Saying you want to become a "Social Worker" is something akin to ordering a "Coffee" in Starbucks; (bear with me) you'll soon be bombarded with questions "an espresso, double espresso, latte, Americano, macchiato, mocha, cappuccino..."My point is that it is a varied job role.

There is an internationally recognised definition, the International Federation of Social Work defines the key characteristics:

"The social work profession promotes social change, problem solving in human relationships and the empowerment and liberation of people to enhance well-being. Utilising theories of human behaviour and social systems, social work intervenes at the points where people interact with their environments."

As you can see the principles are installed, but the vagueness of the definition is a symptom of the extreme variety of subcategories within social work. Qualified social workers are there at every point when there is conflict between an individual, or group of individuals and their surroundings. They can work with children, the elderly, or adults in distress. They are there both to support people with issues and prevent those issues from arising.

Locum social workers are temporarily placed in roles to either help or fill in for a permanent social worker. Locum social work can therefore be even more varied; A qualified social worker can regularly find themselves in new territory, adapting to work for and with a wide range of people with different backgrounds and in different professions.

If you are looking to go into social work, particularly as a locum, it is best to specify which role would best suit you. It is also worth seeking a social care recruitment company that understands the profession as you may find yourself completely out of your comfort zone. If you are looking for a profession in the social care sector it is important to feel valued and to feel as though you are good at what you do.

Qualified social workers [http://www.fireflylocums.co.uk/social_care.php] face very emotionally draining circumstances, but when placed in the right sector it can be a limitlessly rewarding job.

Article Source: http://EzineArticles.com/4542118

Social Care CPD for Locum social worker

When staff are just starting out on their NVQ and SVQ in Health and Social Care, or when new staff who have qualified from abroad start working in the UK they can be uncertain and confused by the different terms, such as policy, regulations, legislation, etc. NVQ and SVQ Assessors can also be uncertain of the differences.

In many ways the starting point to understanding the differences is actually Government policy.
The Government decides it wants certain things to happen in health or social care. Examples could include:

** more older people to be cared for at home, rather than in residential care
** more children, who are looked after by local authorities, to be cared for in foster care or adopted
** more adults with learning disabilities or mental health problems to be assisted into employment
Whatever the intention the Government's aim becomes a policy. Sometimes this policy is a Green Paper or a White Paper.

The Government then has a choice as to how it pursues its policy. From the Government's perspective it will rely on other organisations to actually apply the policy on a day to day basis. If the policy relates to health it is an NHS organisation. If the policy relates to social care it is likely to be local authorities that have to apply it or the local authority will have to make clear to organisations it contracts work to that various expectations need to be met.

The Government can get local authorities or NHS organisations to apply the policy in one of several ways. These include:

** by publishing the policy as 'statutory guidance'. Local authorities have to follow statutory guidance issued by the Government. In England one example of this is the policy on protecting vulnerable adults titled "No Secrets"

** by offering lots of money! The Government says it will give local authorities lots of new money to be spent on certain policy initiatives. One example of this is the Sure Start and Children's Centres initiative. When it started the policy was driven by money

** by introducing legislation that gives the local authority the power to do something or making it a duty to do something. A power means the local authority can do it if it wants to. A duty means the local authority must do it. An example of this is direct payments. The Government originally introduced direct payments as a power. But then the Government made it a duty so that local authorities must offer direct payments (since so few direct payments were offered when it was only a 'power')

Acts of Parliament
The Government may therefore decide to introduce legislation. This is the classic Act of Parliament.
In recent years legislation has got increasingly detailed and specific. Even with this detail, legislation can be quite cumbersome. It is also quite an involved process to introduce it. Therefore the Act of Parliament usually gives the Secretary of State (in England) or the Scottish Minister the power to make regulations and/or a code of practice.

Regulations (Also Known as Statutory Instruments)
Regulations are also called Statutory Instruments. Regulations are laid before Parliament but are not debated. They are considered law although not quite as strong as the original Act.
Regulations can be altered more quickly and are now extensively used (for example health and safety regulations).

