Archive for the ‘Post Qualifying Learning and Education’ Category

Supporting Best Practice through the Post Qualifying Awards

Friday, January 23rd, 2009

 Supporting Best Practice through the Post Qualifying Awards – A series of PQ Information Seminars for managers across London .

The Post Qualifying Framework is designed to develop well-rounded practitioners, confident about working in inter professional and inter-agency contexts with the capacity to respond to, and effect, change. 

Skills for Care London and the CWDC have organised a series of PQ seminars across London for managers to explore the benefits of supporting staff to undertake a Post Qualifying Award. A number of universities will be contributing their thoughts about how post qualifying education developments are addressing the policy drivers underpinning workforce reform including the Personalisation Agenda, Transforming Adult Social Care, Every Child Matters and the Social Work Taskforce. The seminars are being facilitated by Shirley Ayres – Communications Consultant, publisher of Be Inspired an online resource for social work and formerly Chief Officer GLPQ. 

Managers are invited to attend one of these unique seminars to find out how the Post Qualifying Awards: 

o Develops and enhances social work values, knowledge and skills

o Broadens knowledge of social policy and legislation 

o Increases the use of evidence based practice

o Encourages more effective networking and collaboration with colleagues from different backgrounds 

o Enhances the sharing of knowledge and skills within teams

o Confirms the status of the consultant social worker

All attendees will receive a copy of the new Skills for Care London and CWDC publication “Making Sense of the Post Qualifying Awards – A Brief Guide for London Employers” .

Places are limited and advance booking is essential. If you have not yet received an invitation and would like to attend one of the seminars please contact the sub regional Post Qualifying/Practice Learning Co-ordinator listed below for a booking form and further information.

North West London Sub Regional Seminar – 25th February 9.45 – 1.00 Hammersmith Town Hall,

Dionne.Collins@lbhf.gov.uk 

South East  London Sub Regional Seminar- 26th February 9.45 – 2pm (including lunch)  -   London South Bank University

helen.moss@southwark.gov.uk 

North East London Sub Regional Seminar – 2nd March 9.45 – 1.00  Mulberry Place Town Hall

ali.rusbridge@towerhamlets.gov.uk

North Central London Sub Regional Seminar 4th March 2.00 – 5.00 The Resource Centre, Holloway Road

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Mental Capacity Act 2005 – SCIE launches a new resource

Sunday, December 7th, 2008

This new SCIE resource introduces a range of guidance materials and links to support the implementation of the Mental Capacity Act 2005 (MCA). The section is in the early stages of development, but will eventually provide an accessible resource that people will visit as their “first port of call” when looking for information about the MCA.

SCIE has also launched some new materials twhich have been commissioned by SCIE and the Department of Health with the aim of helping the people responsible for implementing the Act to understand its requirements. Some of the materials focus on a particular field (e.g. end of life care,

learning disabilities or mental health), others offer more general guidance. There are also links to materials about the MCA that have been produced by other organizations including Alzheimer’s Society, Mental Health Foundation and the Royal College of Psychiatrists

Given the potential of the MCA to touch the lives of millions – particularly those who live with learning disability, dementia or mental health problems and those working and caring for them – the resource will provide the opportunity to link related policy areas together. Examples include the development of the National Dementia Strategy and SCIE’s practice development work on restraint, due to be launched in late summer 2009. http://www.scie.org.uk/publications/misc/mca/index.asp

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The Really Big Question – what makes an effective manager?

Thursday, June 26th, 2008

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.

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The Mental Capacity Act 2005 – Useful Resources

Wednesday, June 25th, 2008

The Mental Capacity Act (2005) came into effect from April 2007 in England. The Act provides a statutory framework to empower and protect vulnerable people who are not able to make their own decisions. The provisions of the Act directly affect a great many people. The training of Approved Mental Health Professionals (AMHP), and Best Interest Assessors (BIA) and the new role of Responsible Clinician have particular relevance for social work.

