CYFARFOD CYNGOR / COUNCIL MEETING:

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1 CYFARFOD CYNGOR / COUNCIL MEETING: EITEM/ITEM: 14 TEITL/TITLE: CCW/13/34 AWDUR/AUTHOR: Social Work Development Programme in Wales Gerry Evans ATODIADAU/APPENDICIES: Appendix 1 Social Work Development Programme in Wales: A Model for Workforce Regulation and Improvement CRYNODEB GWEITHREDOL/EXECUTIVE SUMMARY: This report and appendix describe the social work development programme in Wales led by the Care Council for Wales. It includes key developments to date and how the programme is moving forward to help prepare the social work profession to meet the demands of the future. The approach described is a good example of the inter-relationship between regulation, development and improvement functions. ARGYMHELLION/RECOMMENDATIONS: Members are invited to note and comment on developments.

2 1. Introduction Social Work Development Programme in Wales 1.1 Appended to this covering report is Social Work Development Programme in Wales: A Model for Workforce Regulation and Improvement which is a document describing the social work development programme in Wales led by the Care Council for Wales (Care Council). It is a document which illustrates the range of work undertaken, how key elements fit together and how the Care Council is responding to the Welsh Government policy direction for social work as set out in Sustainable Social Services for Wales: A Framework for Action (Welsh Government, 2011) and the Social Services and Wellbeing (Wales) Bill. 2. Background 2.1 Over the last five years in particular, the Care Council has put in place a social work development programme. This programme consists of a number of inter-related workstreams and is overseen by a Social Work Development Programme Board reporting to Workforce Development Committee and Council and advised by a range of partnership groups including the National Strategic Advisory Partnership for Social Work Training. 2.2 The social work development programme has evolved over time and continues to respond to policy imperatives. Progress on current work-streams is reported to Council on a regular basis through the Care Council business planning and reporting process. 3. Issues and analysis 3.1 The appended report is important to: Communicate the range of social work developments led by the Care Council; Evidence a strategic, joined up approach across work-streams; Evidence a commitment to improving social work practice and the experience of those using services; Illustrate how the social work development programme is responding to policy developments as they emerge; Illustrate how development may take time to come to fruition; Provide information on achievements to date; Evidence partnership working; and Illustrate the inter-relationship between Care Council regulation, development and improvement functions. 3.2 The report can be used to inform a range of audiences about the social work development programme, including Welsh Government. 4. Link to Business Plan 4.1 This work is reflected in Objective 2 of the Care Council s Business Plan

3 5. Link to Welsh Government priorities 5.1 This work links to social work developments as described in Sustainable Social Services for Wales: A Framework for Action (Welsh Government, 2011). 6. Financial and Risk Implications 6.1 The Social Work Development Programme consists of a range of work-streams each with an identified budget agreed through the usual Care Council processes. The work is progressed using the Care Council project management processes which include identifying and managing risks. 7. Resource Implications 7.1 The project plans for individual work-streams of the social work development programme identify the resource implications, including Care Council staff time. 8. Equalities/Service user and Carer/Welsh Language Impact 8.1 The project management plans for individual work-streams of the social work development programme identify the impacts. These cross cutting themes are also discussed at the Social Work Development Programme Board. 9. Key messages for communication 9.1 The Care Council has in place a Social Work Development Programme with clear strategic aims. The programme demonstrates the actions taken by the Care Council and partners to raise the standards of professionalism among the social workers of Wales. While this was initially done to address many of deficiencies identified in A Profession to Value the foundations that have been laid are now being used to support the new policy agenda within Sustainable Social Services. 10. Recommendation 10.1 Members are invited to note and comment on the report. 2

4 THE SOCIAL WORK DEVELOPMENT PROGRAMME IN WALES A Model of Workforce Regulation and Improvement Report prepared June 2013

