What is Confidentiality in Childcare?

Confidentiality refers to keeping sensitive, personal information private and secure. This means not disclosing personal information to people who don’t need to know it, preventing unauthorised access to private information and not using, sharing or disclosing someone’s information without their consent.

In terms of confidentiality in childcare, confidentiality is an agreement between members of staff, health and social care professionals, children and their families. We all have personal information – even children – and we all have a right to privacy. Therefore, you have an important role to play in keeping sensitive information private and only sharing it when absolutely necessary.

In childcare settings, confidential personal information is anything about a child or their family that could be considered ‘sensitive’. Legally, personal information is anything that relates to an identifiable person, isn’t common knowledge, and that would cause the person damage, harm or distress if it was disclosed without consent.

For children and families examples of personal information that you should keep confidential include:

• The child’s name, address and contact details.
• Registration forms or contracts.
• The parents’ or carers’ names and contact information.
• Parental consent forms.
• Information about a child’s health, disabilities or wellbeing.
• Details about a child’s development or educational needs.
• Notes containing child protection or welfare concerns.
• Accident and incident records.
• A child’s medical history.
• Photographs of the child.

Why is Confidentiality Important in Childcare?

Confidentiality is important in childcare because not only do you have a duty of care towards the children you look after, but you are also responsible for legal compliance. We all have a legal right to privacy under Article 8 of the Human Rights Act 1988 which establishes ‘the right to respect for your private and family life’. To help uphold this right, you must keep children’s information confidential and only share it when absolutely necessary.

You also have a legal duty to keep a child’s information confidential under the Data Protection Act 2018. This law requires all settings to:

• Keep personal information safe and secure.
• Protect personal information from misuse.
• Process personal information securely and confidentially.
• Give people control over the use of their personal data (ask for consent).

Alongside legal reasons, confidentiality in childcare is essential because it establishes trust between parents, children and childcare workers. If parents and carers can trust that their child’s information will be kept secure, then they’re more likely to trust you and your setting with important information and less likely to withhold details from you.

How to Maintain Confidentiality in Childcare

To maintain confidentiality in childcare, you must take into account the following:

• Only share personal information with third parties when you have the consent and formal permission from the child’s parents or carers or, where appropriate, the child. Information can only be shared without consent in emergency situations.
• When keeping records about a child, whether digital or on paper, the personal information recorded must be accurate and factual. Avoid vague language, judgmental comments or opinions.
• Ensure parents and carers are informed about which personal information you need about them and their children, what you’ll be using it for and how you’ll keep it safe and confidential.
• Personal information should only be shared on a ‘need to know’ basis, i.e. only with people directly involved in the child’s care.
• When talking to a parent, carer, child or adult involved in the child’s care about sensitive topics, or when requesting personal information verbally, hold the discussion in a private space where you cannot be overheard.
• Parents have a legal right to see what has been written about their child and make an access request to see their files. However, if the child’s files contain confidential information about other people, then these people must be asked for consent before you can share the file.
• Your setting must have robust data protection and GDPR policies and procedures in place for all types of confidential information, whether digital or paper. This includes clear guidance on obtaining, storing, sharing and deleting personal information,
• All members of staff in your childcare setting need to be trained in confidentiality, your setting’s policies and procedures and their responsibilities. Everyone must understand how to handle confidential information and how to keep it secure.

Looking to Learn More?

Everyone working in a childcare setting should understand the importance of confidentiality, data security and how to handle personal information about the children and families they work with. Our online GDPR Training, Data Protection Training, Cyber Security and Information Governance courses will ensure you and your staff members have all the necessary knowledge to act responsibly and legally.

When Can Child Confidentiality be Breached?

The law states that personal information must be kept confidential and, for childcare practitioners, confidentiality in childcare is an essential part of the role. However, there are certain situations when confidentiality can be breached and parental consent is not needed to disclose information.

The Children Act 2004 says that childcare professionals must share information about a child if:

• There are immediate concerns about a child’s physical or mental health.
• The child is being exposed to harm or is at risk of harm.
• Parental needs mean that the child cannot be looked after properly.

Confidentiality should always be set aside if there is an immediate risk of harm to the child, yourself or someone else. This is also the case if the child is at risk of being involved in criminal activity. In these situations, consent to share personal information is not required as the child’s immediate welfare is more important.

Confidentiality Policy in Childcare

A confidentiality policy in childcare is used to clearly outline the procedure for collecting, storing and sharing personal information. It should be communicated to all members of staff, parents and carers, so that everyone understands what their responsibilities are.

Your childcare setting should also have a separate data protection policy and safeguarding policy that reference confidentiality and information sharing.

A confidentiality policy in childcare should cover:

• What types of personal information your setting holds.
• Where you will store personal information and how you will keep it secure, e.g. a locked cabinet, password protection, etc.
• Who the personal information will be shared with.
• How parents can access information about their child held by the setting.
• The procedure for unauthorised breaches of confidentiality.
• An explanation of when personal information will be shared in case of emergency.
• Who has overall responsibility for data protection in the setting.
• How staff members will be trained in confidentiality procedures.

Confidentiality in childcare is essential for upholding legal rights, data protection compliance and child wellbeing. All personal information that’s shared with your setting must be kept private and secure, and this can be done by following a robust confidentiality policy. Everyone must understand their responsibilities and recognise what they should be doing to maintain and respect the confidentiality of the children and families they work with.

Further Resources:

• Information Governance Training
• Whistleblowing in Schools: Policy and Procedure
• Creating a Safeguarding Policy – Example Template for Schools
• Keeping Children Safe in Education: Key Changes

The post Confidentiality in Childcare appeared first on The Hub | High Speed Training.

Why Cleaning Your Air Fryer is Important

Air fryers have soared in popularity over recent years thanks to their small size, efficient use of energy and the speed at which they can cook your favourite foods. You may own a simple model with just a basket and tray, or your air fryer may come with multiple accessories, including chip baskets and rotisserie baskets – all of which need to be cleaned thoroughly.

Proper care, maintenance and cleaning of your air fryer is essential for ensuring your appliance continues to work efficiently and safely. Not only that, cleaning your air fryer is important because it:

• Ensures the food you cook tastes better.
• Improves food hygiene.
• Lowers the chances of harmful bacteria causing food poisoning.
• Prevents the build up of grease, making future cleaning much easier.
• Prevents unpleasant odours from building up.
• Reduces the chances of smoke and potential fire hazards.
• Prolongs the lifespan of your air fryer.
• Keeps your air fryer running efficiently.
• Ensures your air fryer remains safe to use.

