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The Assessed and Supported Year in Employment

Completing the record of support and progressive assessment HCC – Guidance document

The Assessed and Supported Year in Employment in Adult services.

NQSW name

Assessor name

Start date of the ASYE This is the date the NQSW started in employment unless agreed otherwise with ASYE coordinatorThis will be prepopulated by ASYE coordinator

Employing organisation

Address of team where NQSW is based

Service user group

Contents

Purpose of record of support and progressive assessment

Part 1: Beginning the ASYESetting out and agreeing the support and assessment, including roles and responsibilities and producing a professional development plan (PDP), based on the NQSW’s (newly qualified social worker) reflections in Part 1 of the critical reflection log.

Part 2: Review of support and progress (three months)This includes the review of NQSW’s critical reflection log and interim assessment at the three month stage.

Part 3: Review of support and progress (six months)This includes the review of NQSW’s critical reflection log and interim assessment at the six month stage.

Part 4: Final review of support and progressThis includes the review of NQSW’s critical reflection log and final assessment, leading to recommendation of the outcome decision.

Appendix 1: The Internal Moderation Process

Purpose of the record of support and progressive assessment RSPA)

The RSPA is one of the two key sets of evidence templates which are linked together to support the NQSW and the assessor in evidencing the requirements of the ASYE. They represent the minimum expectations of the Chief Social Worker and are laid out in the Knowledge and Skills Statement (adults) 2015 (KSS) and the Standards for Employers of Social Workers in England.

The evidence templates have been developed by a group of employers who have consulted widely across the sector, to support progressive development and assessment. They streamline previous documentation by focusing the assessment on the development of critical reflection.

Responsibility for the overview of the whole assessment process and completion of the RSPA lies with the assessor. Responsibility for complying with the assessment process and completing the documents contained within the critical reflection log (CRL) rests with the NQSW.

The record of support and progressive assessment includes the support and assessment agreement and assessment reviews at three, six and twelve months. Employers and assessors have the flexibility to include an additional assessment review at nine months if they wish to do so. This could be an organisational decision or an individual assessor may wish to include an additional review, if there are concerns about the NQSW’s progress

The assessment reviews focus on the NQSW’s developing practice, which is evidenced by theNQSW as part of their CRL. This is presented to the assessor in advance of each review point.

It’s important that both NQSW and assessor understand how to complete the templates contained within the RSPA and CRLs. They should understand how the latter, support and inform the progressive assessment process, using them as the basis of discussions in supervision and in the review meetings.

Managing concernsThe templates contained within the RSPA, establish a link with the employer’s capability processes, by providing prompts at review points and space to record any concerns or issues. Whenever capability issues emerge, the assessor will be expected to inform both the ASYE co-ordinator and HR. Any employment issues that arise during the ASYE will be managed separately through performance management procedures.

Assessor supportSupport and guidance for ASYE assessors can be found in the assessors and supervisors toolkit. It provides guidance and resources on effective professional supervision and holistic assessment. The other sections include roles and responsibilities, recording progressive assessment, continuing professional development (CPD) and leadership and the professional supervisory relationship. To access the toolkit go to www.skillsforcare.org.uk/asyetoolkit

Completing the recordThe templates contained within the RSPA are available as separate documents and canbe downloaded as a zip file on our website, www.skillsforcare.org.uk/asyedocuments. Electronic completion of the templates will support internal and external moderation processes. It’s recommended that, to ensure consistency in the internal moderation process, highlighted sections are pre-populated by the organisation. If this isn’t the case, the assessor should check organisational guidelines before completing the templates.

Evidence template number 1: RSPARecord of support and progressive assessment Part 1:

Beginning the ASYE

Support and assessment agreementThe NQSW should submit part one of the CRL for scrutiny before the support and assessment agreement meeting. It may be helpful to agree a date for this submission when setting the date for this meeting.

