The Assessed and Supported Year in Employment (ASYE) Programme Guidance for Newly Qualified Social Workers (NQSWs) and Assessors

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1 The North Central London (NCL) Social Work Education Partnership Working together to promote and develop excellence in social work practice in North Central London The Assessed and Supported Year in Employment (ASYE) Programme Guidance for Newly Qualified Social Workers (NQSWs) and Assessors

2 TABLE OF CONTENTS Topic Page no. Introduction to ASYE 2 Eligibility criteria 2 Requirements of the ASYE programme 3 The assessment process 5 Support for NQSWs and Assessors 7 Links with contracts, probation, appraisal 9 processes and failing ASYE Recognition and rewards 10 Quality Assurance processes 11 ASYE Programme Co-ordinator contact details 13 ASYE Templates Document Learning Agreement Initial Professional Development Plan (PDP) 3 Month PDP 6 Month PDP Final PDP Record of Continuous Professional Development (CPD) Direct Observation of Practice Reflection on formal learning events Assessor Report NQSW Report Critical Incident Analysis Colleague and Professional Feedback Service User Feedback Appendices Appendix A: The ASYE journey Appendix B: Supporting resources Appendix C: Professional Capabilities Framework Appendix D: PCF Level Capabilities for ASYE Page 1

3 1. Introduction The Assessed and Supported Year of Employment (ASYE) is an employer-based programme of support and development for newly qualified social workers in their first year of employment. The Assessed and Supported Year in Employment is designed to help newly qualified social workers (NQSWs) to develop their skills, knowledge and capability and strengthen their professional confidence. It provides them with access to regular and focused support during their first year of employment. The expectation is that the knowledge and skills gained through qualifying education will be consolidated in the first year of practice, and that specialist knowledge and skills will be developed in relation to the employment setting and service user group. The ASYE is a single programme for all social workers irrespective of the setting they are employed. The standards by which the NQSW s practice will be is assessed are contained in the Professional Capability Framework (PCF). The assessment of capability is holistic rather than competence based. Defined support is incorporated in the Standards for Employers of Social works in England and Supervision Framework. There is an expectation that the ASYE will complete the programme in 12 months. The ASYE can be extended beyond 12 months if the NQSW works part-time (on a pro-rata basis, e.g months if they work 17.5 hours per week) and/or if they take a period of leave (e.g. maternity, sickness) but not to provide further opportunity to meet the standards if they have not taken any absences. A certificate to confirm achievement will be issued by The College of Social work (TCSW) 2. Eligibility criteria All NQSWs who are employed by an organisation based in England are eligible to complete the ASYE programme provided that they are registered on the programme within two years of completing a recognised social work degree programme. Although the ASYE is not compulsory, it has been endorsed by the Social Work Reform Board and The College of Social Work. Our approach in Camden is that all our newly qualified social workers must complete the ASYE programme. Where an NQSW has previously been employed in another occupational area or in an unqualified care role prior to commencing employment in a social work post in Camden, and it is over two years since they graduated as a qualified social worker, they will not be required to complete the ASYE programme in Camden. For such candidates, Camden will need to be satisfied with the currency of their knowledge and skills and how this will be applied in employment. The NQSW needs to be employed in a role that enables them to undertake sufficient work to meet the expectations Page 2

4 3. Requirements of the ASYE programme 3.1The Professional Capabilities Framework (PCF) With the support of their employers, NQSWs will need to show that they have met the capability statements at ASYE level as set out in the PCF. The PCF is divided into nine domains covering the professional capabilities which social workers are expected to demonstrate in their day to- day work. These domains are interdependent not separate, reflecting the ways in which social workers use a blend of skills and knowledge in their practice. Each domain is divided into a number of levels, which are cumulative- that is, a social worker is expected to demonstrate capabilities up to and including the level they are at. This can be achieved through submitting a range of evidence which should include direct observations of practice and feedback from service users and carers. Evidence will be built up and reviewed over the year to show sufficiency in a range of essential skills, knowledge and values that cover the whole of the PCF at ASYE level. It is very important that during the ASYE that the NQSW, supervisor/ manager/assessor familiarise themselves with the capabilities required at qualifying level. 3.2 Learning agreement As this programme is about developing professional expertise in order to enhance the quality of the professional practice of newly qualified social workers, the candidates are expected to commit to a continuous professional development programme at the start. NQSWs are required to sign a Learning Agreement committing to the programme and to work with their line managers to establish the current level of their practice and identify their learning needs and support going forward. All NQSWs will be expected to complete a Professional Development Plan. This plan should be discussed at each review meeting and updated accordingly. A copy of the plans should be submitted to the ASYE Programme Co-ordinator. 3.3 Workload management and learning opportunities Over the course of the year, an NQSW should have a workload equivalent to 90% of what is expected of a confident social worker in the same role in their second or third year of employment, weighted over the course of the year by things such as case complexity, risk and growing proficiency. The NQSW s case load should be carefully managed; they should be assigned work at a level of complexity and risk that fit their experience. The NQSW should not be solely responsible for highly complex, CP or court cases during their ASYE. However, assessors may encourage and facilitate NQSWs to shadow colleagues, co-work certain cases and review procedures in order to gain familiarity with this level of work. This will be discussed and reviewed in the progress review meetings. Page 3

