Transcript Document

Autumn 2013
We are supporting
employers to implement
Social Work Reform
Partnerships’ Meeting
Welcome and Introductions
Programme
 Updates and Info Exchange
 ASYE – Quality Assurance/Promoting
Consistency
 ASYE – How we can promote quality
 Independent Sector
 Focus for next meeting and meeting date
Updates and information
exchange
 Employer Transition Fund
 26 Partnerships have applied
 103 Local Authorities and 11871 qualified
adult social workers included within the
partnerships
 Further information requested from some
partnerships
Employer Transition Fund
 Final funding amounts have now been
allocated
 Minimum funding amount of £2,000.00 with
the remainder of funding divided by the
number of qualified adult social workers
within the partnerships
 First wave of funding to be paid in October
Social Work Leadership Toolkit
 Launched in June, approx 50 organisations
registered to use 360 Tool
 Mentoring service to be launched in
November
 Considering extending the 360 tool for social
workers at PCF strategic level
 Toolkit to be reviewed and refreshed later this
year – to develop practice examples
Practice Development Educators
 Guidance revised following feedback
 Learning outcomes, assessment
framework and principles for use
(Aspirational not mandatory)
 Guidance to be issued in early
November
 Launch event to share implementation
practice on 17th December (London)
SfC / C-ALF Action Learning services –
commercial offer
 Consultation
 Bespoke action learning facilitation
courses – introductory and certificate
levels
 Co facilitation of action learning sets
 Open programmes
Effective deployment of social workers in adult
services – 7 stage Model to support decision
making
Consultation opportunity
 This tool will be re-launched within a renewed Skills
for Care website in the early New Year 2014
 Brief pre-launch consultation is being carried out to
ascertain the views of some potential users that will:
 a) Give the tool greater impact and the best chance
of success
 b) Create a sustainable model that helps to retain a
high level of relevance
Consultation process
 Short online survey
www.skillsforcare.org.uk/swwcconsultation
 Two consultation events:
1. Manchester 12th November
2. Nottingham 22nd November
For more information go to: …..
http://www.skillsforcare.org.uk/events/2013events/effective_wor
kforce_commissioning.aspx
Developing a skilled social work
workforce - CPD
Core principles
 Principle 1 - Using the Professional Capabilities Framework
 Principle 2 - Work-based assessment
 Principle 3 - Reflective supervision & supporting reflective
practice
 Principle 4 - Holistic assessment
 Principle 5 - Measuring impact
 Principle 6 - Portability
Case studies –
Thurrock partnership example
This case study illustrates how a reflective supervision
programme can be designed and delivered across a
partnership. A ‘whole organisation’ approach is
described, supporting the development of the giving and
receiving of reflective supervision practice, using a
flexible blended learning approach including e- learning.
Links to formal academic modules have been
developed………..
Measuring the Impact of CPD
“Impact assessment should focus on
what participants learn, how they use
what they have learned, and the effect
on people being supported and carers
in the short, medium and long-term'.
ASYE - Quality Assurance and promoting
consistency in employer judgements
 Guidance issued in summer with practice
suggestions
 Five practice examples demonstrating
different models to be published shortly with
sample templates/documents e.g.:
 Cyclical process of internal assessment – external
standardisation – internal programme
development
 Audit of support and assessment approaches
www.skillsforcare.org.uk
www.skillsforcare.org.uk
Holistic assessment and
documentation
 Capabilities statements are not
competencies
 How can the construction of the
evidence assist or hamper holistic
assessment
 The Assessor Report
Documentation and links to
employment practices
 Learning Agreement – why was it set up
in this way?
 The importance of regular reviews
 Professional development planning and
progression
3rd party assessment
 Employer responsibility for assessment
of the ASYE
 Employer responsibility for contested or
fail decision of the ASYE
Example of 6 month review document What are the areas of good practice, what
might be improved?
 Table 1 - Pages 1 +2. Monitoring the
contractual arrangement.
 Table 2 – Pages 2- 4. Evidence of reflective
practice
 Table 3 – Pages 5- 7 . Evidence of holistic
assessment
 Table 4 – Pages 9-10. Guidance
www.skillsforcare.org.uk
www.skillsforcare.org.uk