S CHILDREN AND FAMILIES SELECT COMMITTEE 25 th November 2009

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "S CHILDREN AND FAMILIES SELECT COMMITTEE 25 th November 2009"

Transcription

1 S CHILDREN AND FAMILIES SELECT COMMITTEE 25 th November 2009 Social Worker Recruitment PURPOSE OF REPORT: Policy development and review To review the Council s progress in improving its performance on social worker recruitment. SUMMARY: The Improvement Notice requires the social work vacancy rate within children s services to reduce to 14% by 31 March 2009 and 12% by March This report provides a progress update on actions at a local, regional and national level including the national social work task force and the Leader s bursary scheme. PROGRESS The table in appendix 1. shows the current position in respect of social worker recruitment. This gives an effective vacancy rate of xx which is a significant improvement and means the Council has met its target in terms of the improvement notice. Since January the number of locum staff has reduced from just over 70 to just over 40, successfully reducing budget pressures. The package of measures approved by the Personnel and Appointments Committee has been successful in helping us to attract more candidates to Surrey, though most of these tend to be newly qualified social workers. Local Initiatives 1. The new Leader of the Council announced his commitment to supporting social work development in his inaugural speech in June through the creation of 50 annual bursaries for young people to train as social workers and 10 bursaries for existing social workers to extend their professional skills. Work began over the summer to turn this commitment into reality within the constraints of the current national funding scheme. Currently the Government Page 1 of 5

2 provides all eligible social work students with a bursary of plus fees. To be eligible for this funding the student cannot be employed in social care (though some experience in social care is necessary to enrol on the University course) and nor can they be in receipt of any employer funding, other than a retention payment with a return of service expectation. This means, in effect, we can only give a retention bursary to those students we are willing to commit to employ. We can only really make this assessment towards the end of their training when they are ready to commit to specialising in adults or children s with us as an employer. We do have around 50 social work students across adults and children s who have placements with Surrey in the spring of their final university year. Students placed with us, or from elsewhere can now register their interest online in working for us, and the Leader s retention bursary. We will then hold some assessment days in the spring and offer those we wish to employ a Leader s retention bursary to secure their commitment to start with us in the September when they are GSCC registered. The payment will be useful to them as they are likely to be in some debt towards the end of their training. It should also help us to secure sufficient social worker numbers to fill our vacancies from September The restrictions on the Government bursary scheme are unhelpful as it means people have to leave their employer to get Government support for their social work degree. Alternatively they may undertake the degree as a funded degree course but have little real aptitude for social work. SCC will continue to lobby for a more partnership approach with employers in this area. The funding for social workers to extend their skills will be accommodated through the Council s existing post qualification training support. 2. As well as the Leader s retention bursary a range of other schemes supporting social work are being adopted in Surrey as a result of Children s Workforce Development Commission funding as outlined in appendix 2. In particular we have secured grant funding for 4 (1 dropped out for personal reasons) fast track graduates who will also receive the Leader s retention bursary. 3. The social worker recruitment taskforce was set up by HR in December 2008 and started to take effect in January This increased investment from HR has continued to relieve pressures on managers and provide focus to this difficult problem. A recruitment and retention strategy appendix 3 - has been prepared which emphasises the importance of retention and development, rather than just recruitment as the answer to the problem. Moving forward improving the skills of frontline managers in supporting and engaging their staff will be critical as feedback from exit interviews has highlighted some issues in this area. Page 2 of 5

3 2. Regional initiative lead by Surrey looking at boosting the supply of children s social workers. Colleagues from authorities across the South East, GOSE, UNISON, CAFFCASS and IDeA have been working together to raise the profile of this acute problem, with some success. An employer s charter was developed with a 10-point action plan for change that was submitted to the national task force, DCSF and the MP s select committee looking into this issue. Agreement has been reached and funding secured to support a regional recruitment portal for employers that should reduce advertising costs. Regional discussions at ADCS have highlighted the need for Universities to be more responsive to employer s needs. 3. National action: The Laming report: the protection of children in England; a progress report identifies workforce issues as one of the key areas to address to improve the quality and performance of children s services. Its recommendations include asking the national social work task force to: develop the basis for a national children s social worker supply strategy that will address recruitment and retention difficulties, to be implemented by the Department for Children, Schools and Families. This should have a particular emphasis on child protection social workers; work with the Children s Workforce Development Council and other partners to implement, on a national basis, clear progression routes for children s social workers; develop national guidelines setting out maximum case-loads of children in need and child protection cases, supported by a weighting mechanism to reflect the complexity of cases that will help plan the workloads of children s social workers; and develop a strategy for remodelling children s social work which delivers shared ownership of cases, administrative support and multi-disciplinary support to be delivered nationally. The General Social Care Council, together with relevant government departments, should: work with higher education institutions and employers to raise the quality and consistency of social work degrees and strengthen their curriculums to provide high quality practical skills in children s social work; work with higher education institutions to reform the current degree programme towards a system that allows for specialism in children s social work, including statutory children s social work placements, after the first year; and The Department for Children, Schools and Families and the Department for Innovation, Universities and Skills should introduce a fully-funded, practice-focused children s social work postgraduate qualification for experienced children s social workers, with an expectation they will complete the programme as soon as is practicable. Page 3 of 5