This part should be completed by the assessor Purple = HCC guidance

Name of the NQSW

HCPC registration number

Employer

Name of line manager/supervisor This will be prepopulated with the line manager by ASYE coordinator

Name of assessor(if different from line manager)

Name of ASYE programme co-ordinator (if appropriate)

Anna Plumbly 01962 846729

Names and role of others present at the supportand assessment meeting

HCC require both line manager and work place supervisor to attend if appropriate.

Date of the support and assessment agreement meeting

Date ASYE commenced This is the date the NQSW started in employment unless agreed otherwise with ASYE coordinator

This will be prepopulated by ASYE coordinator

Date set for the three month review Review meetings should not proceed if the CRL has not been submitted to the assessor in advance of the meeting.

Date set for six month review Review meetings should not proceed if the CRL has not been submitted to the assessor in advance of the meeting.

Date for final review Review meetings should not proceed if the CRL has not been submitted to the assessor in advance of the meeting.

Date set if additional nine month review is required

Review meetings should not proceed if the CRL has not been submitted to the assessor in advance of the meeting.

Date of the internal moderation panelwhen the final assessment outcome

HCC – The portfolio should be submitted exactly one year after the start of the ASYE. Portfolio’s can only be handed in later than this date if a previous mitigating circumstance has been applied for and agreed.

The hand in date will be pre populated by the ASYE coordinator

Portfolios will be submitted to the panel due to be held the following month.

NQSW background and context

Black = Skills for Care GuidancePurple = HCC guidance

This section should be completed at the initial meeting to provide further information about the NQSW. For this section you should focus on:previous experience

previous work/placement in agency final placement report/ higher education

institution (HEI) transcript any special needs and circumstances organisational circumstances which may affect the ASYE. contracted hours

HCC-completed Knowledge and Skills Self Assessment

HCC-This section should be completed by the assessor and summarise the discussions andevidence above.

1, Supervision

The supervision section may be pre-populated in line with the employer’s ASYE scheme.

Supervision will be provided by

Supervision sessions will be as follows: Refer to the Standards for Employers of Social Workers in England for guidance

Duration of supervision sessions 1.5 hours

First six weeks of employment Weekly

Week seven – six month reviewBlue = prepopulated by HCC

Fortnightly monthly by supervisor

monthly by assessor- The assessor will use a mixture

of group and individual supervision during this period)

Following six month review Monthly- by supervisor

Monthly by assessor using alternating group or individual supervision

Supervision agendaThe ASYE assessors and supervisors toolkit provides additional support and guidance. www.skillsforcare.org.uk/asyetoolkit

Blue = prepopulated by HCC

NB – The template HCC use has been prepopulated with the text below and should not be altered, but could be added to.

Core elements to be included by supervisor: a review of the caseload and workload

allocation critical reflection- addressing development needs

Core elements to be included by assessor should also include

ASYE assessment. Resilience – consider what strategies the NQSW

has in place to understand and maintain their emotional resilience

Discussions should be linked to KSS, PCF and SoPs

Supervision agreement

Blue = prepopulated by HCCBlack = Skills for Care GuidancePurple = HCC guidance


Social Work supervision should be provided in line with the Hampshire Adults’ Health and Care Supervision Policy and How to Guidesupervision policy and guide

Notes of discussions in supervision should be recorded and shared with the NQSW. These are submitted to the manager at the end of the ASYE for inclusion on the NQSW’s electronic personnel file

Contingency Plan-in the event of absence/ changes in key partiesSupervisor / line manager–

please add detail here

Assessor- The ASYE coordinator should be contacted to offer support and arrange cover if appropriate

If there is an additional supervision agreement

http://www3.hants.gov.uk/workforce-development/leadership-management-workforce/lm-training-adultservices/lm-adultsservices-development/lm-training-adultservices-supervision.htm

between the assessor and NQSW, this can be inserted here.

