Social Worker/ OT Senior Practitioner Scheme

Human Resources

Guidance Note

Revised Guidance – December 2019

1. Introduction

1.1 The proposal to introduce Senior Social Work Practitioners to North Lanarkshire Council was approved by the Social Work Committee on February 28th 2002. There have been subsequent reviews of the scheme, in 2005, 2007 and 2010. This Guidance note replaces the one issued in 2010.

1.2 Reference should also be made to the service’s Supervision Policy, Assessment & Planning Policy, Recording & Reflective Practice Policy and PRD process. These establish the standard of support employees should expect within the service to, promote their practice and personal development, identify the standard of recording required to meet standards of accountability, the management of performance, and provision of management information.

2. Senior Practitioner – General

2.1 The term Senior Practitioner has come to describe an aspirational position within the service and is recognised within the council and amongst our partner agencies. We would support this and recognise its value, but require to clarify the formal use of the title. Senior Practitioner is a status, not a post, and as such should not be used to formally describe the name of a post. The correct usage, therefore, is one of the following:

Social Worker (Senior Practitioner)

Occupational Therapist (Senior Practitioner)

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2.2 New Senior Practitioners will be placed on the NLC11 pay scale. Where there is an overlap with NLC10 they will be placed on the next available point on the pay scale.

3. Access to the senior practitioner scheme

3.1 The criteria for acceptance on the Senior Practitioner Scheme is based on a balance of experience, evidence of continuous learning, ability to communicate, and contribution to the service. Employees must be in an operational Social Worker or Occupational Therapist post.

3.2 There will now be two specific approval and review periods per year to the Senior Practitioner scheme. Whilst applications can be made at any time, interviews for new applicants will take place in February and October each year. This will enable a clearer more efficient process, as well as improved opportunities for a Senior Practitioner induction process. There will be internal flyers reminding employees of the approaching panels.

3.3 Length of service alone, and/ or completion of post qualification training are, in themselves, insufficient to warrant Senior Practitioner Status. The completion of post qualification training is already recognised through the Council’s award ceremonies.

3.4 Recognition linked to financial reward relates to the additional contribution made, by the individual, to the services provided by the service.

3.5 Social Workers and Occupational Therapists, who are currently recognised as Senior or Enhanced Practitioner in their current posts, who can evidence at interview they meet the criteria for Senior Practitioner status can be considered by the panel for Temporary Senior Practitioner status. This would be conditional on a panel review being held within 9 months at which point evidence would be required to demonstrate the applicant meets the full criteria for the Scheme.in practice while within North Lanarkshire.

Social Workers and Occupational Therapists require to meet all of the following 4 criteria to join the scheme:

Criteria 1

2 years post qualification experience and a minimum of six months in employment with the Council. Social Worker applicants must also be registered with the SSSC, and Occupational Therapist applicants must be registered with the HPC.

Criteria 2

By completion of any one of the following post qualification courses. Relevant qualifications will include those courses which contain supervised practice / work based assessment.

The list of qualifications may change in line with the emerging needs of the service.

Completion of the full PQ Award Modules 1- 6 Work based assessmentCompletion of the MHO award Supervised practice

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Completion of the Practice Teaching Award orProfessional Development Award in Practice Learning

Supervised practice

Post graduate certificate in Adult Protection Work based assessmentCompletion of the Certificate in Drugs and Alcohol

Placement

Completion of the Certificate in ChildProtection/ Child welfare and protection

Work based assessment

Post-qualifying Certificate in Criminal Justice Social Work

Work based assessment

Community Sex Offenders Groupwork Programme (CSOGP)/ Moving ForwardMaking Changes + Accreditation Status-

Work based assessment

Postgraduate certificate or diploma in Accessibility & Inclusive Design

Work based assessment

Postgraduate certificate MSc in OccupationalTherapy

Work based assessment

Postgraduate certificate or diploma in Dementia Studies

Work based assessment

Criteria 3

Evidence of consistent use of this training in own practice and the promotion of the service.

