Support Person-Centred Thinking and Planning

Unit ID:
CCY373
Unit Code:
PT13CY055
Level:
Three
Credit Value:
5
Sector:
1.3
LDCS:
PT1
GLH:
41
Last registration date:
31/08/2019
Lower age restriction:
16
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Purpose and Aim

This unit is aimed at those who work in a range of health or social care settings. This unit enables the learner to extend their knowledge about the principles, processes and context of person-centred thinking, planning and reviews. It also requires the learner to explore their own role in implementing person-centred thinking and planning and to develop further the skills and attitudes necessary to fulfil this role

Learning Outcomes

The learner will

Assessment Criteria

The learner can
1. Understand the principles and practice of person-centred thinking, planning and reviews
1.1Explain what person-centred thinking is, and how it relates to person-centred reviews and person-centred planning
1.2Explain the benefits of using person-centred thinking with individuals
1.3Explain the beliefs and values on which person-centred thinking and planning is based
1.4Explain how the beliefs and values on which person-centred thinking is based differs from assessment and other approaches to planning
1.5Explain how person-centred thinking tools can form the basis of a person-centred plan
1.6Describe the key features of different styles of person-centred planning and the contexts in which they are most useful
1.7Describe examples of person-centred thinking tools, their purpose, how and when each one might be used
1.8Explain the different ways that one page profiles are used
2. Understand the context within which person-centred thinking and planning takes place
2.1Interpret current policy, legislation and guidance underpinning person-centred thinking and planning
2.2Analyse the relationship between person-centred planning and the commissioning and delivery of services
2.3Describe how person-centred planning and person-centred reviews influence strategic commissioning
2.4Explain what a person-centred team is
2.5Explain how person-centred thinking can be used within a team
2.6Analyse how to achieve successful implementation of person-centred thinking and planning across an organisation
2.7Describe the role of the manager in implementing person-centred thinking and planning
2.8Explain how this relates to the role of a facilitator
3. Understand own role in person-centred planning
3.1Explain the range of ways to use person-centred thinking, planning and reviews in own role:
 • with individuals
 • as a team member
 • as part of an organisation
3.2Explain the different person-centred thinking skills required to support individuals
3.3Identify challenges that may be faced in implementing person-centred thinking, planning and reviews in own work
3.4Describe how challenges in implementing person-centred thinking, planning and reviews might be overcome
4. Be able to apply person-centred planning in relation to own life
4.1Demonstrate how to use a person-centred thinking tool in relation to own life to identify what is working and not working
4.2Describe what other person-centred thinking tools would be useful in own life
4.3Evaluate which person-centred thinking tools could be used to think more about own community connections
4.4Evaluate which person-centred thinking tools or person-centred planning styles could be used to think more about own future aspirations
5. Be able to implement person-centred thinking, planning and reviews
5.1Demonstrate the person-centred thinking and styles of person-centred planning that can be used to help individuals move towards their dreams
5.2Show that the plan and process are owned by individual
5.3Demonstrate how person-centred thinking tools can be used to develop a person-centred plan
5.4Use information from a person-centred review to start a person-centred plan
5.5Use person-centred thinking to enable individuals to choose those who support them
5.6Support the individual and others involved to understand their responsibilities in achieving actions agreed
5.7Demonstrate a successful person-centred review

Assessment Methods:

There are no prescribed assessment methods for this unit. Assessments used should be fit for purpose for the unit and learners, and generate evidence of achievement for all the assessment criteria.

Assessment Information:

There is no specific assessment information to be used with this unit.

If not specifically stated in the assessment information, a plural statement in any assessment criterion means a minimum of two.

Other Mappings:

Mapping to National Occupational Standards (NOS) and the Knowledge and Skills Framework(KSF) for the NHS.

NOS ref: Links to NOS HSC 36

Assessor Requirements:

Units need to be assessed in line with the Skills for Care and Development QCF Assessment Principles.
LO 2, 3 and 4 must be assessed in a real work environment.

Additional information:
An individual is someone requiring care or support

Person-centred thinking tools include:
Important to/for (recorded as a one-page profile)
Working/Not working
The doughnut
Matching staff
Relationship circle
Communication charts
4 plus 1 questions
Citizenship tool
Decision making agreement
Presence to contribution
Dreaming

Community connecting related tools:
Who am I? My gifts and capacities
Hopes and Fears
Mapping our network
Passion audit
Capacity mapping
Who am I? – My places

Person-centred teams – A person-centred team uses person-centred thinking within the team context, to clarify the purpose of the team, what is important to the team and what support team members need. Teams can work through seven questions to explore becoming a person-centred team. Each question uses a range of person-centred thinking tools to answer it. Information about purpose, what is important to the team, action and reflection is recorded and updated in a person-centred team plan.

Person-centred plan may include an Essential Lifestyle Plan

Others may include:
• The individual
• Colleagues
• Families or carers
• Friends
• Other professionals
• Members of the public
• Advocates