Clock in and out of shifts
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Employee Hub
NNA Direct Support Employee Hub
Welcome to the NNA Direct Support Employee Hub! This is where our support workers and community nurses can find work updates, system tutorials and important information - all in one place.
We recommend bookmarking this page so you can refer back to it at any time.
Click on the below to jump to the relevant information.
> How to write shift notes
> Mobile App
>Staff training platform: iinduct
> COVID-19 Updates
How to write shift notes
What shift notes must contain and how to write them
Notes must be specific and informative, written in plain English and easily comprehensible by anyone who reads them.
Must Include:
- Events recorded in Chronological order
- Both positive and negative developments
- Written impartially, this includes any errors made by Support Workers.
- Any information that has had a significant impact on the participant’s care plan.
- Include – visits from health professionals.
- Changes in behaviour, emotional health
- Carer interventions and support delivered.
- Level of participation in activities
- Reactions to medication, changes in physical appearance
- Dietary Notes
Shift notes should be:
OBJECTIVE.
Objective writing is based on facts and observations. It is a description of what happened.
Objective writing is not influenced by personal feelings.
not SUBJECTIVE
Subjective writing is based on or influenced by a point of view, emotions, assumptions, speculation, judgement or interpretations.
Example of correct and incorrect shift notes
Objective – correct way to write a shift note
At 3.30 pm Marcella returned from a walk to Albert Street Park and she was holding her right arm against her body. I noticed that she had a graze and bruise on her right arm. Marcella said a dog had jumped on her when she was sitting on the grass at the park. She said she had been frightened and that her arm was sore.
Subjective – incorrect way to write a shift note
Marcella must have bumped into something when she went on a walk to Albert Street Park, as she has grazed skin and a bruise on her arm. She was holding her arm and looked unhappy
Note: Shift notes are a legal document
NNA Direct Support Mobile App
Introducing Skedulo: NNA Direct Support's mobile app
Available on desktop and as a mobile app, Skedulo is NNA Direct Support's mobile app that puts all the information you need about your shifts and clients at your fingertips. The platform is specifically designed for disability support organisations and their staff to communicate, manage shifts and view client information – all in one secure place.
Skedulo replaces our old online system, Edge. It allows you to complete your shift records and see historical shift notes from other members of the team so you can track goals and share information. It's also the system we will use to ensure you get paid.
View shift details & client notes
Securely attach files, submit handover notes, and view client information to keep track of clients’ goals.
Update your availability
Easily update your availability and accept or decline new shifts with push notifications sent straight to your phone.
Collaborate with your team
View handover notes and share important information with the next person working with your client.
Mobile App Video Tutorial
Watch the below video for a walk through on how to use our mobile app to manage your shifts.
Staff Training Platform: iinduct
iinduct is our online training platform for NNA Direct Support Service support staff. You should have received a link to access iinduct sent via email and / or SMS. If you haven't received this link, please contact us at dss@nnadirectsupport.com.au and we can get this arranged.
It's important that you have access to iinduct as training is a mandatory part of working with NNA Direct Support Service and we want to make sure you are fully supported to engage with the platform.
In iinduct you'll find training modules that you will need to complete, including a dedicated training module on how to use the Skedulo app. New training content modules will be released in the iinduct platform as we develop them.
Staff COVID-19 Updates
Covid-19 Outbreak Policy
Why
COVID-19 is an infectious disease caused by a newly discovered coronavirus. Avoiding exposure is the single most important measure in preventing COVID-19. However, early identification and response to suspected or confirmed cases of COVID-19 can minimise the impact of an outbreak.
Who
This policy applies to all People Infrastructure Board Members, Executives and NNA DSS General Managers, NNA DSS Employees and clients.
This policy addresses the measures that we have and will put in place, to prevent, prepare for, and manage a COVID-19 outbreak in our service.
How
Understanding the context in which we operate
- the nature of their disabilities – including, for example, those that impact breathing co-existing conditions and illness – including those that compromise immune functioning
- living arrangements – which may make isolation more difficult
- support arrangements which may increase potential contacts and reduce the ability to isolate, and difficulties associated with testing for COVID-19 – including where individuals have:
- sensory impairments (especially hearing, vision, speech or combinations of these)
- mobility restrictions – including where the individual needs public transport to get to a testing site
- disabilities which make it difficult for them to understand the risks or comply with instructions (including those with intellectual, cognitive or psychosocial disability), or
- behaviours of concern which pose a risk to themselves or others.
Members of our team may have established relationships with clients that can assist communication, assessment of individual needs and appropriate management where COVID-19 testing or further clinical care is required. Residents, families, carers and/or guardians should be included in decision-making wherever this is possible and appropriate.
Guiding Principles
1. We are prepared: All of our staff are regularly prompted to follow good hygiene. We have a clearly defined approach to, preventing and managing an outbreak of COVID-19 in our service setting. Where requested, we may support our clients to develop a personal emergency preparedness plan which includes preparation for events including a future rise in community transmission of COVID-19. We provide all of our staff with PPE and follow the health advice in each state that we operate. Our staff have received regular training in infection control activities, especially hand hygiene and PPE use
2. We will intervene early: We are adopting a low threshold for investigating and intervening following any notification of respiratory illness within our client or employee group. All Staff are advised to not attend work and get tested if they feel any COVID-19 symptom, no matter how mild. A single confirmed case of COVID-19 among clients, staff or close contact to either will prompt the use of this policy.
