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INTO THE WORKFORCE

INTO THE WORKFORCE. A study of new social work graduates Funded under the Department of Health Social Care Workforce Research Initiative Published 2011 -6 intake. DATA SOURCES.  Online surveys  302 first-year graduates in 2008/9 (of whom 133 responded again in 2009/10 )

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INTO THE WORKFORCE

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  1. INTO THE WORKFORCE • A study of new social work graduates • Funded under the Department of Health • Social Care Workforce Research Initiative • Published 2011 • -6 intake

  2. DATA SOURCES •  Online surveys • 302 first-year graduates in 2008/9 • (of whom 133 responded again in 2009/10) • 162 first-year graduates in 2009/10 • 56 Directors of Children’s or Adult services • (compared against responses from 47 Directors in 2006) •  Face-to-face • 23 interviews with line managers of new social work graduates • Five focus groups with senior educators • Two focus groups with service users and carers •  Analytical abilities

  3. THE GOOD NEWS • Almost all NQSWs enjoying their jobs • Two-thirds believe they are ‘making a real difference to the wellbeing of service users’ • rising over time •  Self-evaluation improving over time •  Three-quarters overall feel well-prepared by their degree studies • depends on workplace! •  Strong, persistent altruistic motivations generally fulfilled by social work practice •  Stimulating and varied work day-to-day also key benefits • a worthwhile job

  4. APPLYING FOR A JOB:SIGNS TO LOOK OUT FOR • Supportive line manager •  Friendly team •  Respect for social work values  opinions and wishes of service users and carers •  Contact time •  building constructive relationships •  Organisational culture that encourages sharing of knowledge and expertise

  5. APPLYING FOR A JOB:QUESTIONS TO ASK • Supervision policy • minimum monthly for experienced workers • more frequently for NQSWs •  opportunity for reflection • Employer Induction programme for all new social care workers • processes and procedures • IT • Personal Development Plan • Effective inter-agency liaison •  Information about local services and resources • Few unfilled vacancies

  6. SUPPORT FOR NQSWs •  Reflective supervision (possibly additional sessions) • Reduced caseload, less complex cases • Protected development time •  Shadowing • more experienced SWs • other professionals •  Joint-working with more experienced colleagues on more complex, high-risk cases • Peer supervision • Practice observation

  7. GAPS IN NSQW KNOWLEDGE • “Wish you knew more about?” • dealing with hostility, aggression or conflict • assessing risk •  “Expected to know more than you did?” • preparing reports for legal proceedings •  child protection •  adult protection/safeguarding •  mental health conditions and their likely progress •  refugees and asylum seekers

  8. TENSIONS ABOUT QUALIFICATIONS READINESS TO PRACTISE • EducatorsEmployers • Broad base of Functionally ready • transferable abilities • Expectations have risen since introduction of social work degree • especially in Children’s services • But general agreement about requirements  interpersonal skills  communication skills  analytical abilities  values NQSWs

  9. WHAT YOU SHOULD OFFER •  Personal resilience •  Keenness to learn, develop and improve •  Reflectiveness and self-awareness •  Responsive to service users, especially in times of crisis •  Empathy • Up-to-date knowledge of legislation and policy • your legal remit as a social worker • Good writing skills •  Analytical abilities

  10. FINALTHOUGHTS •  Creating relationships depends on good communications • Remember the theory you learned at university • how are you putting theory into practice? •  what help can you find? •  understanding situations from a theoretical perspective • Respect the skills, expertise and responsibilities of other professionals •  You are entitled to look for opportunities to increase and develop your knowledge and skills • a gradual and never-ending process

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