ACS & CYP Workforce Development
We support professionals and teams to build their skills, knowledge, confidence and resilience
Children and Young People’s Services
ASYE
Assessed and Supported Year in Employment
Knowledge and Skills
Information guidance
for managers, supervisors and NQSWs
Cohort 2016/17
CONTENTS
PAGE
Key Contacts
3
Introduction
4-5
ASYE Assessment
6
Professional Capabilities Framework
(PCF)
7
PCF self-assessment tool
Knowledge and Skills Statements for
child and family social work
8
KSS self-assessment tool
Reviews
Evidence for assessment
9
KSS, PCF and professional
development guidance matrix.
Contents of Evidence for Folder
10
The final assessment decision
ASYE outcomes
11
Certification
Documents required by WFD
ASYE Candidate Journey
12
Template Documentation
Academic Post Qualifying Study
13
The Framework for Continuing
Professional Development (CPD)
Cohort 2016/17 v2
Key Contacts
Lorraine Willoughby
Workforce Development
Advisor
Nicci Kenny
Workforce Learning &
Development Consultant
Rachel Whitmore
Business Support Officer
ASYE
Coordinator
(CYPS)
[email protected] 01473
265050
NQSW
Facilitator
(CYPS)
[email protected]
01473
265099
ACS & CYPS
ASYE
Administrator
[email protected]
01473
265010
Workforce
Development
Business Support
3
Introduction
What is the Assessed and Supported Year in Employment?
The ASYE is for registered Newly Qualified Social Workers (NQSW) who have successfully
completed a recognised social work degree programme no more than two years before the start of
ASYE. The programme is an effective means of promoting growth and development in the first
year of employment and linked with the Professional Capabilities Framework (PCF) (Page 7) and
Knowledge and Skills Statements (KSS) (Page 8).
How does ASYE begin?
1. Practice Managers should notify Workforce Development that an NQSW has started. This
enables WFD to welcome the NQSW and send them an ASYE registration/Information
form. Once returned, WFD notify the Department for Education to register the NQSW on
the programme.
2. An NQSW’s start date begins when they are both employed in a social work post and are
Health and Care Professional Council (HCPC) registered, so each person’s year will vary. It
informs induction, probation and performance management processes, but does not
replace it.
3. At the commencement of the ASYE there will be a 3-way Learning Agreement meeting with
the NQSW, ASYE Assessor/Supervisor and the WFD Learning & Development Consultant.
The completed and signed Learning Agreement should be electronically sent to WFD
Business Support.
The agreement clarifies the professional and managerial roles in supervision and assessment and will
describe how the employer will support the NQSW through the following:
Reflective supervision
Weekly for first six weeks of employment, then at least fortnightly for the
remainder of the first six months, and a minimum of monthly thereafter
Workload
Normally over the course of the year 90% of what is expected of a confident
social worker in the same role in their second or third year of employment,
weighted over the course of the year by things such as case complexity, risk and
growing proficiency. CYPS Leadership Group have agreed that NQSWs will not
hold more than 15 cases (children) in the first 6 months of practice, after which
this may increase to 20 cases until their AYSE is complete.
Personal development
progression plan
Will be reviewed at 3, 6, 9 and 12 months with the Assessor/Supervisor and
NQSW and linked to the PCF and Knowledge and Skills Statements
Protected time for personal
development
Equates to 10% over the year (for example 10% of 37hr week = 3.7hrs each
week). This will be pro rata for Part Time NQSWs. Use flexibly to meet personal
development and service need. This to be discussed with supervisor and entered
into Learning Agreement
4. Reviews will be carried out at 3, 6 and 9 months to align and potentially assist with current
probationary periods, leading to a final assessment decision at around the 12 month stage.
(12 month review to plan forward for Year 2) WFD Learning & Development Consultants
will attend the 6 month review and 9 month if required. All reviews will be linked to the
Professional Capabilities Framework (PCF) and Knowledge and Skills Statements
5. The NQSW will attend mandatory monthly ASYE professional development groups (located
around the county) which are facilitated by WFD Learning & Development Consultants
whose feedback will help to inform final assessment decisions.
Cohort 2016/17 v2
6. NQSWs will be expected to complete ASYE in twelve months. For part-time staff, some
pro-rata adjustment will be made and this should be recorded in the Learning Agreement by
the Manager / supervisor.
