Be Inspired! Shirley Ayres Consulting

Employers do not describe employees as 'talent'

Shirley Ayres — Sat, 20 Jun 2009 14:02:00 +0100

Are there lessons for social work in this recent posting on the HR website? As the debate rages about how to improve social work services on the front line the big question for me is how we empower and motivate staff to deliver consistently high quality services. What needs to change to encourage innovation and creativity amongst such a diverse workforce?

The lack of leadership is constantly quoted as a major problem for care services but what sort of leadership is required? Is leadership different from management? For me an emphatic YES. Leaders use passion and ideas to lead people. Leadership is about creating change.

We have known what the problems are in social work for many years so what is stopping change from happening? There is a consistency in the key messages and recommendations contained in the plethora of government reports following major failures in the care system.

Five ways to make a difference in your organisation:

Step One
Listen, communicate and engage with your workforce.

Step Two
Make a reality of the oft quoted phrase “Our people are our greatest asset” by developing, implementing and monitoring your workforce development strategy

Step Three
Encourage, nurture and grow your staff by offering a range of learning opportunities which take advantage of new technology.

Step Four
Get rid of the blame culture and encourage the senior management team to foster debate and encourage new ways of thinking and approaches to seemingly intractable problems. Do not be afraid of critical friends.

Step Five
Recognise and develop the unique skills and talents of your workforce. Actively seek and encourage feedback and let everyone know how their thoughts and comments are making a difference to the delivery of services.

'Talent' may be HR's buzz word du jour but a poll conducted for Human Resources finds that only 9% of workers think their business uses this word to describe its people.

Nearly 70% of respondents to the survey, by Harris Interactive, say talent is not an expression used. Asked if they think their employers see them as talented individuals, 42% of workers say no and a further 23% are not sure. Just 16% say yes, but only as a means to an end - so employers can get more work out of them.

A mere 11% say they are personally regarded as 'the future' of their organisation, with nearly half (48%) saying 'no, not all' to this question. Some 55% of the 1,187 employees polled say that, to their knowledge, their skills are not recorded on any talent management system.

Women are significantly more likely than men to say their organisation uses the word talent (75% vs 63%). They are also more likely to say they are not regarded as the future in their organisation (50% vs 47%).

View the comments at

http://www.hrmagazine.co.uk/news/bulletin/weeklyupdatebulletin/article/911942/?DCMP=EMC-Dailynewsalert

Connecting children’s and adult mental health services: A lifespan perspective - Friday 3rd July 2009

Shirley Ayres — Wed, 27 May 2009 17:20:00 +0100

National Conference - Connecting children’s and adult mental health services: A lifespan perspective - Friday 3rd July 2009 10.00am – 4.45pm Waterloo Campus, King’s College London, SE1

Now in its third year the mental health social work CPD conference is definitely worth attending. Organised by the Institute of Psychiatry (King’s College London) and Making Research Count you will have the opportunity to hear about the latest research and practice and join in the debate about the future direction of mental health social work.

The secondment of adult mental health social workers into NHS trusts and the separation of children and adult social services has increased the gulf between children’s and adults’
practitioners. At a time of increased media attention on the profession, now is an opportune moment to reflect on an enduring strength of social work – its holistic approach to children, adults, families and communities.

Parallel workshops will explore research and practice in the following areas:

Early intervention in psychosis
Approved Mental Health Professional training
Effective social work practice with children & adults
Practitioner research
Stigma and discrimination
Assessments of children
Working with men sexually abused in childhood
Social capital and social work
Learning disabilities and self-harm
User involvement and inter-professional working
International social work
Case consultation - live!

Speakers include:

Prof Jill Manthorpe (Professor of Social Work, King’s College London): Personalisation and mental health services

Prof Michael Sheppard (Professor of Social Work, University of Plymouth): The significance of service user coping to practice

Dr Mike Slade (Reader in Health Services Research, Institute of Psychiatry): Recovery: A challenge for all mental health professionals

Booking information
Fees:
EARLY BIRD RATE £80 – for bookings received before 5th June
£120 – for bookings received after 5th June
£40 – social work students
A limited number of free places are available for service users and carers.

For further information and to book your place visit http://www.iop.kcl.ac.uk/events/?id=737

I look forward to meeting you there!

Free Guide to Action Learning

Shirley Ayres — Sat, 16 May 2009 17:01:00 +0100

Interested in action learning?

