Be Inspired! Shirley Ayres Consulting

What do the cases that the General Social Care Council (GSCC) has taken to conduct hearings or tribunals tell us about the state of social work practice? How should professional boundaries be managed, especially in the sensitive area of sexual relationships? How are complainants supported and how are conduct issues assessed?

The GSCC is the social care workforce regulator and “guardian of standards” for the social care workforce in England. It is responsible for regulating the codes of practice, the Social Care Register and qualifying and post qualifying social work education and training.

The Codes of Practice for Social Care Workers and Employers describe the standards of conduct and practice within which employers of social care workers and staff should work. The codes require that employers adhere to the standards set out in their code, support social care workers to meet their professional responsibilities and take appropriate action when workers do not meet expected standards of conduct. The codes mean that the social care sector has similar regulation to doctors and nurses.

Registered social care workers who breach the codes could be removed from the Social Care Register, while employers who break them could face sanctions.

A workshop at the recent GSCC Annual Conference gave an interesting insight into what happens when social workers breach the code and are reported for misconduct.

The work of the GSCC’s Conduct Group centres around maintaining and raising professional standards to ensure that applicants to, and people on, the Social Care Register:

• are suitable to be a registered social worker 

  work safely in social care

  are held accountable for their practice and conduct

Is the regulation of Conduct working?

Between 1st April 2003 and 31st March 2008 the work of the Conduct Group has led to:

214 refusals to join the Social Care Register

60 registrations with conditions

14 removals from the Social Care Register

16 admonishments placed on the registrants’ public record

39 Interim Suspension Orders

Emerging Trends

Almost half of all referrals from employers relate to professional practice

Although there are proportionately fewer referrals relating to professional boundaries a high percentage of Conduct Committees held relate to this matter

Sections 2(striving to establish and maintain the trust and confidence of service users and carers) and 5 (uphold public trust and confidence in social care services) are the sections of the codes of practice most commonly breached.

(source GSCC 2008)

Download the full Codes of Practice here

http://www.gscc.org.uk/Good+practice+and+conduct/Get+copies+of+our+codes

WITNESS supports people who use services who are reporting abuse by social workers. This includes:

Emotional support to help deal with the impact of conduct proceedings

Helping communications and providing support at meetings with lawyers and the GSCC

Preparation for and support at Conduct Committee hearings

Post hearing follow up/debriefing

Reporting to the GSCC on client experiences 

WITNESS is the professional boundaries charity and aims to promote safe boundaries between professionals and the public. They provide a range of services for professionals and the public and work to improve public protection through policy and influencing work. http://www.popan.org.uk/

Professional boundaries are high on the list of issues reported to disciplinary hearings

Skills around boundaries are not currently taught to social workers

Many employers have no clear policy about professional boundaries

Workers often do not know where the line should be drawn.

(source GSCC 2008)

Social services department, services registered with the Commission for Social Care Inspection (CSCI), and further types of services are expected to be in a position to comply with the Code of Practice for Employers of Social Care Workers. The GSCC suggest that employers:

Use the code for employers as a ‘tick list’ for a comprehensive audit of policies.

In larger organisations, make sure relevant senior colleagues such as the human resources manager, training manager and elected members or board are aware of the codes and their potential impact on the organisation. In smaller organisations, make sure all senior colleagues are aware of the codes and their potential impact.

Ensure that sufficient copies of the code are available for all staff, make sure they have received and read them, and try to have a session where the issues are discussed.

Introduce the codes to new staff at induction and have a discussion with them then about what they mean. The codes contain nothing that cannot be put into practice straight away by social care workers.

The codes can be used in the performance appraisal process as a measurable target for staff and managers. Incorporating the codes into people’s work plans and objectives will be a good way of getting them to think about the codes.

Get staff to carry the credit card-sized codes around with them and ask staff to explain to service users what the codes are, at an appropriate moment.

People who use services should have access to the codes, which are available for download and to order by post in a variety of formats from the GSCC.

 

It remains to be seen how employers, who do not adhere to the codes of practice, will be sanctioned through the Conduct process.

 

Tags: admonishments, codes of practice, gscc, popan, professional boundaries, professional practice, regulation, social care register, social workers, witness

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Sometimes, we can get so hung up on jargon, acronyms and professional speak that we lose sight of the fact that they fail to bring understanding or enlightenment to people outside of our world. Creating more jargon is not the answer. Changing the words we use might work better and possibly glossaries of terms and jargon busters are a step on the way.