We have drawn together a number of useful resources and weblinks relating to the Mental Capacity Act. Please feel free to post and share other useful resources and guidance.

The Care Services Improvement Programme (CSIP) have a dedicated website to disseminate further information as it becomes available. Training materials are to be developed and CSIP will be jointly hosting road shows to share  more detailed information. There are a number of useful resources to download from this site including a best practice tool to help statutory services assess their state of readiness for the implementation of the Mental Capacity Act.

The Department for Constitutional Affairs has published the Mental Capacity Act Code of Practice (302 pages) which can be downloaded from the DCA website 

The Code of Practice for the Mental Capacity Act was formally issued by the Lord Chancellor on 23 April 2007. It provides guidance and information on how the Act will work on a day to day basis for anyone who works with or cares for people who lack capacity, including family, friends and unpaid carers. Certain groups of people are legally required to have regard to the Code when acting or making decisions on behalf of people who lack capacity.

Robert Brown, Visiting Fellow and Keith Brown, Director of the Centre for Post Qualifying Social Work at Bournemouth University have published a paper on the Impact of Recent Changes in Mental Health Law and their Implications for Workforce Development which can be downloaded here. Brown and Brown Mental Health Law 2008.doc (173.50 kb)

More detailed information is contained in The Social Workers Guide to the Mental Capacity Act 2005 Brown B and Barber P (2008) published by Learning Matters.

If you work with people who use services and carers a free learning pack has been published by embrace learning which contains learning points and useful facts about the Mental Capacity Act. which can be downloaded here. Embrace Mental Capacity Act Learning Pack.pdf (143.83 kb)

Embrace Learning also offer a useful free online self-appraisal tool. which will assess your own skills and knowledge in respect of the Mental Capacity Act.

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Do you know a good psychiatrist?

Friday, June 20th, 2008

What makes a good psychiatrist – this challenging question is being asked by Professor Dinesh Bhugra President, Royal College of Psychiatrists who is speaking at the 2nd UK Mental Health Social Work Continuing Professional Development Conference on Friday 11 July 2008. The conference theme Mental Health Social Work: Opportunities and Challenges encompasses a wide range of topical issues.

Share your thoughts about what you believe makes a good psychiatrist and the book which has most influenced your thinking about mental health issues by completing the online survey launched by the Institute of Psychiatry Kings College. Comments from the survey will be addressed by Professor Bhugra in his presentation at the conference.

The Mental Capacity Act 2005 has framed a number of new roles including the Approved Mental Health Practitioner (AMHP), the Responsible Clinician and the Independent Mental Health Advocate. These roles could be undertaken by a broader group of professionals. What are the implications for social work practice?

The full conference programme and application form can be downloaded here. Mental Health Social Work Conference 11 July 2008 Flyer and Booking Form.pdf (73.02 kb)

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£5.5 million allocated to new Social Work Partnership but is this enough?

Wednesday, June 11th, 2008

New arrangements for the Children’s Workforce Development Council and Skills for Care Social Work Development Partnership have been announced

But will the money allocated be enough to make a real difference to practice learning opportunities and the continuing professional development needs of social workers? The Department of Health (DH) and the Department for Children, Schools and Families (DCSF) are providing funding of £5.5m (subject to final confirmation) for the Social Work Development Partnership. The aim is to improve the quality of social work services to both children and adults. It will support the implementation of key workforce strategies, especially the DCSF’s Building Brighter Futures: Next Steps which includes the development of the Advanced Practitioner role, and the forthcoming DH strategy for the adult social care workforce.

There is an interesting comparison to be made between the £5.5 million allocated for the new Social Work Development Partnership and the £6 million the Government is spending on an advertising campaign to help us understand the level of alcohol in alcoholic drinks. I wonder which expenditure will have the most impact in terms of quality outcomes? How will the £5.5 million be allocated?