4 working with the Children s Workforce Development Council, General Social Care Council and partners should introduce a conversion qualification and English language test for internationally qualified children s social workers that ensures understanding of legislation, guidance and practice in England. Consideration should be given to the appropriate length of a compulsory induction period in a practice setting prior to formal registration as a social worker in England. The Social work task force was due to report in October but it appears this report will be late. Its interim report did not respond adequately to the points raised in our 10 point plan and the MP s select committee was critical of the lack of radical thinking in the task force approach. A new televised recruitment campaign for social work has been launched with a significant response. It remains to be seen as to whether this will deliver people with the right skills to do the job in practice. Future trends Pressure on local authority budgets and a renewed focus on child protection means that it is likely we will have fewer social workers than we do now in children s services, but the are likely to be engaged in high need rather than preventative work which may be undertaken by other professionals/family support workers. The current restructure in Children s services will redefine the number of social workers we need in different areas which is likely to affect the nature of the recruitment and retention issue. We will need to think about how we avoid social workers burning out when faced with challenging caseloads and how we train the unqualified workforce to deliver the prevention agenda. In Surrey by reviewing the thresholds to services we have been able to reduce caseloads to a manageable number, but this has reduced capacity for preventative work with families. We continue to await the report of the national social work task force with interest. FINANCIAL AND VALUE FOR MONEY IMPLICATIONS The reduction in the number of locum staff has reduced budget pressures as they have been replaced with permanent staff. Providing a sustainable budget that can cope with the volume of work, and keeping our salary package affordable and competitive will continue to be challenge for the service. Page 4 of 5

5 EQUALITIES AND DIVERSITY IMPLICATIONS Social workers come from ethnically diverse backgrounds and a number of overseas social workers continue to be employed in the service. With Laming recommending new restrictions on employing overseas social workers it is likely this source of recruitment will reduce. There is a new regional and national initiative to encourage social workers that have left the profession to return to practice, it remains to be seen whether sufficient workers will come forward through this initiative. RECOMMENDATIONS: To report back on progress to the select committee in late Spring 2010, once the national social work taskforce reports, the restructure of the frontline service is completed and the selection process for leader s bursary scheme delivered. NEXT STEPS Regional and national lobbying to re-focus government funding to support employer based routes to social worker training and development Regional and national lobbying to introduce proper national workforce planning for the profession with Universities pressured to increase the quality and supply of training offered Social worker recruitment and retention strategy to be delivered by agreeing an action plan jointly owned with the service Leader s bursary scheme to secure students as employees from Spring REPORT AUTHOR: Emily Boynton CONTACT DETAILS: Sources/background papers: Laming report: The protection of children in England: a progress report Appendices: 1. Fortnightly recruitment dashboard 2. Supporting social work schemes 3. Recruitment and retention strategy Page 5 of 5

Policy reference 200900399 Policy product type LGiU/csn essential policy briefing Published date 08/10/2009. This covers England.

Policy reference 200900399 Policy product type LGiU/csn essential policy briefing Published date 08/10/2009. This covers England. Page 1 of 5 Training of children and families social workers Policy reference 200900399 Policy product type LGiU/csn essential policy briefing Published date 08/10/2009 Author Laura Corben This covers

More information

Recruitment and retention strategy Safeguarding and Social Care Division. What is the recruitment and retention strategy? 2. How was it developed?

Recruitment and retention strategy Safeguarding and Social Care Division. What is the recruitment and retention strategy? 2. How was it developed? Contents What is the recruitment and retention strategy? 2 How was it developed? 2 Newcastle story where were we? 2 Newcastle story where are we now? 3 Grow your own scheme 4 Progression 4 NQSW support

More information

DERBYSHIRE COUNTY COUNCIL

DERBYSHIRE COUNTY COUNCIL DERBYSHIRE COUNTY COUNCIL Appendix 1 Social Work Career Progression Framework Background The recently released Social Work Task Force report recommends a single nationally recognised career structure for

More information

BPU Head of Service Position Statement

BPU Head of Service Position Statement BPU Head of Service Position Statement The aim of this paper is to provide a position statement regarding the identified BPU functions within the Annual Council Reporting Framework. Workforce It is considered

More information

DEPARTMENT OF EDUCATION & TRAINING. TEACHER SUPPLY AND DEMAND for government schools

DEPARTMENT OF EDUCATION & TRAINING. TEACHER SUPPLY AND DEMAND for government schools DEPARTMENT OF EDUCATION & TRAINING TEACHER SUPPLY AND DEMAND for government schools State of Victoria, Department of Education & Training 2004 Published by the Communications Division Department of Education

More information

Devon County Council. Social Work Career Structure

Devon County Council. Social Work Career Structure Devon County Council Social Work Career Structure September 2010 Introduction The Career Structure for Social Workers is intended for all qualified and Registered Social Workers employed by Devon County

More information

Guidance for Schools and FAQs

Guidance for Schools and FAQs Guidance for Schools and FAQs 1. What is HMC Teacher Training? HMC Teacher Training is a teacher recruitment, training and induction programme that aims to promote the recruitment of new teachers into

More information

Social Work Reform. Briefing from Children England March 2012

Social Work Reform. Briefing from Children England March 2012 Social Work Reform Briefing from Children England March 2012 About This Briefing This briefing is provided on behalf of the Department for Education s overarching strategic partnership for voluntary, community

More information

Developing one-to-one tuition Human Resources Toolkit for Tuition Leads and Senior Local Authority representatives

Developing one-to-one tuition Human Resources Toolkit for Tuition Leads and Senior Local Authority representatives Developing one-to-one tuition Human Resources Toolkit for Tuition Leads and Senior Local Authority representatives Page 1 of 6 Introduction 'The School Improvement Service (SIS) began working closely with

