Continuous Professional Development (CPD) Portfolio Grade 9 to 10
Handbook for Social Workers in Children’s and Adults’ Services
1. Aim
The completion of a portfolio of evidence provides a fair and consistent process by
which the social worker can be assessed against the capability statements
applicable to an experienced social worker on the PCF. This is a requirement of
West Sussex County Council to enable the social worker to advance to Grade 10
Senior Social Worker.
2. Introduction
Social workers across Adults’ and Children’s Services who have successfully
completed the Assessed and Supported year in Employment or, (prior to September
2012) the Consolidation Module and first year in practice, will plan their continuous
professional development using a structured approach based on the Professional
Capabilities Framework (PCF).
Portfolios may be submitted no earlier than 2.5 years after the candidate has
qualified as a social worker (1.5 years after completion of ASYE or PQ
Consolidation)
The portfolio is aimed at  Social Workers across Adults’ and Children’s who have successfully
completed the Assessed and Supported Year in Employment (ASYE).
 or (prior to September 2012) the Consolidation Module and first year in
practice.
 or for experienced Social Workers who do not have Post Qualifying
Qualifications.
 or AMHP Social Workers who are completing or have completed the AMHP
modules.
Approved Mental Health Professionals (AMHP) will be required to successfully
complete 4 set AMHP training modules in order to qualify in this specialist area.
Before progression to grade 10 can take place, the AMHP will have completed the 4
mandatory modules, a portfolio for CPD and have a minimum of 2.5 to 3 years post
qualifying experience.
Social Workers within Adults’ Services who have completed the Best Interests
Assessor route can submit this work within the portfolio to avoid repetition.
Social Workers undertaking the CPD portfolio will be required to produce an
evidence file to demonstrate that their practice meets:
 The Standards of Proficiency of the Health and Care Professions Council for
Social Workers in England;
 The Standards of Conduct Performance and Ethics of the Health and Care
Professions Council;
 The capabilities of an “Experienced Social Worker” as defined within the
Professional Capabilities Framework.
The portfolio will provide evidence of the social worker’s commitment to
continuous professional development and the ability to demonstrate how this has
contributed to the development of their professional capability.
It is the responsibility of the social worker to complete the portfolio, supported by
their line manager/supervisor.
As a number of Social Workers will be completing the portfolio within your service
at the same time, Learning and Development suggest buddying up with colleagues
and/or developing informal support groups. This could encourage wider discussion
and debate around theory and social work practice.
3. Underlying Principles
The Professional Capabilities Framework (PCF) was developed by the Social
Work Reform Board, as the single way in which social workers should think about
and plan their careers and professional development. It will serve as a backdrop to
both initial social work education and continuing professional development after
qualification.
All registered social workers have a responsibility, throughout their careers, to
maintain their professional development and learning and to keep their knowledge
and skills up to date.
Social workers also have a professional responsibility, set out in the PCF, to
contribute to the development of the next generation of social workers. You can do
this through supervision and support for students on placement, giving feedback
on practice, or allowing shadowing opportunities.
Due to the complexity of social work practice, requiring interplay of knowledge,
skills and values, the nine domains of the PCF should be seen as interdependent,
not separate. Thus there are overlaps between capabilities and understanding what
a social worker does can only be complete by taking into account all nine
capabilities.
The candidate will contribute evidence for assessment but the professional
judgement of sufficiency must be made by the social worker’s line manager, who
must be a registered social worker. In the event that any social worker is not
managed by a registered social worker, alternative arrangements will be made for
a practice assessor to work with the candidate’s work based supervisor to meet the
assessment requirement.
4. Contents of the Practice Evidence Portfolio
The social worker can request reasonable study time to complete the portfolio. This
should be discussed at the time of completing the Learning Agreement, including
the steps agreed to ensure any possible impact on service delivery and how this is
to be managed, is set out. As a guide, a maximum of the 3 study leave days per
12 month period (pro-rata for Part Time staff) may be allocated. The social
worker should apply for agreement for specific days through Employee Self Service
as usual, as (paid) Special Leave.
The confidentiality and anonymity of all information relating to service users is
critical and the social worker must state explicitly how they have ensured this
within the portfolio.
