Welcome to The Learning and Development Service

Attending this course will enable managers and Senior Staff to comply with legal requirements (Management of Health & Safety at Work Regs 1999), as well as CQC outcomes for Risk Assessment in Safer People Handling.

It is designed for managers who have a responsibility for Safer People Handling Risk Assessments.

It is a Level 2 award in Principles of Risk Assessment.

It is certified by the HABC and assessed by a multi choice exam 

Final report of the Independent Review of the Mental Health Act 1983 (December 2018)

This course is aimed at social care staff, to gain more knowledge about working people who have ADHD

In order to obtain full compliance, you must complete and pass both Data Security Refresher and Cyber Security Refresher modules below.

This course must be accessed in Chrome

In order to obtain full compliance, you must complete and pass both Data Security Refresher and Cyber Security Refresher modules below.

This course must be accessed in Chrome

Today, understanding and responding to the needs of LGBTQ+ (Lesbian, Gay, Bisexual, Transgender and Queer +) people is no longer a case of good practice. It is an essential requirement for organisations providing services, whether in the private, public or voluntary sectors. New legal protections and changes in society mean that LGBTQ+ people are more visible in all walks of life and are more likely to expect treatment that is relevant and does not discriminate or exclude.

Evidence shows that older LGBTQ+ people have an increased likelihood of living alone and an increased need to be supported through older adult services. However, there are many reasons why older LGBTQ+ people are less likely to access the services they could benefit from.

Many of the challenges which face older LGBTQ+ people in later life are the same as for many older people. However, older LGBTQ+ people are also likely to face a range of other issues which make the experience of age and ageing more complex. Research has shown that many care organisations working with older people are often unaware of the issue’s older LGBTQ+ people face in later life and it is therefore important to raise awareness of these issues and to provide guidance on how these issues can be addressed.

Target Audience - BCC Adult Social Care Managers at Grades 4 and 5

These development sessions will be held using Microsoft Teams

The Directorate continues to support the organisation’s commitment to tackling racism and discrimination in the workplace.  The next stage of the strategy will be for  managers and officers at GR4 and 5 to attend facilitated equality, diversity and inclusion development sessions.

Change can be facilitated best when individuals and teams feel safe and supported in the change processes. This is important as ASC moves toward culture, systems and processes that address the racial disparities in the workforce data. The intention is for these workshops to be open to all, not segregated by race. 

Learning outcomes

• Understand the various manifestations of inequalities in the lives of staff and people who use services.
• Gain skill is critiquing their own thinking and that of others in relation to forms of discrimination, and become better equipped at challenge.
• Gain skills in setting actions that address visible and invisible biases in the context of structural inequality.
• Learn about the socio ecological model that links individual experience with systemic processes that mean that inequities are often invisible.
• Understand the model of moving from ego-system to eco-system in structural change.
• Be equipped to use and introduce Marshall Rosenberg’s model of Non-Violent Communication to contain conversations about discrimination with a focus on ongoing transformation,

Places will be allocated to each cohort on a first come first served basis

All officers at these Grades are encouraged to undertake the L3 Advanced Unconscious Bias training if you haven’t already and please promote attendance on the L1 and L2 training programmes to your teams.

Safer People Handling

Aims:        

To train participants in safer people handling,

 Objectives: 

Examine principles of lifting and handling

Demonstrate methods of safe manual handling of people

Examine legal requirements         

Explore risk assessments Practice and demonstrate safe lifting techniques of people with a range of equipment

Target Audience:

Staff in Care Centres and Day Opportunities

This course is for candidates who are involved in the lifting, handling and moving of people in their work roles.

This course is a half- day training programme in the use of an adrenaline auto-injector; it allows participants to achieve a basic competency in responding to anaphylactic shock. It is assessed by the tutor on the day. Candidates at the end of the course have achieved a competent standard in the administration of adrenaline auto-injector and recognise how to manage the condition. The use of adrenaline auto-injector is becoming more common and a requirement for an organisation that may have a need to use this equipment within its day-to-day operation.

Candidates will have an EpiPen and anaphylactic safety certificate that is valid for 1 year.

Commentary

This course involves a mixture of group and individual work and requires the application of critical reflective thinking during the day. This course covers a range of interactive learning approaches and techniques, designed to enable staff to reflect upon their own practices and that of others. You will also be completing exercises during the day, and we will be examining practical application of communication theories in a professional setting

Aim of this one day programme

To be able to improve support for citizens with a range of disabilities

Target audience – BCC Adult Social Care Grade 4 Officers and above only

Duration - 3 days (delegates must commit to attending all 3 dates) when submitting a booking request.

The ODP™ wave one Workshops are building on the work undertaken within ASC over the last two years to establish a culture with a holistic approach to performance, to ensure clarity on what needs to be done, who is going to do it and how things are undertaken. The emphasis of a strong performance driven culture, working at pace with adult: adult relationships embedding coaching as a preferred conversation style.

