Be Inspired! Shirley Ayres Consulting

There may not be any free lunches available but there is some really good news – you do not have to pay hundreds of pounds for software, if you know where to look. You can get it for a fraction of the cost or even free!

Did you know about the download sites and software library sites that are now available online? These are all legitimate websites and a source of great software which is either free or costs a nominal amount?

A very useful resource for small charities and individuals who do not have big IT budgets.

How do these sites work?

It is a new way of marketing products without spending large amounts of money. Computer programmers and small software companies  write good programmes and  upload them to the sites for anyone to use either free or at low cost. This enables them to become established and encourage sales of their more sophisticated programmes and products.

If you are looking for a free PDF converter (I have just downloaded Primo), a word processing package or a desk top publishing package then take a look at these sites which have lots of great office software totally free.

Using a download site you can get free anti virus software, find free fixes and patches to stop your computer crashing.

Download.com

Download.com offers a huge library of free and legal software downloads, music downloads, and game downloads. We provide timely, relevant, and credible information about important software updates and game releases as they come available. The editors write unbiased reviews and ratings for thousands of free downloads, and they are committed to maintaining coverage that is objective and accurate. All the downloadable software, music, and games in our library undergo a rigorous testing process to ensure it is safe and spyware free.Very easy and user-friendly but not everything is free, so check before you download. http://www.download.com

Shareware

This is basically a search engine for free software (and shareware). Find it at http://www.shareware.com

Tucows

A bit more complicated to use because of all the technical information but do persevere because there are some good downloads and everything that is free is clearly marked ‘freeware’. Find it at http://www.tucows.com

Interestingly a lot of people do not believe that good software can be downloaded for free. So they just don’t use them! It is definitely not true that software is only good if it costs you lots of money. 

You may also be interested in the free online learning offered by:

ALISON http://www.shirleyayresconsulting.com/post/2008/05/Welcome-to-Alison-the-free-global-learning-experience.aspx

SCIE http://www.shirleyayresconsulting.com/post/2008/04/Are-you-part-of-the-internet-revolution.aspx

SONY 1012 backstage  http://www.shirleyayresconsulting.com/post/2008/05/Backstage-101-a-free-online-learning-community.aspx

Handy Tip

See more on your browser

Do you wish that your browser was bigger? Well it can be. Simply press F11 and the toolbars will disappear in effect making it bigger.

Another tap on F11 and it’s back to normal. This works on all web browsers.

Why not try it now!

Tags: be part of the it revolution, free software

Related Posts:

• No Related Posts

What does it mean to be an advanced practitioner in social work and does this role include a professional responsibility for leadership? With the increasing focus on interprofessional and multi-disciplinary work in both adults and children’s services, comparisons will be drawn with allied professionals such as doctors, nurses, teachers and psychologists. The new roles of Approved Mental Health Professional, Best Interest Assessor, Independent Mental Capacity Advocates and Responsible Clinician detailed in the Mental Capacity Act. 2005.offer challenges and opportunities for social workers to  contribute their specialist skills and knowledge in a wider range of settings.

The Children’s Workforce Development Council strategy outlined in the Building Better Future – Next steps for the Workforce identifies the need to develop and pilot a framework for professional development for social workers, including those in specialist roles. This will set out the standards and competences expected at different career stages, provide a coherent career pathways, improved development planning and incentives for advanced social workers to remain on the front line.

The role of the advanced practitioner will be explored further in the 2nd UK Mental Health Social Work Continuing Professional Development Conference on Friday 11th July.2008. Social workers in mental health services require strong professional leaders to promote the values, skills and experience of the profession within multi-disciplinary environments. However, the concept of professional leadership in mental health social work is in its infancy and has not yet been universally adopted by employers. This conference will provide the opportunity for discussion and debate about this important subject. You can still book a place by downloading the forms here 

With 5 keynote speakers, 30 papers in 10 symposia and 2 lunchtime film shows the Institute of Psychiatry, Kings College, Making Research Count and the University of Bedfordshire are to be congratulated on providing such an extensive conference programme which will enable practitioners to reflect and share best practice in the mental health field.