The social worker should include a brief personal statement that sets out the
context of the portfolio of evidence that they are compiling. This can include:
 The area of practice in which the social worker is employed
 The agency and team context of their role
 Roles undertaken while compiling the portfolio
 Any previous roles from which evidence has been drawn
The portfolio should include a statement from the social worker describing how
feedback from service users and colleagues has been obtained and how this has
contributed to their learning and development. (Max. 250 words)
The portfolio will contain the following elements:
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Student’s confidentiality statement
Social workers Self-Assessment at start of portfolio: this is a template to
enable the social worker to map their strengths and development needs against
the Capability Statements at “Experienced Social Worker” level to inform their
Personal Development Plan at the start of working towards their portfolio.
Learning agreement completed at start of portfolio: the social worker and
their supervisor will agree and sign this at the point when the candidate starts
to work towards their portfolio. It ensures that the process of learning and
assessment, opportunities to meet learning needs are identified and support
and study leave are agreed.
Critical career review and self-evaluation: this is intended to provide a
critical reflection on your career to date, focusing on achievements and
strengths as well as how you might have done things differently or to better
effect. The emphasis will be on personal reflection on the nature of social work,
the mechanisms and tools that the social worker uses to judge the quality of
their work, the changing nature of social work nationally and locally and the
impact of this on the social worker, tools and methods used to develop practice.
This should not be a chronological account of your career, although reference to
this is likely to be included. Specific reference should be made to the
Professional Capabilities Framework and the HCPC Standards of Practice (1,500
words)
Critical self reflection: this builds on and supports the critical career review,
but instead of relating your development to the nature of social work and
national/local developments, you should critically reflect on your own skills,
values and knowledge. You should refer to the Professional Capabilities
Framework and the HCPC Standards of Practice; use these as a guide to
support your critical self-reflection and also to demonstrate your development.
(1,500 words)
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3 reflective commentaries: these allow the social worker to provide a critical
analysis and reflection on a particular piece of their own practice. Each case
study should include:
o a brief description of the context
o identification of the key issues,
o use of theory/legislation to inform practice,
o current research methods,
o service user involvement/participation,
o multi-agency working,
o anti-discriminatory and anti-oppressive practice.
(1,500 words each - if you have completed the BIA or the AMHP modules,
only 1 reflective commentary will be required in the portfolio.)
3 direct observations of practice: to ensure a robust and accurate approach
to assessment, one observation should be completed by an independent
assessor, i.e. a registered experienced social worker other than the main
assessor. Assessment of practice will be based on the attached template which
includes critical reflection and learning by the social worker in relation to both
the practice experience and feedback from the observer.
Up to date CPD profile: using the HCPC pro-forma covering the period of the
portfolio and describing how your CPD activities improve the quality of your
work and the benefits to service users. (HCPC CPD Profile Template )
Feedback from Service Users and Carers: as well as some examples of
specific feedback, the social worker should include a statement of how feedback
from service users and carers has contributed to professional development in
line with the PCF
Performance Development Review: PDR completed during the period of the
portfolio, demonstrating achievement of targets and overall rating of level 3 or
above in the latest PDR completed.
Supervision Verification Log: Children’s Services social workers should add
the Verification Log from their supervision policy guidelines. Those in adult
services should provide a list of their supervision dates, unless specific guidance
is given by the service at a future date.
2 case file audits: identify two cases that you have worked on which
demonstrate that you are working towards meeting the level of ‘Experienced
Social Worker’ and request that your supervisor audits these. This is not part of
the audit process being introduced to adult services, but supervisors can follow
the same guidance they receive about this process. Those in children’s services
can follow the system they currently use.
Assessment by line manager: relating to “Experienced Social Worker” level
on the PCF
5. Assessment
The assessment and verification of the portfolio (appendix 6) will be conducted by
the Line Manager (or agreed registered and experienced social worker where the
line manager is not a registered social worker) and Service/Operations Manager.
No external verification is required.
All social works must have a minimum 2.5 to 3 years post qualifying experience
prior to verification and progression to Grade 10.
Assessment will be based on the capability statements for an “Experienced social
worker” as set out in the Professional Capabilities Framework.
This includes the following over-arching statement:
Experienced social workers are more autonomous in their role. They
demonstrate expert and effective practice in complex situations, assessing and
managing higher levels of risk, striking a balance between support and control,
liaising with a wide range of professionals, including more senior levels. They
manage complex caseloads, and offer expert opinion within the organisation
and to others. They chair a range of meetings, offer expert support to case
conferences, and produce high quality assessments and reports for a range of
functions. They model good practice, setting expectations for others. They
start to take responsibility and be accountable for the practice of others,
mentoring newly qualified social workers and supervising the work of junior
staff. They undertake capacity-building with individuals, families, communities,
user groups and voluntary organisations, and contribute their views on service
provision to commissioners.