If there is both an assessor and line manager / supervisor, the roles and responsibilities of each should be clearly outlined here

Arrangements for deputising in the event of the assessor or supervisors’ absence should be recorded here.

orkload management

2, Workload ManagementExpectations of workload management may be pre-populated in line with the employer’s ASYEscheme although some assessors / supervisors may wish to input this.

How will workload be agreed and allocated?

This section is likely to include: how work will be selected and allocated what level and type of work is be suitable for

the NQSW how workload will be monitored and reviewed how decisions will be taken to allocate

increasingly complex work.

Any changes to the management of workload during the year should be added here with an effective from date


The line manager is responsible for ensuring the work load of the NQSW is appropriately managed with the right amount and complexity throughout the year.

NQSWs should have an appropriate work load relative to their time qualified, their skills knowledge level and experience.

It is expected that the NQSW will slowly develop and increase their caseload during the year.

By the END of the ASYE year the NQSW will be have a 90% caseload compared to experienced social workers.The assessor and NQSW will discuss workload management on a regular basis and highlight any

concerns to the line managerThe ASYE coordinator will monitor allocated case numbers on a regular basis and refer to managers for confirmation the workload is appropriately managed.

The specific details of how work will be allocated are as follows-

Protected development time

Expectations of protected development time may be pre-populated in line with the employer’s ASYE scheme.

10% of the NQSW’s time should be set aside for undertakingdevelopment activities (10% equates to 0.5 days per week or 2 days per month).



The 10% does not include mandatory training required for all employees. This 10 % refers to ASYE specific development activities.

The time includes attendance at ASYE development sessions, research and self directed learning around practice related issues. It also includes a minimum of ½ day per month study time to complete CRL and direct observation reflective written work.

Requirements and responsibilities

Expectations can be pre-populated in line with the employers ASYE scheme

The NQSW is required to



Prepare for and participate in supervision sessions and be open to learning from constructive, critical feedback

Keep the ASYE training record up to date and attend all mandatory training during the ASYE year

Attend all the mandatory ASYE development sessions during the year.

Complete the Critical Reflection Log (CRL) – this includes writing reflective logs at each 3 month stage of the ASYE and sending these to their assessor at least 2 weeks before the planned review meeting

Undertake at least 3 direct observations of their

practice – 2 with their assessor and 1 with their supervisor

Gather feedback regularly during the ASYE period and submit a minimum of 3 pieces of feedback from colleagues using the proforma in the CRL

Gather feedback from service users/ carers regularly during the ASYE year using a format appropriate to the individual and submit a minimum of 3 examples for inclusion in portfolio.

Enable their assessor to assess and sign off their work (assessments, minutes, case recordings etc.) at regular intervals during the ASYE

Develop a portfolio for submission at the end of the ASYE

The assessor is required toThe ASYE assessors and supervisors toolkit provides additional support and guidance. www.skillsforcare.org.uk/asyetoolkit



Provide monthly, reflective supervision to the NQSW in the first 6 months of the ASYE – to include discussion about theory, legislation and values

Provide additional supervision sessions at the 8 and 10 month stages (and a 9 month review if considered necessary) and record notes to share with NQSW

Complete the Record of Support and Progressive Assessment during the course of the ASYE which includes a holistic final report

Lead the quarterly review sessions with input from the NQSW, their supervisor and/or line manager

Offer extra supervisory support (in agreement with the ASYE coordinator) if the student is thought to be struggling/failing

Set appropriate targets for the NQSW to enable them to complete their Critical Reflection Log to the agreed timescales

Offer constructive critical feedback on the NQSWs written work highlighting areas of strength and improvement/development

Undertake the first and last of the 3 direct observations - offer constructive, critical feedback to the NQSW and gather feedback from the service user/carer

Make a final recommendation pass/fail at the end of the ASYE

Ensure that own continuing professional

practice is up-to-date and they remain registered with HCPC

If different, the role of the line manager/supervisor



Provide weekly, supervision in the first 6 weeks of the ASYE and monthly from then on

Undertake the 2nd direct observation - offer constructive, critical feedback to the NQSW and gather feedback from the service user/carer

Support the NQSW to complete their Critical Reflection Log which will include discussion and advice about their reflective logs prior to them being submitted to the assessor and offering feedback on completed reflective logs

Add their comments to the NQSWs final report

Endorse the final assessment decision (line manager only)

HCC- Where the line manager is not the supervisor, both are required to attend all meetings.