5 Assessors are expected to take into account the capabilities of NQSWs as new practitioners when allocating cases and allow the NQSWs time to undertake learning and development activities in order to reflect on their developing practice. 10% of the NQSW s time should be set aside for undertaking learning and development activities. This should include attendance at formal training course, research and reading, shadowing colleagues, visiting other services and completion of ASYE report and other paperwork. It is not expected that NQSWs are given a specific half a day per week for this; rather this should be incorporated into their overall working practices and be taken into account when allocating work to them. 3.4 Supervision Social work is challenging and takes place in a complex adaptive environment where the professional judgement of the social worker is paramount. The first year of practice can therefore be very daunting for newly qualified social workers as they apply their learning to practice. In addition to being confident, articulate and professional, social workers also require very good listening, oral and written skills in order to enhance their practice. They also need stamina emotional resilience and determination. Supervision is therefore critical, especially for NQSWs, to help them build emotional intelligence and effective professional relationships, develop good practice and exercise both professional judgement and discretion in decisionmaking. Supervision provides a safe environment for critical reflection, challenges and support. Evidence from research and practice suggest that social workers are more effective when they receive a high quality of supervision. The Standards for Employers of Social Workers in England and Supervision Framework stipulates that all NQSWs should receive weekly supervision for the first six weeks of employment, followed by at least fortnightly for the remainder of the first six months, and a minimum of monthly supervision thereafter (after the first six months frequency of supervision should be in line with Camden s social work supervision policy). Supervision should take place for a minimum of 90 minutes. 3.5 Mentoring In addition to their regular supervision, NQSWs in Camden will be offered monthly mentoring / development sessions as part of the North Central London Consortium; these workshops will be facilitated by an independent social worker. 3.6 Professional Development Plans and continuous professional development All candidates undertaking the ASYE programme must complete a Professional Development Plan, or PDP, at the beginning of the programme and then at or prior to each review meeting. The Professional Capabilities Framework (PCF) may be used as a diagnostic tool to identify areas of development and to support these Page 4

6 developments during the ASYE year. Camden is committed to a learning culture across the Children s Service and Adult Social Care. We will therefore support all newly qualified social workers to undertake the relevant learning and development required to enable them develop skills and expertise across the nine domains of the professional capabilities framework at ASYE level and to help them build the relevant confidence to enable them pass the ASYE assessment and practice efficiently at an independent level. Camden offers a comprehensive programme of learning and development for all social workers. We will ensure access to a varied range of multi-agency and specialist social work training packages including external short courses especially commissioned for newly qualified social workers via the North Central London ASYE Partnership. All social work staff can access Community Care Inform, the National Children s Bureau research resources, Making Research Count and are provided with membership with the College of Social Work. Newly qualified social workers will be actively encouraged to use research as part of an approach to enhance evidenced based practice. All social workers are required to keep a record of their CPD in terms of the activities undertaken the impact the learning has had on their skills, knowledge and practice. This is in line with HCPC requirements for re-registration. A recording template is provided for NQSWs to enable them to do this. 4. Assessment process The purpose of the Assessed and Supported Year in Employment is for the manager to assess whether the NQSW can evidence that they have met the capability statements at ASYE level as set out in the PCF. This assessment period should form part of the ASYE supervisory and one to one meetings that are held with your staff and includes at least three assessment review meetings. Prior to the review meetings, NQSWs are expected to provide evidence to their manager of having completed the required learning and development activities. NQSWs can demonstrate this by submitting a range of evidence drawn from direct practice which can meet requirements across the 9 domains of the PCF. Prior to each review meeting, the manager and NQSW must also complete an ASYE report (see Templates) which details this assessment process against the PCF. Employers are ultimately responsible for making accurate, valid and robust assessment decisions. They decide whether the individual has passed or failed. The employer should inform all individuals of the assessment outcome. The pass/fail decision should be transferred to the HCPC and The College of Social Work who will liaise on issuing a certificate of completion. Some NQSW final assessment may need to be deferred due to prolonged ill-health, maternity or parental leave; however Deferral is not intended for NQSW s who consistently fail to meet the expectations of the Professional Capabilities Framework. Page 5