‘Holistic assessment’ is a recognised approach for assessing practice in these
circumstances. This is characterised by:
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Assessment that is progressive over time
Evidence should demonstrate sufficiency and depth across all nine
domains
PCF capability statements can be used diagnostically to identify learning
and development needs
The assessment process must be trustworthy, reliable and transparent
Evidence includes the ability to reflect critically, including reference to
different sources of knowledge and research.
Evidence will come from a variety of sources over time1
Evidence submitted to the line manager to support the portfolio will include work
products that demonstrate the social worker’s ability to manage complexity, risk,
ambiguity and increasingly autonomous decision making across a range of situations.
This will include:
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1
Confidence, underpinned by practice experience, reflection and deepening
understanding
The ability to work independently and to collaborate on equal terms with
members of other professions
The quality of judgements made and the ability to explain and justify
them
Efficacy of the work undertaken and the outcomes achieved, including
opportunities for preventive work
Understanding what is meant by holistic assessment, The College of Social Work
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The ability to take initiative, form constructive alliances and to act as
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
 Need to take into account the public interest
The appropriate use of authority and challenge
It may include the ability and commitment to educate and provide
professional supervision to others, such as in the role of practice
educator.2
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The Line Manager will make a recommendation as to whether or not the social worker
has provided sufficient evidence of their practice at the level of Experienced Social
Worker and has therefore, met the requirements for a pass. This recommendation
will be verified by the Service/Operations Manager.
Subject to the above, the Line Manager will complete the Social Worker
Progression Form and submit this to Employment Services. They will arrange for
the social worker to advance to Grade 10 on either SCP 35 or 36, whichever gives the
next incremental pay increase to Grade 10.
Appeal process
In the event of the Line Manager assessing a portfolio as “requires further
development” and where the Social Worker has a difference of opinion on the
assessment and feedback received, they may submit in writing to their applicable
Principal Manager (Children’s) or Head of Health and Social Care Practice (Adults’)
setting out the reasons for appeal.
This must be done within 10 working days of receiving notification by the Line
Manager who assessed the portfolio. The decision of the applicable Principal Manager
or Head of Health and Social Care Practice will be final.
Appendices:
Appendix
Appendix
Appendix
Appendix
Appendix
Appendix
2
1:
2:
3:
4:
5:
6:
Resources/electronic links and suggested reading
Portfolio checklist
Social Worker’s self-assessment
Learning agreement
Template for direct observation
Template for assessment by line manager report
Progression between levels, The College of Social Work 2012
Appendix 1:
Resources from the College of Social Work:
The College for Social Work:
http://www.collegeofsocialwork.org
The Professional Capabilities Framework:
PCFfancolour.pdf
Developing your social work practice using the PCF; Integrated Critical analysis and
reflective practice:
PCF21IntegratedCriticalReflectivePractice(1).pdf
Progression between PCF levels:
progression-between-levels-may2012.doc
Understanding what is meant by Holistic Assessment:
holistic-assessment.pdf
Principles for gathering and using feedback from people who use services and those
who care for them:
SUandCarerFeedbackPCF20.pdf
PCF Capabilities, experienced social worker level:
PCF12NOVExperienceSocialWorkerLevelCapabilities.pdf
Table showing capability statements for different levels:
PCF6Full-table-Qualifying-to-experienced-level08032012.pdf
Sources of further information and guidance:
Department for Education:
http://www.education.gov.uk/childrenandyoungpeople/social/developing/a00211051/asye
Skills for Care:
http://www.skillsforcare.org.uk/socialwork/introductionsw.aspx
Health and Care Professions Council – CPD pages:
http://www.hpc-uk.org/registrants/cpd/
Social Care Institute for Excellence:
http://www.scie.org.uk/index.aspx
Centre for Excellence in Outcomes for Children: policy and practice examples:
www.c4eo.org.uk/
Research in Practice:
http://www.rip.org.uk/
Department of Health:
http://www.dh.gov.uk/en/index.htm
West Sussex Learning and Development Gateway:
http://www.westsussexcpd.co.uk/cpd/default.asp?sid
Appendix 2:
Portfolio Checklist
Evidence
Confidentiality statement
Social worker’s SelfAssessment (Appendix 3)
Learning agreement
(Appendix 4)
Critical career review
(1,500 words)
Critical self-evaluation.
