wwwww BASW Continuing Professional
Development (CPD) Policy
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Date: February 2012
Author: The Policy, Ethics and Human Rights Committee
Contact: Fran McDonnell, Policy Team
Email: [email protected]
BASW CPD Policy Contents wwwww
BASW Continuing Professional Development Policy
Purpose ...................................... 4
Definition..................................... 5
Statement ................................... 7
Appendix
England................................. 8
Northern Ireland .....................9
Scotland .............................. 11
Wales .................................. 12
References ............................... 14
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wwwww BASW CPD Policy Purpose
Purpose responsibility for their conduct, practice and learning, with support
through supervision. By doing this, social workers empower themselves
The purpose of this policy is to clarify what BASW considers to be the as professionals to progress and achieve their aims and goals, whether
professional rights and responsibilities of social workers in relation to they are working within an organisation or independently.2 Social workers
Continuing Professional Development (CPD) and the essential role that should continually develop the knowledge, skills and values required for
BASW has in supporting members with their development. CPD is vital to their own role and their professional and career development. They need
ensure that social workers provide quality services, develop their practice to proactively manage their own training and development needs as an
and achieve good outcomes for individuals, families and communities. integral part of their job.3
It is intended that the CPD policy and definition should apply to all UK Employers have a responsibility to actively provide learning
countries and social workers, whilst recognising that the context and opportunities to meet the professional development needs of social
requirements for re-registration are different in each country (A workers and to ensure they meet CPD requirements. These requirements
description of the context for each country is in the Appendix.). The policy may be defined in codes of practice, codes of ethics, regulatory
is primarily for social workers but is also important for employers and requirements, professional practice standards, practice governance
education and training providers. It covers the broad responsibilities of frameworks, professional capabilities frameworks, career structures and
employers and supervisors in supporting CPD for social workers. CPD frameworks, which contextualise social work practice in each
Social workers are members of an internationally recognised country.
profession, a title protected in UK law. The International CPD benefits employers as it provides better outcomes for people who
Federation of Social Workers (IFSW) has developed a Charter of Rights use services and improves recruitment and retention. Engaging in
for social workers. Two of the rights are access to opportunities for learning and development, linked to organisational and individual
lifelong learning and “career progression routes, which maintain priorities and objectives, supports service improvement. Employers
practice1.” should ensure there are planned and strategic approaches to learning
Social workers demonstrate professional commitment by taking and development, within a learning culture which is open and fair.4
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BASW CPD Policy Definition wwwww
Definition of CPD
Continuing Professional Development is an on-going, planned learning and development process,
which improves practice, contributes to lifelong learning and enables career progression.5 CPD is
the process ‘through which professionals maintain and develop their knowledge and skills
throughout their career to ensure that they retain their capacity to practice safely, effectively and
legally within their evolving scope of practice’.6
CPD encompasses all learning as a social worker and values the whole spectrum of learning
activities, including professional supervision, peer group learning, placements, training
programmes and higher level qualifications. This enables flexibility and choice about how to meet
individual learning needs. CPD incorporates the requirements for, but is more than, re-registration
as a social worker in each country.
Reflection is a central aspect of on-going learning and development. IFSW states that social
workers have a right to work “critically, effectively and reflectively”7. Munro8 describes reflection as
the learning to be gained by engaging in deliberate practice, built on reviewing prior experience to
derive new insights and lessons, and on feedback that is accurate, diagnostic and timely.
Reflective practice requires time. Professional development is more effective if undertaken within
a learning culture and evaluated in terms of outcomes for the social worker and people who use
social work services.
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wwwww BASW CPD Policy Definition
CPD should enable and support social workers to:
w develop professional capacity, professional identity and w value learning and widen the definition of what counts
confidence over the course of their careers as useful activity
w make sound professional judgements, decisions and w reflect on learning in terms of outcomes for professional
interventions based on evidence-informed practice development and outcomes for service users
w update, extend and deepen knowledge, skills and analytical w use reflective practice to engage with new knowledge
thinking to deal with increasingly complex and specialist work and skills so learning is always linked to action, and
theory to practice
w keep up to date with relevant research, learning from other
professionals and service users9 w understand how individuals learn best and have a
personal development plan that reflects this
w work to the BASW Code of Ethics10 and support the rights of
service users w meet re-registration requirements
w take responsibility for own personal growth and developing w plan their careers and remain in the workforce.
others
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BASW CPD Policy Statement wwwww
Policy Statement 7 Social workers should have opportunities at all levels to
contribute to the continuous improvement of practice,
engage in research and evidence informed practice. The
1 The provision of regular, planned CPD is central to the development
and maintenance of high quality social work and to developing impact of learning on practice should be evaluated
professional identity and confidence. systematically and used to inform planning.
