Social Work Progression pathway compotency linked to grades

Social Work
Progression
Handbook

Taking your Social
Work Career

forward in Brent

Introduction

The Professional Capabilities Framework (PCF) and Knowledge and Skills
Statements (KSS) set out the profession’s expectations of what a Social Worker
should be able to do at each stage of their career and professional development.
Whilst it refers to the career stages set out by the Social Work Task Force, it is a
professional, rather than an occupational framework.

Within Brent we have utilised these standards to look at how we may encourage
progression and growth within our Adult Social Care Workforce building on the
success of the ASYE programme

An important part of how the PCF will be used is the assessment of progression
from one career stage to another. The essence of the capabilities framework is
to support judgments about readiness to practice/progress in a holistic way for
each capability.

Progression between levels is characterised by development in terms of:

 Level of confidence, underpinned by practice experience, reflection and
deepening understanding

 The increasing ability to work independently and to collaborate on equal
terms with members of other professions.

 The quality of the judgments made, and the level of ability to explain and
justify them.

 Efficacy of the work undertaken and the outcomes achieved, including
opportunities for preventative work.

 The ability to take the initiative, form constructive alliances and to act as a
change agent.

 The ability to engage effectively with situations of increasing complexity
and challenge, for example those with Multi-agency input/ Complex
family/organisational dynamics/ Serious hostility and conflicts of interest/
Multiple problems/disadvantages/ Multiple/significant risk factors; or need
to take into account the public interest.

 The appropriate use of authority and challenge.
 The ability and commitment to educate and provide professional

supervision to others
 Demonstration of leadership, management and research.

Progression Process

This handbook outlines what is expected of the practitioner and how they will be
supported in achieving and demonstrating the appropriate work-based learning
which is required to gain social work progression

The agreed process for progression is part of the mandatory supervision and
appraisal system. Preparation for social work progression should be part of the
on-going professional development of a Social Worker after completing their
social work qualification, beginning to practice and completion of the ASYE
programme

The Line Manager and the Social Worker are jointly responsible for continuing
professional development.

The Line Manager undertakes their The Social Worker undertakes their
responsibilities through responsibilities by making good use
supervision, appraisal and of supervision and ensuring that they

performance management. regularly participate in
developmental opportunities as their

career
progresses

This progression process forms part of the Workforce Planning Strategy and will
make a positive contribution to the recruitment and retention of staff. It helps
the Local Authority to demonstrate Local Government objectives in ensuring that
social care workers are appropriately skilled, trained and qualified, and to
promote the uptake of training at all levels.

The Progression Panel
The progression panel will meet four times per year to consider the
reports provided and the recommendation made.

Membership

Membership is made up of :

• Head of Service - Chair

• Workforce Development Lead

• Human Resources Representative

The Panel members will consider all the information presented and
make a recommendation as to whether the Social Worker is ready to
progress through the grading points

If the Social Worker successfully meets the progression requirements
they will be regraded to the appropriate SCP

The Panel can make the recommendation to defer progression and will
need to be explicit as to why they have come to this decision. Any
further work, or development required will be set out with clear
timescales and an action plan for completion. The decision of the Panel
is final and clear outlines for further development will be given in the
report.

An outcome report will be completed and sent to the Social Worker
and Team Manager. This should be signed to agree what has been
recommended.

Newly Progression Pathway
Qualified
Social Worker A social worker at this stage is someone who is in their first year of practice having
P01-P02 already gained a social work degree, or equivalent. A social worker at this stage is
likely to be in this role for 12 months whilst they complete their ASYE .
Social Worker Transition to next level
P02-P03 In order for the social worker to become a Social Worker they must demonstrate
evidence against the PCF/KSS at ASYE level, having these signed off the Principal
Senior Social Social Worker at ASYE final Panel
Worker
P03-P04 A Social Worker at this stage is someone who is likely to be in their 2nd year in social
work practice. They will have completed the ASYE programme. It is expected that a
Advanced Social Worker will start to develop expertise in an area of practice that is relevant to
Practitioner the Service and Borough. Learning opportunities will be available to the Social
Worker in order to develop their knowledge and skills. In return it is expected that
P04-P05 the Social Worker will act as a source of information to others in the team or Service.
In order to fulfil the PCF/KSS at this level, the social worker must contribute to the
Social Work formal development of others in the Service. As part of that requirement they are
Manager expected to complete the Post Qualifying Practice Educator qualification.
Transition to next level
P07 The Social Worker could consider a lateral move into another service area to build
breath of knowledge. The most obvious transition for Social Workers is to become a
Senior Social Worker. Progression to a Senior Social Worker is dependent on the
Main Grade Worker demonstrating their ability to work at a Senior Social Worker
level.

