promoting stability and quality in the social work workforcedigital platform • pr strategy –...
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Promoting Stability and Quality in the Social Work Workforce
Welcome
Rachael Wardell, Chair of the ADCS Workforce
Development Policy Committee and Corporate Director, Communities, West Berkshire Council
ADCS Conference - 8 July: Promoting Stability and Quality in the Social Work Workforce Graham Archer, Director of Child Protection, Social Work Reform and Local Authority Performance Department for Education
The Numbers …….
Around 28,500 child and family social workers in Local Authority Children’s Social Care (as at 30 September 2015);
4,640 social workers started employment and 4,560 left their local authority during the year, a turnover rate of 16% (based on FTEs);
the vacancy rate was 17% with large variations between the regions from 7% in Yorkshire and the Humber to 29% in Outer London);
there were 4,860 agency workers (FTE), a rate of 16%: again large variations ranging from 6% in Yorkshire and the Humber to 30% in Outer London;
• 104 students enrolled on the first Frontline programme and 98 graduated; 124 enrolled on the second programme;
• three Step Up cohorts have delivered over 670 successful graduates and 84% of cohort one are still practising in child and family social work after three years.
The Issues……in some places
Quality of social work Numbers of Good Supervisors Social Work Leadership Agency staff numbers Salary based competition Loss of staff in “inadequate LAs”
Recruitment
Frontline Step Up Teaching partnerships ASYE Assessment and Accreditation The role of a new Regulator
Quality and Job Satisfaction
Profile and Respect for the Profession Knowledge and Skills Assessment and accreditation Supervision The environment for good social work Improvement and Intervention
Social Work Careers Retention Supervisors Practice Leaders What lies between – specialism and leadership roles Continuing Professional Development The new Regulator
Issues to be Considered Further
Agency staff Competition between LAs Regional approaches Social Work Academies
Enhancing quality through Teaching Partnerships
Samantha Baron
Head of Social Work
Manchester Metropolitan University
Project Manager Stage One
Greater Manchester Social Work Academy
‘Reforming a profession to reform a system’
Greater Manchester Social Work Academy
• Admissions (5) • Academic delivery (10) • Learning in Practice (15) • Workforce Planning (10) • Governance (7)
Greater Manchester Social Work Academy
• Governance • Greater Manchester Social Work Academy
• Admissions
• Re design of admissions as entry point • Professional Development Career Portfolio
• Academic delivery • GM CPD Framework
• Front line managers • Advanced practitioner roles
• Practitioners as Educators (40) • Re designing our conceptual framework for learning
Greater Manchester Social Work Academy
‘The Child’s Journey’
‘Integration for Independence’
Greater Manchester Social Work Academy
©
Cultural and Social Norms Growth, Security and Stability
Early Parenthood, Alienation,
Relationship breakdown, Poor
choices = Drugs/alcohol
pregnancy
Poor/deteriorating health, Dependency, Unfulfilled aspirations
[university/employment] Disability/Learning
Disability/autism, Housing & Homelessness, Self-esteem &
identity/culture
Suicide/self-harm, Unemployment, Mental health, Radicalisation, Relationship
breakdown, Substance misuse, insecurity, Unfulfilled expectations, Accidents ->health + Wellbeing, Marginalised, Physical health,
Deep communities
Inappropriate Relationships Additional Caring responsibilities,
Infertility, Abuse-Sexual/emotional/physical, Childhood
trauma, Displacement & transition, Loss, Manipulation, Relationships
Vulnerability-Low level ability, Bereavement & loss, Unplanned & unexpected change, Physical deterioration, Poverty, Delay,
Loneliness/networks/social exclusion, Homelessness, Regret
Extension of pension age, Changing of expectations of
ageing, Reflection, End of life care, Helplessness, Fragility, Frustration, Memory loss,
Isolation
Relationships Equality, Warm, Love, Trust, Security, Safety, Sharing, Fulfilment,
Empowering, Transforming, Respect, Partnership, Fairness, Negotiation, Responsibility
GMSWA
Greater Manchester Social Work Academy
• Learning in Practice (94)
• Student learning Centres • Professional Development Learning Centre • Stage 2 PE’s (40) • Peer Review Evaluation Teams • Voluntary sector mapping of Child & Adult Learning Pathways
Greater Manchester Social Work Academy
• Workforce planning
• GMSWA – sub structure of Devolution Manchester • GM Standards (recruitment, retention & career progression) • GM First
Greater Manchester Social Work Academy
• Reforming a profession to reform a system • Innovation in a changing landscape (bursaries, commissioning, rationalisation, mixed
market place of programmes, government reform) • Equipping the future workforce for new delivery systems • New alliances, thinking and doing ‘time’, sense of influence and change • Interlocking into bigger regional issues and enhancing social work within that ( e.g.
Devolution Manchester) • Strategic approach to GM planning • Opportunities for significant new developments e.g. GM First • Increased buy in from practitioners, educators and service users and carers • New and emerging models of practice – e.g. Child and Adult Learning Pathways • Transition between communication, information sharing constituency to decision making
body across GM • Three year commitment to transform social work within context of Devolution Manchester
Greater Manchester Social Work Academy • Formality of buy-in at all levels within the organisation • Standards not standardisation • Timing, admin and delivery • Scale of ambition (three year ambitions) versus pragmatism and positioning • Who is in and who is out and why • Student understanding and enthusiasm • Communication systems • Levels of engagement in all organisations • Financial sustainability • Late funding notification • First evaluation point was simply too early • Scale of ambition linked to Devolution and impact upon partners • All on top of the day job!!