 Through the workshops to :

• Ensure understanding of ODP™ principles and behaviours in practice
• Improve Confidence in modelling ODP behaviours individually and within own team
• Modelling of ‘adult adult’ style conversations to encourage ownership and innovation- based on key behaviours of shared goals, people first and achievement
• Apply and explore ODP™ behaviours within context of our key agenda items of Strengths based practice, Health & Wellbeing and Equality and Inclusivity

The three interrelated workshops seek to create and sustain a strong, cohesive, and supportive performance culture with the following principles modelled in behaviours:

• Owning and Driving Outcomes
• Embracing Innovation and Change/New ways of Working
• Partnership and Connectivity ethos                  
• Encouraging inclusion of different experiences and bias to add value to the whole
• Support and Challenge ethos and behaviours

Why we need to look at performance from a people centred model, understanding context of change, Modelling ‘owning and driving’ own performance in practice - clarity re behavioural (qualitative) measures – theory to practice!

ii. Coaching for performance

Introduces the GROW model of coaching applied ‘In Time’ conversations. Practical session to practice in time coaching conversations as we move away from ‘grade or ‘go to’ technical expertise focus only’ and towards equity and empowerment style conversations with focus on individual responsibility and accountability invested in individuals. 

 iii ‘Crunchy conversations for performance

Considers more personal awareness of behavioural style in application when providing challenge and giving feedback in a way that improves performance, even when difficult.  Again, the focus Is on consistency of modelling the stated behaviours in practice 

Each person will be paired with a peer from within the cohort where they do not have a current line manager relationship – these will continue for 2 years to enable consolidation and practice of modelling new behaviours and approaches whilst developing partnership relationships and thinking.

Welcome to ‘Focus on Fraud Awareness’ - This eLearning module has been designed to help you recognise the signs of potential fraud and understand the steps that you need to take to ensure it is managed, investigated, and dealt with appropriately.  

The course will take about 45 minutes to complete.  We encourage all employees to undertake this module and hope you find it interesting and informative.

The purpose of this course is to provide all BCC employees with a broad and consistent understanding of fraud and how such crimes can be prevented.

On completion of the course, you should be better able to recognise potential fraud in your workplace and be aware of your responsibilities if you suspect it.    

Fraud is impacting on organisations in more diverse ways than ever before and is costing local authorities billions of £s every year. Beyond the substantial financial hit, however, the fallout from any fraud can be a damaged reputation with demoralised staff and mistrust in the minds of local residents and businesses. 

The course has 5 sections which respond to the following questions:

·       What do we mean by fraud?

·       Where are the key risks?

·       What’s different about corruption?   

·       What can Councils do to minimise the risks?

·       How can you spot a fraudster? 

Welcome to ‘Focus on Fraud Awareness’ - This eLearning module has been designed to help you recognise the signs of potential fraud and understand the steps that you need to take to ensure it is managed, investigated, and dealt with appropriately.  

The course will take about 45 minutes to complete.  We encourage all employees to undertake this module and hope you find it interesting and informative.

The purpose of this course is to provide all BCC employees with a broad and consistent understanding of fraud and how such crimes can be prevented.

On completion of the course, you should be better able to recognise potential fraud in your workplace and be aware of your responsibilities if you suspect it.    

Fraud is impacting on organisations in more diverse ways than ever before and is costing local authorities billions of £s every year. Beyond the substantial financial hit, however, the fallout from any fraud can be a damaged reputation with demoralised staff and mistrust in the minds of local residents and businesses. 

The course has 5 sections which respond to the following questions:

·       What do we mean by fraud?

·       Where are the key risks?

·       What’s different about corruption?   

·       What can Councils do to minimise the risks?

·       How can you spot a fraudster? 

This short course will give an overview of good practice to staff in Care Centres and Day Opportunities around issues to do with Continence Care.

Duration – Half day

Target Audience – Open to all grade 5 and above managers and grade 4 officers with supervisory or managerial responsibilities who have attended the Wave one ODP workshops. Where possible attend with your peer to peer or the person you are having a coaching conversations with to strengthen cross service engagement.

The Virtual session on 8th December 2022 is only open to colleagues who have a medical exemption.