The ASYE programme coordinator is required to


Oversee the ASYE in terms of management in line with SfC and HCC requirements (see policy for further details)

Manage and where appropriate deliver a regular ASYE development programme

Attend regular regional SfC meetings to ensure the NQSW is supported in line with current developments

Ensure the NQSW timely access to a practice assessor

Attend the introductory meeting if the assessor or line manager is unfamiliar with the ASYE programme or there are other issues that require additional input

Attend review meetings if and when required Offer additional support and guidance if an

NQSW is thought to be struggling or potentially failing

Offer guidance and support with respect to study leave and protected workload issues

Request reports and regularly monitor the workload of NQSWs in conjunction with manager and practice assessor

Assessment, review and quality assurance

This section should be pre-populated to address questions in line with the employer’s ASYEscheme.

How will ASYE reviews and assessment be linked to employer’s probation and appraisal processes?


HCC does not have a formal probation period for new staff but the ASYE itself offers a year’s probationary period and must be passed in order for the NQSW to continue in employment in a qualified social work post.

Alongside the ASYE the NQSW will be expected to participate in their Valuing Performance review and to link Valuing performance goals and behaviours to their ASYE development plans.

What are the contractual implications of failure to complete, or failure of, the ASYE year?


For the duration of the ASYE the NQSW will be paid at the top of E grade on a fixed yearly NQSW role profile. If they pass they will move to a permanent F grade post (unless their original post is only temporary or unqualified).

If the NQSW fails their post will be terminated and they will not be able to apply for any other qualified post within HCC.

If the NQSW is an existing HCC employee who has graduated from the Employment Based Social Work route then they will return to an equivalent E grade unqualified role if they fail the ASYE.

What are the employer’s internal and external quality assurance arrangements?


All practice assessors are independent in that they do not work within the NQSWs team. Assessors are usually members of the workforce development team or are employed as casual workers. All practice assessors are qualified practice educators with a minimum of 2 year’s experience in that role.

Portfolios are moderated in line with the Skills for Care moderation process. On submission they are moderated by a member of the workforce development team. They are then submitted to the internal moderation panel and reviewed by a panel member.

This panel is chaired by the workforce development team on behalf of the Principal Social Worker.

A stipulated ratio of sample portfolios is submitted to a Regional Partnership Moderation Panel which is held at least bi-annually to enable standardisation of assessment across the region.

Portfolios may be submitted to the Skills for Care National Moderation Panel if requested.

How will the employer and NQSW deal with any disagreements over decisions?Blue = prepopulated by HCC

There is an appeals process that the NQSW can undertake if they are unhappy with the decision (see ASYE policy and How to Guide for further details).

How is successful completion of ASYE recognised by the employer?


A formal letter is sent by the ASYE coordinator to the NQSW and their manager informing them of the outcome of the panel

The line manager makes arrangements to move the NQSW to a permanent F grade contract (if applicable).

HCC notify relevant organisation responsible for issuing ASYE certificates of the pass to enable a certificate to be issued.

Additional considerations

Have any reasonable adjustments been agreed and arrangements due made for those NQSW who havea medical condition, disability, orspecific learning need?


If the NQSW agrees it may be appropriate to view relevant assessment reports, in order to ensure that the available support is reflective of the NQSW’S needs.

HCC- It is the responsibility of the line manager to ensure that any referrals and arrangements to assess or instigate any reasonable adjustments are made promptly. The RSPA should specify what arrangements will be made and time scales for completion.