Statutory Guidance
In addition the Secretary of State or Scottish Minister has the power to issue statutory guidance to local authorities. Local authorities are under a legal duty to follow this guidance. In other words the local authority social services or social work department must follow this 'statutory guidance'.

Code of Practice
The Secretary of State (or Scottish Minister) could also issue a code of practice relating to an Act of Parliament. These codes do not have the full weight of law but they explain and clarify the law and offer guidance on good practice. They are often realistic and applied and can be very useful.

Good Practice Guidance
The Government department (either in England, Wales or Scotland) could also issue good practice guidance. This is not the same as statutory guidance. It is often meant to be read by social workers, first line managers (and others) since the guidance commonly gives case scenarios explaining how service users should benefit from any recent changes in the law.

One complicating factor in understanding the present legal framework in social care and children's services is that often one Act of Parliament does not fully replace a previous Act. Commonly an Act of Parliament amends or alters an existing Act. Keeping track of this can be very difficult.
Therefore for social care staff (including staff working with children) who are NVQ or SVQ Assessors or are starting out on their Health and Social Care NVQ or SVQ some of the best resources are the law handbooks from Kirwin Maclean Associates.

These law handbooks are updated every year. They are focused and applied.
There are specific books for:

** staff who work with adults in England and Wales
** staff who work with children in England and Wales
** staff who work with adults or children in Scotland

These books make clear the way laws have been amended and what new laws have been introduced. Social care staff working on their Health and Social Care NVQ or SVQ who are worried about questions from their NVQ or SVQ assessor need worry no more. If your assessor asks you about what national or European law or legislation you are working under you will find the answer in the book relevant to your area of work.

These books are equally useful for social workers or social care staff who have recently arrived in Britain from other countries. They give you an overview of social care and social work law.
All of the above mentioned Social Care Books can be found at: http://www.kirwinmaclean.com

Article Source: http://EzineArticles.com/382788

Uk social worker cpd training

Research-mindedness may seem like a bit of a mouthful, but its the new buzz word in social care research circles.  So why and how is research-mindedness useful to social care practitioners interested in Continuing Professional Development?
According to SCIE (Social Care Institute for Excellence), these are the questions you need to ask yourself when assessing your own level of research-mindedness ...

• Do you recognise the importance and relevance of research to social work practice?
• Are you aware of the broad principles involved in research?
• Can you identify the ethical issues involved in research?
• Do you know how to access, understand and summarise research studies?
• How do you make use of anti-oppressive practices in evaluating research and practice?
• Do you know how to identify research which is relevant to practice in your own field?
• Do you feel able to relate research to practice issues and demonstrate how relevant research informs practice?

So how does learning about research-mindedness help directly with implementing the Continuing Professional Development strategy and framework developed by Skills for Care, the Childrens Workforce Development Council (CWDC) and other partner agencies?
Here are some ideas ...

• Understanding more about how research relates to practice will help practitioners show they have kept up to date with research within a chosen specialism
• Being research-minded means learning the skills to locate credible, up-to-date research findings. This helps to demonstrate a comprehensive knowledge of research studies relating to complex areas of work
• Increased confidence about how to use research findings in practice will enable practitioners to critically evaluate sometimes contradictory evidence in relation to specific areas of complex practice
• Greater understanding of research methods will support practitioners in carrying out their own small scale research, evaluation or monitoring projects, including the perspectives of service users, families or the community

Carolyn Barber, Bsc (Hons), CQSW, is the founder of Wayfinder Associates, a social care training and consultancy business specialising in research, team development and management skills. Carolyn has over 25 years experience in social care as practitioner, trainer, researcher and manager, working across public, voluntary and independent sectors. Carolyn is a GSCC registered social worker.
For more information about research, training and consultancy services, go to http://www.wayfinderassociates.co.uk

Article Source: http://EzineArticles.com/2127870

social worker training and webinars

Mind Mapping is a really useful technique in the initial stages of planning any kind of project related to social care services.  Often there are a lot of different factors to take into consideration and its hard to know where to start.

For example, you've received funding for a new project so you need to look at how this fits with existing services and what new elements need to be put in place.  Or you're introducing a new policy or procedure, and you'd like to see how this might impact in different ways, what changes will be needed, what resistance might be encountered.