(1,500 words)
3 x reflective commentaries
(1,500 words each)
(if you have completed the
BIA, or AMHP modules only 1
reflective commentary is
required)
3 x direct observations of
practice, including one by an
alternative assessor
(Appendix 5)
Up to date CPD profile
http://www.hpcuk.org/registrants/cpd/
Feedback from Service Users
and Carers – minimum of 3
plus statement by social
worker
Performance Development
Review
Supervision verification log
2 case file audits
Assessment by line manager
(Appendix 6)
Included
Yes/No
Standard
achieved
Comments/further
evidence needed
Appendix 3:
Self-assessment template for social workers prior to embarking on CPD portfolio
This form is intended for electronic completion. Answer spaces will expand to accommodate text.
Professionalism - Experienced Social Worker - Social workers are members of an internationally recognised profession,
a title protected in UK law. Social workers demonstrate professional commitment by taking responsibility for their conduct,
practice and learning, with support through supervision. As representatives of the social work profession they safeguard its
reputation and are accountable to the professional regulator.
Capability Statement
Options for meeting identified learning needs
Be able to meet the requirements of the professional regulator
HCPC registration and CPD profile
Model the social work role, set expectations for others and contribute
to the public face of the organisation.
Expect supervision that covers practice, organisational and
management aspects of role, applying critical reflection throughout
Model and help others to demonstrate professionalism
Model and help others with effective workload management skills
Model and help others to maintain professional/personal boundaries
and skilled use of self
Maintain awareness of own professional limitations and knowledge
gaps. Establish a network of internal and external colleagues from
whom to seek advice and expertise.
Contribute to a learning environment for self, team and, colleagues
Recognise and seek ways to promote well-being for team and
colleagues
Promote up to date expectations about practice norms, identifying and
helping resolve poor practice issues.
Values & Ethics - Experienced Social Worker - Social workers have an obligation to conduct themselves ethically and to
engage in ethical decision-making, including through partnership with people who use their services. Social workers are
knowledgeable about the value base of their profession, its ethical standards and relevant law.
Capability Statement
Options for meeting identified learning needs
Demonstrate confident and critical application of professional ethical
principles to decision-making and practice, supporting others to do so
using a legal and human rights framework
Model and support others to reflect on and manage the influence and
impact of own values on professional practice
Provide guidance and support to analyse, reflect on and work with
ethical dilemmas
Demonstrate confident application of an understanding of the benefits
and limitations of partnership work, support others to do so, and
promote service user and carer participation in developing service
delivery
Promote and advance wherever possible individual’s rights to
autonomy and self-determination, providing support, guidance and
challenge to others.
Demonstrate skills in the sensitive exploration of issues of privacy and
information-sharing in complex or risky situations, offering support and
guidance to colleagues in managing such these dilemmas
Diversity - Experienced Social Worker - Social workers understand that diversity characterises and shapes human
experience and is critical to the formation of identity. Diversity is multi-dimensional and includes race, disability, class,
economic status, age, sexuality, gender and transgender, faith and belief. Social workers appreciate that, as a consequence
of difference, a person’s life experience may include oppression, marginalisation and alienation as well as privilege, power
and acclaim, and are able to challenge appropriately.
Capability Statement
Inform, guide and model good practice in the application of
understanding of identity and diversity to practice; identifying and
taking up issues when principles of diversity are contravened in the
organisation
Model critically reflective practice and support others to recognise and
challenge discrimination, identifying and referring breaches and
limitations in the ability of your own or other organisations’ ability to
advance equality and diversity and comply with the law
Demonstrate and model the effective and positive use of power and
authority, whilst recognising and providing guidance to others as to
how it may be used oppressively
Options for meeting identified learning needs
Rights, Justice & Economic Wellbeing - Experienced Social Worker - Social workers recognise the fundamental
principles of human rights and equality, and that these are protected in national and international law, conventions and
policies. They ensure these principles underpin their practice. Social workers understand the importance of using and
contributing to case law and applying these rights in their own practice. They understand the effects of oppression,
discrimination and poverty.
Capability Statement
Options for meeting identified learning needs
Provide guidance and challenge to others about applying the principles
of social justice, social inclusion and equality to decision-making.
