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A review of the roles and deployment of senior and principal social work practitioners in Northern Ireland: overview report
- Author:
- SOCIAL CARE INSTITUTE FOR EXCELLENCE
- Publisher:
- Northern Ireland. Department of Health, Social Services and Public Safety
- Publication year:
- 2014
- Pagination:
- v, 25
- Place of publication:
- Belfast
This paper presents an overview of the findings from a review of regional, national and international information on social work practitioner career pathways to inform future planning for the deployment of senior and principal practitioners in Northern Ireland. The findings of the review indicate wide-spread support for a practitioner career pathway across the UK and would cite NI as being further ahead of other countries in the UK in this regard having introduced SPs in 1994 and PPs in 2006. However, the review also identifies inconsistencies in job descriptions and requirements and roles and responsibilities across Bands 7 and 8a social work posts, including the SP and PP roles. The report outlines a number of next steps which will inform decisions regarding future workforce planning and deployment of SPs and PPs in Northern Ireland to achieve greater consistency and ensure social work skills and expertise are available where they are most needed. (Edited publisher abstract)
What difference does it make?: social work practice and post-qualifying awards
- Authors:
- RIXON Andy, WARD Rebecca
- Journal article citation:
- Practice: Social Work in Action, 24(3), 2012, pp.147-159.
- Publisher:
- Taylor and Francis
The overall objective of post-qualifying education and training is to improve the standard of social work practice. This paper reports on a small-scale evaluation of child and adult care social workers who were undertaking a post-qualifying (PQ) award, specifically focusing on whether changes in practice could be identified. Two cohorts of candidates employed by one local government authority were followed through the process of undertaking a PQ award. Nineteen candidates initially took part (7 in adult services and 12 in children’s services) spread across work roles. Data was collected primarily through the use of semi-structured face-to-face interviews with each candidate. The main areas looked at were: direct work with children and adults; working in situations where there is risk of harm; developing effective working relationships (including with other agencies); professional development; and enabling others to learn. The paper concludes that practice in some areas, such as working with risk, were subject to significant change but others, including direct work, were not . The reasons why this appeared to be the case are discussed. It is also suggested that undertaking an award is significant to social workers in relation to their levels of confidence, particularly in the increasingly inter-professional practice arena.
The Mirror method: a structure supporting expertise in social welfare services
- Author:
- YLIRUKA Laura
- Journal article citation:
- Social Work and Social Sciences Review, 15(2), 2011, pp.9-37.
- Publisher:
- Whiting and Birch
Social work requires time for thought, and space for analysing the experiences arising from one’s own work alongside colleagues. This article reviews the self and peer evaluation method Mirror and its use in social work teams as a practice supporting client work and workers’ well-being at work, and also as a structure providing space for thought. The Mirror method involves the use of forms designed to be completed by the social worker to support the documentation of their own work and self-evaluation, common peer evaluation meetings, follow-up of the work’s progress, and the concluding assumptions of effectiveness. Themes included in the forms are open, rather than based on indicators, in order to activate the social worker to analyse social work. The article shows how Mirror was developed to be a learning structure that goes beyond the boundary between individual and collective. The consequences on knowledge production, learning and well-being at work are discussed. It is argued that, when essential elements of the adaptation of the method are met in the operating environment, the Mirror process enhances expertise and well-being at work.
Windows on the supervisee experience: an exploration of supervisees’ supervision histories
- Author:
- O'DONOGHUE Kieran
- Journal article citation:
- Australian Social Work, 65(2), June 2012, pp.214-231.
- Publisher:
- Taylor and Francis
This article presents a qualitative study of New Zealand social work practitioners’ experiences as supervisees. The aims are to explore how the participants developed their understanding, participation, and use of supervision, and how their histories influenced their development and behaviour as supervisees. This study formed part of a more extensive mixed-methods study of social work supervision. Sixteen supervisees, chosen from across New Zealand according to their location, field of practice, and type of supervision, were interviewed regarding their supervision histories. The interviews were recorded, transcribed, and thematically analysed. The findings are reported in 3 sections: the first discusses the supervisees’ foundational experiences; the second explores themes present in their later experiences; and the third discusses the supervisees’ reflections on their learning within the role. The findings showed that the practitioners developed their understanding, participation in, and use of supervision over time. In addition, their supervision histories influenced their development and behaviour as supervisees both positively and negatively.
