I have recently completed an audit and evaluation of the impact of the post qualifying (PQ) awards for social work practice across six London boroughs. The research was commissioned by Skills for Care London on behalf of the Social Work Development Partnership

Following consultation with a number of stakeholders we developed two online surveys. Staff with responsibility for post qualifying education and practice learning (PQ Leads) were asked for their views and the support they needed to promote the post qualifying framework. Social workers who had completed a post qualifying module or award were asked about their  motivations, the support offered by their employers,  the benefits and their experiences of studying for a post qualifying award.

Although it was small scale research project the findings are significant for employers, social workers, HR, Workforce Development and Learning and Development teams. There are key messages for  the Social Work Reform Board and the Munro Review of child protection: Better frontline services to protect children.

The PQ awards are highly valued by social workers who believe that they are more skilled, confident and reflective practitioners as a result of undertaking PQ study. Overall the majority of respondents felt that post qualifying training in their organisations was important or essential 47.5% of social workers believed that post qualifying training for social workers is very important and 18.7% stated that it is absolutely essential.

73.7% of social workers believe that there has been a direct impact upon their work with service users as a result of undertaking a post qualifying award. There was a particular focus on the importance of being able to reflect on practice and reaffirm the importance of social work values when working in multi-disciplinary settings.

Promoting, supporting and recognising the value of PQ learning is a valuable recruitment and retention strategy. Social workers in the survey placed a great deal of importance on their professional development and career advancement. Currently most local authorities do not have a career grade for advanced social work practitioners. The majority of responses indicated that the PQ framework is not embedded within a social work career pathway or linked with career development.  

Career progression and advancement is an area for development by local authorities to provide career pathways and develop a strategic approach to the recruitment and retention of social work staff. Local authorities who have developed a framework for career progression, which links with the post qualifying awards, could be promoted as exemplars of good practice.

There is an important link between the PQ awards and practice learning. 62% of those undertaking a PQ award had supervised a student. At a time when we need to ensure that high quality statutory placements are available the PQ awards have an important role to play in ensuring best practice standards are maintained.

Local authorities who have a dedicated lead for practice learning and the post qualifying awards are in a stronger position to contribute to the wider workforce agenda which includes the development of the InLaws framework and for children’s services implementing the One Children’s Workforce Tool.

Skills for Care London have developed a range of support materials and and resources. These include the Post Qualifying and Practice Learning Bulletin, the London Directory of Post Qualifying Programmes, the PQ Employers Guide to the PQ Framework and PQ case studies.

Sharing learning and knowledge is an important employer  benefit for  post qualifying education. The research indicated that PQ award holders have been involved in the development of policy within their organisation, writing for professional publications, running workshops, presenting at conferences and shared their learning with students to embed good practice within their organisations.  

Can employers afford to ignore the return on investment of improving social work practice through the post qualifying awards?

Download the report Evaluating the impact of the PQ awards and find out about the Key Messages for the Social Work Reform Board

Shirley Ayres Consulting specialise in impact audits and communication strategies linked to demonstrable outcomes. Contact info@shirleyayresconsulting.co.uk to discuss  how we can help you to evaluate and communicate the benefits of the services your organisation delivers.

Tags: advanced social work practice, improving social work practice, Leadership and Management, Learning and Development, post qualifying awards, research, researching the impact of post qualifying awards, ROI

I first met Simon when he accepted an invitation to speak at the Social Workers Educational Trust conference. “Being Inspired by Social Work”. A big thank you to Simon for sharing his thoughts following the Personalisation Conference held in London on the 21^st May 2010.

“If we can each work together, accepting our weaknesses, we can make things happen.”

Thus spoke the social worker, reflecting on the tensions that can flare up between those who want to help other people and those they are trying to help. These words beautifully captured the spirit of Friday’s conference, at the Tavistock, on personalisation and social work. The conference organised by Skills for Care, in partnership with the Department of Health and the Tavistock and Portman NHS Trust Foundation, focused on exploring changes in the role and responsibilities of the social work practitioner within transformed adult services. 

The event had “hope and purpose”, but it also revealed an array of challenges that face social workers who try to make sense of ‘personalisation’ – a word which is full of meaning and unmeaning. It is hard to remember the purpose of all these personalisation ‘technologies’ (direct payments, individual budgets, self-directed support, peer support etc.). It is very hard to recall, amidst the consultants, government milestones, and official guidance, that these ideas didn’t start in government. These new ways of working were developed by disabled people and by social workers. And they were developed in order to take forward the ambition of social work – to achieve social justice.