2 Social workers should be able to work in an environment which 8 Employers should regard CPD as an entitlement, a
values and gives a high priority to continuing learning and responsibility and a necessity, in order to maintain and
development. improve practice and service delivery now and in the future,
and to support the next generation of social workers.
3 Social workers should have regular appraisal and updated personal
development plans that identify learning based on an analysis of Employers should have a strategy for learning and
each social worker’s individual needs and personal learning style. development based on the learning needs of social workers,
4 Social workers should have space for critical reflection and learning workforce planning needs of the organisation and local and
from others through professional supervision, peer learning, national priorities.
professional networks and involving people who use services.11 9 Social workers should be able to access information and
5 Social workers should have access to on-going, planned learning support for CPD through BASW as a professional body.
opportunities to maintain and develop knowledge and skills for This will include access to a knowledge hub, recording CPD
current roles, progress career development and enable linked to each country’s systems for registration and
re-registration. This should include, as appropriate, opportunities to opportunities for sharing expertise and knowledge.
access training and higher education awards, recognising that 10 Social workers, with the support of the professional body,
different learning activities may lead to different outcomes. should expect to work with employers, regulators and
6 Social workers should have access to CPD systems and processes training providers to develop an approach to CPD which
which support learning and career development and focus on improves the effectiveness, quality and relevance of
improved outcomes for children, adults, families and communities. learning and practice.
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wwwww BASW CPD Policy Appendix
Appendix: Context for CPD in the UK (January 2012)
England The Social Work Reform Board (SWRB) published “Proposals for
implementing a coherent and effective national framework for the
Over the last few years the government has supported substantial continuing professional development of social workers” on 26th May
work to develop and promote CPD. This includes the development 2011. The CPD framework acknowledges that professional
of the GSCC PQ framework and the joint ‘Framework for CPD’ development and learning is more effective if undertaken as part of
developed and published by Skills for Care (SfC) and the Children’s reflective practice and evaluated in terms of outcomes for the
Workforce Development Council (CWDC) (2008). However, in professional and for service users.
practice CPD has been seen only as achieving higher education The new CPD framework13 is more flexible and recognises the
post-qualifying awards or meeting post registration training and value of all learning opportunities to professional development,
learning requirements (PRTL) based on inputs or number of hours including informal and self-directed learning. The framework will be
engaged in learning activity. Social workers themselves and aligned with the relevant levels of the Professional Capabilities
employers have found it hard to find the time or resources to engage framework (PCF)14 and linked to career structure.
in CPD. The SWRB said that social workers should be supported by
The Social Work Task Force report ‘Building a Safe and Confident employers and expected to take professional responsibility for
Future’ (2009)12 recommended the development of a more coherent developing their skills to a high professional level. Alongside the
and effective national framework for the continuing professional CPD framework, the Reform Board has also developed the
development of social workers. They stated that such a framework Standards for Employers and Supervision Framework, which
should be accompanied by mechanisms to encourage a shift in clearly set out the duty of employers to support CPD for social
culture which raises expectations of an entitlement to on-going workers through supervision and protected time to undertake
learning and development. learning and development.15
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BASW CPD Policy Appendix wwwww
There is recognition throughout all the frameworks that social Northern Ireland
workers do not work or learn in isolation, but are responsible to
managers and for themselves and other colleagues, who may be The Northern Ireland Social Care Council (NISCC) is the regulator for
social workers or come from different professional backgrounds. the social care workforce. As the Sector Skills Council for Social
As professionals, they also have a duty to educate less experienced Care, Child Care and Early Years workforces in Northern Ireland, it is
colleagues and prepare them to become the next generation of responsible for developing and promoting high standards in learning,
social workers. training and development.
From 2012, the registration of social workers in England will NISCC is responsible for registering the social care workforce
become the responsibility of the Health Professionals Council (HPC). including social workers. The Code of Practice17 is the same as the
Social workers will have to meet Standards of Continuing other countries, as are the requirements for Post Registration
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Professional Development for re-registration, instead of PRTL. Training and Learning (PRTL). PRTL must be related to social care
Social workers will be expected to take personal responsibility for work and improved outcomes for service users. The aim may be to
self-directed learning and development, and to record the range and improve performance in the current job or it could involve working
outcomes of their learning activity. These developments provide an towards improvement in service delivery through staff training or
opportunity to develop CPD that is driven by the profession to research.
improve the quality of the service we provide. In Northern Ireland, a social work training strategy18 reported
limited career structures and set a target of 2010 to develop career
pathways linked to agreed and accredited training and/or
qualifications linked to continuing registration.
