By Clive Harris

1
HIGH QUALITY LIFESTYLES PROVIDING POSITIVE
OPPORTUNITIES TO PEOPLE WITH POSITIVE FUTURES A
Person Centred Approach to Supporting Challenging
Behaviour

• By Clive Harris
• Netta Goodban
• Paddy Behan
• Nicki Hood

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Contents

1. Introduction to HQL. Staff and Service users
2. Workforce development Our concept
3. The Person Centred Approach
4. People and progress
5. Workforce Development - How we are doing?
6. Pushing practice forward
7. Questions Close

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Outline and Aims of this presentation
Section 1

• Communicate the importance and necessity to adopt
  and embrace a more Person Centred Approach within
  organisations
• Communicate the need for specialist skills
  training and accreditation in the area
  challenging behaviour services
• Promote positive communications and networking
  opportunities to organisations, enabling the
  effective implementation of PCA
• Adopt a better attitude of Skills Sharing' and
  development of PCA training at both an
  organisational and individual level
• Communicate the need for PCA to inform workforce
  development and organisational strategy inc
  organisational structure vs roles and
  responsibilities
• To share our experiences, both successes and
  opportunities.

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HQL Who are we and what do we do?
Section 1

• Independently run organization providing high
  quality specialist services to people with
  learning disabilities and / or Autistic spectrum
  disorder who may sometimes present severely
  challenging behaviour
• Leaders in the field of providing Person Centered
  Approaches with strong links of collaborative
  work with the Tizard Centre, IABA, Lodden school,
  KCC - Training for Care, Canterbury Christchurch
  University, Kent Challenging Behaviour Network
  (KCBN) and Skills for Care
• Proactive in the field of training, consultation
  and research
• HQL takes an integrated model of service
  provision including, cognitive-behavioural
  approaches, attempting to create and understand
  the feelings and thoughts of others, positive
  behaviour support which aims to develop
  substitute skills and excludes the use of
  punishment and use of medication for affect on
  behaviour and most importantly to develop and
  maintain positive and meaningful relationships

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Julie
Section 1

• I am a 41 year old lady
• I have long strawberry blond hair
• People tell me I have a lovely smile
• I have a cheeky sense of humour

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Bobby
Section 1

• Im 5 ft 4 , very fit and energetic and
• have a wicked sense of humour, so
• try to keep up if you can!
• I am starting to slow down a little though, as I
  had my 50th birthday last year. Dont read too
  much into this though as Ill still give you a
  run for your money!
• Im a pretty sociable guy most of
• the time but I do like my own space.

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Brett
Section 1

• I am a 38 year old man. I grew up at home with my
  family.
• I met J.E. when he came to my family home as a
  nurse therapist we developed a friendship.
• Following an incident at home my family were
  unable to continue to support me and I was
  institutionalised into a secure unit.
• I left the unit in 1990 when J.E. opened HQL. I
  lived in a group home with several others for the
  first few years.
• In my life I have had difficulties with my self
  esteem.

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Nicky
Section 1

• Im Nicki Hood have been with HQL as a PCAD
  Consultant for 4 years.
• I have been working with PWLD for 22 years, the
  last 15 years with people who sometimes present
  with CB.
• I have managed 3 residential homes and supported
  various staff teams.
• I live in Faversham with my husband, 7 year old
  twin boys and a few animals.
• I really enjoy balancing a good, happy home life
  with a very interesting and on occasions
  demanding career, which involves working with and
  supporting people who I care a great deal about.

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Netta
Section 1

• PCAD Consultant 3 years at HQL
• 25 years experience of supporting PWLD who
  sometimes present with challenging behaviour
• Passionate about the people we support being
  enabled to lead fulfilling lives
• Live in Deal where I feel I belong
• Looking forward to the challenges ahead

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Clive
Section 1

• Workforce Development Manager with HQL for 14
  months
• 12 years working in Further Education
• Passionate about Training and Education
• HQL and working in care has provided lots of new
  and exciting opportunities to make a difference

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Paddy
Section 1

• 24 years old.
• Lived all over the country. Now in Ashford.
• PCAD Consultant. HQL
• 5 years (and counting) in field of care.
• I love my Job.
• Working hard at Tizard!!

