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Measure the impact of the continuing professional development (CPD) you provide to your social workers. 

Social workers will need to evidence their CPD and its impact as part of their professional registration. 

See how the different tools and models can be used. It also includes case studies which show how the models can be used for different types of training. 

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Our core principles can help you to provide effective CPD for social work workforce. These principles will support employers to provide continuing professional development (CPD) for their social work workforce.  

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We've produced top tips to help you get started. The tips can be applied to all the models used to measure the impact of your CPD activity. 

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This graphic shows how the core principles can be used by employers to support the development of a flexible CPD approach.

 

Models to measure the impact of CPD activity 

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Benefits realisation is about knowing where you want to get to, how you're going to get there and how you'll know when you've arrived. It can be used to measure the impact of CPD. This is the six stage version.
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Benefits realisation is about knowing where you want to get to, how you're going to get there and how you'll know when you've arrived. It can be used to measure the impact of CPD. This is the four stage version.
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Logic models provide a simple, graphical way of describing the resources that go into an activity, the activities undertaken and the changes or benefits.

The Wisconsin model can be used by social workers to question their logic and to identify things that might go wrong.

 

Case studies

Learn from others on how you can implement the core principles to provide effective CPD.

The North London partnership

PDF - 78Kb
This case study focuses on how the North London Partnership have used the benefits realisation model to measure the impact of Professional Capabilities Framework (PCF) training for their local authority, social work managers.

It shows how a group of employers with a shared goal can work together to develop and embed learning and good practice.

They chose the Benefits realisation model (BRM) because it encourages stakeholders to link activity to business plans and organisational objectives. Using this model helped to create a benchmark to measure the benefits of training.

It also discusses some of the challenges of implementing this model.

Supporting resources

 

Southend on Sea Borough Council

PDF - 117Kb
This case study focuses on how Southend on Sea Borough Council have evaluated the CPD of their social workers to promote reflection and measure impact of their practice on people in need of care and support.

They were keen to make the most of their budgets by offering high quality, relevant and cost effective professional development to their workforce.

This included measuring the impact of CPD on their social workers who support vulnerable children, families and adults in Southend.

Supporting resources

 

North Somerset Council

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This case study focuses on how North Somerset Council have used the benefits realisation model (BRM) to focus on reflective supervision.

They already had systems in place for social workers to plan and evaluate their learning and used the BRM model to test those systems. 

Supporting resources

 

North Somerset Council

PDF - 133Kb
This case study focuses on how North Tyneside Council have used a development web to help their social workers target, track and evidence their CPD.

They initially looked at how the outcomes star model could be used to measure the impact of CPD. This helped them to create the development web, which is a personal development planner which helps to target, track and evidence CPD. 

Supporting resources