Please note: in entering the Senior Practitioner scheme by attaining the above qualifications, evidence of a continued use of the qualifications (e.g. Mental Health Officer/ Practice Teacher) will be required in subsequent reviews. Anyone whose qualification becomes ‘inactive’ may lose their Senior Practitioner status. A period of six months after completion of the post qualification course is required before application to the scheme, to give evidence that the practitioner has utilised the learning. An exception may be made in the case of the practice teacher who needs to have supervised a student in order to gain the award or MHO who carries out this role as part of their training.

Criteria 4

Evidence of a positive attitude to the Social Work task, to the provision of support to colleagues, and to the development of teamwork and sustained effort to support the service priorities. To gain Senior Practitioner status, the employee should demonstrate exemplary practice, performance and conduct and act as a role model

3.6 Examples of contributions which meet the expectations for Criteria’s 3 & 4include:

Contribute to the delivery of the Learning and Organisational Development of the service.

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Contribute to the service’s recruitment programme. This may include contact with colleges and universities, support at recruitment fairs, and any other promotional activity, which supports recruitment.

Contribute to policy and practice development in key areas of activity, through involvement in service workgroups or project teams, or lead on areas of expertise with specified staff.

Demonstrate ongoing use of post qualification learning - Senior Practitioners could be included/take a lead role in consultations relevant to their specialisms

Chairing team meetings

Shared responsibility for work allocation

Contribute to equalities /diversity agenda

Facilitate Joint development events with NHS staff'

Supervision / assessment of student social workers if practice teacher award

MHO Duty / mentoring staff undertaking MHO qualification

Link working for student social workers

Provide formal mentoring and coaching for new qualified or newly appointed employees

Supervision of trainees

Undertaking assessment and care planning of high-risk/ high-profile/ complex cases. All social workers may be involved in this but in some instances we may identify the expectations to require a senior practitioner

Specified responsibilities – e.g. deputising for first-line manager, chairing reviews, leading on training, undertaking research on ‘what works’ for the care group, auditing resources/ demand

Other duties/ responsibilities which may be identified in the course of service redesign processes

3.7 Social Workers or Occupational Therapists wishing to be considered as Senior Practitioners should complete the Application Form at Appendix 1, and forward it to Sandra Sneddon. The decision to apply should be taken in agreement with the line manager and they are required to complete a reference as part of the application.

3.8 The Line Manager will complete the Reference Form at Appendix 2. This outlines the experience of the Social Worker or Occupational Therapist, and will provide a view of the use the Social Worker or Occupational Therapist has made of post qualifying training, attitude, and the contribution made to the service.

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3.9 It is expected that, when completing the Reference and Assessment Forms, the line manager will be able to provide evidence of the ways in which the Social Worker or Occupational Therapist has contributed to the work of the service. There are separate forms for initial approval and review (See Appendix 4 for Application for Senior Practitioner Continuation and Appendix 5 for Line Manager Reference for Senior Practitioner Review).

3.10 These should be completed by the line manager and countersigned by the Locality Social Work Manager or equivalent HQ Service Manager.

3.11 Senior Practitioners should be able to evidence, and be supported by their line-manager, that they demonstrate:

Effective Practice - There should be a demonstrable high level of practice, which reflects both professional and advanced training. This should be evident in the quality of reflective recording, a high level of competence in assessment and planning, consistency in demonstrating an outcomes-focused approach for the individuals and families concerned. The standards reached should be consistent with any National Standards, National or Council Policies and practice standards, which relate to the field of work concerned.

Positive attitude to the Social Work Task/ Contribution to Others – There should be demonstrable evidence of the ways in which the Social Worker or Occupational Therapist supports others within their work setting. This should include support offered to individuals in the drive for high standards of practice, support for others with less experience, and support for the development of the team in which they work. It may also be evidenced in a contribution, or willingness to contribute to, strategic and operational initiatives. This might include involvement in Learning and Organisational Development initiatives and/ or participation in working groups within localities or across the Council.

3.12 Where it is considered by the Line Manager that the Social Worker or Occupational Therapist does not meet the criteria to become a Senior Practitioner, clear information should be provided to the individual concerned, on the areas where improvement is needed and the ways in which the individual will be supported to effect improvement.