How Often to Clean Air Fryer

Cleaning your air fryer regularly is important to ensure it continues to work like new whilst also keeping your food safe from harmful food poisoning bacteria. It’s recommended that you give your air fryer a light clean after every use and a deeper clean every month, or every few uses if you regularly cook greasy foods.

A light clean after each use means removing small crumbs that may burn, wiping in and around the appliance with a damp cloth to remove surface dirt and hand washing the air fryer basket.

For a monthly deep clean, you’ll need to clean all the accessories and inside the appliance more thoroughly to remove burnt-on food, grease and odours. See our guidance on the best way to clean an air fryer below.

Best Way to Clean an Air Fryer

The best way to clean an air fryer is with washing up liquid, a soft cloth, an old toothbrush and some old-fashioned elbow grease. You don’t need fancy cleaning products or sponges to keep your air fryer looking and operating at its best.

To clean an air fryer, follow these simple steps:

1. Unplug your air fryer and allow it to cool down completely.
2. Remove all the parts and accessories, including the tray and any baskets.
3. Clean each item with warm, soapy water and a soft, clean cloth. Use an old toothbrush to get into the corners and each part of the basket to ensure it’s cleaned thoroughly.
4. To remove stubborn dirt or burnt-on food, leave the part to soak for a few minutes before cleaning. Alternatively, make up a paste with bicarbonate of soda and water then gently work this into the area with a toothbrush until the dirt comes loose.
5. Rinse each air fryer accessory in clean water and leave to air dry.

How to Clean an Air Fryer Basket or Drawer

To clean an air fryer basket or drawer:

• Fill the sink with warm water and washing up liquid, then use an old toothbrush to clean all areas of the basket.
• For stubborn dirt, leave the basket to soak in soapy water for 20-30 minutes before scrubbing with a brush or sponge.
• Leave the air fryer basket to air dry and then reassemble, ready for its next use.
• If the basket still has an unpleasant odour after cleaning, sprinkle some bicarbonate of soda into the basket and leave it to absorb the smell for a few hours, then rinse clean.

How to Clean an Air Fryer Tray

To clean an air fryer tray:

• Sweep off any loose crumbs and food from the tray into the bin. Use a paper towel to wipe away any oil.
• Fill the sink with warm water and washing up liquid, then wipe the tray thoroughly using a soft, clean cloth.
• For stubborn dirt or burnt-on food, leave the tray to soak in soapy water for 20-30 minutes before scrubbing lightly with a sponge or old toothbrush.
• Leave the air fryer tray to air dry and then reassemble, ready for its next use.

How to Clean an Air Fryer Heating Element

To clean an air fryer heating element, found on the underside of the appliance:

• Unplug the air fryer and ensure it has completely cooled to avoid burns.
• Because the heating element is part of the air fryer itself and cannot be detached, it must not be submerged in water or you risk breaking the appliance.
• Use a clean, damp cloth or sponge to wipe grease and dirt off the heating element.
• Rinse the cloth in warm soapy water and wipe again, repeating this action until no dirt is left on the heating coil.
• For stubborn grease, use a soft bristled toothbrush and warm, soapy water to carefully scrub the heating element. Avoid getting it too wet so you don’t damage the element.
• Leave the heating element to dry completely before switching the air fryer back on.

How to Clean an Air Fryer Filter

To clean an air fryer filter:

• Remove the filter casing and pull out the air fryer filter.
• Fill the sink with warm, soapy water and then use a soft, clean cloth to wipe the filter clean.
• Leave the filter to air dry and then put back into the air fryer for next use.
• Most air fryer filters need replacing every 6 months or so, depending on how often you use your appliance. Check the manufacturer’s instructions for more advice for your particular model.

Air Fryer Cleaning Hacks

Check out our top air fryer cleaning tips to help you get the most out of your appliance, minimise cleanup after use and make the cleaning process easier:

• Avoid using the dishwasher to clean an air fryer, even if the parts are labelled as dishwasher safe. This is because, over time, dishwashers can strip the non-stick coating on the air fryer components.
• Wipe your air fryer down after every use, as this will help it last for longer and make deep cleans much easier to do.
• Use air fryer basket liners or baking paper when you cook, as this drastically helps to reduce mess and the liner can be thrown away after use.
• For stubborn, baked-on grease, try filling the tray or drawer with water, drop in a dishwasher tablet and leave to soak overnight. Then, simply rinse clean the next day.
• Never use harsh cleaning chemicals or abrasive sponges on your air fryer, as this will damage the non-stick coating or could cause chemical contamination of food.
• Despite being a popular internet trend, never fill your air fryer with water to clean it, as this can damage the appliance. Instead, remove the individual components and hand wash them.
• Always ensure your air fryer is completely dry before using it again, as moisture in the wrong places can cause your air fryer to malfunction.

Knowing how to clean an air fryer is essential knowledge for anyone who owns this small appliance. Regular and thorough cleaning ensures food safety and proper hygiene, and helps to increase the longevity of your air fryer. By following our top tips for how to clean an air fryer, you’ll easily get the most out of your favourite kitchen appliance.

Further Resources:

• Food Hygiene Courses
• Air Fryer Safety for UK Households
• Deep Fat Fryer Safety
• How to Clean a Kitchen

The post How to Clean an Air Fryer appeared first on The Hub | High Speed Training.

What is Employee Onboarding?

Employee onboarding is the process of welcoming and integrating new workers into the workplace, ensuring they have everything they need to be productive, successful and comfortable in their new role.

Employee onboarding ensures new employees are supported and fully understand the work tasks, work environment, expectations, team structure and company culture. It’s also a great opportunity to give that all-important positive first impression of the company, as it can easily influence how the new worker feels about their new workplace.

Onboarding begins as soon as the new hire has received their job offer and continues for weeks or even months after the employee’s first day at work, usually until the point when the employee feels fully adjusted to their new role.

A well-planned employee onboarding procedure has many benefits, for both new employees and businesses, including:

• New employees will settle into their role quickly.
• New workers will reach full productivity at a faster rate.
• Employees are more likely to stay with the company leading to better employee retention.
• Teams are stronger, closer and work together better .