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wwwww BASW CPD Policy Appendix
The NISCC intends to introduce a Continuous Learning The Northern Ireland Post Qualifying Education and Training
Framework from 201219, which will inform/guide PRTL requirements Partnership for Social Work (NIPQETP), is part of the NISCC. It aims
for social care registrants. This will introduce learning standards and to improve the quality of social care in Northern Ireland by supporting
PRTL requirements reflecting the level of responsibility of the social the practice, continuing education and performance of qualified
care registrant. PRTL activities will be flexible to include work-based social workers.
learning such as supervision and discussions/learning with The NI Post Qualifying Framework for Social Work is an
colleagues; other learning activities such as involvement in a education and training framework for registered social workers
professional body and research; as well as formal learning. wishing to develop and enhance their skills and qualifications
The framework is likely to have Core standards and throughout their career in the social work profession. The NI PQ
Supplementary standards for senior workers and managers. Some Framework became operational on 1st April 2007.
examples of the supplementary standards for social workers are: The PQ Framework has a range of professional requirements that
can be achieved through a modular approach to required education
• Social workers in the first three year period of registration, and training standards. Achievement of these professional
following successful completion of the Assessed Year in requirements can lead to the three professional awards. The
Employment shall complete a minimum of two requirements of professional awards are made and certified by the Northern Ireland
the NI Specific Award within the period of registration. This award Social Care Council.
is part of the NI social work post-qualifying award framework.
• Social workers who are appointed as first line managers shall
undertake learning and development activity in the professional
supervision and appraisal of staff within two years of appointment
to post.
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BASW CPD Policy Appendix wwwww
Scotland order to ensure that social workers are assisted to meet their
primary responsibility of protecting children and adults from harm.
The Scottish Social Care Council (SSCC) is responsible for This requirement applies to both children and adults irrespective
registering the social care workforce including social workers. The of the social worker’s current work context. For example, it is
SSCC Code of Practice requires workers to take responsibility for important that a social worker working in a criminal justice team
maintaining and improving their knowledge and skills. It is expected understands and is equipped to meet their responsibilities in relation
that training and learning will contribute to professional development to child protection and it is equally important that a social worker
and assist in meeting roles and responsibilities in an informed, working in a child care team understands and is equipped to meet
competent and confident manner. These responsibilities are set out their responsibilities in relation to adult protection. There is no
in the Codes of Practice for Social Service Workers and prescribed balance between child and adult protection and it is
Employers of Social Service Workers.20 recognised that the present job role and specific responsibilities may
The requirements for Post Registration Training and Learning mean that the focus may be more on the protection of children or
(PRTL) for social workers is the same as in the other UK countries, adults. However it is essential that your evidence covers both
to complete a minimum of 15 days (90 hours) of study, training, service user groups.
courses, seminars, reading, teaching or other activities. The type of The Scottish Executive has recently launched a Child Protection
activity stated as acceptable is deliberately general because it is webspace to support workers undertaking child protection work in
recognised that there are a variety of ways for registered social Scotland to assist registered social workers to meet this specific
workers to continue to learn and develop. PRTL requirement.22
In addition, the registration rules in Scotland21 state that at least The guidance on PRTL also recognises the importance of
five days, or 30 hours, training and learning activity shall focus on supervision and staff development schemes to discuss professional
working effectively with colleagues and other professionals to development needs and identify and plan training and learning that
identify, assess and manage risk to vulnerable groups. This is in will increase skills and knowledge and inform practice. It is also
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recommended that at least annually in supervision or in a specific when looking to improve the culture and conditions in the workplace.
professional development meeting that PRTL should be reviewed, The Practice Governance Framework (2011)27 clarifies the
evaluated and recorded to ensure requirements are being met. respective responsibilities of employers and practitioners in respect
People who are self-employed still need to satisfy the SSSC that of CPD.
they have completed the required 15 days PRTL including the 5
days on protecting children or adults from harm. Wales
In addition to the SSCC guidance, the Scottish Social Services
Council (SSSC) has developed a Continuous Learning Social workers in Wales have had to register with the Care Council
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Framework. This is the key output from the workforce for Wales since 2003. The title ‘Social Worker’ has been protected in
development change programme under ‘Changing Lives’24. The Wales since 1st April 2005. In order to register social workers have
Framework sets out what all people in the social service workforce to sign up to The Codes of Practice, which set out agreed
need in order to be able to do their job well now and in the future. professional standards. It forms part of a wider package of
The Framework is progressive and is intended to improve legislation, practice standards and employers’ policies and
approaches to three key areas – learning and development, career procedures that social care workers must meet. Part of the Code
pathways and improved standards of practice. In order to facilitate states that “social care workers must be accountable for their work
the use of the Framework in practice, tools and resources will be and take responsibility for maintaining and improving their
developed for social service workers and their employers. There are knowledge and skills (Code 6)28.”