5 Social Workforce Development in Wales: A Model of Workforce Regulation and Improvement Section Title Page 1. Introduction 1 Aim & Outcomes 1 Development Cycle 2 2. Workforce Planning: How many social workers doing what 2 Career Pathways 3 Role Profiles 4 3. Developing National Occupational Standards: What are the specific workforce functions? 4. Designing appropriate Qualification and Training: How do we skill Social Workers at qualifying and during practice? 4 4 Continuing Professional Education and Learning (CPEL) Framework 6 5. Commission Appropriate Learning Supply: How should training be delivered and by whom? 7 Social Work Degree Delivery (table) 8 Delivering the CPEL Framework 9 6. Registration of Social Workers: Establish standards of practice and a mechanism to maintain them 9 Registration Requirements 9 7. Fitness to Practise: Addressing Issues of Competence and Conduct 10 Number of Conduct / Health Committee hearings held 10 Activity levels and outcomes in relation to social workers and students 11 Move to Fitness to Practise Evidence Based Guidance on Practice 11 Code of Practice 11 Practice Guidance for Social Workers Monitoring Data Usage 12 Conclusion 14

6 The Social Work Development Programme in Wales: A Model of Workforce Regulation and Improvement 1. Introduction This report describes the social work development programme in Wales led by the Care Council for Wales (Care Council). It includes key developments to date and how the programme is moving forward to help prepare the social work profession to meet the demands of the future. In particular, social workers will need to be able to meet the vision for the profession as set out in Sustainable Social Services for Wales 1 and the Social Services and Well-being (Wales) Bill 2. The social work development programme consists of a number of interconnected elements and addresses key areas of concern in Wales and more widely in the UK. The overall strategic aim and outcomes of the programme are: Aim A sufficient number of social workers with the knowledge, skills, values and professional confidence to deliver high quality, citizen centred social work services for the people and communities of Wales. Outcomes Sufficient numbers of social workers, including experienced social workers retained in practice roles Social workers with access to learning and scholarship to inform their practice Social workers able to draw on a body of knowledge and evidence to inform their practice Social workers with the right skills, including specialist and advanced social work skills Social workers able to work confidently alongside other professional groups Social workers equipped to deliver new models of service in Wales 1 Sustainable Social services for Wales: A Framework for Action, Welsh Government, Social Services and Well-being Wales Bill, Welsh Government,

7 The programme is designed to operate as a developmental cycle: Over the last five years, the key foundations of the cycle outlined above have been implemented and the cycle continues to operate to monitor the on-going position, address new issues and constantly raise standards and performance. This approach is a good example of the inter-relationship between regulation, development and improvement functions. The programme is overseen by a Social Work Development Programme Board Chaired by the Director of Regulation and Professional Standards at the Care Council and reporting to Workforce Development Committee and Council. The Board is advised by the National Strategic Advisory Partnership for Social Work Education whose membership includes employers and social work education providers. The programme is also informed by ongoing engagement with key stakeholders, for example, social worker forums, meetings with employers, Continuing Professional Education and Learning (CPEL) Implementation Group (chaired by Director of Learning and Development) and service user and carer involvement activities. ) 2. Workforce Planning: How many social workers doing what In 2005 A Profession to Value 3 was published by the Association of Directors of Social Services (ADSS) Cymru and highlighted significant concerns regarding the recruitment and retention of social work staff in Wales with reported vacancy rates within local authorities in excess of 15%. As well as the vacancy rates, the report highlighted a significant loss of expertise to the sector, so finding ways to retain social workers in practitioner roles was important. 3 Social Work in Wales: a Profession to Value, ADSS Cymru,