Keeping a focus on social justice is hard, but it is essential when it comes to making sense of all the new processes associated with personalisation. Many social workers described the insanity they face working in a system which asks them to keep running the old bureaucratic system, while also setting up and running the new system. Processes are becoming more confused and over elaborate, and they are damaging our ability to respond quickly and sensitively to people’s needs. Sometimes ‘personalisation’ is leading to less personalisation.

Senior managers need to protect their staff from this chaos; but they are struggling to make sense of the overall policy direction. How deep and serious is the government’s commitment to personalisation when these new systems are developed in ways which lack any legal, financial and policy coherence. It is easy to suspect that a system which is being developed without any clear and rational plan will, in time, fade away.

But progress is being made, despite the madness, and we must be optimistic – not because we can expect things to get better – but because we can each take responsibility for making the most of this opportunity to build a fairer world.

Simon Duffy Director of The Centre for Welfare Reform

There are a number of interesting publications which can be downloaded at www.centreforwelfarereform.org

About the author

Dr Simon Duffy is Director of the Centre for Welfare Reform. Simon created Individual Budgets, Self-Directed Support and the Citizenship Model and put these ideas into practice at Inclusion Glasgow and In Control. He was awarded the RSA’s 2008 Prince Albert Medal for his work on personalisation.

Tags: be inspired, empowerment, Learning and Development, personalisation, post qualifying awards, professional practice, simon duffy, Social Work

Tags: elearning, internet social worker, post qualifying awards, professional practice, scie, Social Work

ASWPN aims to:
• Facilitate employers to become learning organisations which recognise the value of advanced practice for promoting excellence in social work.
• Encourage employers to support Continuing Professional Development opportunities at advanced level
• Engage employers and other stakeholders in the training needs of their advanced social work practitioners and the development of advanced level PQ programmes
• Advocate for improved funding structures for Post Qualifying (PQ) education in general, and the higher level awards in particular, to support the professional development of advanced practitioners
• Support the development of advanced practice positions such as Consultant Social Workers, particularly in the new Children’s Trusts and health and social care partnerships.
• Develop the research capacity of advanced social work practitioners through partnerships with the Social Care Institute for Excellence, Research in Practice and Making Research Count to embed research and advanced practice in social work
• Promote the recommendations of the Social Work Task Force, the children and adults workforce development agenda, the Social Work Reform Board. and innovative policy initiatives including Every Child Matters and Transforming Adult Social Care.

Join ASWPN to share information about advanced social work policy initiatives, reports, practice guidance, practitioner research and interesting events. We look forward to hearing your thoughts and comments about the policies, research and practice which are really making a difference to the promotion of excellence in social work practice.

If you are new to LinkedIn the following post will be helpful – Is social work ready for the social media revolution? How to become LinkedIn

If you work with children and young people in care you may also like to join this group on LinkedIn

Tags: advanced social work practice, Leadership and Management, Learning and Development, linkedin, post qualifying awards, research, Social Work

The formal launch of the final report of the Social Work Task Force will take place on Tuesday 1 December 2009 at Central Hall, Westminster.  This event will be the first opportunity to hear the contents of this report. Registration is required by Thursday 26 November.
This report will set out in detail the recommendations to Government for a programme of comprehensive reform of the social work system in England. Delegates at this event will be the first to hear the contents of the report, as well as a presentation by Moira Gibb, Chair of the Social Work Task Force, and to hear the Government’s response. Members of the Task Force will explore the contents of the report and answer questions. Register here

Indications about the final recommendations:
• The profession needs a stronger, more coherent voice
• A new organisation to support social work which could take the form of a National College for Social Work (interesting to contemplate the future roles of the GSCC, Skills for Care, Children’s Workforce Development Council, Social Care Institute for Excellence and the National Skills Academy for Social Care)
• Different progression routes and career pathways for social work – (management should be one of a number of routes)
• Development of the Advanced Professional Social Worker role
• The importance of high quality CPD (and presumably implications for the current GSCC PRTL)
• A post-qualifying framework which is linked to career progression 
• Support for social workers in improving their basic skills, where required (how basic?)
• Reforms to include guidance on supervision and caseloads
• Recommendations about the ICS and the need for development of IT systems which support social workers as well as providing management information
• A pre-qualifying year and a license to practice
• Closer collaboration between employers and educators (since these partnerships already exist at qualifying and post-qualifying level it will be interesting to see how the recommendations will promote more effective joint working).