Want to find out more about how this can help managers solve problems?

Learning to Transform Services – a Guide to Action Learning is a handy guide, published in April 2009 by Skills for Care London:

The guide is aimed at managers, project leaders and champions who are developing new ways of working. It is also a useful resource for learning and development specialists.

Over the last six years, Skills for Care’s ‘New Types of Worker’ programme has been working with and supporting social care employers, people who use services, carers and policy
makers explore the new roles that have begin to emerge across the adult social care workforce.

Skills for Care London commissioned a series of action learning sets, which broadly aimed to support senior staff and managers to use action learning in tackling workforce issues linked to the new transformation agenda.

The Guide was researched and written by Fran McDonnell and Harry Zutshi.

Download the Guide here Skills for Care London A Guide to Action Learning April 2009.pdf (190.17 kb)

Death of Michael Leadbetter

Shirley Ayres — Thu, 23 Apr 2009 18:07:00 +0100

It is with regret and great sadness that the Children's Workforce Development Council (CWDC) has announced the death of its Chairman, Michael Leadbetter.

Michael worked as Chairman for CWDC from 2007 and was a leading figure in the children and young people's workforce, particularly in social work, driving reform at grass-roots level.

He was previously Director of Social Services in Tameside in Greater Manchester, and Essex, Greater London for 17 years. He was also President of The Association of Directors of Social Services 2002-03.

I knew Michael personally and he was an inspiration to me. He was always supportive and his wisdom and wise counsel will be sorely missed.

His final paper the CWDC response to the Social Work Taskforce, will be reviewed on the website next week.

The New Business of Business - Justgiving.com

Shirley Ayres — Mon, 06 Apr 2009 22:53:00 +0100

A free lecture at the Royal Society of Arts on Thursday 22nd April 2009 at 18.00. Booking essential

Zarine Kharas, founder and CEO of online fundraising website Justgiving.com, has been awarded the 2009 Albert Medal for democratising fundraising and technology for charities.

Kharas will argue that, with both banking and politics in disgrace, it is up to companies to create lasting social value. To achieve this, the rule book needs to be thrown out and the maximisation of profit replaced with a more balanced sense of purpose.

Kharas will talk about business responsibility and highlight the unorthodox ways in which Justgiving operates - a fascinating, and successful, example of a more humane and enlightened enterprise.

Chair: Matthew Taylor, chief executive, RSA

The Albert Medal acknowledges individuals who contribute to social innovation. Last year the Albert Medal was awarded to Simon Duffy CEO of in-control

http://www.thersa.org/events/our-events/the-new-business-of-business

Venue: RSA, John Adam St, London WC2N

Death by Powerpoint

Shirley Ayres — Mon, 06 Apr 2009 22:14:00 +0100

If you are preparing a presentation and really want to make sure that your message is communicated effectively you will welcome the advice provided by this article.

There are 15 top tips to help you prepare a presentation that people will listen too and remember.

You can avoid the most common mistakes - too much text in small print is a distraction and no one will be able to read it.

One of my favourite quotes "Don't put any more information on the slide than you would print on the front of a T-shirt."

Keep the font size generous, keep text towards the top of your slides and do not just read the text from the slides.

Practice your speech in advance - find some willing listeners to give you feedback and ensure that you do not run over the allocated time.

The training zone website is definitely worth a look and it is a really useful resource for training, learning and development

http://www.trainingzone.co.uk/cgi-bin/item.cgi?id=196898

The Advanced Social Worker - meeting the challenge

Martin Webber — Sat, 14 Mar 2009 12:58:00 +0100

Alongside every other social worker in England, I received a joint letter from Ed Balls and Alan Johnson this morning echoing their support for the profession in the wake of Lord Laming's report. In particular, I welcome the introduction of the Advanced Social Work Professional status and the encouragement for social workers to train towards a Masters level qualification. I believe that these initiatives will help to develop professional leaders who will help to drive up standards within social work and protect vulnerable children and adults within our society. However, in my role as programme leader of an advanced level post qualifying (PQ) programme, I am concerned about some considerable obstacles to the achievement of these objectives.

