Working together to continue our whole sector approach to workforce planning and development, understanding the impact of personalisation and self directed care to shape a workforce skilled to meet new and future demands.
Deliver a project to support the achievement of best practice capability and quality in South Gloucestershire’s care and nursing homes (joint with NHS)
Three projects have been running across a number of homes which focus on clinical skills, infection control and nutrition; 2 of these projects are nearing completion and discussions for maintaining ongoing support are commencing with Sirona, the new Community Health Service Provider.
Six further projects will begin over the coming months which focus on promoting quality of life, improving social and therapeutic activities and connections with the local community, Telecare, Telehealth and raising awareness/care for residents with hearing impairments.
Address succession planning when staff retire to mitigate loss of service capability
Analysis of the workforce age profile, alongside employee turnover, is carried out on an annual basis to identify trends and issues. These are addressed as required.
Managers’ use of the council’s appraisal (PDPR) process will identify any development requirements to fill skills deficits due to staff turnover. Vacancy approval forms are prioritised to fill posts quickly.
Building a safe and confident future – implementing the requirements of the Social Work Reform Board.
- Professional Capabilities Framework (PCF): the council’s Assessed & Supported Year in Employment (ASYE) scheme has been embedded in all children’s and adults services, for all Newly-Qualified Social Workers (NQSWs). Service Managers, including the two Principal Social Workers, oversee and quality assure the process which is coordinated by the Workforce Development team. Currently there are around 25 NQSWs on this scheme. There is an adapted probationary process for NQSWs, and planning work has started on making closer links between the PCF and appraisal/supervision processes. Reflective supervision training is available for all line supervisors of NQSWs (and more widely for other managers too).
- Initial work on the Employer Standards has been undertaken within children’s services, ready to be reviewed to cover the full department.
- We have extended the quality assurance mechanisms for social work degree placements so all statutory sector placements are provided by Practice Assessors who demonstrate competence against the relevant level of the Practice Educator Professional Standards (PEPS).
- We have been actively involved with partner Universities in planning work for the new Social Work degree, including offering the new “skills development” opportunities within the workplace for Level 1 students (UWE). Robust external verification/moderation partnerships are in place involving local Universities and neighbouring local authorities.
- Continuing Professional Development (CPD): we have developed the existing partnerships with the two local Universities to ensure there are accredited CPD pathways at post-qualification level. A wide range of non-accredited CPD opportunities and training programmes are also in place for qualified social workers to access, many mapped to the Professional Capabilities Framework. We are planning formal workshop events involving the Sector Skills Council and Health Care Professions Council to ensure staff fully understand the re-registration requirements and good practice around undertaking and recording their CPD.