More information

Performance Evaluation Report 2013 14. The City of Cardiff Council Social Services

Performance Evaluation Report 2013 14. The City of Cardiff Council Social Services Performance Evaluation Report 2013 14 The City of Cardiff Council Social Services October 2014 This report sets out the key areas of progress and areas for improvement in The City of Cardiff Council Social

More information

Qualifying and post-qualifying

Qualifying and post-qualifying SOCIAL CARE TRAINING AND DEVELOPMENT Learning Qualifying and post-qualifying 1 Introduction This booklet explains the provision for qualifying and post qualifying training for social workers. Training

More information

Graduate Internships, Manager Guidelines

Graduate Internships, Manager Guidelines Graduate Internships, Manager Guidelines What is an Internship? An internship is where a graduate is employed to gain relevant professional experience before embarking on a career. Well managed, high quality

More information

Managing gaps in medical staff cover - an operational framework for employers

Managing gaps in medical staff cover - an operational framework for employers Managing gaps in medical staff cover - an operational framework for employers This framework is designed to assist employers in making appropriate arrangements to ensure adequate medical cover, and the

More information

CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST

CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST Report of: Paper prepared by: Director of Patient Services/Chief Nurse Gill Heaton Director of Nursing (adults) Cheryl Lenney Date of paper:

More information

OneFACS Non Executive Staff Transition Change Management Plan Central Office & Corporate Services. FACS Organisational Design Program May 2015 V1.

OneFACS Non Executive Staff Transition Change Management Plan Central Office & Corporate Services. FACS Organisational Design Program May 2015 V1. OneFACS Non Executive Staff Transition Change Management Plan Central Office & Corporate Services FACS Organisational Design Program May 2015 V1.1 Table of contents 1 Background... 3 1.1 The purpose of

More information

Calculating the cost and capacity implications for local authorities implementing the Laming (2009) recommendations

Calculating the cost and capacity implications for local authorities implementing the Laming (2009) recommendations Calculating the cost and capacity implications for local authorities implementing the Laming (2009) recommendations Lisa Holmes, Emily R Munro and Jean Soper Centre for Child and Family Research Department

More information

Grow with Peterborough

Grow with Peterborough Grow with Peterborough Children s social care services at Peterborough City Council continue to develop to ensure that we provide high quality services to children and young people within the community.

More information

CHANGE MANAGEMENT POLICY AND PROCEDURE

CHANGE MANAGEMENT POLICY AND PROCEDURE CHANGE MANAGEMENT POLICY AND PROCEDURE This Change Management Policy and Procedure contains guidance to managers and staff who are involved in the development and implementation of changes in working arrangements

More information

Education Select Committee Memorandum: Social Work Reform

Education Select Committee Memorandum: Social Work Reform Education Select Committee Memorandum: Social Work Reform Executive summary 1. Government is committed to reforming social care and social work practice to deliver better support and better outcomes for

More information

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure

Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:

More information

Recruitment and Selection Procedure

Recruitment and Selection Procedure Recruitment and Selection Procedure INTRODUCTION The College aims to attract, select and retain the best candidate to any given vacancy within the college. The College is committed to safeguarding and

More information

TAUHEEDUL EDUCATION TRUST

TAUHEEDUL EDUCATION TRUST TAUHEEDUL EDUCATION TRUST JOB DESCRIPTION Job Title: Base: Head of Human Resources Tauheedul Education Trust Central Office Reports to: Chief Executive Grade: TSM4 Sc 54-59 Staff Responsibility for: As

More information

JOB DESCRIPTION. 1. ROLE TITLE: Lecturer in Digital Marketing and Business. 4. DEPARTMENT: Department of Marketing, Tourism, Events Management & HRM

JOB DESCRIPTION. 1. ROLE TITLE: Lecturer in Digital Marketing and Business. 4. DEPARTMENT: Department of Marketing, Tourism, Events Management & HRM JOB DESCRIPTION 1. ROLE TITLE: Lecturer in Digital Marketing and Business 2. HRMS REFERENCE NUMBER HR14045 3. ROLE CODE: FINLEC 4. DEPARTMENT: Department of Marketing, Tourism, Events Management & HRM

More information

Restructure, Redeployment and Redundancy

Restructure, Redeployment and Redundancy Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future

More information

EAST SURREY COLLEGE EQUALITY SCHEME

EAST SURREY COLLEGE EQUALITY SCHEME EAST SURREY COLLEGE EQUALITY SCHEME EQUALITY OUR COMMITMENT East Surrey College is committed to ensuring the fair treatment of all its staff, established and sessional, support and care workers, volunteers,

More information

Newly Qualified Social Worker (NQSW) Fixed Term Post

Newly Qualified Social Worker (NQSW) Fixed Term Post Newly Qualified Social Worker (NQSW) Fixed Term Post ROLE PROFILE Role Title: Service: Accountable to: Grade: JE Code: Social Worker (NQ) Children and Families Team Manager F JE1043 Purpose of Role To

More information

Re: Graduate Trainee Social Work Scheme - Children s Service Post title: Social Care Trainee - Children s Service

Re: Graduate Trainee Social Work Scheme - Children s Service Post title: Social Care Trainee - Children s Service Dear Applicant Re: Graduate Trainee Social Work Scheme - Children s Service Post title: Social Care Trainee - Children s Service Thank you for requesting an application pack for the Graduate Trainee Social