The Professional Leadership symposium is one of ten symposia offered at the conference. The full programme can be viewed here This symposium will draw upon the experience of the MSc in Mental Health Social Work with Children & Adults programme at the Institute of Psychiatry in developing professional leaders amongst mental health social workers. The key elements of professional leadership will be explored along with a vision for its future in mental health social work. Because professional leadership also includes the development of new knowledge through original research, research conducted by an advanced practitioner is included to exemplify professional leadership in action.

S8 Paper 1: Professional leadership in mental health social work: what does it mean and how do we achieve it? 

Martin Webber – Programme Leader, MSc in Mental Health Social Work with Children & Adults, Institute of Psychiatry, King’s College London

Abstract

Mental health social work in England and Wales is characterised by uncertainty and low morale. The new Mental Health Act 2007 has opened up the Approved Social Work role to other mental health professionals leaving many to question what the unique contribution of social work to contemporary mental health services actually is. In the absence of a Royal College (provided for other mental health professions) or another authoritative body which defines and promotes social work practice in mental health services, it is largely up to individual practitioners to make and defend their contribution to multi-disciplinary teams.

In this paper I argue that professional leaders are in a strong position to promote good practice, develop the evidence-base for social work and help to define future roles for social workers within mental health services. Professional leadership is currently provided by advanced social work practitioners who can demonstrate an ability to offer advanced and reflective supervision, conduct original research and confidently assert the positive and unique contribution that social workers make to mental health services.

S8 Paper 2: Advanced practitioners: professional leaders in practice

Jack Nathan - Lead Consultant Adult Psychotherapist, South London & Maudsley NHS Foundation Trust, Course Tutor, MSc in Mental Health Social Work with Children & Adults, Institute of Psychiatry, King’s College London

Abstract

This paper will explore what it means to be an advanced social work practitioner in mental health services today. It starts by discussing previously published work by the presenter which looks at the way in which social workers can develop competency beyond Schon’s ‘knowing-in-action’ and / or ‘reflection-in-action’. For example, the essential elements of an advanced practitioner include:

• knowledge of theories informing social work practice;

• knowledge of the current evidence-base; and

• the development of new knowledge through original research, undertaken within the workplace.

These ideas will then be applied to contemporary mental health social work to identify the opportunities and challenges for professional leaders today and in the future.

Jack Nathans previous paper The advanced practitioner: Beyond reflective practice can be downloaded here. Advanced Practitioner (Jack Nathan)

S8 Paper 3: Professional leadership in action. Identifying the support needs of children whose parents have mental illness: a survey of mental health professionals’ attitudes in Kingston-upon-Thames

Karin Slack – Senior Practitioner in Social Work & Approved Social Worker, Royal Borough of Kingston-upon-Thames

Abstract

This paper reports on a study published earlier this year1 that was conducted by  practitioner as part of the MSc in Mental Health Social Work with Children and Adults programme at the Institute of Psychiatry. The study aimed to explore attitudes of mental health professionals in one outer London borough regarding support needs of mental health service users’ children, to test for associations between demographic and professional factors, and practitioners’ views and practices, and to highlight barriers to identifying/meeting the support needs of service users’ children.

All statutory mental health teams in the borough participated in a cross sectional survey. The response rate was 94 out of 150 (62.7%). The sample consisted of a diverse range of professionals, in both inpatient and community settings.

The study found that practitioners were in favour of supporting children. However, attitudes and practices were significantly associated with profession, setting, and whether the respondent was a care co-ordinator. Social workers were the least likely to indicate that it was not their role to do so. Few associations were found with demographic characteristics or experience. The perceived barriers to supporting children were highlighted in this study. Responding professionals considered supporting children important but did not necessarily consider it their role to do so. Training is needed to raise awareness about this issue.