Firstly, the funding of post-qualifying (PQ) education urgently needs reviewing. Under the revised PQ framework employers are responsible for funding their practitioners to undertake PQ awards. However, as there is no performance indicator linked to PQ, there is no ring-fenced budget for practitioners to undertake these awards. Very few employers currently fund social workers to undertake advanced level awards. Most of the practitioners on our programme currently self-fund and there are only minimal bursaries to support them. Ironically, self-employed independent social workers are more able to undertake advanced level PQ awards as they have access to a Skills for Care bursary and can fit their work around their study.

Secondly, employers are frequently reluctant to offer study leave for their practitioners to undertake advanced level PQ awards. Study leave is considered a luxury and rare commodity for advanced level PQ awards. None of our students have caseload relief and are expected to do their usual job in four days per week instead of five. In the worst cases, practitioners take annual leave or go part-time to have sufficient time to complete our programme. Employers need to be provided with appropriate support to release their staff for advanced level PQ training.

Thirdly, the withdrawal of funding for equivalent or lower qualifications (ELQ) by the Higher Education Funding Council for England (HEFCE) has diminished the viability of advanced level PQ programmes in Higher Education Institutions (HEI). Students of advanced level PQ programmes at Masters level have frequently picked up another post-graduate qualification since qualifying as a social worker. Even if this is not a full Masters degree, it means that HEFCE will not provide the HEI with any funding for that place. The ELQ rules do not apply to graduate level PQ study or post-graduate qualifying programmes in social work. An exemption to the ELQ rules for post-graduate PQ programmes is required to stop this discrimination against advanced practitioners in social work.

Finally, there is a lack of a career structure for advanced social work practitioners in many local authorities. Some have adopted the Consultant Social Worker role and others have created Advanced Practitioner posts. However, there will need to be significant changes within local authority career structures to accommodate the Advanced Social Work Professional Status. Local authorities will need inducements to create these incentive structures to retain their most experienced staff.”

GSCC calls for compulsory post-qualifying awards.

Shirley Ayres — Sat, 14 Feb 2009 10:09:00 +0100

The General Social Care Council has called for a system where all social workers receive a specialist post-qualifying award early in their career to ensure that the learning from their degree is consolidated in practice. Recommendations include:
• the development of national standards for post-qualifying training in safeguarding for adults and children;
• simplification of the funding arrangements to Higher Educational Institutions, and the linking of funding to quality standards;
• the development of a workforce model to ensure the right number of social workers are being trained in the right regions; and
• further research into the declining number of men entering social work, and the poor progression rates amongst some black and minority ethnic students
• a new forensic social work award

Rosie Varley, Chair of the GSCC, said: “Tragedies such as the death of Baby P and other recent cases remind us how immensely challenging the role of a social worker is. We need to attract the best people into the profession, with a diverse workforce that reflects the society we live in.
As well as attracting the best people, our social workers need to have the very best training right throughout their careers. That is why we are reviewing whether we have the right powers to robustly inspect social work degree courses. We also believe there needs to be the creation of national standards for on the job safeguarding training and stronger requirements for employers to commit to good quality on-going training for social workers.”

There is a useful article which includes an interview with Mike Wardle Chief Executive GSCC in Community Care

http://www.communitycare.co.uk/Articles/2009/02/11/110686/gscc-to-link-post-qualifying-training-with-re-registration.html

Supporting Best Practice through the Post Qualifying Awards

Shirley Ayres — Fri, 23 Jan 2009 16:52:00 +0100

Supporting Best Practice through the Post Qualifying Awards – A series of PQ Information Seminars for managers across London .

The Post Qualifying Framework is designed to develop well-rounded practitioners, confident about working in inter professional and inter-agency contexts with the capacity to respond to, and effect, change.

Skills for Care London and the CWDC have organised a series of PQ seminars across London for managers to explore the benefits of supporting staff to undertake a Post Qualifying Award. A number of universities will be contributing their thoughts about how post qualifying education developments are addressing the policy drivers underpinning workforce reform including the Personalisation Agenda, Transforming Adult Social Care, Every Child Matters and the Social Work Taskforce. The seminars are being facilitated by Shirley Ayres - Communications Consultant, publisher of Be Inspired an online resource for social work and formerly Chief Officer GLPQ.

Managers are invited to attend one of these unique seminars to find out how the Post Qualifying Awards:

o Develops and enhances social work values, knowledge and skills

o Broadens knowledge of social policy and legislation

o Increases the use of evidence based practice

o Encourages more effective networking and collaboration with colleagues from different backgrounds

o Enhances the sharing of knowledge and skills within teams

o Confirms the status of the consultant social worker

All attendees will receive a copy of the new Skills for Care London and CWDC publication “Making Sense of the Post Qualifying Awards – A Brief Guide for London Employers”
.
Places are limited and advance booking is essential. If you have not yet received an invitation and would like to attend one of the seminars please contact the sub regional Post Qualifying/Practice Learning Co-ordinator listed below for a booking form and further information.