Our sector desperately needs to communicate effectively to so many different stakeholders. Why is it such a major challenge keeping up to date with the latest acronyms, initials and jargon, especially in the areas of workforce development, education and training?

We are currently identifying useful resources and compiling a glossary of the most common terms and acronyms used across the care sector. You can then ask the GSCC about your PRTL (gaining information from our website may qualify!) and request a TNA from your employer who may refer to the PQ and seek guidance from the SSC about the relevant NOS.

GSCC – General Social Care Council

The General Social Care Council is responsible for setting standards of conduct and practice for social care workers and their employers, for regulating the workforce, and for regulating social work education and training.

PRTL – Post-Registration Training and Learning

Every social worker registered with the GSCC shall, within the period of registration, complete either 90 hours or 15 days of study, training, courses, seminars, reading, teaching or other activities which could reasonably be expected to advance the social worker’s professional development, or contribute to the development of the profession as a whole.

TNA – Training Needs Analysis

An analysis of training needs to identify any skill gaps for organizations and individuals.

PQ-  Post Qualifying

Education and training undertaken by qualified social workers and other professionals. Social workers need to evidence their PQ training and CPD when submitting their PRTL to maintain their  registration with the GSCC Social Care Register..

SSC – Sector Skills Council

Each SSC works to agree priorities and targets with its employers and partners to address four key goals:

• reducing skills gaps and shortages

• improving productivity, business and public service performance

• increasing opportunities to boost the skills and productivity of everyone in the sector’s workforce, including action on equal opportunities

• improving the supply of learning opportunities, including apprenticeships, higher education and national occupational standards

Skills for Care and Development are the Sector Skills Council for social care, children and young people’s workforces in the UK. It is an Alliance of 5 organisations:

Care Council for Wales, Children’s Workforce Development Council, Northern Ireland Social Care Council, Scottish Social Services Council, and Skills for Care

NOS – National Occupational Standards

National Occupational Standards (NOS) have been developed to assist employers, businesses, employees and individuals. They contain descriptions of good practice and can be a benchmark for rewarding experience, knowledge and competence.

NOS Directory

All the NOS developed by Sector Skills Councils (SSCs) and Standard Setting Bodies (SSBs) are available to download on the NOS Directory managed by the Sector Skills Development Agency (SSDA). The NOS Directory is available on the UK Standards website. http://www.ukstandards.org

In the meantime we would like to introduce you to Jargonbuster, a resource drafted by Kevin Ashby and Colin Nee (Charities Evaluation Services), with input from a steering group containing representatives from a number of charitable foundations, grant awarding bodies and national umbrella bodies.

This book defines and explains key terms used in evaluating and monitoring services. Definitions range from milestones to benchmarking and the differences between an output and an outcome are explained in plain english with examples and case studies.

An invaluable resource available to download here or on the Charity Evaluation Services website

Tags: acronyms, care sector, ces, charity evaluation services, glossary of terms, gscc, jargonbuster, nos, outcomes, ssc

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The first ever survey of more than 750,000  care workers across England found that whlst 90% of staff are happy in their work less than half believe their work is appreciated by the general public.

The survey of 500 care workers carried out by Skills for Care found only 39% felt their work was appreciated and many felt that there was little understanding of the value of their hard work.

“This survey is the largest ever study of adult social care workers in England and it has revealed that we have some difficult challenges ahead of us over the next decade,” says Skills for Care Chair Donald Hoodless.

“The fact that a sizeable majority of the one million people who work in social care in England feel their work is undervalued reinforces the problems we have in making sure their work with some of the most vulnerable people in our society is properly recognised by the general public. “We are going to need more and more care workers to meet the needs of an aging population and the general public’s negative view of care work means it will be difficult for the sector to recruit people returning to work or young people to replace those staff. It is good news that the workforce is happy in their work but it does raise serious questions about whether they have the skills to cope with the significant changes in our sector, particularly with the greater emphasis on personalised care for a more articulate group of people who use services some of whom are now directly employing their own staff.”