Demonstrate ability to interpret and use current legislation and
guidance to protect and/or advance peoples’ rights and entitlements,
balancing use of different legislation to achieve the best outcomes;
support colleagues (both inside and outside the organisation) to do so
Be able to communicate legislative issues to other professionals and
agencies
Model best practice in applying human and civil rights, providing
support to others and challenge where required
Support others to enable individuals to access opportunities that may
enhance their economic status (e.g. education, work, housing, health
services & welfare benefits)
Promote access to independent advocacy, ensuring best practice and
critical review, and contribute to the evaluation of independent
advocacy
Knowledge - Experienced Social Worker - Social workers understand psychological, social, cultural, spiritual and physical
influences on people; human development throughout the life span and the legal framework for practice. They apply this
knowledge in their work with individuals, families and communities. They know and use theories and methods of social work
practice.
Capability Statement
Options for meeting identified learning needs
Develop knowledge in one or more specialist areas of your practice.
Expand your knowledge to inform the connections between this and
other settings or areas of practice
Demonstrate knowledge and application of appropriate legal and policy
frameworks and guidance that inform and mandate social work
practice. Apply legal reasoning, using professional legal expertise and
advice appropriately, recognising where scope for professional
judgement exists
Demonstrate and apply to practice a working knowledge of human
growth and development throughout the life course
Recognise the short and long term impact of psychological, socioeconomic, environmental and physiological factors on people’s lives,
taking into account age and development, and how this informs
practice
Recognise how systemic approaches can be used to understand the
person-in-the-environment and inform your practice
Acknowledge the centrality of relationships for people and the key
concepts of attachment, separation, loss, change and resilience
Understand forms of harm and their impact on people, and the
implications for practice, drawing on concepts of strength, resilience,
vulnerability, risk and resistance, and apply to practice
Demonstrate a critical knowledge of the range of theories and models
for social work intervention with individuals, families, groups and
communities, and the methods derived from them
Demonstrate a critical understanding of social welfare policy, its
evolution, implementation and impact on people, social work, other
professions, and inter-agency working
Recognise the contribution, and begin to make use, of research to
inform practice
Demonstrate a critical understanding of research methods
Value and take account of the expertise of service users,
carers and professionals
Critical Reflection & Analysis - Experienced Social Worker - Social workers are knowledgeable about and apply the
principles of critical thinking and reasoned discernment. They identify, distinguish, evaluate and integrate multiple sources of
knowledge and evidence. These include practice evidence, their own practice experience, service user and carer experience
together with research-based, organisational, policy and legal knowledge. They use critical thinking augmented by creativity
and curiosity.
Capability Statement
Options for meeting identified learning needs
Draw on a wide range of evidence sources to inform decision making
Ensure hypotheses and options are reviewed to inform judgement and
decision making
Start to provide professional opinion
Intervention & Skills - Experienced Social Worker - Social workers engage with individuals, families, groups and
communities, working alongside people to assess and intervene. They enable effective relationships and are effective
communicators, using appropriate skills. Using their professional judgement, they employ a range of interventions:
promoting independence, providing support and protection, taking preventative action and ensuring safety whilst balancing
rights and risks. They understand and take account of differentials in power, and are able to use authority appropriately.
They evaluate their own practice and the outcomes for those they work with.
Capability Statement
Options for meeting identified learning needs
Communicate skilfully and confidently in complex or high risk
situations. Model and help others to develop communication skills
Sustain and model engagement with people in fluctuating
circumstances and capacities, including where there is hostility and
risk.
Be able to gather information quickly and effectively so as to inform
judgement for interventions including in crises, and in response to
challenge, or in the absence of complete information.
Use assessment procedures discerningly so as to inform judgement
Maintain and expand a range of frameworks for assessment and
intervention
Demonstrate skilled use of a range of frameworks for assessment and
intervention
Actively support and initiate community groups and networks, including
professional ones
Contribute to the development of the organisations information
strategy and systems
Model and help others with appropriate information sharing
Model and help others to manage changing circumstances
Recognise and appropriately manage the authority inherent in your
position
Anticipate, assess and manage risk, including in more complex cases,
and support others to develop risk management skills
Undertake assessment and planning for safeguarding in more complex
cases, and help others with safeguarding skills
Contexts & Organisations - Experienced Social Worker - Social workers are informed about and pro-actively responsive
to the challenges and opportunities that come with changing social contexts and constructs. They fulfil this responsibility in
accordance with their professional values and ethics, both as individual professionals and as members of the organisation in
which they work. They collaborate, inform and are informed by their work with others, inter-professionally and with
communities.