Social Work Task Force Website

Tags: advanced social work practice, cwdc, DCSF, education, gscc, ICS, Leadership and Management, Learning and Development, post qualifying awards, professional practice, scie, skills for care, Social Work, social work skills

“We will never ensure quality training, support and supervision for social workers without the active commitment of employers. The pressures that many social work teams are under won’t ease unless there is real investment by employers in developing and supporting their workforce.” Rosie Varley Chair GSCC in a speech at the GSCC Annual Conference 2009

If you are one of the thousands of PQ award holders you may be as puzzled as I am about the current low profile of the post qualifying awards. Admittedly there has been only a limited amount of research about the impact upon practice of completing a post qualifying award in social work. However, the findings consistently affirm the value of the awards in developing advanced practitioner skills and knowledge. High quality social work requires high levels of professional expertise – this has been known for many years. The real challenge is how we equip social workers with the skills and knowledge to consistently deliver best practice in social work.. We certainly need more research to identify where best practice is happening and whether practitioners with a post qualifying award are making a difference.

It is worth reading “Supporting and Promoting Advanced Social Work” published by the Institute of Psychiatry/Kings College London available here . This publication provides a number of case studies from former students and employers about the benefits of completing an Advanced Award in Social Work. The MSc in Mental Health Social Work with Children and Adults teaches practitioners innovative skills in mental health social work that are informed by research. Students not only refresh their knowledge and learn and practise new skills – they are also taught to critically appraise relevant empirical research studies and undertake their own original research. Past students have gone on to influence the development of policy and practice in their agencies, been promoted to leadership positions and offered advanced supervision to less experienced colleagues.

The Interim Report of the Social Work Task Force (SWTF) states that “current arrangements for education, training and career progression are not producing – or retaining – enough social workers suited to the full demands of frontline practice”. Research is required to evidence the links between PQ attainment and the recruitment and retention of social workers. “What support is available for my continuing professional development?” is certainly one of the questions that I would be asking a future employer. More information about the work of the Social Work Task force can be obtained here.

Sadly the challenges facing access to Post Qualifying (PQ) education and training have not radically changed over the last ten years. Funding, capacity issues and the lack of a national performance indicator are big disincentives for employers to invest in staff undertaking post qualifying awards in social work. The not for profit sector, with even less access to funding, are struggling to support staff wanting to undertake PQ. This is further complicated by the number of agency social workers employed by local authorities. There is no consistency in the access they have to continuing professional development opportunities.

Recognition or incentives vary considerably amongst employers because PQ is not systemically linked to re-registration, pay structures or workforce development. It is not clear why the Children’s Workforce Development Council (CWDC) did not link the post qualifying awards to the emerging career framework or the Newly Qualified Social Work (NQSW) scheme. I hope that the increased focus on the importance of the Advanced Social Work Practitioner role will provide the necessary impetus for the cultural shift required.

The SWTF Interim Report criticises the current PQ framework for not meeting employers and social workers’ needs for specialisation. Amongst the gaps identified are therapeutic work, emergency duty work and operating in dangerous family environments. A brief look through the London PQ Programmes Directory highlights the diversity of courses available which range from the MSc in Inter-professional Practice through to the Post Graduate Diploma Applied Systemic Theory.

This suggests a problem with the structure of the regional partnerships between employers and universities rather than an unwillingness of the universities to respond to employer demands. The criticism does not seem to take account of the innovative new courses which have been developed by employer and university partnerships including modules on Protecting Vulnerable Children and Personalisation. There is also the reality that universities have to make a business case for developing new programmes – if the demand is there undoubtedly new programmes can be developed. There are costs involved and the numbers may be so small in one region that it may not be financially viable. The growth of eLearning modules increasingly offered by a number of universities may fill the gap. Read about the Research methods and critical appraisal for social workers e-learning short course here

A number of universities have integrated the NQSW outcomes to the post qualifying framework. Arguably, the CWDC and Skills for Care could have demonstrated their commitment to the post qualifying awards by including them in the original brief for developing the NQSW rather than left as an afterthought.

