In preparing for the implementation of the ACFP and Practice Supervisor assessment and accreditation, including the employers role in the Practice Endorsement process, it will be necessary for employers to plan for how they will embed the KSS’s across the workforce.
A recent survey captured details of how some employers are approaching this these examples and the following resources are designed to support you in this process.
Examples of how the KSS’s have been incorporated in existing processes;
- KSS embedded in job descriptions and all exercises used in social worker and manager interviews are assessed against the KSS
- all training refers to KSS
- all supervision sessions refer to KSS
- built into teaching partnership arrangements from recruitment onto degree programmes up to career pathway planning
- KSS Awareness sessions/workshops
- re-registration planning sessions to include reference to the relevant KSS
- induction processes, PDR Processes, Progression Panels
- a KSS implementation strategy for which funding has recently been agreed – so far we have Teaching Consultants are KSS Champions providing input and practice examples to students
- on line KSS Self Evaluation Booklet for all staff
- changes to Early Professional Development (years 2 and 3 after ASYE) to incorporate the KSS.
Using the Knowledge and Skills Statements in Supervision and Performance Management
This tool provides a model for how social workers can develop their awareness of the KSS, demonstrate their capabilities and use their experiences in their Continuing Professional Development. It is a helpful tool for embedding the KSS across the workforce and the organisation.
This tool supports the appraisal process for a social worker (SW) or Practice Supervisor (PS), using the knowledge and skills statements as the practice capability standard. Other potential uses include with new starters at induction to benchmark them against the Knowledge and Skills Statement. For recruitment and selection sections may be extracted to form interview questions and activities.
The purpose of this tool is to link the knowledge and skills required in the Practice Supervisors framework to current and future training provision within an organisation. We suggest using this tool in conjunction with a skills audit to identify individual learning needs. The learning needs and outcomes can then be linked to a professional development plan.
These examples illustrate how an employer can use the KSS to recruit suitably experienced and capable practitioners.