The adult social care workforce accounts for nearly 5 per cent of England’s workforce, spread over more than 25,000 employers. Skills for Care members are drawn from groups representing public, private and voluntary sector care employers, along with representatives of staff, trainers, service users and informal careers. Social care includes residential care, domiciliary care and social work with all its specialists.

The Department of Health have invested significant sums through Skills for Care making sure that staff can access the training they need to do their job to the highest standard possible and it’s encouraging that the majority now have NVQ level 2 qualifications and are accessing training and development reviews.

“It’s worth remembering that 80% qualified staff and only 20% with no qualifications at all is almost the exact opposite of the workforce profile we had before Skills for Care invested time, money and strategic thinking into developing a better trained workforce which will ultimately benefit people who use services. But as we increase numbers of trained staff we need to have a full debate about how we make sure we boost the financial incentives for getting a qualification as our research shows there is only a maximum 6% percent difference in pay rates between qualified and non-qualified staff which is far too low.”

“Skills for Care is not complacent about the state of training within the care sector but is encouraged that significant investments in the development of three quarters of a million workers is beginning to deliver a well trained workforce able to meet the needs of a highly diverse group of people who use services across England.” http://www.skillsforcare.org.uk/view.asp?id=966

Tags: happy in their work, social care staff, undervalued by the public

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Find out what post qualifying social work courses are available in England by consulting the National PQ Directory available on line through the following link http://www.practicelearning.org.uk/Post_Qualification_(PQ)/PQ_Directory.html

A more detailed guide to the London Post Qualifying Programmes is available to download from http://www.skillsforcarelondon.org.uk/downloads/PQ-Directory.pdf

Tags: guide to pq courses, marcia white media, pq london directory, pq national directory, shirley ayres consulting, Social Work

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The Mental Health Act 2007, which comes into force this October, introduces across England a new role of the Approved Mental Health Professional (AMHP) which will replace the Approved Social Worker and extend their remit to other mental health professionals.

Government guidance on the new role is set out in the document “Specialist standards and requirements for post-qualifying social work education and training; social work in mental health services”.

Peter Wright and Cyndy Whiffin from the GSCC have answered a few of the more common questions raised by professionals on the new role, with reference to the guidance document.

Q:  Will candidates have to complete a PQ Specialist Social Work Award before entry to the PQ Higher Specialist Social Work Award in Mental Health incorporating the AMHP requirements?

A: No.  Candidates may enter directly if they satisfy the university entry requirements set out in paragraph 54 of “Specialist standards and requirements for post-qualifying social work education and training; social work in mental health services (revised autumn 2007)”. 

Q: Will candidates have to complete a consolidation module?

A: No.  A consolation module is part of the Specialist Level of the post-qualifying social work framework. AMHP training is at the higher specialist level. This does not include a consolidation module.

Q: Are there any special entry requirements for non-social work candidates?

A: No. Candidates must demonstrate they already have the level of professional competence, capacity and ability to undertake and complete an AMHP training programme.

Q: How will candidates meet the entry criteria without social work qualifications or training?

A: Admissions officers must ascertain whether an individual can provide convincing evidence of achievements that would indicate they were able to undertake successfully and benefit from AMHP training.  The GSCC requirements for AMHP training are agreed and endorsed by the Nursing and Midwifery Council (NMC), the Health Professions Council (HPC), the College of Occupational Therapists (COT), and the British Psychological Society (BPS).  [Section 3 par 54 (i)]

Q: Will social workers have to complete the full PQ award to be approved as an AMHP?

A: No.  Candidates can be considered by local authorities for AMHP approval. However they are not eligible for the PQ Higher Specialist Social Work Award until they have completed all the required learning outcomes for this award.

Q. Can independent social workers, who do not have an employer to nominate them, access AMHP training?

A: Yes. Under the PQ framework approved universities will determine selection and entry and can recruit independent social workers who meet the other entry requirements, and who can access suitable practice opportunities to meet the assessment criteria. On completion candidates would have to align themselves with an employer who wished to put them forward for local authority AMHP approval and to act as an AMHP on their behalf.

Q: I am currently an ASW. What will be the arrangement for transition from ASW to AMHP status?

A: The GSCC’s role is to approve the basic training, so that local authorities have suitably qualified people for approval as AMHPs who also meet other criteria under the Regulations.  Approval and renewal of approval is governed by the Regulations.