Useful information about PQ including “Making Sense of the Post Qualifying Awards – a brief Guide for London Employers” can be obtained here.

The Social Work Task Force believes that “to be successful the post-qualifying training framework needs to be linked much more explicitly to career structures, progression and Post Registration Training and Learning (PRTL) requirements for registration with the GSCC. Its success will be dependent not only on the standards and quality of the training and materials, but also on the shared engagement of employers and professionals: both sides must make the commitment of time and resources that will be necessary”.

I believe that it is equally important to value and learn from the experiences of the thousands of social workers who have already completed a post qualifying or advanced award in social work.

My top ten suggestions for promoting the post qualifying awards

 A research study to be commissioned to examine the following areas. A quantitative study to determine the number of social workers undertaking, or who have completed, a post qualifying award. A qualitative study to explore the benefits and challenges for employers and social workers of the post qualifying framework. An employer’s study to identify how the achievement of an award is linked to pay scales, career progression and the workforce development strategy.

 The development of an online resource to enable social workers who have completed an original research project as part of their Advanced Award to share their findings.  Maybe this could be hosted by SCIE with a regular feature on Social Care TV? 

 A national communications strategy to promote awareness of the benefits of undertaking a PQ Award. The Social Work Development Partnership to encourage all of the regions to provide a rolling programme of PQ Information Seminars.

 Producing a monthly eLetter which regularly updates all stakeholders about PQ Developments. This could be incorporated into the GSCC Social Work Connections eLetter.

 Making the links between the post qualifying framework and the different initiatives developed by Skills for Care and CWDC to strengthen the recruitment, retention and continuing professional development of social workers. 

 An online survey to be undertaken to determine current levels of awareness and registrations for PQ awards in local authorities, the health service and the private and voluntary sector.

 Social workers who have completed a post qualifying award to be encouraged to become PQ Champions. There is an interesting article about this in the June 2009 London PQ Bulletin

 Information about the range of post qualifying courses to be made more widely available through the development of a National Directory of Post Qualifying Courses  updated annually. The names of universities offering Approved PQ Courses are listed on the GSCC website.  More detailed information about London courses can be downloaded here London PQ Programmes Directory

 A survey to establish what support is being provided by Recruitment Agencies for temporary staff who wish to undertake post qualifying studies. Maybe the Association of Social Work Employment Businesses (ASWEB) could undertake this survey?

And finally an Annual Conference to update employers, practice teachers, front line social workers and people who use services about PQ developments, to celebrate PQ achievements and to promote best practice. You can read about the very successful  conference “Professional Leadership – The Challenge for Advanced Practitioners” which was reported in the April 2008 London PQ Bulletin.

Millions of pounds have been invested in the post qualifying framework over the past fifteen years. Thousands of social workers have invested their time and money in completing a post qualifying award. I hope that the Social Work Task Force will ensure that this investment is embedded into future social work practice.

Tags: advanced social work practice, cwdc, gscc, institute of psychiatry, post qualifying awards, professional practice, scie, skills for care, Social Work, social work task force

• the development of national standards for post-qualifying training in safeguarding for adults and children;

• simplification of the funding arrangements to Higher Educational Institutions, and the linking of funding to quality standards;

• the development of a workforce model to ensure the right number of social workers are being trained in the right regions; and

• further research into the declining number of  men entering social work, and the poor progression rates amongst some black and minority ethnic students

• a new forensic social work award

Rosie Varley, Chair of the GSCC, said: “Tragedies such as the death of Baby P and other recent cases remind us how immensely challenging the role of a social worker is. We need to attract the best people into the profession, with a diverse workforce that reflects the society we live in.

As well as attracting the best people, our social workers need to have the very best training right throughout their careers. That is why we are reviewing whether we have the right powers to robustly inspect social work degree courses. We also believe there needs to be the creation of national standards for on the job safeguarding training and stronger requirements for employers to commit to good quality on-going training for social workers.”

There is a useful article which includes an interview with Mike Wardle Chief Executive GSCC  in Community Care

http://www.communitycare.co.uk/Articles/2009/02/11/110686/gscc-to-link-post-qualifying-training-with-re-registration.html

Tags: compulsory training, gscc, more support for social workers, post qualifying awards, social work is complex and challenging

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

Tags: post qualifying awards, pq information seminars for managers, researching the impact of post qualifying awards