North West London Sub Regional Seminar - 25th February 9.45 – 1.00 Hammersmith Town Hall,
Dionne.Collins@lbhf.gov.uk

South East London Sub Regional Seminar- 26th February 9.45 - 2pm (including lunch) - London South Bank University
helen.moss@southwark.gov.u

North East London Sub Regional Seminar - 2nd March 9.45 – 1.00 Mulberry Place Town Hall
ali.rusbridge@towerhamlets.gov.uk
North Central London Sub Regional Seminar 4th March 2.00 – 5.00 The Resource Centre, Holloway Road

2009 Research Scholarships from the Social Workers Educational Trust

Shirley Ayres — Tue, 30 Dec 2008 12:48:00 +0100

The 2009 SWET. RESEARCH SCHOLARSHIP
The Trust invites applications from qualified and experienced social workers planning to undertake a study/research project in the area of inter-professional or multi-agency practice . Applicants should complete the Trust’s scholarship application form, and also submit a proposal of not more than 1,000 words, setting out the objectives, methodology, estimated costs, time-scale and intended outcomes of the research project. The scholarship is for £1,500

Application forms can be obtained from the Hon. Secretary, Social Workers’ Educational Trust, BASW, 16 Kent Street, Birmingham B5 6RD or from www.socialworkerseducationaltrust.org
The completed form with proposal must reach the above address by 12th May 2009

The ANNE CUMMINS MEMORIAL SCHOLARSHIP is awarded annually for a study/research project on health related social work.

Successful candidates in recent years have carried out the following research topics:

2006 Investigation of the social factors that impact on hospital admissions of people over the age of 75.

2007 Death, dying and palliative care for adults with learning disabilities: a comparative study of practice in New Zealand and the UK

2008 Is closer working with Health or multidisciplinary working enhancing or hindering professional Social Work?

Applications for the 2009 Anne Cummins scholarship of £1,500 should include a research proposal of not more than 1,000 words, setting out objectives, methodology, estimated costs, time-scale and intended outcomes of the research. The proposal with the completed application form should be sent to Hon. Secretary, Social Workers’ Educational Trust, BASW, 16 Kent Street, Birmingham B5 6RD by the 12th May 2009

Further details and application forms are available from Pam Green at the BASW office, or from the website www.socialworkerseducationaltrust.org

Mental Capacity Act 2005 - SCIE launches a new resource

Shirley Ayres — Sun, 07 Dec 2008 11:21:00 +0100

This new SCIE resource introduces a range of guidance materials and links to support the implementation of the Mental Capacity Act 2005 (MCA). The section is in the early stages of development, but will eventually provide an accessible resource that people will visit as their "first port of call" when looking for information about the MCA.

SCIE has also launched some new materials twhich have been commissioned by SCIE and the Department of Health with the aim of helping the people responsible for implementing the Act to understand its requirements. Some of the materials focus on a particular field (e.g. end of life care,
learning disabilities or mental health), others offer more general guidance. There are also links to materials about the MCA that have been produced by other organizations including Alzheimer's Society, Mental Health Foundation and the Royal College of Psychiatrists

Given the potential of the MCA to touch the lives of millions - particularly those who live with learning disability, dementia or mental health problems and those working and caring for them - the resource will provide the opportunity to link related policy areas together. Examples include the development of the National Dementia Strategy and SCIE's practice development work on restraint, due to be launched in late summer 2009. http://www.scie.org.uk/publications/misc/mca/index.asp

Free Access to MacMillan Cancer Support's Learn Zone and their Leadership & Management Toolbox

Shirley Ayres — Sun, 07 Dec 2008 10:34:00 +0100

An intriguing new development from MacMillan Cancer Support. Learn Zone is a treasure chest of useful information including a Leadership & Management Toolbox. All the L&M Toolbox information and resources are suitable for any leader or manager and are not specific to cancer care.