8 The plan to address this had a number of elements: The recommendation that local authorities develop pathways for career progression that reflect the importance of maintaining competence, Continuous Professional Development and Post Qualifying awards. The need to strengthen the capacity and ability for social services to plan their future workforce needs. In January 2007 the National Strategic Advisory Partnership for Social Work Training identified the need for the sector to develop a consistent approach to gathering data to inform strategic planning for Social Work training in Wales. It was agreed that this would need to be based on an agreed workforce planning model. The workforce planning project, which continues to be sponsored by the ADSS Cymru, the Welsh Local Government Association (WLGA) and the Care Council, aims to get a better picture of the supply and demand for social workers across Wales, both to inform local, regional and national workforce planning and also the provision of social work education including the required number of practice learning opportunities. The annual survey continues and is now part of a cycle which provides information and trends on social worker recruitment and retention and which can increasingly be used for forward planning. The most recent survey 4 found that in : 181 newly qualified social workers joined the Welsh local authority social work workforce with 78% going into Children and Family services. 71 social workers left social work or retired out of a total reported 295 leaving their current post. This compares with a projection of 82 for the year and suggests employers projections were reasonably good in predicting numbers leaving the profession. 39% of those leaving social work or retiring from Children and Family services and 60% from adult services. This data may support the view that social worker career pathways more frequently involve moving from children and family services to adult care services. Vacancies continued to fall with both Children and Family services and adult social work services to 7.5%. There was a 16% growth in the number of social workers employed by local authorities since 2009, and employers project a further 3.5% increase over the next four years. Of the 16% growth, Children and Family services have seen an increase of 7.5% and adult services have reduced by -0.2%. Leavers will be drawn to a significant extent from the 20% of social workers who are over 55, 67% of whom are men. Only 15% of the year s graduates were men suggesting the social work workforce may be becoming increasingly female. Career Pathways In 2009 the Care Council produced a discussion paper 5 outlining a potential career pathway for social workers that would increase the opportunities for remaining in practice in more senior roles. This drew from a range of sources including a report commissioned from 4 Social Worker Workforce Planning , Local Government Data Unit, Career Pathway for Social Workers in Wales: Discussion Paper, Care Council for Wales,

9 University of Sussex on Children s Social Work Roles and Qualifications. The model described different levels of social work practitioner from newly qualified to the very experienced and sought to consolidate professional qualifying education and build upon it through a framework of post qualifying education and training. The proposal was the foundation upon which the Continuing Professional Education and Learning (CPEL) Framework and the National Career Pathway for Social Work have been developed. Role Profiles To support the implementation of the National Career Pathway for Social Work, ADSS Cymru led on the development of national role profiles. These role profiles set out clear roles and responsibilities for, and defined the differences between, the different levels of social work: Newly Qualified Social Worker; Social Worker Year 3 and beyond; Senior Social Work Practitioner, Consultant Social Worker. The Consultant Social Worker role was initially developed by the Care Council in collaboration with the Welsh Government proposals for the Integrated Family Support Service. The role profiles are used by local authorities to develop local job descriptions. The WLGA agreed the career pathway in January 2013 and all local authorities are encouraged to use the role profiles in introducing the career pathway in their area. 3. Developing National Occupational Standards: What are the specific workforce functions? Since the introduction of the Social Work Degree in 2004 the professional qualification has been based upon National Occupational Standards (NOS) for Social Work. The standards were reviewed and revised in 2011 and agreed early in NOS are UK wide standards but there is considerable difference in the way they are used in the different countries, with Wales basing its social work degree most closely on the NOS. The consultation on the latest NOS was conducted by Skills for Care and Development with Wales and Northern Ireland sharing the lead responsibility. The review included desk based re-drafting of the standards, an on line survey and a series of discussion events followed by further re-drafting and a further series of discussions. The on line survey indicated that the re-drafted NOS were considered suitable for professional social work by 89% of respondents. The revised standards have been incorporated into the revised social work degree rules and accompanying assessment framework and will be used by all social work students as from September Designing appropriate Qualifications and Training: How do we skill social workers at qualifying and during practice? The Social Work Degree was introduced as the professional qualification for social work in The Care Council is the professional regulator of social work education at qualifying and post qualifying levels and all social work degrees must be approved by the Care Council as meeting the rules and requirements as well as receiving university validation. The 4