7. An operational decision has been agreed that NQSWs will also be assigned a buddy /
mentor to support you in becoming familiar with the Signs of Safety framework and practice.
Whilst they will not be directly responsible for your supervision, this person will be
experienced in using this approach and you will have the opportunity to shadow them and
seek advice and guidance on how this can inform your own practice during your first 3
months of your employment.
5
ASYE Assessment
Professional Capabilities Framework and Knowledge and Skills Statements
The Professional Capabilities Framework is the method by which the ASYE assessment is made.
ASYE is a measure of professional capability; employers will be responsible and accountable for
their assessment decisions and outcomes and will be undertaken by a registered social worker
qualified more than 2 years, who is also familiar with the NQSWs progress.
The Framework sets out the profession’s expectations of what a social worker should be able to
do at each stage of their career and professional development. It is a generic framework that
applies to all social workers in all settings. It is a professional, rather than an occupational
framework.
The standards for ASYE are fully integrated into the PCF. Evidence will be built up and reviewed
over the year rather than focussing on a “single point” of assessment to show sufficiency in
essential skills, knowledge and values that cover the whole of the PCF at ASYE level.
Achievement should be assessed against the capability statements, based on a holistic approach
to assessment.
Knowledge and Skills Statements
In November 2014 Government Social Work reform introduced the Knowledge and Skills
Statement (KSS) of what a child and family social worker needs to be able to do at the end of their
first year of practice. The government are planning to use the Knowledge and Skills to develop a
new Approved Child and Family Practitioner (ACFP) status test which they are piloting early in
2015. It is not government's intention that the KSS statement should replace the PCF. If you
want to know more about this, see the link below
Consultation on knowledge and skills for child and family social work: government response
Cohort 2016/17 v2
Professional Capabilities Framework
The ASYE assessment is made against the 9 Domains of the PCF below:
PROFESSIONALISM - Identify and behave as a professional social worker, committed to professional development
VALUES AND ETHICS - Apply social work ethical principles and values to guide
professional practice
DIVERSITY - Recognise diversity and apply anti-discriminatory and anti-oppressive
principles in practice
RIGHTS, JUSTICE AND ECONOMIC WELLBEING - Advance human rights and promote social justice and economic
wellbeing
KNOWLEDGE - Apply knowledge of social sciences, law and social work practice theory
CRITICAL REFLECTION AND ANALYSIS - Apply critical reflection and analysis to inform and provide a rationale for
professional decision-making
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
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 settings
PROFESSIONAL LEADERSHIP - Take responsibility for the professional learning and development of others through
supervision, mentoring, assessing, research, teaching, leadership and management
Use of the PCF self-assessment supports the review discussion with the manager and/or assessor
and informs the Personal Development plans. (See page 12 for document)
When an NQSW begins in post, they should undertake the PCF Self-Assessment for End of
Qualifying level. This should provide a baseline for where they are at the beginning of their year.
This is brought to the Learning Agreement meeting as it will assist in identifying gaps in knowledge
and practice for their Initial Professional Development Plan.
Thereafter the ASYE Level should be used for the 6 month review and final assessment report.
PCF Self-Assessment
End of
Qualifying level
ASYE level
2012-08-01 PCF Self
2012-08-15 PCF self
Assessment- ASYE.DOC
assess- End of Qualifying.doc
7
Knowledge and Skills Statements for child and family social work
There are ten KS statements that a child and family social worker should be able to do effectively
by the end of their first year. It is intended to help close the gap between study and practice for
NQSWs, and equip them more effectively for the challenging work faced in their first year and
beyond.
The Statements reflect the day to day professional practice that an NQSW will be engaged in. The
assessment of the Knowledge and Skills is made against the nine domains of the PCF.
Knowledge and Skills 10 Statements
1
Relationships and effective direct work
2
Communication
3
Child development
4
5
Adult mental ill health, substance misuse, domestic abuse, physical ill health and
disability
Abuse and neglect of children
6
Child and family assessment
7
Analysis, decision-making, planning and review
8
The law and the family and youth justice systems
9
The role of supervision
10
Organisational context
Within each of the ten statements, there are more detailed descriptors of what an NQSW is
expected to meet to evidence their understanding, professional judgement and progression in
practice. The descriptors are in the K&S CYPS Self-Assessment below.
Use of the Knowledge and Skills self-assessment tool will assist with reviewing progress against
the descriptors within each statement
K&S CYPS Self
Assessment
K&S CYPS self
assessment.doc
Both the PCF and K&S Self Assessments must be completed ready for the Learning Agreement, 6
and 9 months – but can be used at any other stage.