By using Mind Maps you can quickly identify seemingly random issues and create a visual structure which helps you move forward with the project.  You can see how pieces of information fit together or how unexpected links can be made.

Another benefit of Mind Maps is that they can be effective mnemonics. Remembering the shape and structure of a Mind Map can give you the visual cues you need to remember the information within it - much more effective than taking notes.  Doing a Mind Map can be a  group exercise too, leading to a shared way of working which values everyone's contribution and assumptions.

Here's how to draw a Mind Map of your project:
o Write the title of the project in the centre of the page, and draw a circle around it.
o Draw lines out to subheadings related to the project
o For each sub heading, think about further issues and draw lines out from the subheading lines
o Finally for individual facts or ideas, draw lines out from the relevant heading line and label them

These are some suggestions to help develop your Mind Map:
o Use single words or simple phrases for information
o Print words so they are easy to read
o Use colour to separate different ideas
o Use symbols and images - a picture is worth a thousand words
o Use cross-linkages to show where one issue relates to another

Useful reading:
Buzan, T. (2005), The Ultimate Book of Mind Maps, Imago, Thailand

Carolyn Barber, Bsc (Hons), CQSW, is the founder of Wayfinder Associates, a social care training and consultancy business specialising in research, team development and management skills. Carolyn has over 25 years experience in social care as practitioner, trainer, researcher and manager, working across public, voluntary and independent sectors. Carolyn is a GSCC registered social worker.
For more information about research, training and consultancy services, go to http://www.wayfinderassociates.co.uk

Article Source: http://EzineArticles.com/2024323

social worker online cpd training

A SWOT Analysis is possibly the best known and most widely used planning tool in social care services. It is worth revisiting the basic principles however.

SWOT stands for Strengths, Weaknesses, Opportunities and Threats, and is particularly helpful in generating ideas and issues with a group of people. A large square is drawn up and divided into four sections each with one of the SWOT headings.

The questions below are useful prompts for discussion, and no judgements should be made about the issues identified, however unorthodox. Once ideas have been exhausted and entries made under each section, discussion can be encouraged about which factors are most significant, what the priorities are, and how challenges can be overcome
Strengths

• What advantages does your organisation have?
• What do you do better than anyone else?
• What resources do you have access to?
• What do people see as your strengths?
• What factors mean that you deliver services effectively?

Weaknesses

• What could you improve?
• What should you avoid?
• What are people likely to see as weaknesses?
• What factors limit your ability to deliver services?

Opportunities

• Where are the good opportunities facing you?
• What are the interesting trends you are aware of?
• What benefits are there for service users?

Threats

• What obstacles do you face?
• What is happening locally that you should be worried about?
• Are the requirements for your job or services changing?
• Is changing policy threatening your position?
• Could any of your weaknesses seriously threaten your project?

The aim of a SWOT analysis is to bring out all the issues, assumptions, hopes and fears that different people have in a safe, non-judgmental way. 

We all work on the basis of assumptions, hopefully informed ones, but there's always the danger of confusing assumptions with facts. If you can be clear about what are the facts and what are your assumptions at the start of a project, this will help you manage risk and change more constructively later on.  By bringing these out into the open through a SWOT analysis and reaching agreement on shared assumptions, you have the basis for a successful project plan.

Carolyn Barber, Bsc (Hons), CQSW, is the founder of Wayfinder Associates, a social care training and consultancy business specialising in research, team development and management skills. Carolyn has over 25 years experience in social care as practitioner, trainer, researcher and manager, working across public, voluntary and independent sectors. Carolyn is a GSCC registered social worker.
For more information about research, training and consultancy services, go to http://www.wayfinderassociates.co.uk/

Article Source: http://EzineArticles.com/2024387

Social worker online cpd training website

Whatever your current situation, whether you are seeking promotion, looking to change career, about to start a new job, taking your first steps into teaching or management, the Health and Social Care sector has something to offer you.

If you have been looking for a job, full time or part time to raise income for your family or build a career around your children, there is room for you in health and social care, the job loss within this sector is very low.