According to the GSCC website there are 86,549 registered social workers and 16,086 registered students on the Social Care Register. These staff are employed in hundreds of increasingly diverse settings. £4.2 million will be spread across nine regions and divided 50:50 between children’s and adults social work. £250,000 will be available to support practice learning and social worker development in national

A growing body of research confirms the importance of professional practice learning opportunities and post qualifying studies to enable social workers to deliver high quality care services. It is argued that employers have a responsibility to support the continuing professional development of their staff but the withdrawal of ring fenced funding for training in local authorities is already having an impact. I hope that the Partnership is sufficiently well funded to take account of, and respond to, the changing social work landscape. This includes an increasing number of temporary agency staff, independent social workers and professional services being delivered by the third sector.

The new partnership arrangements to support social work learning and development started in April 2008. At the heart of the changes lies continued collaborative working between higher education institutions and employers in the public, private and third sector. To meet demand, funding will be channelled directly and flexibly to local and national employers to develop the quantity and quality of placements in both the statutory and non-statutory care sectors. The dual focus on continuing professional development is intended to ensure that there are enough people who can supervise and assess others, as well as develop their own specialist knowledge and skills for the diverse settings in which social work is practised.

The publication of more detailed information about the Partnership, the delivery of the key aims for 2008/9 and how the money is to be accessed will be worthy of further scrutiny.

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Are you studying for a PQ Award? Are you eligible for a PQ Bursary?

Monday, June 9th, 2008

  Skills for Care and Children’s Workforce Development Council have announced that the original PQ Bursary Criteria has been extended. However, a speedy application is advised because the first deadline is the 11th July 2008. Retrospective applications (from September 2007) are being considered provided you meet the other criteria.

Eligibility Criteria

• In order to apply for a bursary, you should be working towards either the GSCC approved Post-qualifying Specialist Award in Social work, the Post Qualifying Higher Specialist Award in Social Work, or the Advanced Award in Social Work.

• Candidates, with the exception of People who use Services who are formally supporting education, must have a GSCC-recognised social work qualification, be registered on the Social Care Register and provide their GSCC Social Care Register number.

• Bursary funding will only be awarded to candidates working towards Post Qualifying Awards who:

o Do not have an employer i.e. those who are responsible for their own national insurance contributions.  This may include freelance or independent social workers who are sole traders or who have their own limited companies. Social workers who source their work via recruitment companies are not eligible for the PQ bursary and are encouraged to have a discussion with their recruitment company about their PQ needs.

o Are social workers who work for one or more employers on contracts of 12 hours or less, excluding those who have a permanent contract with a local authority.

o People who use services who are formally supporting social work education.

o Social workers working for small voluntary or not-for-profit organisations who employ a total of 50 registered social workers or less.

Candidates must be resident in the UK at the time of applying and have been for the previous 3 years and must undertake the majority of their work in England.

If you are a CAFCASS candidate, including self-employed, you are under contract to the Department for Children, Schools and Families and therefore this funding, from the Department of Health, is not available to you.

Tuition Fees

Bursary awards can only be provided to support tuition fees for GSCC approved PQ programmes or modules. Applicants must provide documentary evidence (e.g. a copy of a letter from a university) that they have been offered a place on the programme of study for which they require funding. 

Retrospective applications will be considered for candidates who are currently undertaking programmes which started this academic year (from September 2007).

Candidates who already have confirmed places for programmes starting in September/October 08 may also apply at this stage. However, in allocating the limited funds available, priority will be given to candidates currently undertaking programmes.

There will be future bursary rounds from autumn 2008 forwards although the closing dates are not yet available. Further information and the application form can be downloaded as PDF files or as word documents Criteria for PQ Bursaries appendix A final.doc (37.50 kb) and national bursary application final 30[1].05.doc (159.00 kb)

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Navigating the social care landscape

Tuesday, June 3rd, 2008

Confused about the many organizations responsible for improving social work services? Welcome to our guide to the key players in the social care sector in England and the surprising range of organisations who have an influence on social work and social policy developments.