More information

Symposium report. The recruitment and retention of nurses in adult social care

Symposium report. The recruitment and retention of nurses in adult social care Symposium report The recruitment and retention of nurses in adult social care Overview 1. Social care employers providing nursing care services have been raising concerns about nursing recruitment and

More information

Social Work. Professional training for careers in a wide range of health or social care settings. Recognised by the Care Council of Wales

Social Work. Professional training for careers in a wide range of health or social care settings. Recognised by the Care Council of Wales Social Work MA Full-time: 2 years Professional training for careers in a wide range of health or social care settings Recognised by the Care Council of Wales Welsh and English routes available Financial

More information

Building a safe, confident future

Building a safe, confident future Building a safe, confident future The final report of the Social Work Task Force: November 2009 The Social Work Task Force is an expert group, jointly appointed by the Secretaries of State for Health,

More information

Moray Council. Adoption Plan

Moray Council. Adoption Plan APPENDIX 1 Moray Council Adoption Plan Review: - November 2013 Next Review: - September 2016 Adoption Plan 18.12 2013 Page 1 of 15 Introduction The Moray Council believes that children should be brought

More information

Building a safe and confident future: One Year On. Improving the quality and consistency of the social work degree in England

Building a safe and confident future: One Year On. Improving the quality and consistency of the social work degree in England Building a safe and confident future: One Year On Improving the quality and consistency of the social work degree in England December 2010 Improving the Quality and Consistency of the Social Work Degree

More information

Master of Nutrition (leading to Registration as a Dietitian). University of Nottingham, School of Biosciences

Master of Nutrition (leading to Registration as a Dietitian). University of Nottingham, School of Biosciences Master of Nutrition (leading to Registration as a Dietitian). University of Nottingham, School of Biosciences Frequently Asked Questions We are often asked for further information about our course and

More information

Human Resources Department 2012 2013 Workplan. Contents. Page. Introduction 2. Resources Staffing Resources 2 Budget Management 3

Human Resources Department 2012 2013 Workplan. Contents. Page. Introduction 2. Resources Staffing Resources 2 Budget Management 3 Human Resources Department 2012 2013 Workplan Contents Page Introduction 2 Resources Staffing Resources 2 Budget Management 3 Human Resources Activities in 2011-2012 Employees 3 Partners 5 Human Resources

More information

choice, develop the skills and knowledge we require for future roles and help tackle recruitment difficulties. However, the purpose of this work is tw

choice, develop the skills and knowledge we require for future roles and help tackle recruitment difficulties. However, the purpose of this work is tw 5 15/311 PERTH AND KINROSS COUNCIL Executive Sub-Committee of Strategic Policy and Resources Committee 30 July 2015 WORKFORCE MANAGEMENT RECRUITMENT MEASURES AND LEARN TO TEACH PROGRAMME Report by Corporate

More information

2014/15 has proven to be a most exciting time in the development of IAC - The Centre for Adoption.

2014/15 has proven to be a most exciting time in the development of IAC - The Centre for Adoption. Appointment of Trustees 2014/15 has proven to be a most exciting time in the development of IAC - The Centre for Adoption. About the organization Alongside the original sector-leading work in intercountry

More information

POSTS OF ASSISTANT PRINCIPAL AND SPECIAL DUTIES TEACHERS IN VOLUNTARY SECONDARY SCHOOLS

POSTS OF ASSISTANT PRINCIPAL AND SPECIAL DUTIES TEACHERS IN VOLUNTARY SECONDARY SCHOOLS Circular 05/98 Circular 5/98 To: Authorities of Secondary Schools Revised In-School Management Structures in Secondary School Further to Circular 3 /98, the Minister for Education and Science hereby authorises

More information

Nursing. Nunavut. Recruitment and Retention Strategy 2007 2012 NUNAVUT NURSES BE THE DIFFERENCE

Nursing. Nunavut. Recruitment and Retention Strategy 2007 2012 NUNAVUT NURSES BE THE DIFFERENCE Government of Nunavut Department of Health and Social Services Nunavut Nursing Recruitment and Retention Strategy 2007 2012 NUNAVUT NURSES BE THE DIFFERENCE Nunavut Nursing Recruitment and Retention Strategy

More information

JOB DESCRIPTION. 1. JOB TITLE: Lecturer in Criminology. 4. DEPARTMENT: Social and Political Science

JOB DESCRIPTION. 1. JOB TITLE: Lecturer in Criminology. 4. DEPARTMENT: Social and Political Science JOB DESCRIPTION 1. JOB TITLE: Lecturer in Criminology 2. HRMS REFERENCE NUMBER: HR14491 3. ROLE CODE: FINLTSR3 4. DEPARTMENT: Social and Political Science 5. ORGANISATION CHART: Head of Department Deputy

More information

Common Best Practice code FoR HiGH-Quality internships

Common Best Practice code FoR HiGH-Quality internships Common Best Practice code FoR HiGH-Quality internships Gateways to the Professions collaborative Forum about us The Gateways to the Professions Collaborative Forum is an ad hoc advisory body. Its membership

More information

QUALITY ASSESSMENT & IMPROVEMENT. Workforce ACUTE HOSPITAL SERVICES. Supporting services to deliver quality healthcare JUNE 2013

QUALITY ASSESSMENT & IMPROVEMENT. Workforce ACUTE HOSPITAL SERVICES. Supporting services to deliver quality healthcare JUNE 2013 QUALITY ASSESSMENT & IMPROVEMENT ACUTE HOSPITAL SERVICES JUNE 2013 Workforce Supporting services to deliver quality healthcare Effective Care and Support Safe Care and Support Person Centred Care and