Spend a few minutes online registering with them and your reward is full access to the Toolbox where you will find:

• A place where you can access quick and practical resources to support your knowledge and skills development.
• An online source of high-quality leadership and management development resources, in a range of different media, from Harvard Business School, Ashridge Business School and 50 Lessons.
• A resource for you to access whenever you like, wherever you are.
• A comprehensive set of materials covering a broad range of generic leadership and management knowledge and skills.
• A collection comprising everything from short video interviews with international leaders and brief book reviews to academic journals, substantial learning guides and multimedia modules.
• Issue of the Month - each month a particular L&M issue or topic will be highlighted and links provided to a range of resources in the toolbox.

In addition to the L&M Toolbox, the main MacMillan Learn Zone site gives you free and easy access to a wide variety of online resources, e-learning programmes, professional development tools and information about MacMillan's latest learning and development opportunities related to cancer
care. For more information visit www.learnzone.macmillan.org.uk to register and start using their online resources.

Once registered yu may be interested in completing the self evaluation for social workers. The personal development self-assessment tool is set out as a series of gears for you to adjust, allowing you to assess your competencies in relation to your specific professional role. You can save each assessment and return to it as often as you want. You can also print out a summary overview.

Definitely worth a visit!

Launch of the National Skills Academy for Social Care

Shirley Ayres — Sat, 11 Oct 2008 09:18:00 +0100

What I believe to be one of the most exciting developments for social care has just been announced. The creation of a National Skills Academy for Social Care is a massive step forward in developing the skills of nearly 1.4 million social care workers. Finally there will be a “one stop shop” to enable employers, staff and service users to access information about learning and development opportunities.

There is, however, one confusing element that will need to be clarified – how will the social care academy link with the plethora of initiatives underway in children’s services? These include the Remodelling Social Work Practice pilots, the Newly Qualified Social Worker schemes and the development of Leadership and Management programmes for the children’s workforce. One answer may be found in the new Social Work Development Partnership Board a collaborative approach between the Children’s Workforce Development Council (CWDC) and Skills for Care (SfC) which aims to improve social work practice.

The numerous questions I am asked about training in the care sector highlight the current confusion about accessing relevant and timely information. For the first time there will be a national scheme to identify and quality assure trainers to support the drive to improve the delivery of teaching and learning, inside and outside the workplace. You will no longer have to wonder which, out of a confusing number of organisations, you should approach to help meet your training needs.

The Academy will provide exemplar programmes for the skills required across the whole workforce in the private, voluntary and public sectors. It will champion innovative solutions to the ways in which training and learning can be delivered and assessed. It will be the information and reference source for individuals and care providers to disseminate good practice in learning, training and education wherever it is found.

Developments will include:

• Two new commissioning programmes at national level, available regionally, to ensure that employers are able to contribute to and respond to community and individual needs effectively and efficiently:

• A new national scheme to encourage quality in training provision through an accreditation scheme for associations and providers of training.

• A new programme of encouragement and support for employers who wish to have their in-house training accredited to national standards.

• Signposting the funding available for training and for staff and leadership development.

The Skills Academy will be established as an independent, not for profit organisation on March 30 2009.

Some facts about the social care workforce

• Adult social care supports those with a physical or learning disability, people with mental health problems, and older people.

• 70% of social care staff work in the independent sector (private or voluntary).

• Care is provided by more than 35,000 different employers

• Most establishments employ less than 10 people

• 1.5 million people currently work in adult social care including home care workers, care home staff, social workers.

• Demographic changes including an ageing population will require a significant increase in the social care workforce. It is projected to group to 2.5 million by 2020.

• 83% of the social care workforce is female (rising to 90% in direct care)

• The majority have limited qualifications

What will the Skills Academy offer?

The Skills Academy is exploring a membership model which will confer a range of benefits, including:

• access to a repository of information on funding opportunities and routes for training and development

• access to information about accredited training providers and accredited trainers

• access to e-learning networks

• access to regional learning networks

• discounts for kite-marking and quality assurance services

• a membership kite-mark for corporate branding

• the opportunity to take part in piloting and other developments of programmes and services

• the opportunity to influence the direction of the Skills Academy through the membership group.

The Skills Academy for Social Care - Why Now?

To hear the views of the steering group you can watch the introductory video

For more information about the Social Work Development Partnership

New - a brief roundup of the topics we will be featuring in the coming weeks

Shirley Ayres — Fri, 10 Oct 2008 14:14:00 +0100

What makes a good employer? A simple audit tool which reveals whether your employer demonstrates that staff really are the most important resource in the organisation.