What exactly do I need to do?
The starting point is you need to discover your interest and be willing to develop yourself. There are many aspects within the health and social care sector therefore you will need to decide what client group you would prefer to work with - children, young adults, elderly, individuals with disabilities (physical, cognitive and learning disabilities), specialized care ( stroke, mental disorders, dementia etc)

You will also need to decide the kind of environment - hospitals, care homes, individual homes or education and training.

Once you have made your decision, consider where you are now and what you need to do to get to where you want to be. In most cases your experience and training will count and you need to get both but for some it is how to package their existing experience and training to get the job they desire - You need to improve on areas such as CV writing and interview skills.

Here is a breakdown of courses that you can do to move to the next level.
NVQ Health and Social Care Level 1- This is usually a two weeks training that introduces you to the principles of Health and Social Care. You do not need to be in employment to do this training as it is meant to give you a fundamental understanding of the role of a care worker or support worker. This is the first building block if you are new to Health and Social Care. This course comprises of a one week workshop experience and the second week is a practical experience within a health and social care environment. Afterwards you receive a certificate of attendance. Some of the topics usually covered are:

• Basic nursing procedures
• Communication
• Health and Safety at Work
• Moving and handling procedures
• Incontinence care
• First Aid
• Infection Control
• Basic food hygiene
• Safeguarding and protecting individuals
• Confidentiality
• Report writing

Most employers will require you present certificates of attendance for some mandatory training in healthcare such as Manual Handling Training, First Aid Training & Basic Food Hygiene. By Law, when you get a job your employer would organize an induction which would provide you with information specific to your role.

Pay rates for this level range from £5 - £8 per hour depending on the employer
NVQ Level 2 - This is the ideal level for you if you are working in Health and Social Care, providing support to professionals, carrying out clinical care, health or personal care to individuals in a hospital or community- based health care setting. It really doesn't matter if you are new to the job you can enroll on this course. These days if you have been working without an NVQ or other qualification you will be advised by your employer to consider enrolling on NVQ 2 as you may not be allowed to keep your job from the year 2010. Many other employers would only offer jobs to care workers with a minimum of NVQ 2.

This course comprises of 4 mandatory units and 2 optional units based on a skill scan. The mandatory units are:
HSC21- Communication and record keeping
HSC22- Health and Safety at Work
HSC23 - Develop your practice
HSC24 - Protection of Individuals

You will be allowed to choose your 2 optional units from a list based on your skills and job role. This is a very interesting course and you will find it easy if you have been working according to your organizational policies and procedures. Having NVQ 2 Adults would qualify you to work with all groups of adults although you may need to attend trainings in specialized areas coupled with your existing experience, for example if you currently work with the elderly and wish to work with individuals with learning disability, your NVQ 2 adults is relevant except that you will need some additional training which are short courses.

Pay rates for this level range from £6.50 - £10 depending on the employer
NVQ Level 3- At Level 3, the Health and Social Care NVQ has two pathways: "Adults" and "Children and Young People". This qualification is designed for workers delivering care and support often without direct supervision or probably working on their own in an individual's own home.
If you are undertaking some supervisory or developmental responsibilities for other care workers or you are involved in other specialist tasks with some degree of responsibility or independence e.g. administration of medicines, NVQ 3 in health and social care is relevant to you.
Common job roles that would qualify you to do the NVQ 3 are senior care workers, team leaders, domiciliary care workers, home care organizers and community support workers.
You will be required to complete 4 mandatory units and 4 optional units based on a skills scan. The mandatory units are:

HSC31 - Promoting Communication
HSC32 - Promoting Health and Safety
HSC33 - Reflect on and develop your Practice
HSC34/ HSC35 - Protecting children (HSC34) or Adults (HSC35)

You will be allowed to choose your 4 optional units from a list based on your skills and job role. This is also a very interesting course and you will find it easy if you have been practicing within health and social care.
There is also a possible progression unto management and teaching roles which requires you achieve qualifications at Level 3 or Level 4. Do you want to know what the A1 Award is about? Or you have heard about PTTLS 7303 and you are wondering what these courses are all about, visit our website today for more information.