Q: Are there any requirements or guidance on transition or conversion training for ASWs who are translated into AMHP approved status?

A: The GSCC’s role is strictly to approve the basic training, which will render successful completers eligible for consideration by local authorities for approval along with other criteria to be met under the Regulations. The Care Services Improvement Partnership (CSIP) has been commissioned by DH to develop training materials.

Further information about how the AMHP will be regulated and the implications for practice from  “Specialist standards and requirements for post-qualifying social work education and training: Social work in mental health services”:  http://www.gscc.org.uk/NR/rdonlyres/A3103CAA-C5D0-41B2-966C-17D24108F788/0/GSCC_MH_LR.pdf

Do you have any further questions about the transition and the implications for your practice? Let us know

Tags: mental health, practitioner, Social Work

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The Philosophy of Shirley Ayres Consulting 

The Japanese have a word “Kaizen” which translated means “the gathering of the wisdom of the people” The Be Inspired website was launched to provide an independent and innovative web based resource for social work and social care. We are committed to supporting individuals and organisations to make connections and partnerships across sectors and disciplines.

We are very aware that in the 21st century organisations need to find different ways to engage, excite and energise their stakeholders. This doesn’t just mean communicating well – it means having a good story to tell. Our approach, which is underpinned by a commitment to empowerment through knowledge, links the latest marketing and new technology to promote excellence in the social work field.

Social work has many good stories to tell. It is the ultimate paradox that the communication skills so vital to effective social work are not reflected in the marketing and promotion of the care sector as a whole. We need to motivate and engage with politicians, service users, funders, investors, providers, media and other relevant groups to ensure that society values and adequately funds the social work and care services which support the most vulnerable people in the community. For more information about our consultancy services contact info@shirleyayresconsulting.co.uk

How we work

Engaging, listening, discussing, carrying out interviews, providing workshops, undertaking desk and field research

Identifying significant patterns and themes and developing a strategy based upon the key issues with agreed outcomes

Implementing identifying relevant outputs and outcomes the development of a communications strategy

Handing over ownership to the organisation through training, mentoring, presentations and reports.

Evaluation, assessing how the ideas are working in action, making suggestions for improvements.

We work most effectively with organisations who are actively seeking to challenge and change the way they deliver their services. These organisations recognise that the way to stand out from the crowd is to stand for something original and unique. Inspiration is shared through a vision and values. info@shirleyayresconsulting.co.uk

The Team 

Shirley Ayres began her social work career with a national children’s charity establishing innovative community based projects for troubled and troublesome young people. She was awarded an international scholarship in the 1980’s and completed post-graduate studies at the Law School Sydney University, Australia.

In the 1990’s Shirley held the position of Chief Officer at GLPQ, a charity and company limited by guarantee responsible for the post qualifying education and training of social workers in London. GLPQ became a nationally recognised and independent voice for the challenges confronting social work practitioners in an increasingly diverse landscape.

In 2005 Shirley established a new knowledge and communications consultancy. Her work draws upon her qualifications and experience in social work, marketing, ethics, criminology, leadership and management. She works with a growing number of associates who provide complementary skills, knowledge and expertise. This enables the consultancy to provide unique perspectives into the development of innovative responses to the challenges facing an increasingly complex and disconnected society. 

Shirley is a respected commentator on issues of communication and diversity in the care sector. She is particularly interested in the challenges of securing the meaningful co-operation of diverse stakeholders including people who use service users and carers. She is currently involved in a number of ventures exploring the potential of the internet and Web 2 technology to enable communities of interest to connect and network more effectively. shirley@shirleyayresconsulting.co.uk

Peter Loizou has lead responsibility for the development and design of a number of Web 2.0 developments including the Be Inspired website. He has specialist knowledge of data collection and analysis in the care sector. He has undertaken research to support the development of strategic partnerships and the implementation of a major workforce mapping exercise in social work and social care. peter@shirleyayresconsulting.co.uk

James Souttar is a communications consultant with extensive experience of public, private and not-for-profit sectors. These include charities and social enterprises, Sector Skills Councils, Professional Skills for Government, and a number of universities. In 2005, the University of Middlesex awarded James an Honorary Doctorate in recognition of his work in leading their rebranding. james@shirleyayresconsulting.co.uk