7 The assessment will also include a minimum of three direct observations of practice to be completed by the line manager and/or other senior colleagues. Between 6-12 months (and in advance of the final review), candidates will be required to complete a critical incident analysis of at least 3,500 words and no more than 4000 words. ASYE candidates are eligible for one day study leave to prepare their final ASYE paperwork for submission to the ASYE panel. The NQSW should negotiate a suitable date with the team manager as applicable. 4.1 Understanding what is meant by Holistic Assessment Assessment is based on the principles of holistic assessment. At the end of the ASYE year, employers complete a final assessment of the NQSW s knowledge, skills and performance. Evidence is considered from a range of work which demonstrates the NQSW s performance in relation to all nine domains of the Professional Capabilities Framework at ASYE level. For part-time staff, the timescales of the interim reviews and final assessment so they occur at appropriate points. Social work practice is a complex activity, requiring interplay of knowledge, skills and values, as exemplified by the Professional Capabilities Framework. Within this, the nine capabilities should be seen as interdependent, not separate: they interact in professional practice, so there are overlaps between the capabilities, and many issues will be relevant to more than one capability. 4.2 Definition of holistic assessment for social work Holistic assessment is used where learning or performance objectives are interrelated and complex and the extent of learning or performance are measured against established standards. This approach is particularly relevant to social work, especially now that standards have been set at different career levels through the Professional Capabilities Framework (PCF) - the development of professional judgement and expertise can be assessed as a whole to reflect the complexity of social work practice. Throughout their career, social work students and practitioners need to demonstrate integration of all aspects of learning, including knowledge and experience in terms of the PCF, and be able to generalise and transfer their learning to untaught applications. Where learning or performance objectives are complex, the judgement of the assessor is considered central in making a holistic decision about the quality of performance. 4.3 Principles and conditions for holistic assessment These principles apply to assessment across the whole of the PCF: Assessment is progressive over a period of time (the ASYE), leading to effective summative assessment Page 6

8 Assessment must be consistent with the appropriate PCF level descriptor, and include sufficiency and depth of evidence across all nine domains. Individual capability statements will be important in terms of providing detail of expectations for each domain, and particularly significant to identify gaps, areas of development or concerns. The assessment process and judgement must be trustworthy, reliable and transparent Evidence must include the ability to reflect critically, including reference to different sources of knowledge and research. The learner will contribute evidence for assessment but the professional judgement of sufficiency must be made by a registered social work 4.4 Requirements for assessors/supervisor: The only formal requirement of eligibility to be an assessor for the ASYE is for the assessor to be a qualified social worker. In Camden the ASYE assessor will normally be the candidate s line manager or senior practitioner; therefore he/she will be an experienced and a registered social worker. The key requirement is for the ASYE assessor to have a good understanding of the PCF standards against which the newly qualified social worker will be assessed. It is also important that the assessor has knowledge about the ASYE candidate and his/her capabilities and development over the year. This will enable them make accurate valid and robust judgements about whether the candidate s overall development and capability has been evidenced over the programme. 5. Support for NQSWs and assessors The ASYE programme co-ordinator will brief the assessor and NQSW on the programme within 1-2 weeks of the NQSW s start date. This meeting will also include the completion of the learning agreement and initial professional development plan and will be arranged by the programme co-ordinator. 5.1 Training for assessors ASYE assessors will be invited to attend a one-day workshop taking place on Oct 29 th 2013 in central London to gain information about the programme and their role within it. This is being offered to all assessors in the north central and north east London partnerships. Please book a place on this via the programme co-ordinator. Assessors will be required to familiarise themselves with the ASYE programme and liaise with the ASYE programme co-ordinator regarding their individual learning needs in relation to the programme. 5.2 Support and training for NQSWs The ASYE programme is essentially about supporting NQSWs during their first year of employment as qualified social workers. Listed below are a number of structured activities aimed at supporting the development and learning of NQSWs. NQSWs are also eligible to request and access any additional learning and development identified in conjunction with their line managers. It is therefore important the PDP is Page 7