Greater Manchester Social Work Academy
Children’s Social Work Matters
Melanie John-Ross, Service Director Children’s Social Care and Safeguarding, Barnsley Metropolitan Borough Council
and Karen Jones, Project Manager – Children’s Social Work Matters, Kirklees Council
@OurCSWM #cswm
National ADCS Conference Friday 8 July 2016
Melanie John-Ross and Karen Jones
@OurCSWM #cswm
What is Children’s Social Work Matters (CSWM)?
A project to attract and support
Children’s Social Workers (CSWs) and to help improve social work practice and delivery in the 15 local authorities
across the Yorkshire and Humber region.
@OurCSWM #cswm
The need for change
@OurCSWM #cswm
Our approach Research. Research. Research!
@OurCSWM #cswm
Insight Increased caseloads
High stress levels
Low morale
Negative perceptions Too much paperwork
Too much bureaucracy
Poor supervision
@OurCSWM #cswm
Setting our objectives
@OurCSWM #cswm
Our plan • Create a brand
• Digital platform
• PR strategy – case studies – social media
@OurCSWM #cswm
Measured outcomes (since 2011) • Over 150 separate pieces
of media coverage (local, regional national press, as well as TV with a leading news item on BBC Look North with over 1.3 million viewers).
• More than 215,000 unique visits to our website.
• Over 70% of traffic are new visitors to the site.
We have boosted social work job applications by 200% 28 November, 2014 | By Alison O'Sullivan
@OurCSWM #cswm
Time to focus more on support Consultation with CSWs to: 1. Explore practical initiatives that would encourage and
support them in their role 2. Investigate ‘quick wins’ in
changes to working conditions and related support
3. Get staff recommendations on how to ‘flesh-out’ the pledge and bring it to life
@OurCSWM #cswm
Focus Groups Outcomes
Managing Case Loads Ea
rly
Inte
rven
tion
Support and Leadership
Multi-Agency Working General
Practice
Make Life Easier
@OurCSWM #cswm
Our Children’s Social Work Matters
• Connect with other CSWs • Share best practice and
learning's • Stay up to date with social
work news • Track and record CPD • Watch and participate in
webinars • And lots more...
@OurCSWM #cswm
Our Children’s Social Work Matters
@OurCSWM #cswm
Outputs and feedback so far
Very thought provoking. You’ve made me stop and
think about my practice
(Nick Frost’s webinar)
15 webinars – Over 800 participants
Brilliant. You’ve reminded me why I became a Children’s
Social Worker – thank you
Inspirational. I’ve learnt more in an hour than I did on an entire
course recently. (Hackney Child’s webinar)
1,979 OurCSWM members
Dez Holmes
Prof. Harry Ferguson
Hackney Child
Prof. Nick Frost
Prof. Brigid Featherstone
Isabelle Trowler
Luke Rodgers
Julie Jenkins
Dr Lee Pollard
Dan Allen
Brian Lawson
Darren Hill
Sarah Lloyd Robin Sen Lee Sobo-Allen
@OurCSWM #cswm
Promotional value - 2015 alone • Job listings £81,600 based on 204 job
ads @ assumed cost of £400 per ad • Pay Per Click £11,945 based on PPC
rate of 0.25p for 47,780 clicks • Virtual training via 7 live webinars -
450 participants @ assumed cost of £50 per delegate £22,500
Total promotional value = £116,045
• Actual contribution was just £6.5K per authority from base budget (x15 council’s) Total budget = £97,500
• Base budget contribution per LA
for 2016-17 and 2017-18 is still just £6.5K per year.
As of 2015-16 CSWM is now self funding
@OurCSWM #cswm
Festival of Social Work Conference 30 June 2016
Our aims were to: - celebrate great social work - raise morale/inspire CSWs - share good practice - encourage networking • 3 great keynote speakers
- HHJ Nancy Hillier - Dez Holmes - Luke Rogers
• 8 good practice sessions • 10 stalls showcasing good practice
@OurCSWM #cswm
CSWs telling us why their job matters
@OurCSWM #cswm
Young people telling us what makes a good CSW
@OurCSWM #cswm
Launched 30 June 2016 OurCSWM App
@OurCSWM #cswm
Recruitment and retention Region-wide
• Turnover rate – 2014 was 14% – 2015 down to 12% (lowest across England)
• Vacancy rate
– 2014 was 8% – 2015 down to 7% (lowest across England)
• Agency CSWs employed
– 2014 was 8% – 2015 down to 6% (lowest across England – London highest at 25%)
• CSWs absence rate
– 2014 was 4% – 2015 down to 3% (2nd lowest in England – London leading with 3% and 2%)
@OurCSWM #cswm
So in summary… Why CSWM?
A positive voice for SW Learn from each other
Cost effective
Bringing research and practice together
Sharing resources
Sharing best practice A brand with values
Reputation Recruitment Retention
@OurCSWM #cswm
Any questions?
@OurCSWM #cswm
Thank you www.childrenssocialworkmatters.org
@OurCSWM #CSWM
Questions? Have you considered joining the ADCS Workforce
Development Policy Committee?
Visit www.adcs.org.uk/committees or email [email protected] for further details.