We will be reporting on the key issues raised at the conference in the next week

Tags: institute of psychiatry, making research count, national conference, professional leadership in social work

Related Posts:

• The “must attend” social work conference of 2011
• General Social Care Council to be abolished
• National Continuing Professional Development Conference for Social Workers~14th September 2010
• Social work practitioners develop a caseload management system
• What to do about PQ?

What is the greatest challenge confronting managers and leaders in the care sector? Possibly it is finding the time to attend management and leadership training at one of the numerous actual and “virtual” leadership academies established in recent years. 

Are the huge resources now being devoted to leadership and management training really making a difference to the quality of services being delivered? So many organisations are now involved in management and leadership training it would be difficult to calculate the total expenditure to date. But a crucial question remains – what quality indicators are in place to ensure that the rate of return justifies the current investment? How do we distinguish excellence from mediocrity, is there a relationship between star ratings and leadership, are leadership and management really the same?    

Paradoxically it is the law of unintended consequences which becomes apparent when there is a lack of focus and joined up thinking across the care sector especially within the critical area of leadership.   

Leaders and managers have a vital role in improving services especially in the critical area of developing and supporting staff to deliver a world class care service. But do we really need quite so many leadership academies, leadership programmes, new projects and initiatives?  Apart from the obvious cost and resource implications I believe that we now need to invest in qualitative research which demonstrates whether this investment is really making an impact on the front line. What makes an effective manager? Do effective managers attract and retain more highly qualified staff? Is the quality of management reflected in the experiences of people who use services?

There are a large number of different types of management and leadership programmes both accredited and non accredited, provided in-house or externally. Many programmes have identified outcomes which lead to nationally recognized awards such as DMS, MBA, MPA, RMA, and PQAASW. Some programmes seem more concerned with inputs (number of lectures delivered) and outputs (how many people attended). How is the aim of becoming a more effective manager translated into practice? With the growth in e-Learning and blended learning the plethora of toolkits and audits freely available is it too controversial to suggest that existing managers should already be able to evidence their competence in the key areas of management and leadership?

However, with everyone from SCIE, ID&EA, the Kings Fund, Open University, ADCS, CWDC, and Skills for Care offering or developing management programmes and Action Learning Sets there is the potential for considerable confusion for employers or students. How can employers identify the most appropriate and cost effective training available? Government targets and public expectations require managers to have a sophisticated set of skills and knowledge which will deliver quality services across an increasingly complex landscape which includes personalisation and direct payments.

In September we will be publishing an independent (and brief) guide to help you make sense of what is available in the area of leadership and management development. Keep in touch by signing up for our free monthly eLetter. In the meantime if you have any questions, comments or contributions please contact us.

You may also wish to refer to our jargon busters section for further explanations of acronyms etc and navigating the social care landscape to understand the different roles and purpose of the organizations listed above.

Tags: care sector, development, dms, education, effective critical area, leadership, leadership academies, management, mba, mpa, pqaasw, research, toolkits, training

Related Posts:

• 2010 – new decade, new challenges – what needs to change in social work and social care?
• Improving social work practice through post qualifying education and training
• Shape the new College and build a strong voice for social work
• Social Care TV now online
• 50,000 social workers join the Advanced Social Work Practice Network on LinkedIn in 2010

When you are confronted by endless paperwork, bureaucracy and performance targets that seem to have no relevance to the people you support, it is easy to forget the long and honourable traditions and values of social work. It is worth reflecting that the skills and knowledge learned, developed and applied every day should give the profession a formidable voice. This is a theme I will be exploring over the next few months. I look forward to a lively and controversial debate about the issues and contradictions which have always surrounded the social work role. As Mother Teresa stated so eloquently “Do not wait for leaders. do it alone, person to person”

The International Federation of Social Workers (IFSW) http://www.ifsw.org/en/p38000044.html formally adopted the following definition of social work in July 2000

DEFINITION*

The social work profession promotes social change, problem solving in human relationships and the empowerment and liberation of people to enhance well-being. Utilising theories of human behaviour and social systems, social work intervenes at the points where people interact with their environments. Principles of human rights and social justice are fundamental to social work.