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Workforce DevelopmentOur concept
2
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Workforce DevelopmentVision and Drive
Section 2

• All staff are fully trained in all aspects of PCA
• Training includes the people who use services
• Accredited training is developed in PCA to
  provide all staff with appropriate specialist
  training (Mansell report) and a formally
  recognised qualification at level 2 and above
• Training in CB services is promoted locally/
  nationally and receives nationally recognised
  accreditation status
• PCA training is mapped/Linked to NVQ, LDQ, NOS,
  CIS and offers progression routes to other
  training awards/ bodys inc Tizard University
• Training development in Leadership and
  Management for staff that lead others
• To develop standards that ensures the effective
  implementation of PCA and provides a process to
  ensure that the quality of PCA is consistently
  measured and maintained
• To develop a quality management system to support
  the identification, implementation and review of
  quality standards
• To actively develop and promote an organisational
  structure that supports PCA and develops an
  emphasis on a practice approach model
• Training that develops and promotes a team
  practice approach

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The Person Centred Approach
3
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Periodic Service Review
Periodic Service Review
Person Centred Active Support (PCAS)
The Person Centred Approach (PCA)
Person Centred Planning (PCP)
Positive Behaviour Support (MEM/PBS)
Periodic Service Review
Periodic Service Review
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People and Progress
4
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Julie
Section 4
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Bobby
Section 4
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Brett
Section 4
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P STANDS FOR PERSON, NOT FOR PAPER
Section 4

• Too busy doing rota, menu, etc, etc,etc
• Turn it on its head
• Mansell et al say there are three golden rules to
  measuring performance
• 1. DONT RELY ON PAPERWORK
• 2. DONT RELY ON PAPERWORK
• 3. DONT RELY ON PAPERWORK

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ECDGEvidencing Change Development Group
Section 4
HRRPI
Positive Practices QOL
Data Recording Evidence
Before...
Side effects...
During...
Focal Person Monthly average of Supines received
Mr A 6
Mr B 2
Mr C 2
Mr D 5
Focal Person Monthly average of Supines received
Mr A 8
Mr B 8
Mr C 6
Mr D 16
Mr C
Mr D
Mr A
Mr B
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Workforce Developmentwhere we are now
5
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Workforce Development - How we are doing?
Section 5

• Formalising all current in-house PCA training
  with the Person Centred Approaches Department in
  preparation for accreditation with an awarding
  body
• Liaising with educational institutions re the
  development of accredited learning including the
  development of leadership and management
• Written and implemented a set of service
  standards
• Implemented a Quality Management System (on line)
  to support the ongoing deliver of quality
  standards
• Training strategy that supports the needs of the
  organisation including initiatives such as Train
  the Trainer
• Ongoing commitment to supporting staff on the
  Tizard and IABA
• Ongoing commitment to NVQ achievement current
  stats approx 60
• Involved in the delivery of a number of Skills
  for Care contracts to promote service user
  inclusion in the setting and reviewing of
  standards, training and individualised learning
  programmes

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Pushing Practice Forward
6
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PRACTICE LEADERSHIP
Section 6

• Make supervision person centred, focus on how
  staff support individuals.
• Move things forward side by side with the people
  we support.
• Service users must be central to all that
  involves them.
• Specialist staff and Managers must role model on
  a daily basis.
• Get out of the offices.
• Develop person centred teams.
• Become enablers not accepting controlling
  practices.
• Transfer knowledge into practice.
• Make staff support a priority.

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A Person Centred Approach Towards Interventions
Section 6
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Staff Support
Section 6

• Staff need to feel supported
• Staff need to feel valued
• Staff need to be empowered
• A well supported, happy staff team provide a
  better quality of life to the people they are
  supporting.

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Questions Close
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