9 completed at the beginning of the programme and all relevant reviews undertaken on schedule to ensure that appropriate provision is made for learning and development and NQSWs are actively encouraged to take responsibility for this to enable them gain the right level of skills and confidence to become critically reflective practitioners who are capable of dealing with complex issues as well as critically assessing and managing risk. Table of Summary of support accessible to NQSWs Activity Comments 1 Regular Supervision by line manager Weekly supervision in the first 6 weeks, then fortnightly up to 6 months, 3-weekly thereafter in line with Camden Supervision policy. 2 Monthly mentoring sessions One hour sessions provided by a social worker for the first 3 months 3 Bi-monthly group meetings Meetings aimed at supporting NQSWs and their line managers ( NCL Social Work Education Partnership) 4 Access to in-house learning and development programmes 5 Opportunities to develop practice through research and presentations 6 Access to North Central London (NCL) Partnership learning and development events 7 On-going support from ASYE programme co-ordinator Please see TDSOline for dates and details of courses NQSWs will have an opportunity to deliver a presentation on a chosen research topic or area of practice to the NQSW group or as part of team study days. See below for details* NQSWs have unlimited access to approach the ASYE programme coordinator for support 8 Managed caseload When allocating cases, NQSWs line managers will take into account the status of NQSWs as newly qualified practitioners to ensure they have managed caseloads to enable them to participate in the activities listed above. *The NCL ASYE Partnership offer 4 half-day (9.30am-12.30pm) support workshops for NQSWs over the year of the programme taking place in central London. Each workshop will have a specific focus but they will all include the themes of holistic assessment, critical reflection and evidence-based practice. They will also provide you with an opportunity to clarify queries, problem-solve, network with other NQSWs and share best practice. The workshops are not mandatory but it is advised that NQSWs attend at least two over the course of the year. Page 8

10 The dates and themes for these workshops are provided below: 9th October 2013: The Professional Capabilities Framework (PCF) and evidence for the ASYE 22nd January 2014: Continuous Professional Development (CPD) 29th April 2014: Having courageous conversations 15th July 2014: Making supervision effective You should discuss these dates with your Manager/Supervisor and then book a place by ing heidi.rossetter@islington.gov.uk 6. Links with Contracts, probation, appraisal and failing ASYE 6.1 Contract of employment All newly qualified social workers are expected to undertake the ASYE programme Candidates who are unable to complete the ASYE due to long term sickness or maternity/paternity leave will be given additional time/granted a deferral of their assessment (at the discretion of the service) to enable them complete the programme. Candidates who work part-time will sign a learning agreement that will take into account their normal work pattern to ensure that the timescales for completion are appropriately adjusted. 6.2 Probation The ASYE programme supports the NQSW s probation period (if applicable) and vice versa. The report for this should be completed by the line manager alongside the programme and will be submitted to HR as per the usual probationary procedures. 6.3 Appraisals Normal appraisal processes will continue to apply and must be undertaken in parallel with this programme as per the timescales required. It is suggested that one objective in the appraisal is the successful completion of the ASYE programme. Page 9

11 6.4 Consequence of an NQSW failing the ASYE It is expected that the comprehensive and on-going review processes outlined for the ASYE programme will enable managers to identify concerns at an early stage and take appropriate action. ASYE candidates who do not pass within the first 12 months of starting the programme are potentially facing dismissal as they will be considered to be in breach of their contract of employment. The College of Social Work and the Health and Care Professions Council (HCPC) will be kept informed. 6.4 Appeals There is no formal appeals process for this programme as this would be covered by the NQSW starting or continuing with the Managing Poor Work Performance Procedure. However, unsuccessful candidates are welcome to contact HR for advice and guidance. Candidates are expected to work within the terms and conditions of their contract of employment which includes successfully passing the ASYE assessment or face potential dismissal. 7. Recognition and rewards The College of Social Work is planning to hold a national record of social workers and will be issuing certificates to candidates who successfully complete the ASYE. Barnet will therefore notify the College of Social Work about the outcome of each candidate s ASYE assessment, via the Department for Education or Skills for Care registration systems, so that successful candidates can receive a certificate from the college. These candidates will also be invited to attend the annual NCL ASYE Celebration event where they will be presented with a certificate from the partnership. The Health and Care Professions Council (HCPC) will be kept informed about candidates who have not successfully passed their ASYE. 8. Quality Assurance / Moderation processes The overall purpose of the QA / Moderation processes is to ensure consistency of assessment and support across the organisation and partnership thereby ensuring equality of experience for NQSWs on the ASYE programme. Page 10

12 8.1 Internal QA / Moderation process Who Activity Purpose When? NQSW, assessor and programme co-ordinator Complete, agree and sign the Learning Agreement Within 2 weeks of start date of employment (at ASYE Programme Co-ordinator ASYE Programme Co-ordinator Programme Coordinator, Practice Development Officer, Independent Reviewing Officer and/or EDT Team Manager Read Assessor and NQSW reports and give feedback (1) Monitor the support and caseload of NQSW in accordance with learning agreement and programme requirements Panel meeting to read and discuss the assessor s report and offer feedback to the them about the content, relevance and depth of the commentary and assessment against the PCF (2) Ensure all reports completed across NCL are similar in terms of amount and quality of reflective practice and evidence by the NQSW, as well as methods, quality and depth of assessment by the assessor Ensure programme requirements are being followed and equality of experience for all NQSWs across the organisation To support the overall standardisation of the assessment process across the service briefing) Prior to the 3, 6 and final review meetings (+ 9 month if required) At 3, 6 and final review meetings (+ 9 month if required) 2 weeks prior to the 6 month and final review meetings Page 11

