Autumn 2013 Partnerships’ Meeting We are supporting employers to implement Social Work Reform.
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Transcript of Autumn 2013 Partnerships’ Meeting We are supporting employers to implement Social Work Reform.
Autumn 2013
Partnerships’ Meeting
We are supporting employers to implement Social Work Reform
Welcome and Introductions
Programme Updates and Info ExchangeASYE – Quality Assurance/Promoting ConsistencyASYE – How we can promote qualityIndependent SectorFocus 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_workforce_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
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………..
Case studies – Thurrock partnership example
“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'.
Measuring the Impact of CPD
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.ukwww.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
Learning Agreement – why was it set up in this way?
The importance of regular reviews
Professional development planning and progression
Documentation and links to employment practices
Employer responsibility for assessment of the ASYE
Employer responsibility for contested or fail decision of the ASYE
3rd party assessment
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.ukwww.skillsforcare.org.uk