Continuing to develop social workers

Partnership-working

The recommendations in the new approach to continuing professional development (CPD) recognise that learning takes place in different ways and is not always associated with a course. The standards for employers and supervision framework apply to all employers of social workers and outline the responsibility of employers to provide their staff with a flexible approach and provision for CPD.  

As part of our continued support to employers Skills for Care has produced core principles, resources and guidance to support employers to develop the social work workforce.

Developing social workers' practice: Core principles for employers providing opportunities for social workers continuing professional development can be used by employers to support the continuing professional development (CPD) of the social work workforce. They embody key Social Work Reform Board products and provide guidance on how they can be used to inform organisational and professional development plans.

Further to this we have produced a series of case studies and resources to illustrate how these principles can be used in practice.

The principles have been developed and tested by a group of employers from across the country; including those with responsibility across Adult and Children's services.

Click here for the details of employers and universities who have been involved in this project.

We have worked with the employer partnerships to produce case studies and resources which demonstrate how the core principles can be applied to practice. As an extension of this project, a group of six development sites are testing impact evaluation tools used to measure the impact of CPD on professional practice. The final report for this phase of the project will be released in Spring 2014.

Click here to access the CPD case studies

"Impact assessment should focus on what participants learn, how they use what they have learned, and the effect on people being supported and carers in the short, medium and long-term'.

Employers need to be able to measure the impact of CPD on practice and service delivery to support the on-going review of workforce commissioning and the return on investment in their staff. Social workers have to be able to evidence and demonstrate the impact of their CPD activity in order to maintain their professional registration. 

Click here for more information. 

We are working in partnership with The College of Social Work to revise the quality assurance benchmark statement and evaluation tools for practice learning which was endorsed by the Social Work Reform Board in 2012. QAPL supports quality practice placements and is aligned to The College of Social Work’s professional endorsement of social work qualifying programmes.

Click here to access the 2012 edition of QAPL from The College of Social Work’s website

The QAPL data collection tool, developed as a transitional tool to support the implementation of QAPL, will be removed on 31 January 2014.

Click here to access the data collection tool

The PEPS outline two stages of progression for practice educators responsible for assessing, supervising and teaching social work students. The two stages correspond with the different levels of complexity and responsibility in teaching, assessing and supervising the social work degree.

For more information refer to The College of Social Work Practice Educator Professional Standards for social work.

The PEPS have been used broadly and successfully to support and develop social work educators. However, the new Practice Development Educator guidance, developed in response to employer feedback, is now more relevant for those supporting and assessing NQSWs or others engaging in formal or informal learning and development activities

Working in collaboration with The College of Social Work and employers and universities we have developed new guidance for practice development educators, which builds on the learning from implementation of the PEPS.

The PDE is a registered social worker who takes responsibility for supporting, assessing and/or supervising social workers undertaking post qualifying professional development and learning. This includes the Assessed and Supported Year in Employment (ASYE), Continuing Professional Development (CPD) programmes and activities and Approved Mental Health Practitioner (AMHP) programmes

This guidance includes:

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