13 Who Activity Purpose When? Programme Coordinator, Operational / Service Manager Attendance at meetings Social Work Reform Board / Social Work Development Board Presentation/report by ASYE Programme Coordinator; discussion and evaluation of the programme to date (including support to NQSWs and managers, quality of reports and assessment, timeliness of review meetings) Consider the support and assessment of the NQSW; ratify / dispute the assessor s recommendation re: pass/fail Evaluate ASYE programme and plan for year ahead 6 months and final review At end of each ASYE programme year and as required (1) After reading the completed reports, the ASYE Programme Co-ordinator will provide feedback on these to the line manager and NQSW. The team manager will be included in this correspondence. Both line manager and NQSW should then address any areas of feedback and make changes to the documents as necessary before the review meeting takes place. (2) Following the panel meeting, the ASYE Co-ordinator will contact the line manager and provide feedback to them. The team manager will be included in this correspondence. The line manager should then address any areas of feedback and make changes to the document before the review meeting as necessary. Page 12

14 8.2 External QA process The NCL ASYE Partnership have developed a quality assurance process whereby each ASYE programme Co-ordinator brings 2 completed assessor reports to a halfday meeting which takes place every three months. The reports are made anonymous by the programme co-ordinator prior to this meeting and any case reference information redacted. The purpose of this meeting is to ensure further scrutiny of the ASYE processes in these organisations and to improve the consistency and equity across the sub regional partnership. The ASYE Programme Co-ordinators each read and provide feedback on at least one assessor report from another organisation. The Programme Co-ordinator from that organisation then gives the feedback to the relevant assessors following the meeting. Across the NCL partnership, the aim is to ensure each assessor is subject to this external QA process at least once over the course of the ASYE programme (per NQSW). 9. ASYE Programme Co-ordinator contact details: For children s services: Marcia Taylor Social Worker Professional Social Work Educator (children) Children Schools and Families London Borough of Camden Telephone: nd Floor- Training and Development Service Crowndale Centre 218 Eversholt Street London NW1 1BD For adults services and mental health: Sally Nieman Social Worker Professional Social Work Educator (Adults) Telephone: nd Floor- Training and Development Service Crowndale Centre 218 Eversholt Street London NW1 1BD

15 Page 13 NCL ASYE Partnership Learning Agreement Newly qualified social worker: HCPC registration no: Date of qualification: Employer: Name of assessor: Name of line manager (if different from assessor): Date ASYE commenced: Date set for 3 month review: Date set for 6 month review: Date set for final review: Date set if additional review is required: Please note if any changes need to be made to this agreement, these will be discussed, agreed and recorded in the minutes of the review meetings. 1. Supervision Supervision will be provided by: Duration: First six weeks of employment: Week 7 six month review: Following six month review: The assessor ( Team manager or senior practitioner) Minimum of 90 minutes Weekly Fortnightly 3 weekly ( in line with Camden supervision policy ) Supervision will include: Caseload Reflection Development needs of the NQSW Discussion of ability in relation to the Professional Capabilities Framework

16 2. Workload management The workload will be allocated by the NQSW s supervisor. Workload will be allocated according to the NQSW s capability and development needs, based on their professional development plan and according to the needs of the service. This will be reviewed and revised during the course of the ASYE programme. Over the course of the year, an NQSW should have a workload equivalent to 90 per cent of what is expected of a confident social worker in the same role in their second or third year of employment, weighted over the course of the year by things such as case complexity, risk and growing proficiency. The NQSW s case load should be carefully managed; they should be assigned work at a level of complexity and risk that fit their experience. 3. Protected development time 10% of the NQSW s time should be set aside for undertaking learning and development activities. (this equates to 0.5 day per week or 1 day per month) Developmental activities include: Mandatory courses Other relevant courses Action Learning Sets Co-working Consulting other professionals Reading and research Reflective writing Shadowing Visits 4. Professional development plan (PDP) The NQSW is required to complete a PDP at four stages during the programme:. At the start (initial) Prior to or at the 3 month review meeting Prior to or at the six month review meeting Prior to or at the final review meeting 5. Requirements and responsibilities