3.13 Applications from Social Workers and Occupational Therapists to become Senior Practitioners will be considered by a Senior Practitioner Panel comprising:

A Health & Social Work Manager/ HQ Care Group Manager A Service Manager/ Senior Officer from a HQ Care Group section Business Partner from Talent & Organisational Development

3.14 The panel will convene on a six-monthly basis for new applicants and scheduled reviews. These will be in February and October each year. Where removal/ suspension from the scheme is a consideration, the SP Panel will

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not delay the process to await the scheduled review dates and will convene ‘as required’.

4. Measuring and Evaluating Performance of Senior Practitioners

4.1 This service has invested significantly in establishing the principle of continuous improvement and developing reporting frameworks for performance management.

4.2 It is consistent with these principles that Senior Practitioners should have their activity monitored and reviewed to ensure that their contribution adds value to the work of the organisation.

4.3 When a candidate wishes to be considered for senior practitioner status, they should discuss the potential role and duties that could be performed consistent with the needs and setting of their team / locality with their line manager. An application is submitted for consideration to the SP panel. A range of potential duties will be explored / agreed and recorded on the SP agreement form which is then sent to candidate and line manager to be shaped / prioritised and agreed with relevant timescales etc.

4.4 This agreement should be completed in collaboration with the Senior Practitioner and returned to the Talent and Organisational Development team. A copy should be retained by the line-manager for monitoring/ local review purposes and should link to the employees PRD process.Full approval as a Senior Practitioner will not be ratified until this agreement is returned.

4.4 The ‘agreement’ will include the common agreed expectations as well as contextual ones and will be used as part of the review process to report on compliance with expectations (audit of accountability) and outcomes (impact on service users/ colleagues). It is essential that this ‘agreement’ is as detailed and specific as possible.

4.5 For examples of tasks which may form part of the agreement see 3.6

5. Supporting Organisational Requirements

5 It is recognised that the Senior Practitioner scheme does not provide an equitable number of Senior Practitioners across the Council. It is therefore essential that we maximise the opportunity to share the expertise and experience provided by those who are Senior Practitioners.As part of the conditions of senior practitioner status, similar to the arrangements for MHO, the senior practitioner gives an undertaking to work flexibly and this could include change of work location. To aid the unequal distribution of senior practitioners, a locality with a small number of SP’s could request either services of an SP or re-location by identifying the duties an SP could undertake and their expected outcomes

The Talent and Organisational Development team will retain a list of all current Senior Practitioners and approved qualifications and particular experience required and routes to access the scheme.

5.1 It is important to emphasis that use of the ‘SP agreement’ is not confined to the formal review process. It should also contribute to the ongoing monitoring and task-setting of those on the scheme by line-managers. It can be updated

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at any stage by the line-manager in discussion with the Senior Practitioner and incorporated into the PRD process. If any amendments are made a new copy should be sent to the Talent and Organisational Development team.

5.2 In addition to the expectations outlined within the above agreement, it is expected that Senior Practitioner’s will support their own professional development and the professional resource they provide to the service in line with SSSC PRTL.

5.3 This will require Senior Practitioners to commit to the completion of a programme of development within two years of appointment to the scheme/ first review under the new arrangements. The specifics of this for each individual will be identified as part of the ‘SP agreement’, but could include training and organisational development programmes relating to:

Training for Trainers Supporting Others to Learn Understanding Motivation Adult Learning Team Building

6 Review Process

6.1 Senior Practitioners will be subject to a formal review process. Retention of the status of Senior Practitioner has always been performance-related, consequently, it is legitimate to review performance and evaluate continuation.

6.2 As indicated above, evaluation of Senior Practitioner performance should be integrated within the PRD process, but there also requires to be a periodical formal review process.

6.3 The frequency and circumstances of this formal review should be determined by the following factors:

Period since award/ last review – this will be a maximum of two years On appointment, the objectives are entered into the Senior Practitioners

PRD and feedback is given to the panel after one year regarding progress on objective attainment. Reviews will still be held every second year.