Employee onboarding is particularly important for remote workers or hybrid workers, who are likely to face additional barriers and challenges compared with those who work alongside their colleagues every day. It’s a good idea to create a separate onboarding procedure specifically for remote employees if they are a common feature of your business.

Onboarding Process Steps

Following a series of onboarding steps with each new employee ensures you have a well-thought-out plan that can be used time after time. An intentional employee onboarding process ensures that new hires, whatever their position, have all the necessary information to start work and feel supported and positive about their new role. 

Onboarding process steps can be categorised into four key areas: pre-boarding tasks, first day tasks, first week tasks and first month tasks. Breaking it down into categories ensures you don’t miss anything and don’t overwhelm the new employee by giving them everything all at once.

Pre-boarding Tasks

Pre-boarding tasks are the things you need to do as soon as the new employee receives their job offer and before they officially join the business. Employee pre-boarding steps include:

• Emailing the new employee – before the employee begins work, send them an email with key information, such as their start date and time, the address of the company and who their line manager will be.
• Collecting personal details and legal information – ensure you have all the information you need from the new employee before they begin work, such as their contact details, emergency information, references, proof of right to work, signed contract, etc.
• Sharing company policies and documents – give the new employee copies of important documents such as the job description, dress code, company handbook, benefits, pension information, holiday policy, safeguarding policy, etc.
• Ordering work equipment – ensure you have everything you need for the employee to hit the ground running, such as computer equipment, a desk chair, tools, etc.
• Preparing the employee’s workstation – the new employee wants to feel welcome from the moment they arrive, so make sure you have a desk ready for them and everything is set up ready to go, including computer software, stationery items, etc.
• Creating logins and passwords – for a seamless first day, ensure the new employee’s login details are created in advance so they can access all necessary systems and software immediately. This might also involve allocating keycards or lanyards for access to rooms and buildings.
• Setting up the employee’s email inbox – create the new worker’s email address and inbox ahead of time so they can access it from day one. You can also use it to invite them to any first week meetings and orientations, ensuring they have full visibility of their calendar from the moment they arrive.
• Assigning a buddy – choose someone on the employee’s new team to pair up with your new starter as their mentor. This person will help to support the new worker, answer their questions and help them integrate into the workplace.
• Planning the employee’s first week – it’s a good idea to meticulously plan the new hire’s first week to ensure they have a clear plan for their first days on the job and aren’t left wondering what to do next. This might include meetings and orientation sessions, training courses, meet and greets, etc.

First Day Tasks

The very first day at work can be overwhelming for new hires as they face a barrage of new people, information and learning. By setting out a series of first day tasks like those listed below, you can help to ensure the worker’s first day is streamlined, focused and welcoming. First day tasks include:

• Doing a company walkthrough – when the new employee first arrives, be welcoming, happy and positive. Introduce them to their new colleagues, walk them around the workplace and help them feel acquainted with where everything and everyone is located. This is also sometimes known as a company orientation.
• Introducing the employee to their buddy – the new employee may already know who their buddy is and have communicated with them by email before arriving, but this is their first time meeting in-person.
• Hosting a welcome meeting – schedule a meeting, coffee break or lunch with the new employee and their new team so that they can all meet each other properly. It’s important to make time for the new hire so they feel welcomed and have a positive first impression of the business.
• Notifying the business of the new starter – send an email round to the whole company, or put a message in your team chat, to welcome the new employee and explain who they are and what role they’ll be working in. This ensures everyone is aware of the new employee and can welcome them into the company.
• Giving them a copy of the onboarding checklist – provide your new worker with a copy of your onboarding procedure so they can see the structure of their first day, week and month.
• Sharing the company handbook – if you haven’t shared this by email in advance, give the new employee a copy of the handbook and any related documents, such as benefits and pension information.
• Providing a ‘welcome hamper’ – a welcome pack or hamper can be made up of whatever you think best represents your business and is a great way to showcase your company culture and make the new employee feel valued. Include items such as technology and desk equipment, stationery items, branded clothing and snacks, for example.

First Week Tasks

When the new employee’s first day is out the way, you then want to ensure their first week of onboarding is well thought out so they quickly feel integrated into their new team and new role. First week tasks include:

• Talking about the job role and expectations – hold a meeting with the new employee during the first week to discuss their role, responsibilities and expectations, answer any questions and resolve any initial issues. Make sure the employee understands any targets they’re expected to meet or information about their probation period.
• Setting first-month goals – get your new worker to be proactive about filling their calendar and see what they’d like to focus on during their first month outside of their allocated tasks. This is key to their personal and professional development.
• Sharing important company policies – if you haven’t already, ensure the new employee is given copies of all your company policies and procedures and has signed them where necessary. Depending on your particular business, this might include HR policies, safeguarding policies, health and safety information and data protection guidelines.
• Scheduling training sessions – if your new starter is required to carry out training, whether it’s in health and safety compliance, data security or something more role-specific, make sure they have access to the relevant training courses and are given enough time and support to complete them.
• Planning an end-of-week activity – team-building is important in all situations but especially when you have a new worker who needs to integrate into the team. Schedule a lunch, coffee or walk for the end of the week with the new employee and their team to celebrate their first week at the company.
• Checking in at the end of the week – schedule a meeting for the last day of the week to talk to the new employee about their first impressions and experiences. Ask how they’re feeling, answer any questions, ask for feedback and discover whether they need any further support for the weeks ahead.

First Month Tasks

Employee onboarding doesn’t end after the first week and should continue until the new employee feels fully settled in their new team and role. This might mean your employee onboarding process lasts for a month, several months or until their probation period ends. Examples of first month tasks include:

• Keeping in touch – schedule a 1-2-1 meeting with the new employee, send them regular emails or direct messages, say hello in the corridor and do your best to remain visible and available.
• Setting up client meet and greets – if your new employee will be working with clients, customers or stakeholders in their role, the first month is a great time for them to meet the key players, whether in-person or over a video call. Meeting important people will help to establish good working relationships and ensure the ‘new person’ doesn’t feel so much like the ‘new person.’
• Scheduling a performance review meeting – put a performance review meeting in for the end of the month to talk through the new employee’s performance so far, remembering to ask for their opinion on what they’ve learnt and what they want to focus on going forward. Talk about what’s working well, what needs to change and what further support they need.
• Setting new goals – ask your new employee to set new goals for the months ahead, based on what they’ve learnt about their role so far. Encourage them to be ambitious and motivated and to look at personal goals as well as professional ones by using a PDP.
• Asking for feedback on the onboarding process – all procedures have room for improvement so it’s important to ask each of your new starters for their thoughts on their onboarding experience. You could obtain feedback anonymously or ask employees directly, but be sure to take their comments on board and make adjustments where needed.