17 The NQSW is required to: Complete the NQSW report in preparation for the review meetings and submit to the assessor according to the timescales stipulated below 3 months 2 weeks before the meeting 6 months 3 weeks before the meeting Final review 3 weeks before the meeting Maintain a record of continuous professional development and bring this to each review meeting Identify sources of evidence to use to demonstrate the capability statements and bring to reviews as required (e.g. feedback from service users, colleagues, other professionals; case records, supervision records, observations of practice) The NQSW may also complete formal reflections of their learning using the template for this. These reflections can be used in supervision and as part of their evidence for meeting the PCF The NQSW will also produce a critical incident analysis after the 6 month review and submit this to their assessor prior to the final review The Assessor is required to: Complete a report in preparation for the progress review meetings and submit to the programme co-ordinator according to the timescales stipulated below 3 months 1 week before the meeting 6 months 2 weeks before the meeting Final review 2 weeks before the meeting Undertake an holistic assessment of the NQSW against the ASYE level of the PCF using the following: Supervision Case files Written assessments Reports Direct Observation of practice minimum of 3, 1 in advance of each review meeting (one of these can be done by a colleague) Colleague feedback by someone other than the assessor using the template Service user feedback

18 The NQSW s record of CPD and reflections on formal learning The NQSW s critical incident analysis The Programme Coordinator is required to: Arrange and chair the progress review meetings and provide minutes Read the assessor and NQSW reports prior to the meetings and provide feedback as necessary Manage and comply with the quality assurance system for the ASYE programme and provide feedback to NQSWs and assessors following the internal panel and external NCL meetings Arrange payments to the line manager for their involvement with the programme in line with agreement Co-ordinate and monitor all aspects of the ASYE programme Support the NQSW and assessor through the ASYE programme 6. Links with contracts, probation and appraisal processes Record how ASYE reviews will be linked to employer s probation and appraisal processes Please refer to Section 6 of the Guidance document 7. Quality Assurance / Moderation of ASYE Record how the employer will quality assure the programme Please refer to Section 8 of the Guidance document 8. Signatures Date of completion of agreement We confirm the arrangements set out in this agreement: NQSW Assessor

19 Line manager (where different from assessor) ASYE Programme Coordinator Appendix A: The ASYE journey Week 1 or 2 ASYE Briefing to include completion of Learning Agreement and initial Professional Development Plan This is attended by NQSW, Assessor and is arranged and facilitated by the Programme Co-ordinator Week 1 Weekly reflective supervision begins for 6 weeks - fortnightly for the next six months then every 3 weeks Months weeks before the 3 month review Line manager undertakes direct observation of practice of NQSW and both complete pro-forma. NQSW submits completed report to line manager and ASYE programme co-ordinator. 1 week before the 3 month review Month 3 Months weeks before the 6 month review 2 weeks before the 6 month review (by panel date) 2 weeks before the 6 month review Month 6 Months 6-12 Line manager submits completed report and direct observation to ASYE programme co-ordinator. First progress review to include: Discussion of 1 st Direct observation of practice, Assessor and NQSW reports, completion of Professional Development Plan, check Record of CPD Line manager or other senior colleague undertakes direct observation of practice of NQSW and both complete pro-forma. NQSW submits completed report to line manager and ASYE programme co-ordinator. Line manager submits completed report and direct observation to ASYE programme co-ordinator. QA panel where assessor report is discussed Interim progress review to include: 2 nd Direct Observation of practice, Assessor and NQSW reports, completion of Professional Development Plan, check Record of CPD Line manager or other senior colleague undertakes direct observation of practice of NQSW and both complete pro-forma. NQSW completes Critical Incident Analysis and submits to line manager and ASYE programme co-ordinator 3 weeks before the final review NQSW submits completed report to line manager and ASYE programme co-ordinator.

20 2 weeks before the final review (by panel date) Line manager submits completed report and direct observation to ASYE programme co-ordinator. 2 weeks before the final review QA panel where assessor report is discussed Months Month 12 Post - ASYE Final Review to include: 3rd Direct Observation of practice, Assessor and NQSW reports, completion of Professional Development Plan, check Record of CPD, decision made re: pass/fail ASYE ASYE programme co-ordinator informs DfE or Skills for Care of result. The College of Social Work will issue certificate to NQSW. NQSW will be invited to attend ASYE Certificate Ceremony. Appendix B Supporting resources The links below will take you to a number of supporting tools and information for managers and NQSWs: Understanding what is meant by holistic assessment m_resources/holistic-assessmentasye1.pdf Critical reflection - Integrated critical analysis and reflective practice ntegratedcriticalreflectivepractice(1).pdf Guidance on service user feedback: Principles for gathering and using feedback from people who use services and those who care for them. CarerFeedbackPCF20.pdf Informing Judgements and processes informingjudgementsandprocesses.aspx Assessed and Supported Year in Employment Frequently Asked Questions estions.aspx