3. We will respond rapidly and comprehensively: We will quickly control the situation to minimise risks. We will initiate and maintain regular communication with staff, clients and their identified support networks. We will notify clients and their support networks of how to access independent free and confidential disability advocacy supports.
4. We will ensure good governance: Strong leadership, management and follow-through of agreed actions is essential. Unresolved issues must be rapidly elevated to the NNA DSS General Manager, with notification to the NDIS Quality and Safeguards Commission or local health authority, if required. As a Registered provider, we are required to notify the NDIS Quality and Safeguards Commission of any change in capacity to deliver services, including those related to a COVID-19 outbreak.
5. Welfare and service concerns are at the core of our response: Open and regular communication with clients, their identified support networks, as well as our employees, is essential.
Pre-planning actions that will be undertaken to allow us to intervene early, we will take the following actions:
- Risk assess each client from the perspective or removing service. In the event of a possible outbreak, does the client need continuous service in order to survive?
- All staff are strongly recommended to get a COVID-19 approved vaccine. We will also request staff advise us of their vaccination status.
Responding to restricting public health orders
Restrictions due to public health orders are likely to have detrimental impacts on our clients and staff wellbeing. We understand that changes to staff, and usual routines can have a major impact on people with intellectual and developmental disability, leading to expressions of distress including through changes in behaviour.
Deterioration in the mental health of clients and staff can impact on behaviour and the ability of clients to safely protect themselves and others. Accordingly, our Customer Engagement Managers have established strategies (such as the use of video calls) to enable clients to remain as connected as possible and ease the impact of change.
Actions in the event of a suspected outbreak in our service
- Notify the local public health unit
- Any person (Client or Staff) who has been in contact with the suspected outbreak will be required to get tested immediately and follow the health directives.
a. Our staff will not be able to return to work until cleared by the local public health unit
b. Clients who are not dependant on our service to survive will not be able to receive service until cleared by the local public health unit.
c. Clients who do depend on our service, will receive the minimum viable service from a combination of our vaccinated staff who agree to provide a high risk service and the local public health unit. All staff who provide service during this time will wear full PPE (gown, gloves, eye protection and surgical mask).
We will establish hand hygiene stations throughout the home to increase routine hand hygiene, particularly before entering and after leaving the premises. Our staff will undertake increased routine cleaning, including:
i. frequently touched surfaces at least hourly
ii. equipment after each use
iii. surfaces that have been in direct contact with, or exposed to, respiratory droplets.
3. We will track our staff members service provision for the 14 days prior to notification and provide this information to the local health unit.
4. Where staff have had contract with other members of our team or clients, we will notify them directly that they may have been in contact and they should get a COVID-19 test immediately and self isolate until contacted by the local public health unit.
Definitions
| Word | Our Meaning |
|---|---|
| Close Contact | A person who has had face-to-face contact OR shared a close space, for any amount of duration, with someone who has been diagnosed with COVID-19 (while they were considered infectious). A person who has been in an area where there is a high prevalence of COVID-19 infection or has been in a venue when COVID-19 transmission was occurring. |
| Good Hygiene | Things you can do to protect your health and prevent the spread of germs to others, including: - washing your hands often with soap and water or an alcohol-based hand sanitiser - coughing and sneezing into your inner elbow - staying at home if you are sick - regularly cleaning frequently touched surfaces. |
| Self-isolation | This refers to people who tested positive to COVID-19 or who have symptoms and have undergone a COVID-19 test and are waiting on results. These people need to stay in their home or other accommodation until they receive their test results, or if they have tested positive, until they are cleared by the Public Health Unit. |
| Symptom | A physical feature which suggests that you may have COVID-19 such as a cough, fever, shortness of breath, sore throat, runny nose or loss of smell or taste. |
| Local Public Health Unit | A Public Health Unit is an official health agency established by a group of urban and rural municipalities to provide a more efficient community health program, carried out by full-time, specially qualified staff |
| Controls linked to risk | Controls are policies, procedures, systems, etc, which may or may not be put in place to provide reasonable assurance that the risks are mitigated and/or reduced to a level acceptable. |
| Policy | A set of principles or rules to guide decisions and achieve rational outcome(s) for the organisation. |
| Risk identification | Process to find, list and characterise elements of risk. |
| Risk management | Coordinated activities to direct and control an organisation with regard to risk. |
| Stakeholder | Any individual, group or organisation that can affect, be affected by or perceives itself to be affected by, a risk. |
Nursing in Sydney with NNA
Do you want more control over your schedule? Would you like to work across a range of facilities? Nurses and midwives can find the roles they’re looking for with our Sydney nursing agency.
We can help you find nursing roles across various nursing specialities, that will suit your lifestyle and match with your skill-set and preferences. Whether you’re searching for work in a private or public facility, in aged care, or something else in between, the choice is always yours.
With NNA, you can expand your skills by upskilling with our partner organisation Australian Healthcare Academy (AHA). You can also check out our job board and apply directly for registered nurse, enrolled nurse and/or midwifery jobs in Sydney.