Want to Learn More?

An important part of the employee onboarding process is ensuring new workers are fully trained. Our wide range of Online Training Courses has a course for everyone, from Data Protection and Sexual Harassment Training to Mental Health Awareness and Basic Health and Safety Training, ensuring your new starters have the knowledge and skills they need to perform their roles effectively and safely.

Employee Onboarding Checklist Template

An employee onboarding checklist provides you and your new employees with a structured schedule for their first days and weeks in your company. The checklist includes all of the important tasks that need to be completed in order to fully welcome, support and integrate new workers into the business.

Your company may prefer to have individual onboarding checklists for specific roles and departments, or you may choose to use a single employee onboarding checklist for everyone that can be adapted depending on the role.

Use the link below to download a free employee onboarding checklist template that you can use as a guide for your own onboarding process and edit to suit your own company’s needs.

Further Resources:

• Online Training Courses
• 10 Employee Engagement Strategies for 2025
• How to Write SMART Goals for Employees

The post Employee Onboarding Checklist: Free Template appeared first on The Hub | High Speed Training.

What is a Site Manager?

A site manager, sometimes referred to as a Construction Manager or Project Manager, is the person responsible for supervising construction projects from start to finish. The site manager oversees construction sites to ensure projects are completed in accordance with regulations, within budget and in the time frame agreed.

Site managers can be employed by a variety of companies, such as house builders, property developers, construction companies and infrastructure firms, and they may be hired as a contractor or be directly employed by the company.

An experienced site manager can earn up to £50,000 per year and is expected to work wherever the construction site is located, so may face a long commute or have to relocate for an extended period of time.

What Does a Site Manager Do?

Site managers have a high level of responsibility and are often in charge of construction projects from before they begin until after they are finished. They may have responsibility for the entire project or just part of a project, depending on their seniority and areas of expertise.

The site manager carries out a variety of roles and no two days will be the same. Tasks are related to areas such as; legal compliance, administration, providing safety advice, managing the budget, communicating with workers and contractors, ordering resources and ultimately, ensuring the job gets done on time.

Site Manager Responsibilities

Key responsibilities of a site manager include:

• Project management and overseeing a project from start to finish.
• Ensuring the project meets the client’s requirements and specifications.
• Reviewing progress of the project and getting it back on track if necessary.
• Monitoring costs throughout the project.
• Coordinating, supervising and communicating with construction workers.
• Hiring and coordinating subcontractors.
• Liaising with clients, contractors and others about the project.
• Preparing site reports and managing paperwork.
• Securing contracts, licences and permits.
• Identifying and buying the right resources, tools and materials for the project.
• Carrying out site safety inspections.
• Ensuring health and safety compliance.
• Maintaining quality control checks.
• Continually assessing and minimising risks with a risk assessment.
• Problem-solving and handling any project issues that arise.

Looking to Learn More?

An effective site manager needs to understand all aspects of construction health and safety and recognise how to ensure their project complies with safety regulations. Our online Health and Safety for Managers course provides you with a thorough understanding of all the key health and safety topics that site managers need to know.

What Qualifications Do You Need to Be a Site Manager?

There are various routes into becoming a site manager, so choose the one that’s best suited to you and your preferred way of learning. If you already work in the construction industry then you already have the basic knowledge needed to become a site manager and may choose to enter the profession via an apprenticeship or college course. Alternatively, if you’re new to the industry, you may prefer to take a university course or find some hands-on work experience.

Alongside a site manager qualification, you’ll also need a valid Construction Skills Certification Scheme (CSCS) card to work on a construction site and membership with the Chartered Institute of Building would be beneficial. Bear in mind the time and costs associated with obtaining these extra certificates if you plan to enter this line of work.

The qualifications you need to be a site manager include:

Site Manager College Courses

A college course in site management enables you to learn everything you need to know to become a site manager, including essential knowledge on health and safety legislation, how to implement industry best practice, environmental considerations, planning skills and resourcing.

Examples of relevant courses are a Level 6 NVQ in Construction Site Management, a HMC in Construction or a HND in Construction Management. To take a college course in site management, you’ll need at least two GCSEs at grades 9 to 3 (A* to D), or equivalent.

Site Manager Apprenticeships

An apprenticeship within an established construction firm is a great way to enter the industry and gain valuable, practical experience alongside your college lessons. You may also end up being employed by the construction firm as a Junior Site Manager at the end of your apprenticeship.

Examples of relevant apprenticeships are an apprenticeship in Construction Site Management or a higher apprenticeship in Construction Site Management. Each one takes 2-4 years to complete and you’ll need at least two GCSEs for a standard apprenticeship, including English and maths, or 4-5 GCSEs for a higher level apprenticeship.

Site Manager University Courses

An undergraduate, postgraduate or foundation degree in a construction related subject can help you to enter the site manager profession at a more senior level. Relevant university subjects include civil engineering, building studies, construction management, project management and surveying. Depending on the employer, you may need to achieve a particular grade to become a site manager for their company.

Site Manager Work Experience

Carrying out some work experience alongside an existing site manager in the construction industry is a great way to gain insider knowledge and experience of the role. Work experience is usually voluntary and unpaid and may require you to work during holidays but it can be highly attractive to potential employers if you have some work experience on your CV.

Site Manager Health and Safety Training

To be a successful site manager, you must prioritise health and safety at all times and recognise the importance of following rules and regulations whilst construction projects are being carried out. Not only does the project itself need to be legally compliant, but so too do any on-site workers and contractors.

High Speed Training has a wide range of health and safety awareness courses that are ideal for site managers and the employees they oversee. All the courses can be completed online and come with a certificate to put on your CV at the end. Some of the awareness level courses on offer include:

• Health and Safety Training for Managers
• Risk Assessment Training
• CDM Regulations
• Permit to Work Training
• Health and Safety Training for Employees
• Asbestos Awareness
• Working at Height 
• Manual Handling Awareness
• Working in Confined Spaces
• LOLER Training

You can access our full catalogue of online health and safety training courses here.

