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Below is recent feedback received from our course participants. Participants were asked what things will they do differently in thier job as a result of the training:
Helped improve my knowledge of the warning signs when working with problem tenants.
Encourage more de-briefs after incidents. Using our trainers more to instil confidence in some members of staff. Thoroughness of paperwork. Looking thoroughly at the green behaviour scale for all our service users. Ensuring that nurses and senior support workers get this training.
More actively involved with in the team. Training. Better knowledge of Amber (stress factors). Handovers-more involved. Allocations-more involved. Awareness of Amber stress factors. Post Incident reviews- more involved. Behaviour monitoring form. Proactive not reactive. Take time to get to know staff. Positive feedback.
To look at trends ie weather staffing mix, lack of skills staff when incidents arise. To understand better why? - Amber Awareness. Which level of red behaviour on AERF's - use behaviour language. AERF's - what helped that individual calm down? What made de-secalation successful? AERF's - timescale.
From this update, miss utilising Lalemand scale. Passionate about the approach NAPPI has. Previously worked in challenging behaviour, now work in physical health. Will look more into utilising Lalemand Scale more to enhance quality of life as before. maybe put NAPPI on supervisions.
Looking at realistic situations for service users Green Behaviour Scale and look at how this could be developed with in induction training for Exemplar. How do we embed NAPPI training/evaluation with in the units? Ho w do we ensure we have NAPPI trainers that speak to managers re the session pass on important factors that come up during the session? Home visits reports for NAPPI Trainers.
Post incident reviews. Discuss in supervisions. Giving the nurses more awareness of how we review incidents. What process is, discuss care team responses, explain functional assessment and how we improve and move forward. look at behaviour care plans, check detail. Are they comprehensive enough? If RPI is required as a last resort, what RPI is required ie guided walk, capture wrap. Amber scale - (stress factors)
Reinforced usefulness of NAPPI principles and value of encouraging staff to make greater use. Length and complexity of reporting may lead to under reporting. Time line record of an incident. Holding events timeline. Look at the language used in AERF's.
Look at that the little points are so important. Time line information sheet and body map. More updates for staff - overviews to keep information in staffs mind. Terminology/buzz words so that all staff are aware of these.
Recognise the value of the small things to improve life for both service users and staff.
RPI incident report structure/time line template.
Staff competency/skills assessments.
Definition of incidents.
Regular use of NAPPI terminology to consolidate correct use of language for documentation support.
Look at implementing at meetings. Implement at walk rounds. Discuss at all meetings. All homes have some concerns/issues/staff using relevant descriptions care plans/ documentation in daily work. All new staff to discuss at probation meetings. Holding events timeline (NAPPI 2) Important process. Prevention/awareness of behaviours - AVOIDANCE/COACHING. Use of language.
Look at how the green/amber scales can be applied to staff management. To go back over the theory elements of NAPPI 1 and 2 to be more aware of items that may have been forgotten over time. Lack of detail in documentation. Does NAPPI continue to be applied inappropriately? Holding Events Timeline.
Attempt to encourage staff to consider to use more of green scale, more productive activities etc. Ho w to support staff in using NAPPI better especially de-escalation. Use language from the behaviour scale in their documentation. Level 2 restraint avoidance and timeline of events. Assess the behaviours service users.
Some sort of '2nd observation' to check for learning a few weeks or months after induction. A running document based on the holding events timeline to grab and keep a current record of the incident as it happens. A NAPPI based supervision model.
More reporting of when NAPPI is positive. Incident report completing as part of NAPPI training. Vocabulary of incident reports. How can we ensure successful learning? Documentation of successfulness of NAPPI.
It has been very useful to reflect on NAPPI principles and how these are reinforced and adopted by all staff. Use of language and terminology and the importance of this. Events timeline for holds - knowledge of team - base line.
Begin to use NAPPI terminology to ensure staff are more aware that NAPPI is more than the x-shield. For incidents, good idea to have a scribe recording events as they happen. Support staff to understand that though they rarely use physical elements of NAPPI, we do use other NAPPI principles.
Be more sensitive and really look at staff behaviour scale however, more importantly get staff to think about green behaviour scale for service users. Review of our student forms to reflect on the use of 6 page document eg: support by NAPPI useful for homes that has a lot of physical intervention.Although difficult, focus to be 'no hands on'. Some homes do require NAPPI 2 understandably however more knowledge difficult to gauge appropriateness.May firstly go think of NAPPI 2 to stay safe. Devise a pre update question/answer to complete, attempt to confirm knowledge/identify gaps/how many sessions already attended. This knowledge gauge trainer/manager competence/knowledge. Not just a training exercise that looks good on staff. Exemplar having a service user like Tony to explain from service user view. Extremely useful. Would allow understanding as would use service user as a reference.