Association of Directors of Children’s Services (ADCS) – www.adcs.org.uk

ADCS is the national leadership association in England for statutory directors of children’s services and other children’s services professionals in leadership roles. The ADCS Virtual Staff College promotes the professional development and competence of all staff working in the strategic management and operational delivery of education and children’s services in local authorities and their stakeholders. The College works in partnership with other organisations to deliver professional development opportunities, seminars, courses, activities and other tools to meet the needs of public service professionals.

Association of Directors of Adult Services (ADASS) – www.adss.org.uk

ADASS represents all the directors of adult social services in England. It evolved from the former ADSS (Association of Directors of Social Services) when responsibilities for adults and children’s services within top tier local authorities were split between two new departments – one for adults and one for children.

British Association of Social Workers www.basw.co.uk

BASW is the largest association representing social work and social workers in the UK. BASW offers support and advice and publishes The Code of Ethics for Social Work, which sets the professional standard to which all BASW members subscribe.

CSIP – http://www.csip.org.uk/

The Care Services Improvement Partnership supports positive changes in services and in the wellbeing of vulnerable people with health and social care needs. CSIP publishes the most accessible, comprehensive and free eBook on Commissioning.http://www.icn.csip.org.uk/betterCommissioning/index.cfm?pid=858 

Children’s Workforce Development Council – http://www.cwdcouncil.org.uk

CWDC exists to improve the lives of children, young people, their families and carers by ensuring that all people working with them have the best possible training, qualifications, support and advice. It also helps children and young people’s organizations and services to work together better so that the child is at the centre of all services.

Children’s Workforce Network(CWN) www.childrensworkforce.org.uk

CWN is a strategic body, bringing together the relevant Sector Skills Councils and other partners. It is an Alliance committed to creating and supporting a world-class children’s workforce in England.

Members of the Children’s Workforce Network

Children’s Workforce Development Council – www.cwdcouncil.org.uk

Cultural and Creative Industries Skills • www.ccskills.org.uk

General Social Care Council – http://www.gscc.org.uk/

General Teaching Council for England – www.gtce.org.uk

Improvement & Development Agency – www.idea.gov.uk

Lifelong Learning UK – www.lifelonglearninguk.org

National College for School Leadership – http://www.ncsl.org.uk/

Nursing and Midwifery Council – www.nmc-uk.org

Skills for Health – http://www.skillsforhealth.org.uk/

Skills for Justice – http://www.skillsforjustice.com/

SkillsActive – www.skillsactive.com/

Training & Development Agency for Schools – http://www.tda.gov.uk/

Commission for Social Care Inspection (CSCI) – www.csci.org.uk

CSCI inspects and reports on care services and councils to improve social care and stamp out bad practice. An invaluable resource if you need to check out a care home or care agency.

Department for Business, Enterprise & Regulatory Reform  – http://www.berr.gov.uk/

BERR works to create the conditions for business success and help the UK respond to the challenges and ensure business success in an increasingly competitive world.

Department for Children, Schools and Families – http://www.dfes.gov.uk/

DCSF aims to make England the best place in the world for children and young people to grow up.

Department of Health – http://www.dh.gov.uk/

DH provides health and social care policy, guidance andG

Guidestar UK – www.guidestar.org.uk

A free and comprehensive website providing a source of high quality information on more than 167000 UK registered charities

Improvement & Development Agency – http://www.idea.gov.uk/

The IDeA works for and leads local government improvement to enable councils to better serve the community. Councils are supported and challenged and good practice is disseminated. The IDeA also promotes the development of local government’s management and workforce. The IDeA is owned by the Local Government Association

International Federation of Social Workers (IFSW) – www.ifsw.org

IFSW is a global organisation striving for social justice, human rights and social development through the development of social work, best practices and international cooperation between social workers and their professional organisations.