Site Manager Skills

As well as being able to carry out the practical, day-to-day tasks associated with site management (your hard skills), a competent site manager also needs to possess a range of soft skills to be successful in their role.

Examples of essential site manager skills are:

• Knowledge of the construction industry as a whole.
• An understanding of building regulations, such as the Building Safety Act.
• Knowledge and application of health and safety procedures.
• Problem-solving skills.
• Logical thinking.
• Ability to make decisions.
• Excellent verbal communication skills.
• Motivation skills.
• Teamwork.
• Leadership skills.
• Negotiation skills.
• Time management skills.
• Project management skills.
• Ability to understand technical drawings and diagrams.
• Understanding of quality control.

All construction sites require a competent site manager who can ensure construction projects run efficiently, to budget and on-time, starting from before the projects begin until after the jobs have been completed. Possessing the right skills and qualifications to be a site manager will ensure you’re successful in the role and can go on to be a highly-regarded site manager in the construction industry.

Further Resources:

• Online Health and Safety Courses
• How to Become a Project Manager
• Careers in Construction Industry: Opportunities and Roles
• How to Become a Construction Worker

The post How to Become a Site Manager appeared first on The Hub | High Speed Training.

What is a Chef de Partie?

A chef de partie (also known as a station chef or line cook) is a senior member of the kitchen team responsible for overseeing food preparation in a particular area, known as a station. They are experienced chefs in a middle-management role who have a wide range of responsibilities, including preparing and cooking food, supervising their specific section of the kitchen and managing junior staff members, such as commis chefs.

The station that a chef de partie is responsible for depends on their particular knowledge, experience and skills. For example:

• A fish chef (poissonnier) handles fish and seafood.
• A butcher chef (boucher) is responsible for meat and poultry.
• A sauce chef (saucier) prepares sauces and gravies.
• A vegetable chef (entremetier) is responsible for vegetables, soups and egg dishes.
• A pastry chef (patissier) handles pastries, desserts and baked goods.

Chefs de partie rank third in command below head chef and sous chef, following the traditional French Brigade de Cuisine hierarchy used in most professional kitchens.

They may work in hotels, restaurants, fine dining, gastropubs, members’ clubs or cruise ships, to name a few. Most chef de partie positions involve working fairly long shifts, structured around lunch and dinner service times, including weekends and holidays.

Chef de Partie Responsibilities

Chef de partie responsibilities are varied and numerous, and it can be quite a demanding role to undertake. Examples of chef de partie responsibilities include:

• Overseeing their specific kitchen station.
• Checking inventory.
• Ensuring ingredients are ready for service.
• Preparing ingredients.
• Cooking and serving high-quality dishes.
• Checking the expiry dates of ingredients in storage.
• Stock rotation.
• Quality control of finished dishes to ensure they meet expected standards.
• Menu development.
• Ensuring health and safety standards are adhered to.
• Monitoring and enforcing food hygiene and safety.
• Ensuring equipment and utensils are used correctly and hygienically.
• Following orders from more senior chefs.
• Working as a team with the sous chef.
• Mentoring, motivating and training junior chefs.

Not sure if the role of chef de partie is right for you? Take a look at our articles on Alternative Careers for Chefs and Careers in Hospitality and Catering to discover what other options are out there.

Chef de Partie Qualifications

To become a chef de partie, it’s important to have as much experience of working in a professional kitchen as possible. Chefs de partie also need to be highly knowledgeable about their particular station and, whilst there are no specific qualifications to become a chef de partie, holding some sort of formal training or certification will be beneficial.

Chef de Partie Certifications

On-the-job training is essential if you want to become a chef de partie as you’ll need in-depth knowledge and experience of the industry, kitchen environment and chosen area of expertise. There are various certificates you can obtain that will help you pursue a career as a chef de partie. A few examples include:

• Level 2/3 NVQ in Professional Cookery.
• City & Guilds certificate in Professional Catering.
• Level 3 Chef de Partie BTEC.
• Diploma in Professional Cookery.

Chef de Partie Apprenticeships

The most common way to become a chef de partie is by doing an apprenticeship, whether you’re starting at a foundational level or are ready for something more advanced. An apprenticeship is a great way to learn practical cooking skills in a professional kitchen alongside your college classes and enables you to work in all types of kitchen environments.

Relevant apprenticeships include a Level 1 or Level 2 Food Preparation and Cooking course, or a Level 3 course in a more specialised topic. You’ll need at least two GCSEs at grades 9 to 3 (A* to D), or equivalent, for an entry level apprenticeship or five GCSES at grades 9 to 4 (A* to C), or equivalent, for an advanced level.

Chef de Partie Health and Safety Training

UK law requires all food handlers to have completed a food hygiene course in order to work safely in a kitchen. Alongside this, there are various other health and safety training courses you may wish to consider that, with a certificate, will look great on your CV and give you valuable knowledge for working in a chef de partie role.

Relevant chef de partie training courses to consider include:

• Level 2 Food Hygiene Training
• Food Allergen Awareness
• Health and Safety for Food Handlers
• Manual Handling Awareness
• Control of Substances Hazardous to Health (COSHH)
• Level 3 Supervising Food Safety
• Workplace First Aid Training

Want to Learn More?

View our full range of Food Hygiene and Safety Training Courses to find more training relevant to your role as a chef de partie. All our courses can be completed online, in your own time and come with a certificate at the end.

What Skills Do I Need to Be a Chef de Partie?

As well as being able to carry out the practical, day-to-day tasks associated with being a chef de partie, such as preparing, cooking and serving high-quality food (your hard skills), a successful chef de partie also needs to possess a wide range of soft skills. Important soft skills for a chef de partie to have include:

• Up-to-date knowledge of the food and hospitality industries.
• Working knowledge of French kitchen terms.
• Strong communication skills.
• Ability to work as a team.
• Independence and initiative.
• Time management skills.
• Problem-solving skills.
• Ability to remain calm under pressure.
• Ability to think on your feet.
• Good attention to detail.
• Organisation skills.
• Reliability.
• Creativity.
• Ability to plan ahead.
• Adaptability.
• Staff supervision and mentoring skills.
• Proactive professional development.