More information

SCHOOLS FORUM Agenda Item 10 WEST SUSSEX COUNTY COUNCIL MAINTAINED SCHOOLS EMPLOYMENT SUPPORT SERVICE LEVEL AGREEMENT

SCHOOLS FORUM Agenda Item 10 WEST SUSSEX COUNTY COUNCIL MAINTAINED SCHOOLS EMPLOYMENT SUPPORT SERVICE LEVEL AGREEMENT SCHOOLS FORUM Agenda Item 10 4 TH DECEMBER 2014 WEST SUSSEX COUNTY COUNCIL MAINTAINED SCHOOLS EMPLOYMENT SUPPORT SERVICE LEVEL AGREEMENT REPORT BY THE DIRECTOR OF WORKFORCE, ORGANISATIONAL DEVELOPMENT

More information

JOB DESCRIPTION. To work flexibly and contribute to continuous improvement of services provided by the Department.

JOB DESCRIPTION. To work flexibly and contribute to continuous improvement of services provided by the Department. JOB DESCRIPTION Post Title: Employer: Responsible To: HR Advisor [Maternity Cover] Hafod Corporate Services Ltd Head of HR MAIN OBJECTIVES OF THE POST To support the Head of HR in providing a proactive,

More information

Department for International Development Graduate Development Scheme 2015 Frequently Asked Questions

Department for International Development Graduate Development Scheme 2015 Frequently Asked Questions Department for International Development Graduate Development Scheme 2015 Frequently Asked Questions 1. What qualifications do I need? You will need to have gained the relevant 2.1 degree or above in 2014

More information

The Human Resources Department Work Plan for the period 1 April 2015 to 31 March 2016 is attached.

The Human Resources Department Work Plan for the period 1 April 2015 to 31 March 2016 is attached. Council, 25 March 2015 Human Resources Department Work Plan 2015-2016 Executive summary and recommendations Introduction The Human Resources Department Work Plan for the period 1 April 2015 to 31 March

More information

Kenny Dick, Head of Finance and Corporate Governance. To present draft budget proposals for 2014/15 to the Board for approval.

Kenny Dick, Head of Finance and Corporate Governance. To present draft budget proposals for 2014/15 to the Board for approval. 2014-15 Draft Budget Report to: Board Date: 28 March 2014 Report by: Report No. Kenny Dick, Head of Finance and Corporate Governance Agenda Item: 9 PURPOSE OF REPORT To present draft budget proposals for

More information

Job Title: Employment Lawyer / HR Manager Temp/Perm: Permanent. Reporting to: Liam Davies (Designated Member) Full/Part-time: As Required

Job Title: Employment Lawyer / HR Manager Temp/Perm: Permanent. Reporting to: Liam Davies (Designated Member) Full/Part-time: As Required Job Title: Employment Lawyer / HR Manager Temp/Perm: Permanent Reporting to: Liam Davies (Designated Member) Full/Part-time: As Required The role is Employment Lawyer/HR Manager for MDY Legal Job description

More information

Social Work Taskforce Call for Evidence Response from the Association of Directors of Adult Social Services

Social Work Taskforce Call for Evidence Response from the Association of Directors of Adult Social Services Social Work Taskforce Call for Evidence Response from the Association of Directors of Adult Social Services 1. Introduction The Association of Directors of Adult Social Services (ADASS) represents Directors

More information

HCPC 2015 Employee Exit Interview Report

HCPC 2015 Employee Exit Interview Report HCPC 2015 Employee Exit Interview Report Section Page 1. Introduction 3 2. Scope 3 3. Employee turnover rates 3 4. Summary of findings 3 5. Analysis of data 4 6. Conclusions and actions 11 2 1. Introduction

More information

Teaching an all Master s profession: Implications of the new TDA s CPD MTL National Framework for schools

Teaching an all Master s profession: Implications of the new TDA s CPD MTL National Framework for schools Teaching an all Master s profession: Implications of the new TDA s CPD MTL National Framework for schools Overview of the New National Framework for the Masters in Teaching & Learning (MTL) The new Masters

More information

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Marketing and Public Relations. 4. DEPARTMENT: Warrington School of Management.

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Marketing and Public Relations. 4. DEPARTMENT: Warrington School of Management. JOB DESCRIPTION 1. JOB TITLE: Senior Lecturer in Marketing and Public Relations 2. HRMS REFERENCE NUMBER: HR14318 3. ROLE CODE: FINSLTSR4 4. DEPARTMENT: Warrington School of Management 5. ORGANISATION

More information

Improvements observed since the previous annual review.

Improvements observed since the previous annual review. PERFORMANCE REVIEW REPORT 2003: LONDON BOROUGH OF HARROW SERVICES FOR CHILDREN AND FAMILIES Improvements observed since the previous annual review. Assessment has highlighted the following improvements

More information

A guide for employers INTERNSHIPS THAT WORK. www.cipd.co.uk/publicpolicy INTERNSHIPS THAT WORK: A GUIDE FOR EMPLOYERS 1

A guide for employers INTERNSHIPS THAT WORK. www.cipd.co.uk/publicpolicy INTERNSHIPS THAT WORK: A GUIDE FOR EMPLOYERS 1 A guide for employers INTERNSHIPS THAT WORK www.cipd.co.uk/publicpolicy INTERNSHIPS THAT WORK: A GUIDE FOR EMPLOYERS 1 CONTENTS Background 2 Recruitment 4 Payment and duration 5 Induction 6 Treatment 7