The leading edge
- Author:
- McGREGOR Kirsty
- Journal article citation:
- Community Care, 29.9.11, 2011, pp.28-29.
- Publisher:
- Reed Business Information
Leadership is one of the nine capabilities included in the Social Work Reform Board's professional capabilities framework. This article discusses the importance of developing professional leadership among levels of social work practitioners. It also briefly describes Excellence in Social Work Leadership, a course developed by the Social Care Institute for Excellence for social work managers, team leaders, approved mental health professionals and consultants.
Thirst for knowledge
- Author:
- McGREGOR Kirsty
- Journal article citation:
- Community Care, 21.7.11, 2011, pp.32-33.
- Publisher:
- Reed Business Information
One of the nine core values in the Social Work Reform Boards professional capabilities framework expects social workers to have up-to-date knowledge in their area of practice, and put this learning into practice. This article looks at some ways social workers can keep their knowledge up-to-date and ways of planning learning goals.
Minding your PQs
- Author:
- JERROM Clare
- Journal article citation:
- Professional Social Work, July 2011, pp.28-29.
- Publisher:
- British Association of Social Workers
Professor Eileen Munro's final report into child protection in England and the work of the Social Work Reform Board both stress the importance of continued professional development for social workers. The potential implications of the proposed reforms for post-qualification training and the barriers that exist in raising the bar for social workers' professional development are discussed.
‘Career preference’, ‘transients’ and ‘converts’: a study of social workers' retention in child protection and welfare
- Author:
- BURNS Kenneth
- Journal article citation:
- British Journal of Social Work, 41(3), April 2011, pp.520-538.
- Publisher:
- Oxford University Press
Low retention of social workers in statutory child protection and welfare work has been identified as a problem. This paper reports on the findings of a study that examined the retention of front line child protection and welfare social workers in one Health Service Executive area in the Republic of Ireland. Interviews were undertaken with 35 social workers and senior social work practitioners who were working in child protection and welfare and with 10 participants who had left their employment as child protection and welfare social workers. Whilst familiar themes, such as organisational supports and social exchanges with peers, were highlighted as important in social workers' decisions to stay or leave, a grounded analysis of the data highlighted the importance of a theme not previously presented in the research literature. The participants made links between their understandings of career pathways for newly qualified social workers and what they perceived as the key role play by child protection and welfare in ‘proving’ or inducting newly qualified social workers and the likelihood of their retention in this sector. This analysis led to the construction of a career preference typology with 3 ‘types’ of social worker: ‘career preference’, ‘transients’ and ‘converts’. This article explores how each of these 3 groups’ understandings of a career in social work influenced their employment decisions and the likelihood of their retention within child protection and welfare.
Do the rights thing
- Author:
- AHEMD Maria
- Journal article citation:
- Community Care, 17.3.11, 2011, pp.28-29.
- Publisher:
- Reed Business Information
Rights, justice and economic well-being has been included as one of The Social Work Reform Board's nine core capabilities in its proposed professional capabilities framework. This article discusses how social workers can build on existing skills in this area.
Research findings and implementation challenges of the continuing professional development (CPD) policy for the social work profession in South Africa
- Author:
- LOMBARD Antoinette
- Journal article citation:
- Social Work Maatskaplike Werk, 46(2), June 2010, pp.121-143.
The decision taken by the South African Council for Social Service Professionals in July 2003 was to adopt continuing professional development (CPD) as a requirement for practicing social work. This decision was based on a widely consultative process, continuing through various phases and drafts until culminating in the final CPD policy in July 2009. A voluntary pilot was held from August 2003 to December 2004. This article presents and discusses the research findings from this pilot. One hundred and thirty eight social workers responded to the study. Main questions involved the: education and development of social workers; the quality of service delivery; support, self-development and building confidence; support and networking; and costs, CPD opportunities and administration of the CPD. The results from the study informed policy decision with respect to the final CPD draft. The study concluded that the CPD was in keeping with the professional principle of the South African Council for Social Service Professionals commitment to equity and justice for vulnerable people in South African society.