Changing circumstances – this would include a change of post even where the individual may still be eligible (the expectations will require to be reviewed)

Performance related – this would include concerns over compliance with the scheme (including failure to undertake required training) and the senior practitioner’s performance (as per the ‘agreement’ framework)

Disciplinary action is taken - in relation to conduct or absence

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6.4 When a review is due, the Senior Practitioner will be notified by the SP Panel Admin worker of the date of review. The Senior Practitioner will be required to complete and submit an ‘Application for Continuation’ proforma (Appendix 4.). This requires to be with the panel five working days prior to the review date. The applicant's line manager should also complete their reference (Appendix5) and forward to the SP panel admin worker prior to the date of the review.

6.5 Non-attendance at review panels could be grounds for removal of Senior Practitioner status. The application and line manager reference must be provided by the date of the original review panel even if the Senior Practitioner is unable to attend. Any concerns notified could result in an extra-ordinary meeting being convened. If there are no concerns and the practitioner is unable to attend the original review, they will offered a date for the next cycle of panels in six months’ time. If they do not attend this date, this will form grounds for removal from the senior practitioner scheme.

6.6 Any appeal against a decision of the Senior Practitioner Panel should be submitted in writing to the Chief Social Work Officer within ten working days of the formal review.

7 Removal/ Suspension from the Scheme

7.1 Consideration of removal/ suspension from the Senior Practitioner Scheme results from the following:

No longer being eligible. This usually relates to a change of post to one not covered by the scheme. This happens by default – there is no decision involved. In these circumstances the Senior Practitioner Panel will formally note this for the records at the next available Panel sitting.Where eligibility of a particular post is in dispute the SP panel will examine the circumstances and make a judgement.

Conduct. Subject to decisions being made via the Council’s Disciplinary Process, the review process (brought forward as required) will take the necessary steps to consider continuation on the scheme. Line managers require to notify the chair of the Senior Practitioner directly when disciplinary action is taken, then submit the report as in Appendix 6

Not fulfilling criteria of continuation. This may relate to a refusal to do an identified task, attend qualifying training or where qualifications become ‘inactive’ (e.g. MHO, Practice Teaching). The individual circumstances will determine whether the review process requires to be brought forward in order to consider removal from the scheme.

Poor Performance. Those on the scheme are there because they are performing well and are valued for this by the organisation. Those who do not perform may be removed. The Senior Practitioner should maintain exemplary practice and conduct and indicated in criteria 4 of the scheme

The measure of this particular criteria should relate to the ‘agreement’ and the continuous evaluation of performance by the line-manager. Line Managers should notify the chair of the Senior Practitioner panel, if a Performance Improvement Plan is invoked under Council’s Managing Performance policy, in the period between review processes of the Senior Practitioner Scheme.

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The panel may suspend the status at this point until the Performance Improvement Plan is successfully completed

7.2 Where there may be grounds for removal from the senior Practitioner Scheme (other than for routine eligibility) a formal report (Appendix 6) should be submitted by the line-manager to his/ her own line-manager for authorisation. If this action is approved contact should be made with the Chair of the Senior Practitioner Panel and a review convened.

7.3 This review should be a separate one with adequate time to examine the circumstances and evidence – not as part of the routine ‘block’ of reviews.

7.4 The review panel on such occasions should consist of three persons (normal reviews could go ahead with only two) with consideration of gender balance. The chair of the review should be a Health & Social Care Manager/ HQ Care Group Manager.

7.5 At the review the Senior Practitioner and his/ her line-manager should be present.

7.6 The outcome of the review will be submitted to the Chief Social Work Officer for verification and then communicated to the senior practitioner.

7.8 As above, appeals should be made to the Chief Social Work Officer, who will examine the circumstances and determine a course of action.

7.9 Where the review panel does not find sufficient evidence that the Senior Practitioner has been operating at the necessary standards as identified within this guidance note, further information will be sought. If necessary a further panel involving the Senior Practitioner and their manager (as under 7.4) will be convened.