More information

Recruitment and Selection Services Centre Team Leader

Recruitment and Selection Services Centre Team Leader Job Description Recruitment and Selection Team Leader Band 5 Job Title: Band: Reports to: Recruitment and Selection Services Centre Team Leader 5 ( 21,388-27,901 per annum) Service Delivery Manager Accountable

More information

Training of Children and Families Social Workers

Training of Children and Families Social Workers House of Commons Children, Schools and Families Committee Training of Children and Families Social Workers Seventh Report of Session 2008 09 Volume I HC 527-I House of Commons Children, Schools and Families

More information

London Borough of Hillingdon GUIDE to

London Borough of Hillingdon GUIDE to London Borough of Hillingdon GUIDE to Implementing a Section 106 Construction Training and Employment Strategy Produced by London Borough of Hillingdon Economic Development and Planning Services Teams

More information

CONTENTS. Introducing the Charter page 2. Charter in Action page 3. Key Partners page 3. Challenge to Employers page 4. Voluntary Commitments page 4

CONTENTS. Introducing the Charter page 2. Charter in Action page 3. Key Partners page 3. Challenge to Employers page 4. Voluntary Commitments page 4 CONTENTS Introducing the Charter page 2 Charter in Action page 3 Key Partners page 3 Challenge to Employers page 4 Voluntary Commitments page 4 Benefits to Employers page 5 Management of the Charter page

More information

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Computer Science (Cyber Security)

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Computer Science (Cyber Security) JOB DESCRIPTION 1. JOB TITLE: Senior Lecturer in Computer Science (Cyber Security) 2. HRMS REFERENCE NUMBER: HR14195 3. ROLE CODE: FINSLTSR4 4. DEPARTMENT: Department of Computer Science Faculty of Science

More information

DRAFT VERSION 4. Wiltshire Council Human Resources. Recruitment Policy and Procedure

DRAFT VERSION 4. Wiltshire Council Human Resources. Recruitment Policy and Procedure DRAFT VERSION 4 Wiltshire Council Human Resources Recruitment Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?

More information

Maximising employment opportunities in a changing NHS

Maximising employment opportunities in a changing NHS Briefing The NHS is changing and the NHS workforce is changing with it. The NHS is no longer experiencing either the workforce shortages of the 1980s and 90s, or the rapid growth in workforce numbers initiated

More information

School Social Workers x 2 APPLICATION PACK

School Social Workers x 2 APPLICATION PACK School Social Workers x 2 APPLICATION PACK April 2015 ENCLOSED Letter from our Chief Executive Officer Letter from our HR Department Job Advertisement Job Description Personal Specification Organisation

More information

Prestige Staffing Personnel is locally owned and operated and has continuously provided

Prestige Staffing Personnel is locally owned and operated and has continuously provided Company profile The Complete HR package Prestige Staffing Personnel is locally owned and operated and has continuously provided the complete human resources package on a national level since 1998 including:

More information

Master of Nutrition and Dietetics (leading to Registration as a Dietitian) Frequently Asked Questions

Master of Nutrition and Dietetics (leading to Registration as a Dietitian) Frequently Asked Questions Master of Nutrition and Dietetics (leading to Registration as a Dietitian) Frequently Asked Questions We are often asked for further information about our course and on how to apply. In this leaflet we

More information

East Sussex Succession Planning Policy

East Sussex Succession Planning Policy Leadership Development and Succession Planning in East Sussex: A Governing Body Policy Statement Governing bodies are invited to adopt this policy statement as a way to maintain a focus on leadership development

More information

Business & Management

Business & Management Business & Management Third Level Courses Certificate in Front Line Management Higher Certificate in Business in Social Media Marketing Higher Certificate in Business Bachelor of Business (Hons) Higher

More information

Vale of Glamorgan. Overview Report: Review of HR and Workforce Planning. November 2011

Vale of Glamorgan. Overview Report: Review of HR and Workforce Planning. November 2011 Vale of Glamorgan Overview Report: Review of HR and Workforce Planning November 2011 Content 1 Introduction 1 2. Review Findings 3 3. The Way Forward 17 2012 Grant Thornton UK LLP. All rights reserved.

More information

Building a safe and confident future: One year on. Detailed proposals from the Social Work Reform Board

Building a safe and confident future: One year on. Detailed proposals from the Social Work Reform Board Building a safe and confident future: One year on Detailed proposals from the Social Work Reform Board December 2010 2 Introduction Our progress report, Building a Safe and Confident Future: One Year On,

More information

Page 5. The Adult Social Services and Health Committee. The Strategic Director of Adult Social Services, Housing and Health

Page 5. The Adult Social Services and Health Committee. The Strategic Director of Adult Social Services, Housing and Health Page 5 Agenda Item 5 Report to: The Adult Social Services and Health Committee Date: 20 th November 2012 Report of: The Strategic Director of Adult Social Services, Housing and Health Ward Location: All

More information

Cambridge Judge Business School Further particulars

Cambridge Judge Business School Further particulars Cambridge Judge Business School Further particulars JOB TITLE: REPORTS TO: EMBA ADMISSIONS & COMMUNITY CO-ORDINATOR EMBA HEAD OF MARKETING AND ADMISSIONS Background The Executive MBA (EMBA) is a major

More information

Job Application Pack. Senior HR Adviser. August 2015

Job Application Pack. Senior HR Adviser. August 2015 Job Application Pack Senior HR Adviser August 2015 Dear Applicant August 2015 Senior HR Adviser We are currently seeking to appoint a Senior HR Adviser, who will be contracted to work from home and the