A social worker moving into the role of a Senior Social Worker is likely to have
been in social work practice for 3‐ 4 years. They will normally have completed the
ASYE programme and appropriate post qualifying CPD awards or modules in social
Work eg Practice educator. it is expected that the Senior Social Worker will act as a
source of information to others in the team or Service and must contribute to the
formal development of others in the Service. As part of that requirement they are
expected to complete the Post Qualifying Practice Educator Qualification and/or BIA
qualification
Transition to next level
Consider a lateral move into another service area to build breath of
Knowledge/ Apply for and train to become an AMHP/ consider a move into social
work management

An Advanced Practitioner is likely to have been in social work practice for 4 or more
years. They will normally have achieved a number of post qualifying CPD awards
including the Practice Educator Award/ AMHP/BIA
The Advanced Practitioner is an experienced practitioner who wants to stay in front
line practice rather than move into management. They work in partnership with
Team Managers and others to ensure the effective development of staff and teams
in delivering quality services. They take a strategic overview of professional
development in the workplace ensuring professional social work standards are
maintained throughout the organisation. The Advanced Practitioner role is one that
provides support and advice to other members of the team whilst continuing to be a
practitioner, holding a small but very complex number of cases.
Transition to next level

The most obvious transition for the Advanced Social Work Practitioner is into a
managerial role

A Social Work Manager is likely to have been in social work practice for 4 or more
years. They will normally have achieved a range of social work post qualifying
qualification including, but not necessarily, managerial qualifications. The Social Work
Manager provides strategic direction to the Service, support, advice and direction to
other team members including the range of managerial responsibilities any manager
would have. These include Appraisals, performance management, absence
management etc.

Continuing Professional Development

Approved Mental Health Practitioner Practice Educator

AMHP’s are qualified professionals who have These are qualified to engage in Best Interest Assessor
undertaken specialist training to work with people Practice Education, teaching, These are qualified to
suffering from a mental disorder and implement assessing and supervising social work undertake statutory
elements of the Mental Health Act in conjunction with degree students, Newly Qualified Best Interest
medical practitioners. They perform the pivotal, Social Workers or other social workers assessments
statutory role in assessing and deciding whether there engaged in Continuing Professional

are grounds to detain mentally disordered people Development (CPD)

Career Progression Assessment Process

The following process is to be used when assessing and determining the suitability of staff to
progress through each level.
The decision to progress will be made by the Head of Service after a meeting with the practitioner
and their line manager / supervisor and consideration of the evidence provided by the practitioner
and a report submitted by the line manager.
The table below shows the evidence to be considered:

Evidence Progression dependent on:

Copy of most recent appraisal/ Personal Performing at level and undertaking CPD
Development Plan activity supporting the aims of personal
development plan

CPD Portfolio Evidence that relevant CPD activity has
been undertaken with learning and
progress evident in reflective log entries

Copies of 2 Core Skills Audits Standards are being met or where any
standards haven't been met actions are
Copy of Progression Form completed by taken and learning is evident.
Practitioner with 2 case studies
Case Studies reference how each element
Copy of Line Managers progression of the professional capability / (Adults
assessment recommendation KSS for SW's) is met.

Area / General Manager concurring with
recommendation of line manager

The Practitioner will be informed of the progression assessment outcome in writing by the Area
/ General Manager within 1 week of the progression assessment meeting.
Where the practitioner has been unsuccessful, rationale for that decision should be given with
an outline of the actions to be addressed with the line manager before progression can be
considered again

Line Manager Actions following Successful Progression
1. A successful progression will be effective from the date the practitioner submitted their

progression assessment document.
2. Following confirmation of the progression the line manager will be responsible for ……..
3. Following confirmation of the progression HR will be responsible for ……..
4. The progression assessment along with copies of the above forms is to be kept in the

employee’s file.

Appendix 1 – Progression Assessment Document – to be completed by Practitioner

Name of Practitioner
Current role
Team
Current Grade and SCP
Telephone no:
Email
Line Manager / Principal Practitioner
Supervisor (if not PP)
Head of Service
Contact Details
Employment with LBB commenced?

ASYE completed Yes ☐ No ☐
Additional Notes:

Date document completed

Signed

Case Studies
Please provide a reflective summary of two cases you have had significant involvement in
and where your practice demonstrates that you are functioning at the level expected of a xxx
practitioner. You should make reference to the relevant professional capability or
competence framework for your role / profession and ensure that you can evidence all your
required competence / capability elements in this section. It is not necessary to highlight all
in both case studies, they may be spread across the two cases.
Social workers must also evidence the Adult Knowledge and Skills Statement

Progression Assessment Line Manager Recommendation

Line Manager Name

Contact Details

Date progression application read and
approved

Does the application give a full and Yes ☐ No ☐
detailed reflection of the applicants No ☐
work?

Has the applicant been subject to any Yes ☐
informal/formal capability procedure?

If yes, date and details re issues and outcome

Has the applicant been subject to the Yes ☐ No ☐
absence management procedure?

If yes – please detail date and stage

Date of Last Appraisal / Appraisal Yes ☐ No ☐
Review (copy to be submitted)

Are any aspects of performance
currently appraised as 'Poor Performer'
or 'Developing or Inconsistent
Performer'?

Details:

Please provide a brief overview of the Yes ☐ No ☐
worker's strengths and areas for
development:

Is this evidence portfolio a good
reflection of the applicant's practice

Do you feel the practitioner is ready to Yes ☐ No ☐
progress to the next level and has met
necessary progression assessment
requirements?

Please explain:

Date document completed
Signed