Using the core principles

This case study shows how a reflective supervision programme can be designed and delivered across a partnership.

It focuses on a 'whole organisation' approach to giving and receiving reflective supervision, which includes e-learning.

It links to formal academic modules and builds on the development of an organisational policy framework. This includes links between the Professional Capabilities Framework (PCF), continuing professional development approach, career pathways, Centre for Workforce Intelligence (CFWI) supply and demand model, National Minimum Data Set for Social Care (NMDS-SC) and Health and Care Professions Council (HCPC) registration.

This case study shows how workforce development initiatives can help to meet the organisational needs of restructuring a service.

It shows how learning from the programmes is used in future organisational development planning.

The impact of this programme was measured using a benefits realisation model and demonstrates partnership working across a number of employers and a university.

In-house courses were re-developed with input from the university and an optional academic accreditation was made available to participants. 

This case study shows how learning and assessment of an academic module can be linked to practice, supervision and appraisal.

The project focused on how employers and candidates were involved in the integration of critical reflection and analysis within the module.

This case study shows how a partnership approach to CPD can provide an effective way of meeting the needs of a skilled social work workforce.

They used a health check and other skills audits to develop their continuing professional development programmes.

The case study focuses on new ways of delivering, assessing and measuring the impact of the activity.

This case study shows a 'whole system' approach to social work workforce commissioning.

It builds on the development of the Assessed and Supported Year in Employment (ASYE), to create an approach which incorporates the appraisal and performance management process. This includes the use of holistic assessment.

This case study focuses on a regional partnership approach which includes a voluntary sector partner and local universities.

It shows how this approach can be cost effective in delivering academic awards where the university provides a shell module.

This CPD approach assesses practice and includes an optional academic award.

The module influenced and supported the integration of the Professional Capabilities Framework (PCF) in supervision and appraisal. It also supported the development of reflective supervision and practice across the organisation.

This case study shows how a CPD programme can maximise learning and progression from the Assessed and Supported Year in Employment (ASYE).

It includes a combination of different approaches to CPD which are internally managed and delivered in partnership with a university.

This provides a flexible programme that accommodates organisational and individual learning needs.

The case study focuses on work-based assessment which is an important part of linking holistic assessment to supervision and appraisal.

This case study shows how principles of the mixed approach to CPD can create a generic framework for professional development planning.

It shows how the framework can be tailored with specific content for each social worker.

The programme addresses the workforce commissioning needs of the council and draws on the experience of a social work pilot within the authority.

It shows how the CPD programme has been developed in house and is linked to supervision and appraisal. The Professional Capabilities Framework (PCF) is used to identify the learning needs and measure the impact of the holistic assessment.