10 approval is the first stage in the Care Council s quality assurance of social work education and training. Eight Social Work Degree programmes have operated in Wales since its introduction; initially seven of these were at undergraduate level and one at master s level. Recently one of the undergraduate programmes has changed to master s level. The rules and requirements for approval were reviewed and revised between 2010 and 2012 with all programmes to have submitted applications for approval under the revised rules in time for their 2013 /2014 student intake. The review was led by a multi-agency steering group and reported to the Welsh Government s Workforce Task Group. The Workforce Task Group acknowledged that much had already been achieved in relation to the social work degree and that it was broadly delivering suitably qualified professionals. It was therefore seen as an area for consolidation rather than fundamental overhaul. The main findings of the review were that: Strong partnerships between higher education institutions, service users and carers and employers are critical to quality integrated social work education, and we should build on existing structures. Employers are committed to playing a central role in social work training and education and quality workforce planning. The standards for the assessment of social work students practice need to be reviewed to reflect contemporary practice. The high demand and diverse nature of applications for social work courses contributes to widening participation in higher education and promotion of a varied workforce. The Councils quality assurance model of social work degree should be reviewed to take account of standards for regulatory excellence and should seek to involve social work professionals and service users. The social work degree should be an integral part of the continuum of education and training, based on explicit standards (at key points of a social worker s professional development / experience) linked to career pathways. Proposed changes to the rules and requirements based upon these recommendations were subject to a full public consultation between September and December There was broad support for the changes being proposed and a number of changes were also made in light of consultation. There was less agreement on what the assessment framework contained within the rules should look like and further work was done on that through a group of academic and employer partners. The rules were agreed by the Deputy Minister for Social Services and all current programme partnerships have indicated they will continue to offer social work education and make applications for approval under the revised rules. The Care Council also publishes rules and requirements relating to post qualifying social work education and training. These have also been revised to accommodate the ambitions of the emerging CPEL Framework. 5

11 Specifically the changes allowed: Applications for programme approval to be made not only by traditional learning providers but also by employers. Strengthening the capacity for work based learning to be included in approved post qualifying learning by enabling the use of the Quality Assured Lifelong Learning of the Credit and Qualification Framework for Wales. Continuing Professional Education and Learning (CPEL) Framework Between June and September 2011, the Care Council consulted on proposals for a CPEL Framework to support the National Career Pathway for social work. The CPEL Framework describes the minimum arrangements for the continuing education and learning of social workers after initial qualification in order to progress on the career pathway: Consolidation Programme - for Newly Qualified Social Workers (NQSW) Experienced Practitioner Programme - for Social Workers (Year 3+) Senior Practitioner Programme - for Senior Social Workers Consultant Social Worker Programme - for Consultants The CPEL Framework is crucially important to underpinning the career pathway as it provides the clarity about the continuing professional development that social workers need to maintain as they grow from being newly qualified to experienced social workers at the top of their profession. The overall aims of the CPEL Framework are to promote a strong learning and evidence based culture; to improve the standard of social work practice and assist with the recruitment, retention and development of experienced social workers. The Framework will raise the profile and status of social work as a career of choice in Wales. The Framework will support social workers to become highly skilled reflective practitioners with a relentless focus on improving the outcomes of social work intervention. The development and implementation of the CPEL Framework commenced with the Consolidation Programme for NQSW. In April 2012, the Care Council published Requirements for the Consolidation Programme 6 which sets out the aims of the programme, the requirements and learning outcomes, the process of establishing programmes across Wales, quality assurance arrangements and the proposed link with registration as a social worker. The intention is that the Consolidation Programme will be delivered across Wales from 2013 onwards, i.e., it will be available for those social workers qualifying from 2012 on. The Care Council has given approval of a Graduate Certificate in Consolidation of Social Work Practice from the Porth Agored partnership. This partnership consists of 12 local authorities in the north and west of Wales working with Trinity St David s University. Ten local authorities from the south and south east are working with Cardiff Metropolitan, Glamorgan and Newport universities on a combined Consolidation Programme. Their application for approval is currently being considered by the Care Council. 6 Continuing Professional Education and Learning: A Framework for Social Workers in Wales, Requirements for the Consolidation Programme, Care Council for Wales,