More information

Requirements for Social Work Training

Requirements for Social Work Training Requirements for Social Work Training Requirements for Social Work Training Foreword Social workers deal with some of the most vulnerable people in our society at times of greatest stress. There can

More information

Within this pack or online (www.wsfc.ac.uk under Job Opportunities) you will find:

Within this pack or online (www.wsfc.ac.uk under Job Opportunities) you will find: Post: Temporary, 16-24 hours per week, term-time only for 2 terms This is a temporary post for 16-24 hours per week, preferably divided over three days, although 2 or 4 days could be considered. The post

More information

JOB DESCRIPTION. 1. JOB TITLE: Lecturer in Computer Science. 4. DEPARTMENT: Department of Computer Science Faculty of Science and Engineering

JOB DESCRIPTION. 1. JOB TITLE: Lecturer in Computer Science. 4. DEPARTMENT: Department of Computer Science Faculty of Science and Engineering JOB DESCRIPTION 1. JOB TITLE: Lecturer in Computer Science 2. HRMS REFERENCE NUMBER: HR14194 3. ROLE CODE: FINSLTSR3 4. DEPARTMENT: Department of Computer Science Faculty of Science and Engineering 5.

More information

Programme Specification. MSc Children s Nursing (Pre-Registration) Valid from: September 2014 Faculty of Health and Life Sciences

Programme Specification. MSc Children s Nursing (Pre-Registration) Valid from: September 2014 Faculty of Health and Life Sciences Programme Specification MSc Children s (Pre-Registration) Valid from: September 2014 Faculty of Health and Life Sciences SECTION 1: GENERAL INFORMATION Awarding body: Teaching institution and location:

More information

LGA (SA) Women in Local Government Strategy

LGA (SA) Women in Local Government Strategy (SA) Women in Local Government Strategy Introduction and Context Like many other sectors of the workforce, women are under-represented in Local Government, both as Council Members and Senior Staff. Following

More information

INTERNATIONAL MEDICAL GRADUATE TRAINING INITIATIVE NATIONAL FRAMEWORK DOCUMENT

INTERNATIONAL MEDICAL GRADUATE TRAINING INITIATIVE NATIONAL FRAMEWORK DOCUMENT INTERNATIONAL MEDICAL GRADUATE TRAINING INITIATIVE NATIONAL FRAMEWORK DOCUMENT Adopted by the HSE & The Forum of Irish Postgraduate Medical Training Bodies 15 January 2014 TABLE OF CONTENTS Section One:

More information

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Computer Science (Cyber Security)

JOB DESCRIPTION. 1. JOB TITLE: Senior Lecturer in Computer Science (Cyber Security) JOB DESCRIPTION 1. JOB TITLE: Senior Lecturer in Computer Science (Cyber Security) 2. HRMS REFERENCE NUMBER: HR14196 3. ROLE CODE: FINSLTSR5 4. DEPARTMENT: Department of Computer Science Faculty of Science

More information

Recruitment and Selection Policy. Liverpool Community Health NHS Trust. Recruitment & Selection Policy

Recruitment and Selection Policy. Liverpool Community Health NHS Trust. Recruitment & Selection Policy Liverpool Community Health NHS Trust Recruitment & Selection Policy Version Number: Ratified by: V1 HR & OD Committee Date of Approval: November 2010 Name of originator/author: Approving Body / Committee:

More information

Job Description. International Talent Management Advisor International HR People & Organisational Development

Job Description. International Talent Management Advisor International HR People & Organisational Development Job Description Job Title: Team: Group: Responsible to: International Talent Management Advisor International HR People & Organisational Development Head of International HR Purpose of the Team: To recruit

More information

School Social Worker APPLICATION PACK

School Social Worker APPLICATION PACK School Social Worker Part-time (3 days per week) Based in Schools in the Cleethorpes & Grimsby area) APPLICATION PACK September 2015 ENCLOSED Letter from our Chief Executive Officer Letter from our HR

More information

Department of Health Sciences

Department of Health Sciences Department of Health Sciences Unless indicated to the contrary the Period of Registration, Entry Requirements, Curriculum, Assessment and Qualifications for Programmes are as follows: Period of Registration:

More information

INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3

INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3 June 2007 Table of Contents INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3 3 Standard 1: Statement of purpose 3 Standard 2: Written guide to the adoption service for

More information

JOB DESCRIPTION. 4. DEPARTMENT: Warrington School of Management

JOB DESCRIPTION. 4. DEPARTMENT: Warrington School of Management JOB DESCRIPTION 1. JOB TITLE: Lecturer in Public Relations 2. HRMS REFERENCE NUMBER: HR14095b 3. ROLE CODE: FINLEC 4. DEPARTMENT: Warrington School of Management 5. ORGANISATION CHART: Executive Dean Deputy

More information

Marketing, Recruitment and Admissions. Marketing Strategy 2013-2015

Marketing, Recruitment and Admissions. Marketing Strategy 2013-2015 Marketing, Recruitment and Admissions Marketing Strategy 2013-2015 November 2013 The Marketing Strategy is created cooperatively by the Department s marketing managers and exists to advance the University

More information

Human Resources Report 2014 and People Strategy

Human Resources Report 2014 and People Strategy 24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked

More information

Human Resources Officer

Human Resources Officer Human Resources Officer About the HCPC The Health and Care Professions Council (HCPC) is the regulator of 16 different health and care professions. We were set up to protect the public. To do this, we