Want to find out more about working in the hospitality industry? Take a look at our other articles on the Skills You Need to Be a Chef or the Top 8 Skills for a Successful Career in Hospitality to learn more.

Chefs de partie are an essential part of the kitchen hierarchy so, if you’re looking to use your kitchen experience and cooking skills to become a successful chef de partie, then it’s important to ensure you have the right abilities, training and attitude for the role. Then, you can take the next steps in pursuing your dream hospitality career and focus on getting your CV up-to-date, start searching for jobs as a chef de partie online or finding an apprenticeship near you.

Further Resources:

• Online Food Hygiene Training
• The Kitchen Hierarchy Explained: What is the Brigade de Cuisine?
• Interview Questions for Chefs

The post How to Become a Chef de Partie appeared first on The Hub | High Speed Training.

What is Financial Literacy for Students?

Financial literacy for students is about having the knowledge and skills to make informed financial decisions. It includes children understanding important financial concepts and principles so that they can go on to manage their money well for the rest of their lives.

Financial education in schools gives children and young people the power to make the most of their money and plan for their future. It’s widely accepted that children’s attitudes to money are usually developed by the age of 7 so, as a teacher, you are well-placed to help the children in your care develop the lifelong money skills they need.

In primary schools, financial literacy includes topics like; recognising how money is used, making simple calculations with money, calculating change, budgeting, saving money, planning ahead, keeping money safe, comparing costs and understanding the use of bank cards.

In secondary schools, financial literacy is more about the functions and uses of money, covering topics such as; credit and debit, insurance, pensions, savings, debt, interest rates, personal finance products, currencies and exchange rates, value for money, managing a household budget and more complex calculations.

Why Financial Literacy is Important for Students

Financial literacy is important for students because it supports lifelong wellbeing and success. The many benefits of students learning financial literacy in schools include:

• The ability to open a bank account.
• Encouragement of responsible spending and making informed choices.
• The ability to save for the future.
• Understanding of how to avoid and manage debt. 
• Recognition of the importance of having a pension.
• Confidence to manage an income from paid work.
• Understanding of how tax works.
• Lower stress levels through better financial stability.
• Knowledge of how to avoid financial exploitation, fraud or abuse.

How to Teach Financial Literacy

Whether you’re teaching financial literacy to secondary school students or pre-schoolers, financial literacy topics can easily be incorporated into personal development or citizenship lessons, such as PSHE. They can also be used to bring other areas of the curriculum into the real world for your students. For example, using maths lessons to calculate change or work out interest rates makes the subject more relevant to real life.

In the UK, there are different curriculum requirements for financial education depending on where your school is. As a general guide:

• In England, financial education is included in the curriculum for secondary schools only as part of citizenship and maths lessons. It covers budgeting, credit and debt, insurance, savings and pensions. Financial education isn’t compulsory in primary schools but the maths curriculum does include some learning about money.
• In Scotland, ‘financial capability’ is included in the curriculum for pupils aged 3 to 14 years and is mainly covered in maths and numeracy lessons.
• In Wales, elements of financial education are covered in subjects such as maths and health and wellbeing, and are taught to both primary and secondary school students.
• In Northern Ireland, ‘financial capability’ is included in the curriculum for pupils aged 4 to 14, primarily through maths and numeracy lessons.

The UK’s Money and Pensions Service (MaPS) provides some key themes that have been shown to build financial capability amongst children. These themes can be used to help shape your lessons on financial literacy:

1. Start teaching financial literacy at a young age – children as young as pre-schoolers will benefit from financial education and evidence shows that children’s attitudes to money are well-developed by the time they turn 7.
2. Translate lessons into real-life – by putting learning into practice, financial education will be more effective. For example, use workshops to support children to open a bank account or set them homework around managing a budget for the weekend.
3. Involve grown ups in financial education – lessons will be more successful when parents and carers are invited to join in, whether that’s in-school with meetings and workshops or at home doing homework with their children. Parental involvement helps to influence a child’s mindset and behaviour around money.

Financial Literacy Activities for Students

There are many ways you can incorporate financial education activities into your lessons and they don’t need to be complicated. Below are a few ideas for fun financial literacy activities that you can adopt for your students, whatever their age:

• Create a pocket money savings plan for an item they really want to buy. There are various templates available online or you could design your own.
• Give each child an imaginary amount of money for the food shop, then ask them to work out what they can afford to buy from a list of groceries, plus how much change they’ll have at the end.
• Print off a money bingo card from the internet and play as a class.
• Split the class into small groups and let them play financial board games, like Monopoly, Payday or The Game of Life, that require students to manage their own money.
• Create a fake bank statement and ask the students to identify key information from it, such as adding up total outgoings in a particular category, finding direct debits or spotting fraudulent transactions.
• Explore how money can affect feelings – how do students feel in a range of money-related scenarios? What can they do to manage these emotions?
• Plan an imaginary holiday and calculate exchange rates using a foreign currency. Have the students identify which souvenirs they can and cannot afford.
• Give each student an example payslip and get them to check whether the information on it is correct, including tax deductions and pension savings.
• Search for online money games to play in computer-based lessons – most UK banks and money providers have a range of financial literacy games and activities for children on their websites.

Financial literacy in schools is an important topic that can set students up for life with the money skills they need for success. Teaching financial literacy doesn’t need to be complicated and you can easily adapt existing lessons by introducing fun activities that ensure financial literacy becomes a key part of the curriculum.

Further Resources:

• CPD Courses for Teaching and Education
• What is Media Literacy and Why is it Important?
• What is Visual Literacy?
• Social Skills in Children
• What is Effective Teaching?

The post The Importance of Financial Literacy in Schools appeared first on The Hub | High Speed Training.

What is a Competent Person in Health and Safety?

When talking about health and safety in the workplace, appointing a ‘competent person’ to help the organisation comply with health and safety law is something you often hear about – but what is a ‘competent person’?

Put simply, a competent person is someone who has extensive experience of the workplace, who understands the health and safety hazards within it, who has knowledge of health and safety law and who knows what needs to be done to keep people safe from harm.