Joint University Council for Social Work Education Committee (JUCSWEC) – http://www.juc.ac.uk

JUCSWEC is a representative body of UK Universities involved in delivering social work education and provides an important forum for profile raising, information sharing, advocacy and strategic planning for social work practice and education. It has made significant contributions to the review of social work in England (Options for Excellence) and Scotland (21st Century Review). The current chair is Michael Preston-Shoot (University of Bedfordshire). JUCSWC have published a Code of Ethics for Social Work and Social Care Research.

Learning and Skills Council (LSC)- http://www.lsc.gov.uk/

The Learning and Skills Council have a single goal: to improve the skills of England’s young people and adults to ensure a workforce of world-class standard. The LSC is committed to improvement of the further education and training sector to raise standards and to make learning provision more responsive to the needs of individuals and employers. Information is provided about financial support for learners and LSC publish a useful jargon buster

Learn To Care www.learntocare.org.uk

Learn to Care represents people engaged in the management and implementation of workforce development in the personal social services.

Making Research Count – http://www.uea.ac.uk/swk/MRC_web/public_html/

Making Research Count is a national collaborative research dissemination initiative, established by a consortium of nine Universities and developed by regional centres. These university based regional centres have formed collaborative partnerships with member agencies, to promote and develop knowledge-based practice and improve services in social work, social care and its interface with health and education. Each regional centre has established a unique approach to knowledge based practice based on the needs of local partnerships. The network has brought together the Universities of Bedfordshire, Brighton, Central Lancashire, East Anglia, Keele, King’s College London, Salford, York, the Open University and their social care and health agency partners. 

New Philanthropy Capital (NPC) www.philanthropycapital.org/

NPC was set up by a group of City financiers to provide independent advice on charity giving for wealthy individuals and foundations. The founders believe that providing donors with information on the results achieved by charities — and helping charities themselves to get better at focusing on how they change lives — could help to create change. They share a desire to make a positive difference: whether that is through understanding the root causes of societal problems, discovering excellent charities and helping them get the funds they deserve, or helping donors maximise the impact of their donations. NPC have developed criteria for assessing highly effective charities, find out which charities have met this standard so far.     

The Office for Standards in Education, Children’s Services and Skills (OFSTED) – http://www.ofsted.gov.uk/

Oftsted inspects and regulates to achieve excellence in the care of children and young people, and in education and skills for learners of all ages. The new Ofsted brings together the wide experience of four inspectorates to make a greater difference for every child, and for all young people and adult learners, in England. Ofsted inspect an extensive range of services including: child minders and nurseries, early education, children’s social care, adoption and fostering, Cafcass, schools, teacher training providers, training providers for international students and education ansd training providers funded by DCFS and other government departments.

Research in Practice – http://www.rip.org.uk/

Research in practice supports evidence-informed practice (EIP) with children and families and is the largest children and families research implementation project in England and Wales. Established in 1996 it is a department of The Dartington Hall Trust, it is run in collaboration with the Association of Directors of Children’s Services, the University of Sheffield and a network of over 100 participating agencies in the UK.

Royal Society for the encouragement of Arts, Manufactures and Commerce (RSA)  – http://www.thersa.org/

For more than 200 years, the RSA has been a cradle of enlightenment thinking and a force for social progress. Their approach is multi-disciplinary, politically independent and combines cutting edge research and policy development with practical action. The tradition lives on in the free events programme which provides a rich and diverse platform for leading public thinkers. 

Skills for Care – www.skillsforcare.org.uk

Skills for Care are the Sector Skills Council who work in consultation with employers, education and training providers, service users and carers, Skills for Care aims to modernise adult social care in England, by ensuring qualifications and standards continually adapt to meet the changing needs of people who use care services.