More information

Job description. Digital Marketing Officer External Relations Information

Job description. Digital Marketing Officer External Relations Information Job description Job title Department Responsible to Salary Hours Based at Digital Marketing Officer External Relations Information Head of Information Starting salary of 27,388 pa, including a basic salary

More information

Finance Business Partner

Finance Business Partner Job Title: Finance Business Partner Job Grade: Band 6 Band 7 Directorate: Job Reference Number: Corporate Services P01410 The Role Part of a Finance Business Partnering Team, you will report to the Senior

More information

HR Corporate Objectives and Strategy Action Plan January 2013

HR Corporate Objectives and Strategy Action Plan January 2013 Reference Objective / Strategy Action Responsibility Target Date (CO1) By 2016 we will be in the top 20% of Acute Trusts as measured by the NHS National Staff Survey Embed the Trust values into reward

More information

Quality Standards for local training and education providers

Quality Standards for local training and education providers Quality Standards for local training and education providers The standards are to be used to measure the quality of health training and education in the local education and training placement environment

More information

Selection Reports. Index 1 INTRODUCTION 6 RESOURCES WHAT IS THE PURPOSE OF A SELECTION REPORT? WHAT SHOULD YOU INCLUDE IN A SELECTION REPORT?

Selection Reports. Index 1 INTRODUCTION 6 RESOURCES WHAT IS THE PURPOSE OF A SELECTION REPORT? WHAT SHOULD YOU INCLUDE IN A SELECTION REPORT? Reports Index 1 INTRODUCTION 2 3 4 5 WHAT IS THE PURPOSE OF A SELECTION REPORT? WHAT SHOULD YOU INCLUDE IN A SELECTION REPORT? IMPORTANT THINGS TO CONSIDER WHEN WRITING A SELECTION REPORT GUIDE TO WRITING

More information

A NATIONAL OVERVIEW OF TEACHER EDUCATION IN AUSTRALIA Dr Cheryl Sim Faculty of Education, Griffith University

A NATIONAL OVERVIEW OF TEACHER EDUCATION IN AUSTRALIA Dr Cheryl Sim Faculty of Education, Griffith University A NATIONAL OVERVIEW OF TEACHER EDUCATION IN AUSTRALIA Dr Cheryl Sim Faculty of Education, Griffith University As the world increasingly becomes interconnected, the content of teacher education and student

More information

EAST AYRSHIRE HEALTH AND SOCIAL CARE PARTNERSHIP SHADOW INTEGRATION BOARD 24 APRIL 2014

EAST AYRSHIRE HEALTH AND SOCIAL CARE PARTNERSHIP SHADOW INTEGRATION BOARD 24 APRIL 2014 EAST AYRSHIRE HEALTH AND SOCIAL CARE PARTNERSHIP SHADOW INTEGRATION BOARD 24 APRIL 2014 PROPOSALS FOR PARTNERSHIP MANAGEMENT AND GOVERNANCE ARRANGEMENTS PURPOSE Report by Director of Health and Social

More information

Government response to the review of teacher education and school induction

Government response to the review of teacher education and school induction Government response to the review of teacher education and school induction Government response to the review of teacher education and school induction In February 2010, the Queensland Government released

More information

JOB DESCRIPTION. Regional Human Resources Manager (RHRM) Department/Region/Section: Human Resources Based at North Region, Leeds RHQ

JOB DESCRIPTION. Regional Human Resources Manager (RHRM) Department/Region/Section: Human Resources Based at North Region, Leeds RHQ A JOB DESCRIPTION Job Title: Regional Human Resources Manager (RHRM) Division: Human Resources Department/Region/Section: Human Resources Location: Based at North Region, Leeds RHQ Reports to: Head of

More information

Craigavon Area Hospital

Craigavon Area Hospital Ref No: 73815022 THIS POST IS FOR EMPLOYEES OF THE SOUTHERN TRUST ONLY JOB DESCRIPTION JOB TITLE: BASE: DIRECTORATE: RESPONSIBLE TO: OPERATIONALLY RESPONSIBLE TO: ACCOUNTABLE TO: HOURS: Clinical Director

More information

GLASGOW KELVIN COLLEGE HUMAN RESOURCES COMMITTEE MINUTES

GLASGOW KELVIN COLLEGE HUMAN RESOURCES COMMITTEE MINUTES ITEM GLASGOW KELVIN COLLEGE HUMAN RESOURCES COMMITTEE MINUTES Minute of the meeting held on Tuesday 10 June 2014 at 5 pm in the second floor Boardroom of the Springburn Campus. 1. Sederunt Ian Patrick,

More information

Internships. A good practice guide from The Chartered Insurance Institute A CENTURY OF PROFESSIONALISM

Internships. A good practice guide from The Chartered Insurance Institute A CENTURY OF PROFESSIONALISM Internships A good practice guide from The Chartered Insurance Institute A CENTURY OF PROFESSIONALISM Introduction As the professional body for insurance and financial services, the CII is committed to

More information

introduction to GLSS who we are

introduction to GLSS who we are introduction to GLSS The Government Legal Service for Scotland (GLSS) is a professional community of lawyers in government in Scotland. It exists in order to raise awareness of the roles of public service

More information

Curriculum Manager Motor Vehicles Job Description

Curriculum Manager Motor Vehicles Job Description Curriculum Manager Motor Vehicles Job Description Responsible To: Responsible For: Campus: Head of Department Curriculum Staff Southgate Campus Context The curriculum at Barnet and Southgate College is

More information