The Management of Health at Safety at Work Regulations 1999 state that business owners must select ‘one or more competent persons’ to assist with health and safety compliance, but the level of competence required and the number of competent persons needed depends on your specific workplace and work activities: the higher the risk, the higher the level of competence.

A few examples of a competent person include:

• An expert in fire safety measures who ensures compliance with fire safety regulations.
• Someone with in-depth knowledge of a particular work activity.
• A supervisor on a construction site who’s worked in the role for 10+ years.
• An employee with extensive experience of operating specific machinery.
• A manager with considerable knowledge of health and safety legislation.
• A health and safety inspector who regularly identifies hazards as part of their role.
• A kitchen manager who regularly trains staff members in safety measures.
• A site manager with extensive knowledge of the workplace and its layout.
• A qualified first-aider who can easily recognise and manage health risks.

Competent Person Responsibilities

The business owner always has overall responsibility for health and safety in the workplace and a competent person cannot take on this duty. However, a competent person has a wide range of responsibilities in order to assist the business owner in meeting their legal obligations.

A competent person, because of their knowledge and experience of the workplace, is well-placed to provide business owners with advice on health and safety. Whilst their duties will be specific to their particular workplace,  responsibilities of a competent person usually include:

• Identifying hazards in the workplace.
• Inspecting the premises, work equipment and work practices at regular intervals to identify any new hazards.
• Assessing the level of risk presented by each hazard through a risk assessment and reviewing and updating this at regular intervals.
• Offering ideas of practical control measures that will reduce the likelihood of harm.
• Keeping up-to-date with health and safety regulations and ensuring the workplace continues to comply with the law as regulations change or are updated.
• Communicating health and safety policies and procedures to other staff members and providing relevant health and safety training where required.

Want to Learn More?

Are you a competent person for your workplace? Then our range of online Health and Safety Courses – including Risk Assessment Training and Health and Safety Training For Employees – will help you to perform your role effectively and ensure your workplace complies with health and safety law.

How to Become a Competent Person

All types of organisations must comply with health and safety legislation and so must have a competent person – or persons – to help ensure these legal requirements are met.

The Health and Safety Executive (HSE) states that a competent person is ‘someone who has sufficient training and experience or knowledge and other qualities that allow them to assist you properly. The level of competence required will depend on the complexity of the situation and the particular help you need.’

Ideally, the competent person should always be someone within the organisation, as these people have unparalleled knowledge of the workplace, the work tasks and the hazards they present. If there is no-one suitable to be a competent person in-house, then you can outsource the role to an external professional, but this should be reserved for high-risk workplaces where specialist advice is more likely to be required.

To become a competent person for your organisation, there are three key traits you must possess:

1. Experience

A competent person needs to have experience of the industry, the workplace and the work activities. Ideally, they’ll have worked for the organisation for some time and may have worked in different roles there, gaining experience of identifying, assessing and resolving risks. The competent person also needs to have in-depth knowledge and practical experience of the specific industry and its related hazards.

2. Ability

A competent person must have the technical ability and competence to perform the role. This means they need to possess the skills to identify hazards and suggest practical solutions to control them. Competent persons don’t need to have a formal qualification but they must be trained well enough so they can perform the role effectively. The competent person also needs to be able to understand health and safety law and how this applies to the workplace, plus keep track of any changes to regulations.

3. Attitude

A competent person must have a positive attitude towards health and safety compliance and actively promote a positive health and safety culture within the organisation. They need to be proactive about identifying and resolving hazards, confident to communicate policies and procedures to other members of staff and willing to put health and safety at the forefront of all work activities.

Appointing a competent person is an essential part of health and safety compliance and something that all business owners and employers should consider. A competent person is able to help the organisation meet its legal requirements, keep workers safe from harm and ensure hazards are dealt with quickly and efficiently. By appointing a competent person with the right experience and abilities, your workplace will ensure a positive health and safety culture where employee welfare is always the first priority.

Further Resources:

• Online Health and Safety Courses
• What are Safe Systems of Work?
• Risk Assessment at Work: Free Template

The post What is a Competent Person? appeared first on The Hub | High Speed Training.

What is Record Keeping in Health and Social Care?

Record keeping is an integral part of health and social care work and an essential part of supportive, person-centred care.

Record keeping in health and social care is about writing down what you have done, what you’ve observed, any relevant decisions made and what will happen next. These records may be paper-based or digital, daily notes or formal assessments, but they all have the same aim: to communicate the right information to the right people at the right time.

These days, digital records are increasingly replacing paper records, as it’s much easier to capture and share accurate information this way. Paper records are still used in some settings, however. Examples of the types of records you might need to keep in a health and social care setting, whether digital or paper, include:

• Personal information about patients/residents. 
• Care plans.
• Patient/resident legal documents.
• Accommodation information.
• Financial information.
• Referral information.
• Local authority reports.
• Written correspondence.
• Information shared by family.
• Transcripts of conversations about a patient/resident.
• Safeguarding information, concerns and records.

Why is Record Keeping Important in Health and Social Care?

Keeping good quality, accurate records is an essential part of ensuring good outcomes for the people who use your services. Record keeping is an important part of providing high-quality, safe and effective care to those who need it and ensures everyone has the right information at the right time.

Accurate record keeping benefits everyone, including the people using the service, the care providers, health and social care employees and the wider health and social care system. 

Good record keeping is important in health and social care because it:

• Encourages care and support of patients/residents.
• Promotes continuity of care.
• Helps identify emerging patterns and challenges a person might be having.
• Helps to prioritise interventions.
• Improves patient/resident safety.
• Helps staff to respond more quickly to patient/resident needs.
• Promotes effective communication, both internally and externally.
• Helps to quickly and easily share important information.
• Aids others not involved with the patient/resident to quickly understand the situation.
• Reduces the chances of information duplication and errors.
• Improves accountability and transparency.
• Aids learning and helps identify mistakes, progress and achievements.
• Can be used as evidence in case of complaints, investigations or court cases.
• Ensures staff can easily comply with their legal duty to record information.

Want to Know More?

Everyone working in a health and social care setting must be fully trained in how to perform their role, care for patients and residents safely and comply with legal obligations. Our range of Health and Social Care courses covers all your training needs, from Information Governance to Advanced Safeguarding Adults and Data Protection.