21 The College of Social Work Appendix D PCF: Level Capabilities for ASYE 1. Professionalism: Identify and behave as a professional social worker, committed to professional development Social workers are members of an internationally recognised profession, a title protected in UK law. Social workers demonstrate professional commitment by taking responsibility for their conduct, practice and learning, with support through supervision. As representatives of the social work profession they safeguard its reputation and are accountable to the professional regulator. Be able to meet the requirements of the professional regulator Be able to explain the role of the social worker in a range of contexts, and uphold the reputation of the profession Make pro active use of supervision to reflect critically on practice, explore different approaches to your work, support your development across the nine capabilities and understand the boundaries of professional accountability Demonstrate professionalism in terms of presentation, demeanour, reliability, honesty and respectfulness Demonstrate workload management skills and develop the ability to prioritise Recognise and balance your own personal/professional boundaries in response to changing and more complex contexts Recognise your own professional limitations, and how to seek advice Identify your learning needs; assume responsibility for improving your practice through appropriate professional development ASYE learning agreement, personal development plan and quarterly review meetings. Develop ways to promote wellbeing at work, identifying strategies to protect and promote your own well-being and the well-being of others Identify and implement strategies for responding appropriately to concerns about practice or procedures, seeking guidance if required 2. Values and Ethics: Apply social work ethical principles and values to guide professional practice

22 Social workers have an obligation to conduct themselves ethically and to engage in ethical decision-making, including through partnership with people who use their services. Social workers are knowledgeable about the value base of their profession, its ethical standards and relevant law. Understand and apply the profession s ethical principles and legislation, taking account of these in reaching decisions Recognise, and manage the impact of your own values on professional practice Recognise and manage conflicting values and ethical dilemmas to arrive at principled decisions Demonstrate respectful partnership work with service users and carers, eliciting and respecting their needs and views, and promoting their participation in decision-making wherever possible Recognise and promote individuals rights to autonomy and self-determination Promote and protect the privacy of individuals within and outside their families and networks, recognising the requirements of professional accountability and information sharing 3. Diversity: Recognise diversity and apply anti-discriminatory and antioppressive principles in practice Social workers understand that diversity characterises and shapes human experience and is critical to the formation of identity. Diversity is multi-dimensional and includes race, disability, class, economic status, age, sexuality, gender and transgender, faith and belief. Social workers appreciate that, as a consequence of difference, a person s life experience may include oppression, marginalisation and alienation as well as privilege, power and acclaim, and are able to challenge appropriately. Identify and take account of the significance of diversity and discrimination on the lives of people, and show application of this understanding in your practice Recognise oppression and discrimination by individuals or organisations and implement appropriate strategies to challenge Identify the impact of the power invested in your role on relationships and your intervention, and be able to adapt your practice accordingly 4. Rights, Justice and Economic Wellbeing: Advance human rights and promote social justice and economic well-being Social workers recognise the fundamental principles of human rights and equality, and that these are protected in national and international law, conventions and

23 policies. They ensure these principles underpin their practice. Social workers understand the importance of using and contributing to case law and applying these rights in their own practice. They understand the effects of oppression, discrimination and poverty. Begin to integrate principles of and entitlements to social justice, social inclusion and equality in your analysis and practice, by identifying factors that contribute to inequality and exclusion, and supporting people to pursue options to enhance their well being Address oppression and discrimination applying the law to protect and advance people s rights, recognising how legislation can constrain or advance these rights Apply in practice principles of human, civil rights and equalities legislation, and manage competing rights, differing needs and perspectives Recognise the impact of poverty and social exclusion and promote enhanced economic status through access to education, work, housing, health services and welfare benefit Empower service users and carers through recognising their rights and enable access where appropriate to independent advocacy 5. Knowledge: Apply knowledge of social sciences, law and social work practice theory Social workers understand psychological, social, cultural, spiritual and physical influences on people; human development throughout the life span and the legal framework for practice. They apply this knowledge in their work with individuals, families and communities. They know and use theories and methods of social work practice. Consolidate, develop and demonstrate comprehensive understanding and application of the knowledge gained in your initial training, and knowledge related to your specialist area of practice, including critical awareness of current issues and new evidence-based practice research Demonstrate knowledge and application of appropriate legal and policy frameworks and guidance that inform and mandate social work practice. Apply legal reasoning, using professional legal expertise and advice appropriately, recognising where scope for professional judgement exists Demonstrate and apply to practice a working knowledge of human growth and development throughout the life course Recognise the short and long term impact of psychological, socio-economic, environmental and physiological factors on people s lives, taking into account age and development, and how this informs practice