12 In 2012, the Care Council commissioned work to develop the learning outcomes and overall model for the remaining parts of the CPEL Framework i.e. the Experienced Practitioner, Senior Practitioner and Consultant Social Worker Programmes. Each programme will consist of core and specialist elements with a strong emphasis on evidence based practice and the use of research in practice. Social workers will be able to build up credits to achieve academic awards: Post Graduate Certificate; Post Graduate Diploma; Master s degree. There will be clear links specified with other programmes such as Approved Mental Health Practitioner (AMHP). The Care Council has started the process of commissioning development and delivery of the model. Universities in Wales have been invited to bid to undertake the work, either individually or working together in partnership. The plan is for the Care Council to award the contract to the successful university/s in September The successful university/s will develop the curricula and learning materials in 2013/14. If approved by the Care Council, the delivery of the Experienced Practitioner and Senior Practitioner programmes for the first cohort of social workers will follow in 2014, and the Consultant Social Worker programme in Thereafter the programmes will be delivered annually. A key influence on CPEL developments is the agenda for transformation laid out in Sustainable Social Services for Wales and the Social Services (Wales) Bill. Thus the CPEL Framework will lay the foundation for the continuing professional development of the workforce in order to support high quality practitioners to remain in practice and make a real difference to citizens lives. Social workers, employers and people using services have been and will continue to be involved in developments. 5. Commission Appropriate Learning Supply: How should training be delivered and by whom? The Care Council protects the public by ensuring proper standards in the practice of social work. We do this by setting, and regulating against, professional standards not only for social workers practice, but also for their training at qualifying and post qualifying levels. Confidence in the quality of social work programmes will be enhanced if consistency of standards across programmes can be achieved and if employers share ownership of social work students learning. Partnership arrangements remain a central element of achieving joint ownership and a way of Directors demonstrating their responsibilities as outlined in the Welsh Government 7 guidance on the role of Directors. The Care Council is therefore responsible for the regulation of professional social work education, promoting effective partnerships between employers and education providers, enabling and promoting social workers responsibility for the future of the profession, influencing the supply of social work education and providing incentives to train as a social worker. The social work programme board has agreed that Quality Assurance should have elements of both audit and development and should include a focus on outcomes, meaning the quality of programmes can be judged in part by the career progression of social workers. The Care Council currently regulates: Eight Social Work Degree programmes Post Qualifying provision delivered through nine HEIs including o One AMHP programme 7 Statutory o Team Guidance Manager on the Development Role and Accountabilities Programme of the Director of Social Services, Welsh Government, o One 2009 Continuing Professional Education and Learning Consolidation Programme o Seven other PQ programmes 7

13 Over the next two years the Care Council will also regulate a further Consolidation Programme and the three remaining parts of CPEL. Social Work Degree delivery has changed since its introduction as illustrated below. At 2005 At 2013 Level Approved numbers Level Approved numbers Bangor Under Graduate 50 Master s 22 Glyndŵr Under Graduate 50 Under Graduate 36 Open University Under Graduate 40 Under Graduate 40 CMU / Bridgend Under Graduate 70 Under Graduate 70 Cardiff University Master s 48 Master s 48 Swansea Under Graduate 55 Under Graduate 30 University Master s 20 University of Sth Under Graduate 23 Under Graduate 23 Wales, Newport University of Sth. Under Graduate 20 Under Graduate 15 Wales, Glamorgan Sub Total Under Graduate 308 Sub Total 214 Sub Total Master s 48 Sub Total 90 Total 356 Total 304 To focus Quality Assurance on those areas in greatest need it is proposed we: Move towards a more paper based annual monitoring Increase periodic reviews to every three years Conduct thematic reviews as required, to be determined as part of the Care Council s annual planning process. In relation to promoting effective partnerships, the Care Council continues to exercise its leadership role through the National Strategic Advisory Partnership for Social Work Education, and other groups such as the Employers National Advisory Forum, the HEI meetings and the CPEL Implementation Group. These groups provide an opportunity to consider: Social workers role in preparing the future workforce and requirements for practice assessment. This includes the qualifications required and the financial support that can be offered to local authorities in delivering practice learning (PLOF). The priorities in social work education in order to promote consistency and currency in delivery, and consideration of the preferred models of delivery such as the use of Master s programmes, distance learning and part time routes, promoting truly bilingual learning and assessment. The use of funding to support social work education through the use of bursaries as an incentive to train and promoting service users and carers involvement through a grant to programmes. 8