Principles of Good Record Keeping in Social Care

Below are five guiding principles that will help you keep accurate, secure and person-centred records in your health and social care setting:

How to Maintain Records in Health and Social Care

Maintaining records in health and social care is about ensuring the records you create are honest, accurate and up-to-date. It’s vital that recordkeeping is done correctly if the records are to be useful and effective.

Where possible, you should always involve the patient or resident in the creation of the record. All health and social care records should be co-produced between the member of staff writing the record and the person whom the record is about. For example, the care home assistant and the resident or the GP and their patient. This keeps your records person-centred and always in a person’s best interests.

All records should be recorded promptly and as close as possible to the event being recorded. Timely recording helps reduce the chances of inaccuracies or mis-remembered information, prevents delays in action being taken and ensures records are not forgotten about or left incomplete.

As a basic guide, the types of information you need to record includes:

• The time and date of the record.
• Your name and job role.
• The patient/resident’s name.
• The type of communication and who initiated it.
• The names and job roles of anyone else present.
• Details of any discussions had.
• Details of any decisions made or actions taken, and by whom.
• Information on what needs to happen next.
• For paper records, a signature and date.

How Long Should Social Care Records Be Kept For?

The Data Protection Act states that personal information must not be kept for any longer than necessary. By law, all types of health and social care records should only be kept for as long as you need them. They must also only be kept for the purpose for which you recorded the information in the first place and only for as long as their legal retention period allows.

Note that there is no one-size-fits-all minimum retention period for health and social care records, and some records must be kept longer than others. For example, adult social care records (including care plans) must be kept for a minimum of 8 years, children’s records are held until their 25th or 26th birthday and clinical dental records should be retained for 11 years.

When records have come to the end of their minimum retention period, it is a legal requirement that they are permanently destroyed in a manner that continues to protect the personal information contained within them. For example, in confidential waste bins or via a secure electronic data deletion service. Health and social care records of any type must never be thrown away with general waste or paper recycling.

Records can only be kept longer than their retention period in specific circumstances, such as for audits, legal proceedings, inquests, public inquiries or for Subject Access Requests.

Record keeping in health and social care is an important part of the job role and shouldn’t be seen as an administrative burden. When done timely, accurately and correctly, record keeping ensures that patients and residents receive the best possible care as information about them is always correct, up-to-date and shared with the right people at the right time. 

Further Resources:

• Information Governance Training
• What are the 8 Caldicott Principles in Health and Social Care?
• How to Maintain Confidentiality in Health and Social Care

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What is a Fire Safety Policy?

A fire safety policy is a written document that outlines how fire hazards in your premises will be managed and how you’ll protect people from fire should one occur.

By law, employers and people in charge of business and non-domestic premises must take steps to reduce the risks caused by fire. This means ensuring potential dangers are identified, fire safety responsibilities are clearly laid out and that there is a sufficient plan in place for what to do if a fire occurs. A fire safety policy is a simple way to ensure you have all of this information documented in one place.

The person responsible for creating the fire safety policy – the ‘responsible person’ – may be the employer, the building owner, the building’s landlord, an occupier of the building or someone else with control over the premises, like a facilities manager.

The responsible person must ensure that the fire safety policy is tailored to their specific building or buildings and protect everyone that might be present there, including workers, contractors, suppliers, members of the public and passers by.

Policies and Procedures for Fire Safety

The Regulatory Reform (Fire Safety) Order 2005 is the main piece of legislation governing fire safety in non-domestic and multi-occupancy buildings across England and Wales. It applies to all workplaces and all common parts of multi-occupancy domestic buildings, such as blocks of flats.

Under the Fire Safety Order, the responsible person – whether the employer, landlord, building owner or manager – must:

• Carry out a fire safety risk assessment for the premises.
• Ensure fire safety hazards are managed with appropriate fire safety measures.
• Assign fire safety responsibilities to named people, such as fire wardens.
• Train staff members in fire safety precautions.
• Create PEEPs for those who need them.
• Plan for what needs to happen in an emergency evacuation.
• Maintain the building’s general fire safety measures, such as fire extinguishers, emergency lighting, safety signage and fire doors.

The fire safety procedures for your premises will depend on the type of business, type and size of building and number of people present, but examples include:

• An adequate number of fire escape routes and means of escape, ensuring people are able to find their way out the building safely.
• Means of giving warning in case of fire, such as a fire alarm system and smoke detectors that are tested regularly.
• Clear fire safety signs and notices, indicating the location of fire exits and fire-fighting equipment.
• Suitable fire extinguishers, ensuring the right type of extinguisher is installed.
• Adequate emergency lighting, in case evacuation happens in the dark.
• A clear plan for what happens in case of emergency which is regularly tested through a fire drill.

If you are an employer, then it’s a good idea to share your fire safety responsibilities by nominating a fire warden or fire marshal who will work with you to ensure fire safety measures are in place and effective. All nominated fire wardens need to be given full training in fire safety, and their name and contact details should be shared with the whole business so everyone knows who to contact if fire safety hazards arise.

Looking to Learn More?

As an employer, it’s vital that all your employees are fully trained in fire safety measures so they know what to do in case of emergency. Our range of online Fire Safety Courses, including Fire Warden Training and Fire Risk Assessment Training, will provide members of staff at all levels with essential fire safety knowledge.

How to Write a Fire Safety Policy

Fire safety policies should always be tailored to your specific premises, as all businesses and buildings have different risks and different needs. There is no ‘one-size-fits-all’ policy that applies to everyone. Instead, you need to identify the fire safety risks, safety precautions and emergency procedures that are specific to your premises.

In general, a fire safety policy will contain a statement declaring the business’s commitment to fire safety and three main sections: an identification of the fire safety hazards, details of how these risks are avoided with relevant fire safety precautions and what should happen if a fire breaks out.

Fire Safety Policy Template

Use the link below to download a blank fire safety policy template that you can adapt for your own premises. Note that the pre-filled information in each section is an example only and must be tailored to your own individual building, people and needs.

A sufficient and regularly-reviewed fire safety policy is an essential part of risk management for all types of workplaces, buildings and premises. The responsible person in charge of fire safety for the premises must create a fire safety policy that covers all aspects of the building and the people in it to ensure everyone is kept safe and can evacuate safely in case of fire.

Further Resources:

• Fire Safety Courses
• Fire Safety Quiz
• Fire Safety Rules and Regulations in the Workplace

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