Capability Statement
Options for meeting identified learning needs
Keep abreast of changing contexts at local and national level, and take
account of these in practice
Demonstrate the ability to work within your own organisation, and
identify and begin to work with the relationship between the
organisation, practice and wider changing contexts
Work to and explain the relevant legal structures in the organisation,
including basic case law; know when and how to access support and
appropriate legal advice and consultation
Explore, and identify how organisational practice can support good
social work practice
Keep abreast of changing roles in the organisation; recognise, value
and engage with other specialist perspectives
Be confident about your role in the team, working positively with
others; draw on and contribute to team working and collaborative
support wherever possible
Take an active role in inter-professional and inter-agency work,
building own network and collaborative working.
Professional Leadership - Experienced Social Worker - The social work profession evolves through the contribution of
its members in activities such as practice research, supervision, assessment of practice, teaching and management. An
individual’s contribution will gain influence when undertaken as part of a learning, practice-focused organisation. Learning
may be facilitated with a wide range of people including social work colleagues, service users and carers, volunteers, foster
carers and other professionals.
Capability Statement
Options for meeting identified learning needs
Contribute to organisational developments.
Play leading role in practice development in the team and help sustain
a learning culture.
Provide supervision to colleagues as organisation determines. Support
others to manage and prioritise work
Assess and manage the work of social work students and ASYE.
Practice Educator Standards Stage 2: Domain B & C (see also
capability 1)
Appendix 4:
WEST SUSSEX COUNTY COUNCIL
CPD Portfolio Learning Agreement
This form is intended for electronic completion. Answer spaces will expand to
accommodate text. It is recommended that you save copies each time the form
is updated.
Social worker
HCPC registration no:
Date of qualification
Workplace/team
Telephone number
Email address
Name of line manager
Telephone number
Email address
Name of
Service/Operations
Manager
Telephone number
Email address
Date portfolio commenced
Date for final submission of
evidence
Brief Description / Profile of Team(To be completed by candidate)
e.g. key services provided, target service user profile(s), community profile,
staffing profile.
1. Supervision
Further information can be found in the Standards for Employers and Supervision
Framework accessible at www.local.gov.uk/social-worker-standards
Supervision will be provided
by:
Frequency of supervision
Agenda to include:
2. Disability and Equality Arrangements
[Special Educational Needs and Disability Act (2001) & Equality Act
(2010) requirement]
Any specific needs or circumstances to be taken into account
Does the candidate consider that he or she has any disability or specific
learning needs that need to be taken into consideration in relation to
completion of the portfolio? Yes/No
If yes, these should be outlined above.
3. Protected development time
Set out here any
arrangements in place for
CPD, including study time
allowed and when it can
be taken
Changes and actions
agreed at the six month
review
4. Assessment
a. Direct Observation of Practice
Dates by which direct observation of practice will be undertaken and by
whom
DOP 1
Observer
To be completed by
DOP 2
Observer
To be completed by
DOP 3
Observer
To be completed by
How will the social
worker prepare for
direct observation of
practice, feedback and
evaluation?
Arrangements for
verbal and written
feedback, including
timescale.
b. Evidence
Dates by which items of evidence will be completed
Critical career review
Critical self-evaluation
Reflective
commentaries
1.
2.
3.
CPD Profile
c. Feedback from service users and carers
Arrangements agreed between social worker and line manager to identify and
obtain feedback from service users, carers etc.
d. Case file audit
Arrangements for undertaking casefile audit and provision of feedback.
Assessment process
Clarify how the social
worker and line
manager will deal
with any
disagreements over
decisions
Agreement summary
Date of completion of
agreement
We confirm the arrangements set out in this agreement:
Social Worker
Line manager
Appendix 5:
WEST SUSSEX COUNTY COUNCIL
Direct observation templates
This form is intended for electronic completion. The answer spaces will expand to
accommodate text.
Social Worker
Name & role of observer
Date & setting of
observation
Section 1 – Social Worker to complete3
Complete boxes 1 and 2 before the observation
1. Brief background to observed contact between yourself and the
service user
2. Planning for intervention
4
Complete boxes 3 and 4 after the observation
3. Brief description of the intervention5
3
See guidance note 1
See guidance note 3
5
See guidance note 4
4
4. Reflections on the observed practice
6
Complete boxes 5 and 6 after reading the observer’s report
5. Critical reflection and professional development7
6. Comments and reflections on the feedback given by the observer
Social Worker’s signature:
Date:
6
See guidance note 5
See guidance note 6
8
See guidance note 2
7
8
Section 2 - Observer to complete after the direct observation
Please provide information to support your assessment of the direct observation;
reference can be made to the nine domains where relevant. You are not
required to make a comment against each domain but can identify
strengths and areas for development (including reference to individual capability
statements where there are areas for development).