already tools available in Workforce Solutions25. As in other UK countries, social workers are required to submit a
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The organisational capabilities support organisations to record of Post Registration Training and Learning (PRTL) of 15
determine how best to support their employees and to evaluate the days or 90 hours every three years in order to re-register. Social
impact of learning and development initiatives. It is recommended workers should maintain a portfolio of evidence to support their
that organisations consider each of the organisational capabilities PRTL record. The PRTL Requirements for Registered Social
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Workers and Social Care Workers – Guidance29 describes the key • improve their ability to provide high quality services to service
features of post-registration training and learning as: users and carers.
• flexibility to allow for individual circumstances and aspirations Employers have a shared responsibility in supporting workers to
• shared responsibility between manager and practitioner meet these requirements which is stated in the Employer Code of
• allows for a range of routes with no preference Practice.
• incorporates individual training needs In November 2009 there was a discussion paper on Social Work
• incorporates an employment-based focus. Career Pathways, linked to post qualifying training and work based
learning. There has subsequently been a consultation on a new
As part of CPD, the Care Council recognises that there are many “Continuing Professional Education and Learning: A
ways to continue to learn and develop as a social worker so have Framework for Social Workers in Wales” (CPEL framework). A
avoided being too specific about the type of activities that will meet CPEL Implementation Group started work in November 2011 and
requirements. The training and learning that registrants choose will develop the framework.
should:
• benefit their personal development needs
• benefit their current employment
• benefit their career progression
• reflect their preferred learning style
• make the most of the learning opportunities available to form
part of their wider professional development; and
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References
1 11
International Federation of Social Workers (IFSW) Charter of BASW Supervision Policy 2011
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Rights for Social Workers 2011 Building a Safe and Confident Future (2009) Social Work
http://www.ifsw.org/f38000106.html Taskforce
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Draft paper for the Social Work Reform Board (SWRB) from http://www.education.gov.uk/swrb/a0074253/framework-for-
CPD working group 2011 continuing-professional-development
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Changing Lives practice Governance Group Practice The Professional Capabilities Framework
Governance Framework responsibility and accountability in http://www.collegeofsocialwork.org/uploadedFiles/TheCollege/
Social Work Practice (2011) Scottish Government Practice/PCF%20Explanation.pdf
4 15
Changing Lives practice Governance Group Practice http://www.education.gov.uk/swrb/a0074263/standards-for-
Governance Framework responsibility and accountability in employers-and-supervision-framework
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Social Work Practice (2011) Scottish Government http://www.hpc-uk.org/aboutregistration/standards/cpd/
5 17
Adapted from CWDC/Skills for Care Continuing Professional http://www.niscc.info/CodeofPractice-10.aspx
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Development Strategy 2008 Personal Social Services Development and Training Strategy
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Health Professions Council (HPC) Guidance on CPD 2006-2016, Department of Health, Social Services and Public
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IFSW Charter of Rights for Social Workers 2011 Safety, September 2006
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http://www.ifsw.org/f38000106.html NISCC Consultation on a Continuous Learning Framework
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The Munro Review of Child Protection: A child centred system, for Social Care Workers and Post Registration Training
(May 2011) and Learning Requirements – closing date 25th October 2011
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BASW Code of Ethics 2012 www.sssc.uk.com.
10 21
BASW Code of Ethics 2012 SSCC Registration Rules 2011
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BASW CPD Policy References wwwww
http://www.sssc.uk.com/sssc/useful-information/registration-
rules-and-conduct-rules.html
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http://www.workspace.cp.scot.nhs.uk/default.asp
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The Scottish Social Service Council/IRISS: The Framework for
Continuous Learning in Social Services (2008)
http://www.continuouslearningframework.com/clf/home/welcome
-to-the-continuous-learning-framework-website.html
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Scottish Executive (2006a) Changing Lives: Report of the 21st
Century Social Work Review, Edinburgh: Astron
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http://workforcesolutions.sssc.uk.com/
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Appendix 2
http://www.continuouslearningframework.com/clf/home/welcome
-to-the-continuous-learning-framework-website.html
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Changing Lives practice Governance Group Practice
Governance Framework responsibility and accountability in
Social Work Practice (2011) Scottish Government
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http://www.ccwales.org.uk/registration-and-conduct/confidence-
in-care/the-codes-of-practice
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http://www.ccwales.org.uk/registration-and-conduct/current-
registrants/renew-registration-part-one
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The British Association of Social Workers
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Tel: 0121 622 3911 Fax: 0121 622 4860
Copies of this policy are downloadable at:
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