COMMENTARY

Social work in its various forms addresses the multiple, complex transactions between people and their environments. Its mission is to enable all people to develop their full potential, enrich their lives, and prevent dysfunction. Professional social work is focused on problem solving and change. As such, social workers are change agents in society and in the lives of the individuals, families and communities they serve. Social work is an interrelated system of values, theory and practice.

Values

Social work grew out of humanitarian and democratic ideals, and its values are based on respect for the equality, worth, and dignity of all people. Since its beginnings over a century ago, social work practice has focused on meeting human needs and developing human potential. Human rights and social justice serve as the motivation and justification for social work action. In solidarity with those who are dis-advantaged, the profession strives to alleviate poverty and to liberate vulnerable and oppressed people in order to promote social inclusion. Social work values are embodied in the profession’s national and international codes of ethics.

Theory

Social work bases its methodology on a systematic body of evidence-based knowledge derived from research and practice evaluation, including local and indigenous knowledge specific to its context. It recognises the complexity of interactions between human beings and their environment, and the capacity of people both to be affected by and to alter the multiple influences upon them including bio-psychosocial factors. The social work profession draws on theories of human development and behaviour and social systems to analyse complex situations and to facilitate individual, organisational, social and cultural changes.

Practice

Social work addresses the barriers, inequities and injustices that exist in society. It responds to crises and emergencies as well as to everyday personal and social problems. Social work utilises a variety of skills, techniques, and activities consistent with its holistic focus on persons and their environments. Social work interventions range from primarily person-focused psychosocial processes to involvement in social policy, planning and development. These include counselling, clinical social work, group work, social pedagogical work, and family treatment and therapy as well as efforts to help people obtain services and resources in the community. Interventions also include agency administration, community organisation and engaging in social and political action to impact social policy and economic development. The holistic focus of social work is universal, but the priorities of social work practice will vary from country to country and from time to time depending on cultural, historical, and socio-economic conditions.

* This international definition of the social work profession replaces the IFSW definition adopted in 1982. It is understood that social work in the 21st century is dynamic and evolving, and therefore no definition should be regarded as exhaustive.

Find out more about IFSW http://www.ifsw.org/en/p38000208.html

Tags: be inspired, democracy, dignity, empowerment, human relationships, ifsw, political, respect, social justice, Social Work, values

Related Posts:

• Guest Blog ~ Personalisation – the challenges for social work by Simon Duffy
• Leadership Learning for the 21st Century
• National Continuing Professional Development Conference for Social Workers~14th September 2010
• Emotional Intelligence Teaches Practical Skills for Anger Management
• Free speech is not for sale ~ Support the Libel Reform campaign

Advanced practice in social work can be a driving force in meeting the expectations of people using services, delegates at a recent conference on professional leadership heard. The conference was organised by the Advanced Practice Social Work Network and supported by Skills for Care London and the Childrens Workforce Development Council.

Speaking to more than 100 delegates, Fiona Hill, director of Brent Mental Health User Group (BUG), said constructive partnerships can be formed with people using services who have appropriate knowledge and skills in service development and improvement.

Such partnerships can yield creative and modern approaches to the challenging agenda of service provision, commission and delivery, she added.  The use of a multi-disciplinary approach and the incorporation of the recovery approach offer opportunities for advanced practice.

The one-day conference entitled “Professional Leadership – The Challenge for Advanced Practitioners” was jointly organised by Skills for Care (SfC), the Children’s Workforce Development Council (CWDC) and the Advanced Practice Social Work Network (APSWN).