This should be updated as appropriate when considered at reviews

Have any other factors been identified that may affect the progress of the NQSW?


For example:A delay in starting the ASYE or carer responsibility

HCC- This should be updated as appropriate when discussed at reviews

Record of discussions and expectations of NQSW

Taking into account the NQSW’s previous experience and part 1 of their CRL what areas should the NQSW address in their initial PDP?

The areas identified here should match the completed PDP. It is advisable to ask the NQSW to draft the PDP before the meeting and finalise this after this discussion with the line manager, assessor and supervisor.NB The PDP drives forward the learning process between reviews.

Have you discussed the expectationsof the CRL?


Any comments, issues or concerns should be recorded here

HCC- Please use this box to summarise your feedback about the first part of the CRL completed prior to this meeting and to make any comments about expectations/developments needed or the second log.Please record here if there is any delay in submission of the CRL and confirm what the reason for the delay was.

Deadlines agreed for you to receive the NQSW’s log, in advance of the review meetings

Three month review Please add a submission date for the CRL (at least 2 weeks before the review)

Six month review Please add a submission date for the CRL (at least 2 weeks before the review)

Final review Please add a submission date for the CRL (at least 2 weeks before the review)

Declarations and signaturesPlease ensure that this is circulated to attendees with in two weeks of the meeting.

Electronic or hand written (scanned for electronic submission) - typed name not acceptable

NQSW nameI have read and understood my role and responsibilities and commit to fulfilling them. I confirm the arrangements set out in this agreement.

SignatureDate

ASYE assessor name

I have completed the support and assessment agreement and will support the NQSW toundertake the ASYE.

SignatureDate

NQSWs line manager If applicable

I have read the support and assessment agreement and will support the NQSW and the assessorwith their role. I will provide supporting documents for the review meetings to inform the holistic

SignatureDate

ASYE coordinator name If appropriate

I have read the support and assessment agreement and will support the assessor and NQSW infulfilling it. I have read the support and assessment agreement and will support the assessor with

Signature

Date

Evidence template number 2: RSPA

Part 2: The first three months (review of progress and interim assessment atthree months)

■ The NQSW should have submitted part 1 of their CRL for interim assessment prior to the review meeting.

■ This review should explore the progress being made towards developing the knowledge and skills outlined in the KSS. NB this statement lays out minimum expectations – whatever their starting point – all NQSWs should show progression across the course of the ASYE.

■ The NQSW should incorporate areas for development in their PDP within part 2 of the CRL

Date of reviewName of attendees

Assessor

NQSW

Line manager (if applicable)

Other e.g. HR, ASYE coordinator (if applicable)

ContextSince the beginning of the programme, have there been any changes that may have impacted on the NQSW’s progress?

This is likely to include: organisational or individual issues that might impact on the ASYE year changes or updates needed to the support and assessment agreement changes to the arrangements for supervision, workload relief or professional

development time that were agreed in the support and assessment agreement

You must refer to the ASYE policy and criteria if considering applying for an extension to the ASYE year due to mitigating circumstances

Link to review prompt sheet – to be used to support the assessor at each review

prof dev - asye - Review prompt sheet

Any changes to the detail of the RSPA agreement should be dated and added to the original document . ( Do not delete previous entries)

Progressive assessmentAn overall professional judgement of capability at ASYE level, taking into account the KSS levelof capability. Identify strengths and progression.

This is the space for the assessor to record their holistic assessment of the NQSW’s capability and progressive development at ASYE level this stage of the ASYE, taking into account the PCF and KSS (statement 10 – level of capability). Identify strengths and progression. NB NQSWs are required to demonstrate progressive development regardless of their experience and level of capability at the start of the ASYE.

Any performance issues, particularly those which involve HR should also be referred to in this section. This will provide the evidence trail that may be required in the event of capability procedures being invoked.