8. Implementation of Revised Guidance

8.1 This revised guidance supersedes previous guidance notes on the Senior Practitioner Scheme.

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Appendix 1Application for approval as Senior Practitioner

1. Applicant Details

Name:

Current Post:

Location:

Date of Application:

2. Qualifying Criteria

2.1 Criteria 1: 2 years post qualification

2.2 Criteria 2: Post Qualification Training

Name of Course College/University Date obtainedPQ Award Modules 1- 6MHO awardPractice Teaching Award orProfessional Development Award in Practice LearningPost graduate certificate in Adult ProtectionCertificate in Drugs and AlcoholCertificate in Child Protection/ Child welfare and protectionPost-qualifying Certificate in Criminal Justice Social WorkCommunity Sex Offenders Groupwork Programme (CSOGP)/ Moving Forward Making Changes +Accreditation StatusPostgraduate Certificate in Accessibility & InclusiveDesignPostgraduate Certificate in Occupational TherapyPostgraduate Certificate inDementia Studies

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Date of qualification as social worker/occupational therapist

Comments(Please submit any relevant comments in relation to the post qualification training)

2.3 Criteria 3:a) Evidence of consistent use of this training in own practiceb) and the promotion of the service.

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Evidence of consistent use of trainingPlease describe how you have made use of your post qualifying training in your work. This should include examples of how the training has impacted on your practice - what have you done differently as a result? How effective has your practice been in helping service users and their families reach intended outcomes? How has the training influenced your thinking, for example, in reflective practice?

Promotion of the serviceDescribe ways in which you have used your post qualifying training and/or yourself in order to promote the service with service users, family members and/or colleagues from other agencies. This may have been in a formal way around partnership working, it may have been on a one toone basis with a colleague or with a service user and their family. What were you able to achieve as a result?

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2.4 Criteria 4Evidence of a positive attitude to the Social Work task, of support to colleagues and to the development of teamwork.Please give examples of how you demonstrate a positive attitude to the social work task - what have you done, what has this achieved? How do you offer support to colleagues? Give examples and describe what impact this had both for the colleague (for example did they learn anything? Do they do things differently?) and for any service user. Lastly describe any activity which you have carried out which has supported the development of your team. Areas to consider include:

Was this something you were asked to do? Did you undertake the activity on your own initiative? What difference has this made?

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3. General comments and evidencePlease make any other comment you feel is relevant to your submission below:

Applicant Signature: Date:

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Appendix 2: Initial Application Line Manager Reference

Applicant Details

Name:

Current Post:

Location:

Date of Application:

1. Please describe how long have you known the applicant and in what capacity?

2. Overall, do you think the applicant meets the criteria to be considered as a Senior Practitioner? In considering your response please refer to the section 1.2, 3.5-3.6 and 3.11 in the guidance notes:

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3. Please describe how the applicant demonstrates a strong commitment to anti- discriminatory practice and the core social work value base by giving examples:

4. Please outline the evidence for the individual’s effective use of professional and post qualifying training in his / her own practice. This should include specific reference to the applicant’s effectiveness in the areas of report writing, assessment and planning. Note the standard of practice required, as outlined in section 1.2 of the guidance notes:

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5. Please detail the evidence for the effective contribution the individual has made to others, the team / work setting in which he / she is located. Note the standard required, outlined in section 3.5 for criteria 3 and 3.6 for Criteria 4 of the guidance notes:

6. Outline the overall efficiency of the applicant, detailing standards of administration/ record keeping / timekeeping / levels and pattern of absence.