Holistic assessment of the candidate’s capability demonstrated in the
direct observation of practice (up to 300 words)
Domain 1 Professionalism
Social workers are members of an internationally recognised profession, a title
protected in UK law. Social workers demonstrate professional commitment by
taking responsibility for their conduct, practice and learning, with support
through supervision. As representatives of the social work profession they
safeguard its reputation and are accountable to the professional regulator.
Domain 2 Values and ethics: apply social work ethical principles and
values to guide professional practice
Social workers have an obligation to conduct themselves ethically and to engage
in ethical decision-making, including through partnership with people who use
their services. Social workers are knowledgeable about the value base of their
profession, its ethical standards and relevant law.
Domain 3 Diversity: recognise diversity and apply anti-discriminatory
and anti-oppressive principles in practice
Social workers understand that diversity characterises and shapes human
experience and is critical to the formation of identity. Diversity is
multidimensional and includes race, disability, class, economic status, age,
sexuality, gender and transgender, faith and belief. Social workers appreciate
that, as a consequence of difference, a person’s life experience may include
oppression, marginalisation and alienation as well as privilege, power and
acclaim, and are able to challenge appropriately.
Domain 4 Rights, justice and economic wellbeing: advance human
rights and promote social justice and economic well-being
Social workers recognise the fundamental principles of human rights and
equality, and that these are protected in national and international law,
conventions and policies. They ensure these principles underpin their practice.
Social workers understand the importance of using and contributing to case law
and applying these rights in their own practice. They understand the effects of
oppression, discrimination and poverty.
Domain 5 Knowledge: apply knowledge of social sciences, law and
social work practice theory
Social workers understand psychological, social, cultural, spiritual and physical
influences on people; human development throughout the life span and the legal
framework for practice. They apply this knowledge in their work with individuals,
families and communities. They know and use theories and methods of social
work practice.
Domain 6 Critical reflection and analysis: apply critical reflection and
analysis to inform and provide a rationale for professional decisionmaking
Social workers are knowledgeable about and apply the principles of critical
thinking and reasoned discernment. They identify, distinguish, evaluate and
integrate multiple sources of knowledge and evidence. These include practice
evidence, their own practice experience, service user and carer experience
together with research-based, organisational, policy and legal knowledge. They
use critical thinking augmented by creativity and curiosity.
Domain 7 Intervention and skills: use judgement and authority to
intervene with individuals, families and communities to promote
independence, provide support and prevent harm, neglect and abuse
Social workers engage with individuals, families, groups and communities,
working alongside people to assess and intervene. They enable effective
relationships and are effective communicators, using appropriate skills. Using
their professional judgement, they employ a range of interventions: promoting
independence, providing support and protection, taking preventative action and
ensuring safety whilst balancing rights and risks. They understand and take
account of differentials in power, and are able to use authority appropriately.
They evaluate their own practice and the outcomes for those they work with.
Domain 8 Contexts and organisations: engage with, inform, and adapt
to changing contexts that shape practice. Operate effectively within own
organisational frameworks and contribute to the development of
services and organisations. Operate effectively within multi-agency and
inter-professional partnerships and settings.
Social workers are informed about and pro-actively responsive to the challenges
and opportunities that come with changing social contexts and constructs. They
fulfil this responsibility in accordance with their professional values and ethics,
both as individual professionals and as members of the organisation in which
they work. They collaborate, inform and are informed by their work with others,
inter-professionally and with communities.
Domain 9 Professional leadership: take responsibility for the
professional learning and development of others through supervision,
mentoring, assessing, research, teaching, leadership and management
The social work profession evolves through the contribution of its members in
activities such as practice research, supervision, assessment of practice, teaching
and management. An individual’s contribution will gain influence when
undertaken as part of a learning, practice-focused organisation. Learning may be
facilitated with a wide range of people including social work colleagues, service
users and carers, volunteers, foster carers and other professionals.
Action plan following the direct observation (if applicable)
Have areas of development/learning needs been identified? What action needs to
be taken to address these? Are they any other outstanding issues?
Service user feedback (if applicable)
Observer’s signature:
Date:
GUIDANCE on the Direct Observation Template
1. Preparation for the direct observation of practice:
1.1.