Marcia White is an experienced journalist who has worked on every major magazine and newspaper covering the sector, including: Guardian Society, Community Care, CareandHealth Magazine, Skills for Care London PQ Bulletin and SCLondon. Formerly managing editor of CareandHealth magazine she has an in-depth knowledge of the care sector and the policy drivers underpinning the development of the mixed economy of care and the relationships between the statutory, private and voluntary sector.  marcia@shirleyayresconsulting.co.uk

Cheryl Lewis has substantial experience in the voluntary and public care sector. Her background is in advocacy, focusing on the delivery of high quality person centered services and solutions. Her strengths are in her insights and capacity to connect with individuals and groups using her highly developed interpersonal skills. Cheryl has a particular focus on strategic perspectives, which will translate into improved performance management. She has a personal and professional commitment to lifelong learning and education.  cheryl@shirleyayresconsulting.co.uk

Tags: About Us, be inspired, connecting, engaging, Leadership and Management, our philosophy, partnerships, shirley ayres consulting, Social Work, values and vision, wisdom and knowledge

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Social workers, practice teachers, managers and researchers are amongst a host of social care professionals living or working in the capital who are now able to benefit from a new service jointly provided by Skills for Care London.

Learning Resources for Social Workers is a partnership between SfC London and the NHS Health Libraries. It is aimed at supplementing existing SfC resources with a wider range of complementary materials.

Professionals are now able to benefit from a walk-in reference and study area; walk-in PC access to the social care database; inter-library loans; core social work books and related social care and health materials; and access to social work journals either on site or through the photocopying service. The project hopes to secure long term funding and this will be influenced by the numbers using the service and an evaluation of the impact of the pilot scheme.  

Librarians, trained in supporting social work learning needs, will also be able to provide training on use of PC and search skills, and most libraries will also provide a free information searching service. The libraries are located at the following sites:

LONDON REGION LIBRARY CONTACT DETAILS

North West London John Squire Medical Library

Northwick Park Hospital
Watford Road, Harrow, Middlesex. HA1 3UJ 
Main contact: Mike Kendall
Tel: 020 8869 3322

Central Middlesex Hospital Library
Acton Lane, London NW10 7NS 
Main contact: Marina Rossi
Tel No: 020 8453 2504

North Central London
Archway Healthcare Library
Holborn Union Building,
Archway Campus, Highgate Hill,
London N19 3UA
Main contact: Beverley Chapman
Tel: 020 7288 3580

Islington PCT Library & Knowledge Service
338-346 Goswell Road,
London EC1V 7LQ 
Main contact: Mandy Guest
Tel: 020 7527 1241 / 1242 / 1243

North East London

Aubrey Keep Library
St. George’s Hospital
Sutton’s Lane,
Essex RM12 6RS 
Main contact: Maureen Rouse
Tel: 01708 46 5530 / 29

Waltham Forest Healthcare Library
Whipps Cross University Hospital NHS Trust
Whipps Cross Road,
London E11 1NR 
Main contact: Angela Head
Tel: 020 8535 6973

Central London

Bloomsbury Healthcare Library
Bonham Carter House,
52 Gower Street,
London WC1E 6EB
Main contact: Michael Larkin
Tel: 020 7380 9097

South West London

Croydon Health Library & Resource Service
Croydon PCT
12-18 Lennard Road,
Croydon CR9 2RS. 
Main contact: Jenny Williams
Tel: 020 8274 6316 / 6313

St George’s Library
St George’s University of London
Hunter Wing, Cranmer Terrace,
Tooting, London SW17 0RE
Main contact: Karen John-Pierre
Tel: 020 8725 5441

South East London

Health First Learning Centre
Mary Sheridan House,
15 St Thomas Street,
London Bridge, London SE1 9RY
Main contact: Heidi Fanning
Tel: 020 7188 2862

SLAM Multidisciplinary Library
South London and Maudsley NHS Trust,
108 Landor Road, Stockwell,
London SW9 9NT 
Main contact: Paul Harrington
Tel: 020 3228 6336

Bromley Central Library
High Street, Bromley,
Kent BR1 1EX
Main contact: David Brockhurst
Tel: 020 8461 7233

Tell us about your experiences. Are you a London based social worke, practice teacher or student? Have you used one of the libraries? Should this resource be available nationally?

Tags: access, education, health libraries, practice learning, social workers, students

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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

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