Quality Assuring Training - will the new quality marks and standards make a difference to the unregulated area of training provision?

The ALISON free on-line learning community continues to grow rapidly worldwide. Gain an on-line computer qualification. Find out more about the recently launched ABC programme. .

Recruitment Agencies unite to promote quality - is your agency signed up?

Stress busters - See things from a different angle

Get closer to London's exciting cultural scene as the city's top venues open their doors, spaces, backstage areas and more, and invite you to take part in Open Rehearsal.
Have you ever wondered what happens backstage at the National Theatre? Or do you long to take part in a singing workshop with the BBC? Perhaps you'd like to get your film screened, or have some ideas for a musical? From Friday 26th to Sunday 28th September 2008 London's Open Rehearsal festival lets you do all these things and more.

Highlights of this year's Open Rehearsal season include a world-first as The Royal Ballet, The Royal Opera, and the Orchestra of the Royal Opera House holds open rehearsals for the first time in the company's long history. In addition, there are events at both the Young Vic and the Old Vic, the Barbican, the National Gallery and more.
What are you waiting for? London's doors are open! Start planning your Open Rehearsal weekend now...http://www.visitlondon.com/events/open_rehearsal/

The future could be very bright for social work

Shirley Ayres — Wed, 01 Oct 2008 12:22:00 +0100

The remodelling social work delivery project was established by the Children’s Workforce Development Council www.cwdcouncil.org.uk earlier this year. There are 11 pilot sites across England involved in the project and there are a number of different delivery options being explored. The Department for Children, Schools and Families wished to encourage innovation through the active engagement of the private and not for profit sectors in establishing new approaches to working with the most vulnerable children and their families.

The CWDC project runs until March 2011 with 11 local authorities from across the country developing a number of different delivery options. Each pilot will explore ways for social workers to look at new ways of organizing their working practices, organize their staff teams more effectively; and look at how they can provide more ‘front line' contact with children and young people.

Click here www.cwdcouncil.org.uk/social-work/remodelling for more information about the pilot projects

Interestingly a number of local authorities have decided to proceed with exploring this option outside of the pilot scheme.

The remodelling social work project forms one element of a broader programme of work supported by the Department for Children, Schools and Families and CWDC. This programme of work has been designed to improve the outcomes and experiences of children and young people in contact with social care and particularly with social workers. The overall programme will address three priority areas of quality of initial training, skills and qualifications; workforce capacity and remodelling; and recruitment and retention.

Social work models being developed in the delivery pilots
A number of developments and themes are being explored in the CWDC pilot projects.

Structures
o Creating a single entry point for children and families to receive integrated services across a broad range of needs.
o Improving the interface between children's centres and social work services, forging closer links between universal and statutory services to ensure early intervention
o Addressing the difficulties in delivering children's social care within a large rural community,
o Making more effective use of IT and mobile technology
o Developing models of multi-disciplinary working, by locating social workers in multi-disciplinary teams working with children in need.
o Physically locating social workers in schools, health centres, children’s centres
o Closer working between social workers and residential child care workers
o Creating practices which allow social workers to spend more time in direct contact with the children themselves and bringing a “whole” team approach to all work.

Models of Intervention
o Improving the speed and quality of assessment and decision-making about placing young people into care, avoiding placement in care where possible. If remaining in care is appropriate, ensuring that effective planning is in place to promote permanency and placement stability.
o Using social work models of practice such as BHLP and solution-focused interventions. (Interestingly CBT is not mentioned).
o Expanding the use of Family Group Conferences with children already in care.
o Multi-agency family support panels to consider children's needs through the Common Assessment Framework and implement coordinated plans to meet those needs. Working across services through Youth Inclusion Support Panels,

Recruitment and Retention
o Reviewing and improving recruitment and induction practices. (This could be linked with the Newly Qualified Social Workers pilots)
Creating social work consultant roles, which will have a responsibility for supporting social workers undertaking court proceedings, (especially those in their first year of practice or undertaking court proceedings for the first time).
o Developing new career pathways for practitioners
o Training in brief therapy social work interventions
o Improving skills and knowledge in assessment and risk management

Perceptions of Social Work
o Improving the communities understanding of the role of social workers
o improving both the visibility of social care, and access to it by the public,

Is this the start of a new era for social work? This is a very exciting development and we will keep you updated .