Skills for Care and Development (SfC&D) – www.skillsforcareanddevelopment.org.uk

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. SfC&D is licensed by government to represent the interests of some 60,000 employers and 1.6 million workers across the UK. These staff are employed by a range of organisations – both public authorities and independent organisations, often commissioned by the public sector to deliver social care services but sometimes acting directly for people who receive the services.The Alliance works closely with service users and carers, education and training providers, national stakeholders and the health sector to develop an appropriately skilled and qualified workforce to meet the UK’s current and future social care needs.

Skills for Health – www.skillsforhealth.org.uk

Skills for Health are the Sector Skills Council (SSC) for the UK health sector. They cover the whole sector and aim to develop solutions that deliver a skilled and flexible UK workforce in order to improve health and healthcare.

Social Care Institute for Excellence – www.scie.org.uk

SCIE aims to improve the experience of people who use social care by developing and promoting knowledge about good practice in the sector. Using knowledge gathered from diverse sources and a broad range of people and organizations, SCIE has developed an extensive resource bank which is shared freely, supporting those working in social care and empowering service users. Check out the audit tools available at the People Management website.   

Social Enterprise Coalition -  http://www.socialenterprise.org.uk/

The UK portal for social enterprise information and resources. Social enterprises are profit-making businesses set up to tackle a social or environmental need. The social enterprise movement is inclusive and extremely diverse, encompassing organisations such as development trusts, community enterprises, co-operatives, housing associations, ‘social firms’ and leisure trusts, among others. These businesses are operating across an incredibly wide range of industries and sectors from health and social care, to renewable energy, recycling and fair trade.

Social Policy and Social Work (SWAP) – www.swap.ac.uk

SWAP is the UK subject centre for social policy and social work, one of the Higher Education Academy’s 24 discipline based centres. SWAP aims to enhance the student learning experience by promoting high quality learning, teaching and assessment. SWAP has a lot of useful resources to download including publications, teaching resources, digital learning and themed resources.

Social Workers Educational Trust (SWET) www.socialworkerseducationaltrust.org

Established by BASW in 1972 the Social Workers’ Educational Trust supports qualified social workers to develop their knowledge, skills and practice. Research is encouraged into social work practice and education. SWET provides small grants to individuals undertaking post-qualifying studies and more substantial research scholarships are awarded annually through open competition

Check out our jargon buster if you are still puzzling about the differences between a sector skills council and a regulator. The Big Question -  has the separation of adult and children’s services, the development of new Trust arrangements and the division of responsibilities for social care regulation and workforce development contributed to the vision for “joined up” services across the care sector?

Post a Comment below or Contact Us to suggest other useful organisations for the resource bank.

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Social Workers Educational Trust – providing support for post qualifying studies

Monday, June 2nd, 2008
Rapid changes in the nature of social problems, in legislation and in social services means that social workers need to acquire new knowledge and skills. In addition there is an urgent need to support innovative practice-based research and to encourage the development of new approaches to providing social work services. The Social Workers’ Educational Trust (SWET) was established by BASW in 1972 and supports qualified social workers to develop their knowledge and skills, encourages research into social work practice and education and promotes the value of social work to the general public. 

SWET provides small grants to individuals (usually in the range of £100 – £300) undertaking post-qualifying education and training to improve their knowledge and skills for social work practice. In addition, the Trust manages funds bequeathed or subscribed in memory of colleagues. These funds provide more substantial research scholarships which are awarded annually through open competition. Information about the research projects undertaken by previous award holders is available here.   

Qualified social workers who have completed at least two years post-qualifying practice, and who work, or are looking for work, within the UK, can apply for grants from the Trust. An application form can be downloaded here, writing to The Honorary Secretary, Social Workers’ Educational Trust, BASW, 16 Kent Street, Birmingham, B5 6RD or emailing secretary@socialworkerseducationaltrust.org.uk 

Grant applications must be received at least a month before the Trustees meetings which are normally held in February, June and October.

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How is the GSCC Conduct Committee working in practice – what are the emerging trends?

Sunday, June 1st, 2008

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/

Conclusions

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)

Employers’ responsibilities

 

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.

 

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