Key areas to be covered:

• Responsibility and Accountability in modelling the new culture – Proactivity. Emphasis on clarity & performance – with compassionate leadership.
• Trust through Support and Challenge ethos
• Social Justice principles reflected within communications and practice
• Adult to Adult coaching style of conversations at forefront of communicating and managing.
• Working at Pace and embracing NWoW  (New Ways of Working)
• Working in authentic and genuine Partnership across Service and Organisation.
• Utilising the complaints snapshots data and customer journey language to reflect on communications across and within team

Owning and Driving Performance Strand Three – Strengthen partnership ethos across TMs and HoS,

Modelling of Compassionate and dispersed Leadership, NWoW. (Inclusive of Key partners within Business support, HR & OD business partners)

Duration - 1 day (9.30am to 4.30pm)

Target audience – BCC ASC Team Managers and Heads of Service

Dates (please book on to one date only)

• Thursday - 10/11/2022 in Room 2, The Saffron Centre, Highgate B12
• Friday - 11/11/2022 in The Lighthouse Room, St Barnabas Church Centre, Erdington B23
• Monday  - 14/11/2022 in The Lighthouse Room, St Barnabas Church Centre, Erdington B23
• Tuesday - 15/11/2022 in Room 2, The Saffron Centre, Highgate B12
• Monday - 28/11/2022, The Saffron Centre, Highgate B12

Please bring your ODP Books with you to the session. Thank you

Cultural Competence Workshop 

Target Audience -

ONLY AVAILABLE TO INTERNAL BBC STAFF

Duration One day - 9.30am to 4.30pm

Culture is not fixed nor is it absolute; the way we perceive the world is as much a reflection of who we are as it is of the other. Modern Cultural Competency training moves away from the study of the ’other’ with some misguided belief that it is possible to look at other people through a neutral lens.  Rather, this workshop promotes reflection and awareness of key ingredients in cultural competence. It is not a ‘how to’ checklist of what to expect when working with different groups. It is a guide to understanding how to act with awareness of your own role and culture and to interact with others. We look forward to seeing you on the programme, where your active participation will be required.

Aims

• Vision, definitions, boundaries
• Understanding self and our role in cultural competency
• Systems, processes, and their role in cultural competency
• Actions and learning — applying cultural competency in daily life

 Learning outcomes

• Understand and work towards the vision of cultural competency at BCC Adult Social Care
• Understand culture as universal including one’s own
• Ability to be humble and not re-enact cultural racism
• Appreciate that cultures are not homogenous
• Understand how identity and sense of self impact cultural competency
• Have confidence to explore culture without exoticizing or being avoidant
• Be skilled to research cultures enough to ask informed questions of citizens
• Gain knowledge in the different cultural terminologies from sensitivity to safety
• Understand the risks of cultural competency when misunderstood or mis-applied
• Understand how intersectionality impacts on cultural competency

Aimed at Heads of Service only

Following on from Strand 3 ODP sessions with Heads of Service and Team Managers that took place in November 2022, this is a one-day ODP development session for Heads of Services to come together and look at the current challenges.

Aimed at Team Managers only

Following on from Strand 3 ODP sessions with Heads of Service and Team Managers that took place in November 2022, this is a one-day ODP development session for Team Managers to get together and look at current challenges.

Health check sessions with Advanced Coaches 

This course is open to all Advanced Coaches who have been through the two-day Advanced Coaches training. 

This is a half day Health Check practicing and developing our coaching skills.

Event for Adult Social Care Providers in Birmingham

Workforce Offers:

• Recruitment, Retention and Career Development
• Cost of Living
• Health and Wellbeing

Time - 9.30am to 12.30pm

Target Audience - Birmingham Adult Social Care Manager and Deputies

Venue -  Midlands Arts Centre (MAC), Cannon Hill Park, Birmingham B12 9QH

 Advice on :

• Relationships
• Mental Health & Well-being
• Discounts on Travel
• Online Resources

Help in Brum:

• Energy efficiency
• Money and benefits
• Food provision
• Warm welcome

There will be plenty of opportunity for discussion and we look forward to hearing your suggestions about we can make a positive difference for citizens through positive collaboration.

Places are limited, so please book your place as soon as possible.

Post full details 

The training will be piloted by commissioned supported exempt providers and non-commissioned providers signed up to the quality standards. If successful it is envisaged that the training will be rolled out to the wider the sector at a later stage as part of the achieving the Quality Standards with providers expected to pay for the training so that it becomes self-financing.  

Aimed at Heads of Service and Team Managers only

Following on from Strand 3 ODP sessions with Heads of Service and Team Managers that took place in November 2022, this is a one-day ODP development session for Team Managers to get together and look at current challenges.

Aimed at Team Managers only

Following on from Strand 3 ODP sessions with Heads of Service and Team Managers that took place in November 2022, this is a one-day ODP development session for Team Managers to get together and look at current challenges.

Aimed at Team Managers only

Following on from Strand 3 ODP sessions with Heads of Service and Team Managers that took place in November 2022, this is a one-day ODP development session for Team Managers to get together and look at current challenges.

Aimed at Heads of Service only

Following on from Strand 3 ODP sessions with Heads of Service and Team Managers that took place in November 2022, this is a one-day ODP development session for Heads of Services to come together and look at the current challenges.