This section should clearly take into account the NQSW’s overall progress and reference the NQSW’s progress against the KSS and the PCF. The holistic assessment outcomes may help to summarise this.

Refer to the PDP (evidence document number 2: PDP) - record, how far have the extent to which the identified learning outcomes been realised, and if this is reflected make a judgement about whether the NQSW has evidenced them sufficiently in the log.

It is important that that assessor refers to the practice evidence – direct observation;

feedback from other professionals generated in this review period to support their interim assessment judgements

The assessor should incorporate feedback on the CRL submitted by the NQSW. The assessor should consider whether the CRL has provided a holistic account of the NQSW’s progress and reflects the objectives set in the CRL development plan. Please records if there is any delay in the submission of the CRL and confirm what the reason for the delay was.

The assessor should consider whether the NQSW has made reference to relevant theory and legislation.

The assessor should be mindful that their assessment judgement is accurate, valid, robust and sufficient – refer to the critical reflection and holistic assessment section on our website.

Where concerns have been raised in relation to capability and linked to specific incidents/ case examples, anonymised references, such as AIS numbers should be included as evidence in the assessment.

Minutes of any interim meetings and action plans should be dated and added here.Please ensure any action plans are integrated into the NQSW’s PDP

Identify areas for further development. Use the KSS to audit knowledge and skills, use the PCF to identify gaps, areas for development and detail of the level required. The PDP areas should be agreed during the meeting and the assessor should ensure this is reflected in the PDP document.

Please support the NQSW to write SMART objectives

Additional comments on the three month review from line manager and/or ASYE coordinator if applicable.

Please comment on: the NQSWs overall progress any issues relating to support and supervision any performance issues.

Line managers comments must be recorded here.

Yes No N/A

Is the NQSW’s progress satisfactory at this stage?

This should be agreed in the meeting by the line manager. The decision should be based on whether there is evidence of sufficient progress.

If no, have concerns been addressed in the next PDP and/or action plan?Capability procedures for the NQSW should be actioned through the ASYE programme. Managers should be linking with HR. If additional performance plans are introduced by the manager/ supervisor these must be incorporated in the review and referenced as well as being referenced in the CRL.Are there any issues that affect the probation of the NQSW?(i.e. conduct, attendance, ability tofulfil role)

Areas for development and focus for next PDP three to six monthsIdentify areas for further development. Areas of concern may be referenced to the KSS and holistic assessment outcomes as appropriate.

If yes, has HR been notified?

NQSW’s comments on the three month review

must be completed

Declarations and signatures

Please ensure that this is circulated to attendees with in two weeks of the meeting.


NQSW name

I have read and understood this review.

SignatureDate

ASYE assessor name

I confirm my assessment at this review.

SignatureDate

Line manager (if applicable)Name

I have read this assessment and endorse it.

SignatureDate

Evidence template number 3: RSPAPart 3: Three to six months (Review of progress and interim assessment at six months)■ The NQSW should have submitted part 2 of their CRL for interim assessment prior to the

review meeting.■ This review should explore the progress being made towards developing the knowledge

and skills outlined in the KSS. NB this statement lays out minimum expectations – whatever their starting point – all NQSWs should show progression across the course of the ASYE.

■ The NQSW should incorporate areas for development in their PDP within part 2 of the CRL

Date of reviewName of attendeesAssessor

NQSW


Other HR, ASYE co-ordinator (if applicable)

ContextSince the last review have there been any changes that may have impacted on the NQSW’s progress?This is likely to include: organisational or individual issues that might impact on the ASYE year? Changes or updates needed to the support and assessment agreement? Changes to the arrangements for supervision, workload relief or professional

development time that were agreed in the support and assessment agreement any issues associated with the required support or assessment arrangements If the ASYE has been suspended for a period of time a note of the suspension and any

agreed actions can be note here.




