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In order to give newly qualified social workers (NQSWs) the opportunity to immediately take on front line work and to support employers in upskilling these new recruits, the Social Work Task Force has produced a framework to speed up the induction process, supported up by government funding. We look at what impact this will have on the profession, how organisations are approaching the use of the new funding stream and what skills are in demand as a result.
The framework will provide NQSWs with an outline of the training and mentoring support available. However there are restrictions on who will be able to benefit from the framework. Currently in children’s services, this framework is open to NQSWs who apply for permanent jobs only. In the adults sector, consultation has begun on how to make the additional support available to both permanent and locum NQSWs. However will this set up only inhibit newly qualifed social workers taking on locum roles in children services?
NQSWs will now have to think more carefully about where to apply, whether to go permanent or locum, and in what areas to specialise. For employers, it may also mean recruiting coordinators to set up a training or mentoring programme, or to make sure that existing programmes match the recommendations of the CWDC and Skills for Care. Asking frontline managers to take on extra responsibility for timetabled training and guidance outside of regular supervision might also require extra staffing to support the day to day work. How long this will take to set up is yet to be seen.
Employers should therefore look into obtaining the funding, if they haven’t already, or form a partnership with those who have access to a wide database of NQSWs such as recruitment agencies or universities. Helping to shape the future generation of social workers should surely only benefit businesses and candidates alike. However, some employers believe that irrespective of the available funding, it’s the mindset which needs to change among the hiring manager community in developing the practical skills of NQSWs.
More information about the framework and available funding can be obtained from the Skills for Care and CWDC.
One Comment
What will happen to NQ Black SWs when they have to face the restrictions and trauma about where to apply and whether to go permanent.
Historically Black social workers are marginalised and largely overlooked for promotion. A lot of us choose to be locum’s in order to enable us to briefly escape the institutional racism in many local authorities and resulting poor treatment.
Historically all SWs have had too many cases at any one time resulting in poor practice and high staff turnover. It’s not rocket science, we need more SWs who are treated well and less cases.
Better training is welcomed and that needs to be coupled with better treatment from managers (particularly that from some White managers to Black SWs), real opportunities for promotion and better pay.
That being said, this article talks about SWs as ONE. One cannot simply ignore other real issues that negatively impact on NQSWs especially those from Black and ethnic minority communities.