14 Delivering the CPEL Framework Key to the success of the CPEL Framework is ensuring access to the programmes for relevant social workers across the whole of Wales. This includes social workers in the statutory, voluntary and independent sectors and those working in national organisations. The programmes will be delivered using a mix of distance, e learning and face to face learning and embracing new media. The Care Council is exploring the development of a web based learning environment to underpin delivery. The CPEL programmes will be approved and quality assured by the Care Council in accordance with The Approval and Visiting of Post Qualifying Courses for Social Workers (Wales) Rules 2012 found on There will also be an overall evaluation of the Framework. The consultation on the CPEL Framework confirmed support for strengthening the requirements for re-registration as a social worker and a link with CPEL is regarded as logical. The Care Council is actively exploring the potential link and will consult further in the future. Options include enhancing current PRTL requirements to include the need to achieve a specific CPEL award and the creation of sub parts of the register. The implementation of the CPEL Framework has commenced in the meantime as the programmes must be available before any link with registration is introduced. This is consistent with messages from the CPEL consultation about taking an incremental approach to developments. 6. Registration of Social Workers: Establish standards of practice and a mechanism to maintain them Registration is the mechanism by which the standards expected of the social work profession are established, maintained and sustained. Registration contributes to the development of the social work profession in Wales and to raising and sustaining standards of the profession as registrants make a commitment to achieve the required qualification and meet and maintain continued professional development requirements. Registration therefore links in with the Care Council s work on qualifications, training and continued professional development. However it also enables the Care Council to be in a prime position to produce information on the registered social care workforce which can be used for workforce planning purposes. Registration for social work students became compulsory from 2004 and for social workers from The protection of the title of social worker was also introduced in 2005, making it a criminal offence for anyone using it intentionally to deceive another in implying that they are a registered social worker. Registration Requirements The requirements for registration establish the standards expected to show that an individual is suitable to work in social care. 9

15 An individual thus has to satisfy the Care Council that they: have the necessary qualifications; are physically and mentally fit; are of good character; agree to comply with the Code of Practice for Social Care Workers. Ensuring that these standards are then maintained and sustained takes place every three years on renewal of registration. At renewal, an individual must, in addition to satisfying the Care Council again that they comply with the above criteria, submit a record of postregistration training and learning (PRTL). This must consist of 90 hours or 15 days of study, training, courses, seminars, reading, teaching or other activities which could reasonably be expected to advance their professional development. 7. Fitness to Practise: Addressing issues of Competence and Conduct The investigation and hearings process is the mechanism by which the standards and conduct of social work students and social workers can be upheld. Investigations are instigated when an allegation is received regarding a registrant s conduct. These allegations, depending on their nature, may then be considered by hearing committees who have a range of sanctions available to them, including the ability to remove a registrant from the Register. The information which the Care Council is able to gather on registrants through this activity is used to identify trends regarding the conduct of the registered social care workforce. This is then fed back to the training and development sections of the Care Council in order to inform and improve the qualification and training provision for the sector. Depending upon the nature of the trends identified, the information is also shared with, for example, employers, the Care and Social Services Inspectorate for Wales and the Welsh Government, in order to address issues and improve practice and to inform policy development. Number of Conduct / Health Committee hearings held The Conduct process maintains the high professional standards set in the Care Council for Wales Code of Practice for Social Care Workers (the Code of Practice). The Care Council sets the social care profession s standards in the Code of Practice and takes action when standards are not met. Such action ensures service users and the public receive high standards in the service they receive. Regulation of the social care workforce raises the profile of the social care field to similar high profile as other regulated health professionals. The conduct procedure allows members of the public and others such as employers and the Police to follow the complaints process to raise concerns and for cases which are deemed to be of public interest, to be considered at a final public hearing. 10