24 Recognise how systemic approaches can be used to understand the personin-the-environment and inform your practice Acknowledge the centrality of relationships for people and the key concepts of attachment, separation, loss, change and resilience Understand forms of harm and their impact on people, and the implications for practice, drawing on concepts of strength, resilience, vulnerability, risk and resistance, and apply to practice Demonstrate a critical knowledge of the range of theories and models for social work intervention with individuals, families, groups and communities, and the methods derived from them Demonstrate a critical understanding of social welfare policy, its evolution, implementation and impact on people, social work, other professions, and inter-agency working Recognise the contribution, and begin to make use, of research to inform practice Demonstrate a critical understanding of research methods Value and take account of the expertise of service users, carers and professionals 6. Critical reflection and Analysis - Apply critical reflection and analysis to inform and provide a rationale for professional decision-making Social workers are knowledgeable about and apply the principles of critical thinking and reasoned discernment. They identify, distinguish, evaluate and integrate multiple sources of knowledge and evidence. These include practice evidence, their own practice experience, service user and carer experience together with researchbased, organisational, policy and legal knowledge. They use critical thinking augmented by creativity and curiosity. Show creativity in tackling and solving problems, by considering a range of options to solve dilemmas Use reflective practice techniques to evaluate and critically analyse information, gained from a variety of sources, to construct and test hypotheses and make explicit evidence-informed decisions 7. Intervention and Skills: Use judgement and authority to intervene with individuals, families and communities to promote independence, provide support and prevent harm, neglect and abuse Social workers engage with individuals, families, groups and communities, working

25 alongside people to assess and intervene. They enable effective relationships and are effective communicators, using appropriate skills. Using their professional judgement, they employ a range of interventions: promoting independence, providing support and protection, taking preventative action and ensuring safety whilst balancing rights and risks. They understand and take account of differentials in power, and are able to use authority appropriately. They evaluate their own practice and the outcomes for those they work with. Use a range of methods to engage and communicate effectively with service users, eliciting the needs, wishes and feelings of all those involved, taking account of situations where these are not explicitly expressed Demonstrate clear communication of evidence-based professional reasoning, judgements and decisions, to professional and non-professional audiences Build and use effective relationships with a wide range of people, networks, communities and professionals to improve outcomes, showing an ability to manage resistance Use appropriate assessment frameworks, applying information gathering skills to make and contribute to assessments, whilst continuing to build relationships and offer support Select, use and review appropriate and timely social work interventions, informed by evidence of their effectiveness, that are best suited to the service user(s), family, carer, setting and self Use a planned and structured approach, informed by social work methods, models and tools, to promote positive change and independence and to prevent harm Recognise how the development of community resources, groups and networks enhance outcomes for individuals Record information in a timely, respectful and accurate manner. Write records and reports, for a variety of purposes with language suited to function, using information management systems. Distinguish fact from opinion, and record conflicting views and perspectives Share information consistently in ways that meet legal, ethical and agency requirements Recognise complexity, multiple factors, changing circumstances and uncertainty in people s lives, be able to prioritise your intervention Use authority appropriately in your role Demonstrate understanding of and respond to risk factors in your practice. Contribute to the assessment and management of risk, including strategies for

26 reducing risk, distinguishing levels of risk for different situations Demonstrate application of principles and practice for safeguarding adults and children including consideration of potential abuse. Apply strategies that aim to reduce and prevent harm and abuse 8. Contexts and organisations: Engage with, inform, and adapt to changing contexts that shape practice. Operate effectively within own organisational frameworks and contribute to the development of services and organisations. Operate effectively within multi-agency and inter-professional partnerships and settings Social workers are informed about and pro-actively responsive to the challenges and opportunities that come with changing social contexts and constructs. They fulfil this responsibility in accordance with their professional values and ethics, both as individual professionals and as members of the organisation in which they work. They collaborate, inform and are informed by their work with others, interprofessionally and with communities. Taking account of legal, operational and policy contexts, proactively engage with your own organisation and contribute to its evaluation and development Proactively engage with colleagues, and a range of organisations to identify, assess, plan and support to the needs of service users and communities Understand legal obligations, structures and behaviours within organisations and how these impact on policy, procedure and practice Be able to work within an organisation s remit and contribute to its evaluation and development Understand and respect the role of others within the organisation and work effectively with them Work effectively as a member of a team, demonstrating the ability to develop and maintain appropriate professional and inter-professional relationships, managing challenge and conflict with support 9. Professional Leadership: Take responsibility for the professional learning and development of others through supervision, mentoring, assessing, research, teaching, leadership and management The social work profession evolves through the contribution of its members in activities such as practice research, supervision, assessment of practice, teaching and management. An individual s contribution will gain influence when undertaken as part of a learning, practice-focused organisation. Learning may be facilitated with a wide range of people including social work colleagues, service users and carers, volunteers, foster carers and other professionals. Show the capacity for leading practice through the manner in which you

27 conduct your professional role, your contribution to supervision and to team meetings Take steps to enable the learning and development of others