Cohort 2016/17 v2
Reviews
These will be carried out at three, six and nine months, to align and potentially assist with
current probationary periods, leading to a final assessment decision at around the 12 month stage.
We advise that the final assessment report takes place at 11 months with folder being fully
completed and submitted so that it can be moderated at the end of the ASYE year.
WFD Learning & Development Consultants will attend the 6 month review and 9 month if required.
All reviews will be linked to the PCF and Knowledge and Skills Statements. Signed copies of the 6
month review must be forwarded to the WFD Business Support administrator to notify Department
for Education of progress.
Evidence for assessment
Evidence should be gathered from a range of work against the Knowledge and Skills Statements
and must be sufficient to demonstrate how the NQSW has met the nine PCF domains at ASYE
level. It must demonstrate the NQSW’s development and progression over the year.
Below is a matrix with guidance examples where the Knowledge and Skills, PCF and professional
development & training cross over.
KSS-PCF Training
Matrix guidance examples.docx
9
NQSWs to produce a Folder of Evidence to show sufficient verification of progression and
capability across the year in the following:
SECTION
1
CONTENTS OF EVIDENCE
NQSW Front Sheet Detail
2016-01-01 NQSW
Front Sheet Detaill.docx
2
Confidentiality Statement
Confidentiality
Statement branded docx.docx
3
Attendance Sheet for ASYE Groups (Signed)
Attendance Sheet
branded.docx
4
Learning Agreement
5
7
PCF/KSS Self-Assessments (undertaken and discussed at the Learning Agreement and 6
month review and final assessment report points)
Personal Development Plans Initial / 3 months / 6 months / 9 months / final assessment
report
3 Month Review Report
8
6 Month Review Report
9
9 Month Review Report
10
Direct Observations x 3
At least one completed by ASYE Supervisor/Assessor
At least one PLANNED observation
Critical Reflective written piece / UEA assignment – 4000 words. Include UEA grade and
feedback.
6
11
Guidance for Critical
Reflective piece.docx
12
13
Final Assessment Report – completed by ASYE Supervisor/Assessor
This should also include Line Manager’s comment where manager is different from
supervisor
1. ASYE Assessor Verification Grid – Verification from the Assessor they have seen
NQSWs work products/professional documents across the year (E.g. assessments;
reports; any direct work or piece of practice undertaken as part of the NQSW’s role.
(4 pieces). N.B. One of these MUST be reflective supervision)
The documents do not need to be in the folder.
2. Evidence from learning from any relevant training – each with a front sheet
2015-09-20 ASYE
Front Sheet for Additional Evidence branded2 docx.docx
14
Additional Evidence b)
Feedback from Service Users gathered throughout the year (3-4 pieces)
Feedback from colleagues gathered throughout the year (3-4 pieces)
Cohort 2016/17 v2
The Final assessment decision
The final assessment decision should be made in a formal meeting of the Assessor and Line
Manager and endorsed by the Service Manager if in agreement. Completed folders of evidence,
including the signed Assessor’s Final Assessment Report and Line Manager Report (where the
manager is not also the ASYE assessor) can either be handed to the ASYE facilitator at the final
monthly workshop or left at reception in Endeavour House marked for WFD Business Support
Rachel Whitmore’s attention.
The Assessor’s Final report should be sent electronically to Workforce Development Business
Support to enable sign off from Department for Education that the NQSW has completed their
ASYE year.
Once the Final Assessment Reports are successfully signed off as a pass by your assessor /
supervisor and received by Workforce Development and your evidence has been internally
moderated and quality assured by the moderation panel you will be notified of your pass by WFD
Business Support.
Your folder will then be returned to you. Please keep your folder safe for two years as it may be
randomly selected for external moderation by the Eastern Regional ASYE Partnership.
ASYE outcomes
Employers will need to consider appropriate options for those who do not successfully complete
the ASYE. There will not be an opportunity to re-take the ASYE via a national programme or to
gain a certificate at a later stage. There is no direct link between registration, regulation and the
ASYE. For example, a Social Worker may fail ASYE yet remain registered with the Health and
Care Professionals Council. (HCPC)
Certification
From 15th December 2015 Certification will come from The Department for Education based on
the employer’s decision. Employers may need to defer an NQSWs final assessment due to
prolonged ill-health, maternity or parental leave, but not for issues of capability. Regular
professional and development reviews should help to identify any areas of concern in the early
months of employment with time to address these during the probation period and well before the
end of the ASYE year. It will continue to be a statutory requirement to evidence continual
professional development beginning with the ASYE to the HCPC.