16 Final hearings contribute to ensuring the high standards set in the Code of Practice are upheld, by imposing sanctions on registrants who fail to meet the standards of good practice and behaviour. The kinds of cases considered by Conduct Committee hearings are shared for informed professional development. Activity levels and outcomes in relation to social workers and students Since 2006 when the first Conduct Committee hearing was held, 95 hearings have been held. The outcomes imposed have been as follows: Admonishment 29 Removal Order 41 Suspension Order 15 Suspension Order with Conditions 2 Conditions of Practice Order 0 To date, 52 social workers and 6 social work students have been referred to a conduct hearing. Move to Fitness to Practise procedures In order that the growing maturity of social work as a regulated profession is recognised in 2013 the Care Council intends to move from a regulatory model based on conduct to one based in Fitness to Practice i.e. focusing on issues of competence as well as conduct. This will integrate some of the key elements of the social work development programme through formally developing a link between the professional regulatory processes and the developmental work of the Care Council. Regulation provides the means by which standards of practice are clearly specified and maintained, with individual workers agreeing to abide by the standards in the Code of Practice through registration. Where it is alleged that a worker has failed to uphold the standards in the Code, an investigation can be undertaken. Individuals who are then found to have failed to uphold these standards and are thus inappropriate to work in social work can be removed from the workforce. The data collected during these processes is used to identify key priorities for practice issues which is used to inform training and qualification development, to alert employers of matters that need to be addressed in the workforce and the Welsh Government to inform policy development. 8. Evidence Based Guidance on Practice Code of Practice The Code of Practice for Social Care Workers sets out the standards of conduct and practice expected of the social care workforce. In registering with the Care Council, registrants agree 11

17 to uphold and maintain the standards in the Code. If an individual does not meet the standards, they may be the subject of a sanction imposed by a hearings committee. There is also a Code of Practice for Employers of Social Care Workers. This is overseen by the Care and Social Services Inspectorate for Wales. Practice Guidance for Social Workers Draft Practice Guidance for social workers registered with the Care Council has been developed. The guidance, which builds on the Code of Practice for Social Care Workers, aims to: Describe what is expected of social workers; Provide a practical tool, aiding social workers in their practice; Provide guidance which supports social workers to deliver a high quality, citizen centred social work service; Provide the basis for the development of more detailed practice guidance to support best practice. The guidance also contains links to other information intended to support social workers in their practice. The guidance has been developed with reference to the National Occupational Standards (NOS) for Social Workers published in Whilst the Code of Practice for Social Care Workers remains the primary document setting out the core principles around which allegations of misconduct or impaired fitness to practise would be framed, the practice guidance may be used to support, articulate and / or illustrate the breach of the Code. Serious or persistent failure to follow the practice guidance may therefore put a social worker s registration at risk. Social workers, employers, people who use services and carers will be consulted on the draft guidance during 2013 and the final version should be available early in The practice guidance will provide an overall framework and more detailed guidance can be developed on specific topics. The consultation on the practice guidance will include asking views on the priorities for more detailed guidance. 9. Monitoring and Data Usage The production of data and data rich information is important for the Care Council and the wider social care sector. For the Care Council the availability and reliability of data is important so that: The Care Council provides the authoritative voice in relation to social work, social workers and their training. This includes the advice given to Welsh Government; The sector s capacity for workforce planning is strengthened; The Care Council can influence the supply of qualifying and post qualifying social work education in terms of sufficiency and quality; The Care Council can prioritise its work and make best use of resources. For the sector, Care Council information should contribute to their ability to: 12