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7. Please detail below if there are any areas the applicant requires to develop together with any action being taken to address this:

Line Manager Signature: Designation:Date:

Locality Social Work Manager/HQ Manager Countersignature: Designation:Date:

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Appendix 3

Senior Practitioner Participant Agreement Proforma

1. Name of Senior Practitioner

2. Date Approved

At interview the following broad tasks were identified for the Senior Practitioner:

In consultation with the Senior Practitioner, can you please complete the following matrix, identifying the details of the tasks you have identified and how this can be evaluated for the purpose of reviewing their status, when required. Please be as specific as possible and include time-frames and intended outcomes, where appropriate:

Task/ Area of Responsibility

Timescale for completion (where applicable)

How will you know this has been achieved? (how will you measuresuccess/ progress)

When will this area of activity be reviewed by the line-manager? (at least annually)

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Agreement

1 We agree that the above tasks reflect the agreement reached in relation to Senior Practitioner expectations

2 We acknowledge that any variation to the above agreement should be reflected in an updated proforma, a copy of which should be passed to the Chair of the Senior Practitioner panel and a copy retained in the SP’s personnel file.

Signed (SP)………………………………………………………………………….

Print Name (SP)……………………………………………………………………..

Countersigned (line-manager)………………………………………………………

Line-manager position………………………………………………………………

Date of agreement…………………………………………………………………...

First local review date (at least annually)……………………………………………

Upon completion, please return this form back to the Talent and Organisational Development Section. A copy should be placed in the Senior Practitioner’s personnel file to be updated as required and to be used as part of the PRD process. Please note senior Practitioner payment will not be processed until this form has been received.

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Appendix 4

Application for continuation as senior practitioner

1. Applicant Details

Name:

Current Post:

Location:

Date of Application:

2. Qualification Undertaken

Name of Course College/University Date obtainedCompletion of the full PQ Award Modules 1- 6Completion of the MHO awardCompletion of the Practice Teaching Award orProfessional Development Award in Practice LearningPost graduate Certificate in Adult ProtectionCertificate in Drugs and AlcoholCertificate in Child Protection/ Child welfare and protectionPost-qualifying Certificate in Criminal Justice Social WorkCommunity Sex Offenders Groupwork Programme (CSOGP)/ Moving Forward Making Changes +Accreditation Status-Postgraduate Certificate or Diploma in Accessibility &Inclusive DesignPostgraduate certificate/ MSc in Occupational TherapyPostgraduate certificate orDiploma in Dementia Studies

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Comments(Please submit any relevant comments in relation to the post qualification training)

3. Senior Practitioner Tasks

Please detail all tasks/roles undertaken whilst on the scheme including those completed and those ongoing.

Agreed Task/Role Evidence of how this has been carried out

What has this achieved?

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4. Please submit any other comments below which you feel are relevant to your application:

Applicant's signature: Date:

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Appendix 5: Review Application Line Manager Reference

Applicant Details

Name

Current Post

Location

Date of Entry to SchemeDate of Review Application

1. Please note if the applicant has undertaken any additional training since entry onto the scheme together with dates of completion/expected completion or whether they are planning further training as well as indicating how they continue to make effective use of their professional training and post qualifying training in their practice:

2. Overall, do you think the applicant continues to meet the criteria to be considered as a Senior Practitioner? In considering your response please refer to sections 1.2, 3.5-3.6 and 3.11 in the guidance notes:

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3. Please describe in the table below the range of agreed tasks and roles the applicant has undertaken as a senior practitioner, together with evidence of how this was carried out and what the outcome/s have been:

Senior PractitionerAgreed Task/Role

Evidence of how this hasbeen carried out

What was the outcome?

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4. Please detail below if there are any areas the applicant requires to develop together with any action being taken to address this. It would be helpful to mention any areas for development previously identified that have been progressed:

Line Manager Signature: Designation:Date:

Locality Manager/HQ Manager Countersignature: Designation:Date:

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Appendix 6: Report for Senior Practitioner Panel for removal from scheme

1. Applicant Details

Name

Current Post

Location

Date of Entry to SchemeDate of Last Review

2. Senior Practitioner tasks/roles agreed

Senior PractitionerAgreed Task/Role

Senior Practitioner performance

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3. Reasons for consideration for removal from the Scheme: (Please refer to sections 5 and 6 in the guidance notes for reasons to consider proposing to remove a senior practitioner from the Scheme)

4. Locality Manager/HQ Manager Comments

Line Manager's signature:Date:

Locality Manager/HQ Manager's signature: Date:

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