Documents required by WFD
Completed and signed copies of the following documents should be electronically sent to WFD
Business Support administrator to notify Department for Education of progress:
 Learning Agreement
 6 month review
 Assessor’s Final Assessment Report
11
Time
Frame
ASYE CANDIDATE JOURNEY
Newly
Recruited
Managers advise ASYE Co-ordinator /
WDT of newly appointed NQSWs
DOCUMENTATION
Suffolk Registration / Information forms sent
from WDT to NQSW
WDT enrol NQSW with Department for
Education (CYPS) Skills for Care (ACS)
Week
One
LEARNING AGREEMENT
Suffolk ASYE
Learning Agreement.doc
SUPERVISION AGREEMENT
Week
One
Initial
3 months
6 months
9 months
12 months
NQSW ATTENDS MONTHLY ASYE
SUPPORT GROUPS
PERSONAL DEVELOPMENT PLAN
Learning and development opportunities
agreed between candidate and employer
Ongoing
through
the year
DIRECT OBSERVATIONS x 3
 By a range of examples of practice in
3 Months
6 Months
9 Months
REVIEWS OF PROGRESS
different settings
 At least ONE completed by ASYE
Supervisor/Assessor.
 At least ONE planned observation
Links with induction, probation and appraisal
processes, but does NOT replace them.
2016-04-18 App3
2014-10-03 SSOSWB 2016-04-18 App 1
SSOSWB Supervision SSOSWB
agreement.docx
Practitioner Supervision t
Supervision Policy v6.0.pdf.pdf
Suffolk Personal
Development Plan.doc
ASYE Direct
Observation Templates.doc
ASYE 3;6;9 mth
Review.doc
ASYE Interim
Review.doc
Interim Review (ONLY if concerns identified
with progress)
11
Months
Approx 1 month prior to completion,
NQSW prepares for final review.
Assessor makes preliminary judgements.
12 - 13
Months
Final Assessment
Folder of Evidence including final
assessment report to be submitted for
quality assurance and moderation. (Final
assessment report must also be emailed
to WFD)
Decision Outcome
Following moderation panel decision,
NQSW notified of outcome by WFD
WFD to sign off NQSW’s ASYE with
DfE
Cohort 2016/17 v2
CYP Assessor
verification
2016-10-20 Final
assessment report
Certificates applied for from DfE and once
received by WFD, posted to relevant Service
Manager
Academic post qualifying study and partnership working
Suffolk Social Care Services has an aspiration that social workers should have the opportunity to
achieve post qualifying (PQ) awards at Masters’ level through modular programmes.
It is required that NQSWs undertake the ASYE post qualifying module at UEA to complement their
professional ASYE year in employment. UEA operates September and January intakes for
January and June modules respectively, and information is located on CPD Online.
The framework for continuing professional development (CPD)
 Continuing professional development is essential to ensure that social workers remain up-to-date
with professional developments, and can adjust their practice in line with new evidence. The
Framework recognises learning can, and does, take place in a range of different ways and
circumstances. It is not always associated with a ‘course’ and the development need may be met
through a range of different activities.
 Outcomes of learning and career development routes are identified within the professional
capabilities framework (PCF) and Knowledge and Skills Statements (KSS) which will act as a
‘scaffold’ to inform the CPD requirements of any individual social worker. It should be used in
conjunction with any internal appraisal and supervision structures which help identify learning
requirements to support the social worker in meeting organisational as well as personal and
professional needs.
 Social workers will be supported by employers and expected to take professional responsibility
for developing their skills to a high professional level, through undertaking learning and
development activities over and above the core standards required for re-registration with HCPC.
One reason for undertaking CPD is to demonstrate that threshold standards of practice for reregistration are being met.
 This principle makes explicit the need for social workers to take responsibility for identifying and
meeting their individual professional needs. Learning activities will arise from everyday work, as
well as any other requirements imposed by external circumstances or organisational needs.
Professional social workers are expected to be proactive in identifying needs and ways of
meeting them.
 A wide range of learning and development activities should be promoted. Space for critical
reflection, learning from others and opportunities for access to research should be valued
alongside more structured training.
13