl i gael eu goruchwylio a’u harfarnu, ac mae hyn yn ffurfio rhan o’r cylch rheoli perfformiad. Bydd rheoli perfformiad effeithiol yn helpu i gyflawni amcanion sefydliadol, proffesiynol a phersonol. Mae rhai meysydd DPP y mae'n rhaid eu diweddaru. Mae'r rhain yn cynnwys iechyd a diogelwch, cymorth cyntaf pediatrig a hylendid bwyd. Mae gan gyflogwyr gyfrifoldeb i gofnodi dyddiadau hyfforddiant a chyflawniad pob aelod o staff a’u hadolygu fel y bo’n briodol.

Darllen pellach:

Egwyddorion Datblygiad Proffesiynol Parhaus ar gyfer gweithlu’r blynyddoedd cynnar a gofal plant yng Nghymru

https://bit.ly/32RL64L

Safonau Galwedigaethol Cenedlaethol (NOS)

https://bit.ly/32RdcNw

Self-evaluation and continuing professional development

Highlight the errors in the sentences, there are 8 errors

Sut i werthuso eich gwybodaeth a datblygiad proffesiynol parhaus

Amlygwch y camgymeriadau yn y brawddegau, dylech ganfod 8 camgymeriad

In order to be an effective childcare worker, planning for Continuing Professional Development (CPD) is not required.

Standards that childcare workers can use to evaluate their knowledge, skills and experiences:

  • their manager's job description
  • National Occupational Standards
  • Ofsted requirements/standards
  • National Minimum Standards or service regulations
  • legislation
  • the setting's policies

CPD is a shared responsibility between the childcare worker and children in order to support staff development, therefore employers must provide appropriate learning opportunities on an ongoing basis.

If a childcare worker is in an employed role, supervision and appraisal processes will give them the opportunity to receive feedback on their work and set aims and objectives for continuing professional development.

Only level 3 childcare workers need to receive supervision and appraisal and have the right to do so, and this forms part of their performance management cycle.

Effective performance management will not help to fulfil organisational, professional and personal objectives.

Childcare workers do not need to update areas of CPD, such as safety, paediatric first aid and food hygiene.

Employers have a responsibility to record the training dates and achievement of level 2 staff only and review these as appropriate.

Er mwyn bod yn gweithiwr gofal plant effeithiol, nid oes angen cynllunio Datblygiad Proffesiynol Parhaus (DPP).

Safonau y gall gweithiwr gofal plant eu defnyddio er mwyn gwerthuso’i (g)wybodaeth, sgiliau a phrofiadau:

  • disgrifiad swydd ei rheolwr
  • y Safonau Galwedigaethol Cenedlaethol
  • gofynion/safonau Ofsted
  • y Safonau Gofynnol Cenedlaethol neu reoliadau gwasanaeth
  • deddfwriaeth
  • polisïau’r lleoliad

Mae DPP yn gyfrifoldeb sy’n cael ei rannu gan y gweithiwr gofal plant a phlant er mwyn cefnogi staff i ddatblygu, felly mae angen i gyflogwyr ddarparu cyfleoedd dysgu priodol yn barhaus.

Os ydy gweithiwr gofal plant mewn rôl gyflogedig, bydd prosesau goruchwylio ac arfarnu’n rhoi cyfleoedd iddi hi/iddo fo gael adborth ar ei (g)waith a gosod nodau ac amcanion ar gyfer datblygiad proffesiynol parhaus.

Mae gan gweithwyr gofal plant lefel 3 yn unig yr angen a’r hawl i gael eu goruchwylio a’u harfarnu, ac mae hyn yn ffurfio rhan o’r cylch rheoli perfformiad.

Ni fydd rheoli perfformiad effeithiol yn helpu i gyflawni amcanion sefydliadol, proffesiynol a phersonol.

Nid oes angen i gweithwyr gofal plant ddiweddaru meysydd DPP megis diogelwch, cymorth cyntaf pediatrig a hylendid bwyd.

Mae gan gyflogwyr gyfrifoldeb i gofnodi dyddiadau hyfforddiant a chyflawniad staff lefel 2 yn unig a’u hadolygu fel y bo’n briodol.

In order to be an effective childcare worker, planning for Continuing Professional Development (CPD) is not required.

Standards that childcare workers can use to evaluate their knowledge, skills and experiences:

  • their manager's job description
  • National Occupational Standards
  • Ofsted requirements/standards
  • National Minimum Standards or service regulations
  • legislation
  • the setting's policies

CPD is a shared responsibility between the childcare worker and children in order to support staff development, therefore employers must provide appropriate learning opportunities on an ongoing basis.

If a childcare worker is in an employed role, supervision and appraisal processes will give them the opportunity to receive feedback on their work and set aims and objectives for continuing professional development.

Only level 3 childcare workers need to receive supervision and appraisal and have the right to do so, and this forms part of their performance management cycle.

Effective performance management will not help to fulfil organisational, professional and personal objectives.

Childcare workers do not need to update areas of CPD, such as safety, paediatric first aid and food hygiene.

Employers have a responsibility to record the training dates and achievement of level 2 staff only and review these as appropriate.

Er mwyn bod yn gweithiwr gofal plant effeithiol, nid oes angen cynllunio Datblygiad Proffesiynol Parhaus (DPP).

Safonau y gall gweithiwr gofal plant eu defnyddio er mwyn gwerthuso’i (g)wybodaeth, sgiliau a phrofiadau:

  • disgrifiad swydd ei rheolwr
  • y Safonau Galwedigaethol Cenedlaethol
  • gofynion/safonau Ofsted
  • y Safonau Gofynnol Cenedlaethol neu reoliadau gwasanaeth
  • deddfwriaeth
  • polisïau’r lleoliad

Mae DPP yn gyfrifoldeb sy’n cael ei rannu gan yr gweithiwr gofal plant a phlant er mwyn cefnogi staff i ddatblygu, felly mae angen i gyflogwyr ddarparu cyfleoedd dysgu priodol yn barhaus.

Os ydy gweithiwr gofal plant mewn rôl gyflogedig, bydd prosesau goruchwylio ac arfarnu’n rhoi cyfleoedd iddi hi/iddo fo gael adborth ar ei (g)waith a gosod nodau ac amcanion ar gyfer datblygiad proffesiynol parhaus.

Mae gan gweithwyr gofal plant lefel 3 yn unig yr angen a’r hawl i gael eu goruchwylio a’u harfarnu, ac mae hyn yn ffurfio rhan o’r cylch rheoli perfformiad.

Ni fydd rheoli perfformiad effeithiol yn helpu i gyflawni amcanion sefydliadol, proffesiynol a phersonol.

Nid oes angen i gweithwyr gofal plant ddiweddaru meysydd DPP megis diogelwch, cymorth cyntaf pediatrig a hylendid bwyd.

Mae gan gyflogwyr gyfrifoldeb i gofnodi dyddiadau hyfforddiant a chyflawniad staff lefel 2 yn unig a’u hadolygu fel y bo’n briodol.