Hill said that mental health users want to be recognised as part of the multi-disciplinary team involved in their care, with social care and health professionals prepared to use a range of creative approaches.

People receiving services often want to be enabled to identify for themselves the factors which help them deal with their mental illness and improve their wellbeing and health.

Mental health users are not often encouraged to develop their strengths and resilience or to take creative risks that are positive as people who use services are more likely seen as “isolated individuals” rather than in the context of their lives, she added.

Positive change can be achieved by professionals working together with people using services to pro-actively gather information about evidence-based practice and seeking out opportunities to modernise service provision which is focused on outcomes of those using services.

Areas for Development

The development of organisational commitment to, and ownership of, evidence-based practice; increased use of evidence-based approaches amongst staff; and greater access to research evidence and evidence-based practice materials are three key areas for development in social care.

Addressing delegates on developing evidence-based practice in a UK children’s charity, Tony Newman, assistant director of research and development at Barnardos outlined several proposals for senior management to help stimulate organisational commitment.

Staff should be provided with time and opportunities to develop critical thinking, discussion of research should form part of staff supervision and appraisal sessions; and research competencies included in job descriptions.

He also suggested that social care management should maintain strategic links with research institutions, as well as build evidence into service planning and review and support effective evaluation of outcomes of practice.

In identifying the various challenges for the UK social care sector which would help to strengthen the research capacity, Newman said, creating and sustaining management ‘buy in’ was important, as was linking what social work professionals do with why they do it.

The sector needs to go beyond dissemination of evidence and instead increase its focus on how evidence can be applied in practice application to practice.

A challenge also exists in addressing the perception that some practitioners have towards research and to tackle the shortfall in the skills and knowledge of the social care workforce, added Newman, who told delegates that was required was sustained support and follow through from senior management within organisations.

Opportunities exist in competitive tendering, “New Philanthropy” and an increased emphasis on evidence; existing expertise and resources; links with social work training and PQ requirements, and a demand by government for policy focused research.

Transcendent knowledge

Experienced professional practice requires an ability to juggle and apply knowledge from a range of sources, in what is often complex and changing situations, Jan Fook, professor in social work studies at the University of Southampton, told delegates.

Speaking on the role of the advanced practitioner in integrating knowledge in practice, Fook said the implications for knowledge were transcendent. 

Professional practitioners had the skill to negotiate meanings in context, to invert knowledge hierarchies, and to engender a sense of professional integrity.

Fook heads the Southampton Practice Research Initiative Network Group (SPRING), to develop and resource practice research initiatives in partnership between practitioners and academics, and to profile the use of innovative methods in practice research.

Joan Orme, professor of social work at the University of Glasgow, chaired the conference. Other speakers included John Nawrockyi, director of adult social care at the London Borough of Greenwich, who presented an employer perspective on PQ higher awards and the contribution that advanced practitioners make to social work practice.

Malcolm Payne, director of psycho-social and spiritual care at St Christopher’s Hospice gave a moving account of the role of the advanced social work practitioner in supporting individuals and their families come to terms with terminal illness and death. Christine Holland, consultant social worker, North Essex Partnership NHS Trust gave a first-hand account of her role as a consultant social work practitioner, and its implications.

A range of professionals from health and social care settings conducted workshops on a number of issues covering inter-professional practice, leadership and management, practice education, mental health, and children and young people’s services.

Delegates were able to have key questions on the higher awards in the PQ framework addressed by a panel of social care experts including Amanda Hatton from Skills for Care; and Jan Hill, Skills for Care London sub-regional PQ lead for the north-east.

The conference took place on January 31 in London.

Related Posts:

• No Related Posts

Sadly there are only a limited range of funding sources available to support students undertaking Post-Qualifying awards in social work within the revised PQ Framework. At a time when resources are being limited it should be a matter of concern to the profession that there are no ring fenced funds for post qualifying education and training in England. Whilst some employers are very generous there is a marked lack of consistency about access to post qualifying training especially at higher specialist and advanced level. Voluntary organisations are particularly hard pressed to support their staff.