18 Produce accurate and timely information to manage services and accountability; Manage service effectiveness, including informing staff and practice development; Identify future priorities and ensure value for money; Report to others making judgments about performance and governance. Social Work data can be drawn from: The Social Work register. Regulated social work course data and other information collected through the Care Council s quality assurance processes. Student funding data on bursaries, Practice Learning Opportunity Fund and the Service User and Carer Involvement grant. The Social Worker Workforce Planning project. The Welsh Government social services staffing data. Universities and Colleges Admissions Service (UCAS). Social Care Workforce Development Plan monitoring returns. Overall the data has demonstrated a changed situation from that at the time of the social work degree s introduction and described in A Profession to Value report. The vacancy rate in local authority social work services has more than halved from the 14.8% reported in 2005 to 7% today. There remains a sustained popularity in social work qualifying training and courses attract a strong number of applicants and programmes have been able to increase the entry standards (e.g. the required number of UCAS points for traditional entry). Wales social work degree programmes produce a sufficient number of graduates to take up social work positions in Wales. There is an increase in the number of programmes being delivered at Master s level which employer partners appear to support, and the distance learning route remains popular with employers seeking to support their staff to gain professional qualifications. There are however still challenges to be faced. These include a higher vacancy rate amongst children s services and continuing challenges in recruitment of experienced practitioners to social work posts. The development of the framework for Continuing Professional Education and Learning of social workers and the National Career Pathway are both specifically intended to address these needs; this report therefore illustrates their importance. 13

19 Conclusion The cyclical model described has now been operating for over 5 years and the impact of the activities co-ordinated through this process are being realised. The critical feature of the model is that usually no one element of the cycle will lead to the changes required in ways which are sustainable over time. Central to the process is the principle that long term significant sustainable change is not achieved quickly but involves long term planning along a number if interlinked areas. To date the following has been achieved: A process for workforce planning has been established. A national career structure for social workers has been introduced to keep the most skilled social workers in front line practice. Revised National Occupational Standards for Social Work describing a new role focused on a citizen centred approach have been produced. The degree in social work has been implemented and reviewed after 5 years of operation. The review found that the degree was largely still fit for purpose. A post qualifying model of continuing professional education and learning has been designed and commissioned. Social work has become a regulated workforce with registration processes firmly established. A process for addressing issues of competence and conduct within the profession is well established. There is a Code of Practice for Social Care Workers which has been shown to be appropriate over a period 10 years and additional practice guidance for social workers is being developed. Regular profiles of the characteristics of the social work workforce in Wales have been produced and key practice issues identified. Trends in relation to social work have been identified as areas for the next phase of development. Through the successful establishment of the processes described above the following in relation to the profession have been achieved: A new role for social work to meet the needs of the future. Greater stability in the workforce. Professionals skilled in working with individuals and families to achieve positive outcomes. A greater sense of a professional identity linked to a growing body of knowledge to strengthen practice into the future. For those who require the support of social services and social work the following outcomes can be identified: Professionals skilled to work with them to achieve positive outcomes Better recognition of the social care and support needs of service users and carers While this model continues to be implemented and new challenges are addressed the infrastructure to support the positive development of social work in Wales has been established. This has been done without significant new resource but has taken time to consolidate. 14

20 There remain areas which require further development including: Further refinement of the workforce planning approach and the use of data in planning the workforce of the future. Agreeing reserved functions for the social work profession. Linking the registration process with the CPEL Framework and Career Pathway for Social Workers. Achieving greater ownership of the development of the profession by practising social workers. A better knowledge base to support social work interventions. This document has highlighted the actions taken by the Care Council and partners to raise the standards of professionalism among the social workers of Wales. While this was initially done to address many of deficiencies identified in A Profession to Value the foundations that have been laid can now be used to support the new policy agenda within Sustainable Social Services. This policy places significant reliance on the social work profession to transform the provision of social services in Wales. In many ways the policy context reinforces the key elements that were at the heart of the social work profession but it will also place major demands on the profession in responding to these challenges. This will lead to further developments of the cyclical approach illustrated by this paper to achieve a positive response to the challenges that have been set. 15