The SW and observer should plan the direct observation and agree
objectives and assessment criteria for the observation (what do they want to
achieve in the intervention and there any specific capabilities, identified as
areas for development or concern, they would like the observer to focus on
and provide feedback). The SW should complete and share boxes 1 and 2 of
the SW form (section 1) with the observer as part of the preparation for the
observed session.
1.2.
Wherever possible the service user(s)/carer involved should be asked if
they are willing to be part of the process. If they agree, it is the responsibility
of the observer and the candidate to ensure that the service user/carer is
given the opportunity to comment on the SW’s capabilities, and/or for the
service user to be given feedback about the SW and assessor’s own
assessment. Not all service users will be able to or want to be involved in the
process; others will be willing to contribute and be part of the assessment
process. The observer and candidate will need to plan how this is managed
using their knowledge of or/and relationship with the service user wherever
possible to ensure that this is comfortable for all concerned
1.3.
SW and observer should agree and clarify the role of the observer during
the intervention: how will they be introduced, under what circumstances, if
any, will they intervene.
1.4.
SW and observer should agree what happens after the observation—how
and when will feedback be given, what reports/documents need to be
completed by the SW and observer and by when.
2. The SW should have the opportunity to reflect and comment on the observer’s
report (box 6).
3. Planning for intervention
Questions you might want to think about:
 How did you prepare for this intervention?
 What is your purpose, role and responsibility.
 What outcomes or objectives do you want to achieve? (These can be linked to
areas for development identified in reviews, supervision or previous
observations).
4. Brief description of the intervention
Questions you might want to think about:
 What happened, what was achieved?
 Describe your role and the action of others.
5. Reflections on the observed practice
Questions you might want to think about:
 What went well?
 How did you know it had gone well?
 Were the outcomes achieved?
 What action do you need to take next in this intervention?
 How did you feel generally and about being observed?
 What key points have you learnt from this experience?
 Were there any surprises for you in this observation?
6. Critical reflection and professional development
Questions you might want to think about:
 Bearing in mind the Experienced Social Worker capabilities and level
descriptor, have you identified or confirmed any specific areas for further
development? (cross reference to capability statements if required)
 How do you intend to address these areas of development?
 What support do you require?
Appendix 6:
WEST SUSSEX COUNTY COUNCIL
Holistic Assessment using the Professional Capabilities Framework
Assessment Report Template
Assessor MUST be a registered Social Worker
This form is intended for electronic completion. Answer spaces will expand to
accommodate text. It is recommended that you save copies each time the form
is updated.
SECTION 1: Summary of assessment and supporting evidence
Details of work base
Social Worker
Line Manager
Service/Operations
Manager
Work-base details
Adults
(delete as applicable) Children

Field


Day

Residential

Team name/Agency
Dates portfolio
commenced
FINAL ASSESSMENT See Section 2 for holistic assessment report
Recommendation
Evidence of
evidence
Experienced
required:
level (as defined
within PCF):
signature
Social Worker
signature
Service/Operations
Manager signature
Date
Further
practice at
Social Worker
Line Manager
Yes/no
Yes/no
SECTION 2: Assessment Report
Holistic assessment
PCF level descriptor (use the description below to make a judgement about
the social worker’s progression from social worker to experienced social worker)
Experienced social workers are more autonomous in their role. They
demonstrate expert and effective practice in complex situations, assessing
and managing higher levels of risk, striking a balance between support and
control, liaising with a wide range of professionals, including more senior
levels. They manage complex caseloads, and offer expert opinion within the
organisation and to others. They chair a range of meetings, offer expert
support to case conferences, and produce high quality assessments and
reports for a range of functions. They model good practice, setting
expectations for others. They start to take responsibility and be accountable
for the practice of others, mentoring newly qualified social workers and
supervising the work of junior staff. They undertake capacity-building with
individuals, families, communities, user groups and voluntary organisations,
and contribute their views on service provision to commissioners.
Please provide an overall judgement of the social worker’s professional
capability with reference to the level descriptor for experienced social worker,
taking into account:
 Capability across all nine domains of the PCF
 Progressive assessment of the candidate’s capability
 Any factors that may have affected the social worker’s practice
(Guideline approx 500 words )
Feedback on overall capability
Social worker’s comments on assessment
(Guideline approx 300 words)
Service/Operations Manager’s comments on the
assessment (Guideline approx. 200 words)