Maybe we need a performance indicator or benchmark for the investment in post qualifying training made by social work employers or do we still have to argue the business case?

Funding sources in England include:

Local Authority Grants

From April 2008, the Adult Social Care Workforce contribution (Department of Health) and Children’s Social Care Workforce contribution (Department for Children Schools and Families) will form part of local authorities non-ring fenced Area Based Grant.   These grants are to assist with the training and development of the social care workforce, and it is recommended that local authority employers support post-qualification training via these grants. These funding streams replace the National Training Strategy and Human Resource Development Strategy grants previously provided. 

Post Qualifying Bursary Fund

Skills for Care and the Children’s Workforce Development Council jointly offer bursaries for PQ Awards in social work for candidates who do not have an employer including locum, freelance or independent social workers. For further information about eligibility contact your regional office at www.skillsforcare.org.uk or www.cwdcouncil.org.uk

Career Development Loans

Social workers can apply for an interest-free Career Development Loan (CDL) of between £300 and £8,000 to fund vocational, work-related courses. These are available through Barclays Bank, The Co-operative Bank and The Royal Bank of Scotland as a result of an arrangement with the Learning and Skills Council (LSC) for candidates who are unable to pay for the course themselves; are not eligible for any other funding; and are intending to work in the European Union upon completion. See www.direct.gov.uk/cdl for details.

Educational Trust and Grant Funding

Educational trusts are charitable organisations that award grants for educational purposes to organizations or individuals. Eligibility criteria for funding are varied with limited criteria, such as only assisting study for a particular profession; at a specific academic level; or relating to a specific geographical area. Some universities offer bursaries. Further information from public libraries or the university you are interested in attending.

Social Workers’ Educational Trust (SWET)

SWET aims to assist qualified social workers to develop their knowledge and skills; encourage research into social work practice; and educate the public about the nature of social work. Small grants up to £300 are available for social workers with at least two years post qualifying practice. The Trust also grants more substantial annual research scholarships. www.socialworkerseducationaltrust.org.uk

Tags: career development loans, local authorities, pq funding, swet

Related Posts:

• 2009 Research Scholarships from the Social Workers Educational Trust
• See Me Now
• £5.5 million allocated to new Social Work Partnership but is this enough?
• Social Workers Educational Trust – providing support for post qualifying studies

Employers, higher education institutions, practitioners and other stakeholders are being invited to join the Advanced Practice Social Work Network (APSWN), which offers a collective and independent voice for the professional leadership of social work in the UK. The APSWN seeks to support advanced practitioners in social work and specifically aims to:

1. Advocate for improved funding structures for Post Qualifying (PQ) education to support the professional development of advanced practitioners;
2. Engage employers in discussions about the training needs of their advanced practitioners and encourage them to continue supporting advanced level PQ programmes;
3. Engage employers and other stakeholders in the design of advanced level PQ programmes;
4. Support HEIs in developing new advanced level PQ programmes;
5. Advocate for advanced practice positions such as Consultant Social Workers;
6. Develop the research capacity of advanced social work practitioners;
7. Engage with organisations to help bridge the gap between research and advanced practice in social work;
8. Engage with the workforce development agenda and policy initiatives such as the White Paper ‘Our Health, Our Care’ and Building Brighter Futures: Next Steps for the Childrens’ Workforce

Further information from Martin Webber at: martin.webber@iop.kcl.ac.uk.

Tags: advanced social work practice, independent voice, leadership, professional practice

Related Posts:

• National Continuing Professional Development Conference for Social Workers~14th September 2010
• Shape the new College and build a strong voice for social work
• Social work practitioners develop a caseload management system
• 50,000 social workers join the Advanced Social Work Practice Network on LinkedIn in 2010
• Launch of the Final Report of the Social Work Task Force