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Links to CLD

As CLD Practitioners, we all follow a set of Values and Ethics that we must uphold at all times when engaging wiht the public. Our professional body is called the CLD Standards Council Scotland

The Case Study I chose relates well with the CLD Standards Council Competent Practicioner Framework. 

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  1. When we first met all the learners, we made sure we got to know them and understood the community of the project and assign work placements according to their skills and needs.

  2. We built and maintained excellent relationships throughout the year to enusre that the learners can come up to us or phone us for any support

  3. Throughout the year, we provided a number of learning and development opportunities this included - work placements, professional training and a wide variety of qualifications

  4. We gave space for our learners to empower themselves by offering to lead a session for a group or ask if they could run a trial session in our staff meetings.

  5. As a part of being our own project, we had a budget that needed to be managed. We would ensure that the budget was used wisely and that we were able to order any resources that were needed for the team

  6. Throughout the team meetings, we would give out group tasks for our learners to complete. One that we used many times was to come up with an activity with one or no resources and facilitate as a team

  7. At the end of each team work session we would evaluate the session and let them know what went well and what we would've done differently. The Learners reflected often in their practice through the Adult Achievement Award

(CLD Standards Council, 2022)

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Throughout the year in the case study, we ensured to follow the CLD Code of Ethics.

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  1. Our Primary Client was the learners in the programme, and all our efforts in our employment was to support them

  2. Throughout the project, we supported learners through difficult times, where it would be their living situation or physical health, we would support them to facilitate change for the better

  3. All our learners were treated equal and those who required extra support were given the support to develop

  4. We gave room for our learners to empower themselved through work placements or developmental opportunities through training

  5. As lead staff, we already had that duty of care for our staff and we have had to taken good measures to ensure staff aren't negatively impacting their wellbeing

  6. We understood the issues with relationships and conflicts of interests and were careful to not give anyone more support because we were friends outside of work

  7. Any discussions in private were made confidential and if I were to disclose to my line manager, the learner would be aware before engaging in the conversation

  8. We would work with other CLD staff to ensure that the learners had the best chance for the best outcome

  9. After every team meeting, the lead staff would reflect on it and discuss whether we could do differently. Developmental opportunities were also given to the lead staff.

  10. Our personal opinions were our own and we did not let that impact our work ethic and attitude towards others.

  11. We kept professional boundaries while in work and outside of work so no conflicts could arise within work

  12. The lead staff would meet often and support one another. We would ensure we were keeping up with our wellbeing so we were able to give our full efforts to the learners.

(CLD Standards Council, 2017)

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