Article Source: http://EzineArticles.com/2780433

>>Visit our social work cpd training website here<<

Take the stress out of career progression by taking these simple steps to prepare yourself for the job you want. Firstly, you need to prepare prior to completing an application to any job. There are a number of things that you need to clarify which may help you to start the essential preparation that will kick start your career progression wherever you are currently, in terms of jobs, training, or position.

Goals: It is important to know where you want to get in life, is this new step going to take you where you want to go or is it someone else's goal? If it's the right job for you, really go for it!

Planning: Plan your work, work your plan! What do you need to do to get this job? Make a plan and ensure you review if it is working.

Self discovery: You are not an empty vessel; we all have a story to tell of our experiences and knowledge, write out your story and do not forget the interesting bits, then review it and see what aspects of what you have written meet the requirements of the job documentation.
Prediction exercise: Complete this simple questionnaire and allow your true aspirations to come through:

Where do you want to get to in the following time frame?

1 month

6 months

5 years

10 years

How ambitious are you and what is getting in your way? Do not be modest about it and try to take responsibility about what things you have or have not done to get where you want to be.
List your achievements

Chart your career journey:

Chart your successes using a time line. Look at what contributions you make in the world at large, to your family and friends, at work. Think about what you would like to contribute in your chosen field. Be aware of your strengths

What am I to you?' questionnaire:

Select 5 of your friends and ask them to describe your strengths and attributes by listing them using one or two word descriptions only.

If this is too scary, you should list 5 of your attributes and strengths and write them down. Then get a dictionary and look up the definitions of the words you use to describe yourself. Get a Thesaurus and look up the synonyms. Spend some time seeing if you are comfortable with the descriptions.

Finally, all of this work will have given you useful information about your self that you can write about, speak to and build on; it is really about you as a person, not as an invention but grounded in reality. You will now also be aware of the areas you may need to develop in order to meet your goals and aspirations. You may have highlighted areas which you need help with where for example a mentor or coach can help you with. Remember though, take on your own goals and make sure you stay on track and go for it!

Visit our website for more resources and webinars on social work

In this modern society we all need to be encouraged to make significant changes in how we manage and deal with stress, to raise the profile of the effects of stress and offer each other information and advice on how this might be done. As a Social Worker I believe workers need a chance to feel powerful, relaxed and nurtured by participating and having access to the appropriate facilities which would aid stress management and relief.

Unfortunately there is an astonishing disillusionment in the profession as well as a sense of helplessness.

The pressures and demands of being a Social Care Professional can at times be intolerable and relentless. Professionals have to become involved in peoples lives and this can be scary and daunting. We often feel unsupported and overwhelmed by the nature and enormity of our tasks. Some are blamed and scapegoated, others feel powerless compared to others in our own or other professions.

The almost probable certain future of the continuation of this is that workers will

1. Get more and more frustrated about the lack of positive outcomes from their hard work

2. Continue to take on blame for cases that go wrong.

3. Leave the professions due to limited job satisfaction

4. Less people will join the professions

5. Vulnerable people will not get their needs met adequately

6. Our society will loose some of the most dedicated workers that we have.

Key things which are required to counteract this poor outlook:

Caring Professionals need to have rewarding opportunities to breathe and be nurtured in a caring environment. This would promote and protect the physical and mental health of those who require is so that they can continue to meet the needs of dependent and vulnerable people in their care and in the community.

Celebration and support for Social Workers carrying out their roles in the communities is crucial. By celebrating the role of Social Workers we would acknowledge their importance in our communities and organisations.

The Education and training to workers and employers on strategies to deal successfully with the effects of stress by raising awareness, offering advice and information is underdeveloped and must evolve as it is in other professions.

Retention of Social Workers and Foster Carers, qualified and unqualified workers, paid and unpaid workers in the communities will be a by- product.

Helping those facing difficult circumstances to deal with stress will actively counteract the feeling of disaffection and demoralisation in front line Caring professions.

We can then engender a positive impact on new people joining or considering joining the profession so that they receive a positive recommendation that Social Care Workers, Social Workers and Foster Carers are looked after, valued and supported.