Any changes to the detail of the RSPA agreement should be dated and added to the original document . ( Do not delete previous entries)

Progressive assessment

This is the space for the assessor to record their holistic assessment of the NQSW’scapability and progressive development at at ASYE level this stage of the ASYE, taking into account the PCF and KSS (statement 10 – level of capability). Identify strengths and progression. NB NQSWs are required to demonstrate progressive development regardless of their experience and level of capability at the start of the ASYE

any performance issues, particularly those which involve HR should also be referred to in this section. This will provide the evidence trail that may be required in the event of capability procedures being invoked

this section should clearly take into account the NQSW’s overall progress and reference the NQSW’s progress against the KSS and the PCF. The holistic assessment outcomes may help to summarise this

refer to the PDP (evidence document number 3: PDP) - record , how far have the extent to which the identified learning outcomes have been realised and is this reflected make a judgement about whether the NQSW has evidenced them sufficiently in the log?

It’s important that that assessor refers to the practice evidence – direct observation; feedback from other professionals generated in this review period to support their interim assessment judgements

The assessor should incorporate feedback on the CRL submitted by the NQSW. The assessor should consider whether the CRL has provided a holistic account of the NQSW’s progress and reflects the objectives set in the CRL development plan. Please records if there is any delay in the submission of the CRL and confirm what the reason for the delay was.


the assessor should be mindful that their assessment judgement is accurate, valid, robust and sufficient – refer to the critical reflection and holistic assessment section on our website



Areas for development and focus for next PDP six to twelve months

Identify areas for further development. Use the KSS to audit knowledge and skills, use the PCF to identify gaps, areas for development and detail of the level required.


Additional comments on the six month review from line manager and/or ASYE co-ordinator if applicable.

Please comment on:

■ the NQSW’s overall progress■ any issues relating to support and supervision■ any performance issues.

Line manager’s comments must be recorded here.

Yes No N/A

Is the NQSW’s progress satisfactory at this stage?This should be agreed in the meeting by the line manager. The decision should be based on whether there is evidence of sufficient progress.

If no, have concerns been addressed in the next PDP and/or action plan?

Capability procedures for the NQSW should be actioned through the ASYE programme. Managers should be linking with HR. If additional performance plans are introduced by the manager/ supervisor these must be incorporated in the review and referenced as well as being referenced in the CRL.

Are there any issues that affect the probation of the NQSW?(i.e. conduct, attendance, ability tofulfil role)


NQSW’s comments on the six month review

Must be included


Please ensure that this is circulated to attendees with in two weeks of the meeting.


NQSW name


SignatureDate

ASYE assessor name


SignatureDate


Name


SignatureDate

Evidence template number 3A: RSPA - the assessor/employer will decide whether or not a review should take place at nine months

Appendix 2 - Optional template to support nine month review (nine - twelve months)

Review of progress and interim assessment at nine – twelve months (optional)

Date of review

Name of attendees

AssessorNQSWLine manager (if applicable)Other is applicable (HR, ASYE coordinator)

ContextSince the last review have there been any changes that may have impacted on the NQSW’s progress?




Any changes to the detail of the RSPA agreement should be added and dated to the original document . ( Do not delete previous entries)Progressive assessment

This is the space for the assessor to record their holistic assessment of the NQSW’scapability and progressive development at at ASYE level this stage of the ASYE, taking into account the PCF and KSS (statement 10 – level of capability). Identify strengths and progression. NB NQSWs are required to demonstrate progressive development regardless of their experience and level of capability at the start of the ASYE

any performance issues, particularly those which involve HR should also be referred to in this section. This will provide the evidence trail that may be required in the event of capability procedures being invoked

this section should clearly take into account the NQSW’s overall progress and reference the NQSW’s progress against the KSS and the PCF. The holistic assessment outcomes may help to summarise this

refer to the PDP (evidence document number 3: PDP) - record , how far have the extent to which the identified learning outcomes have been realised and is this reflected make a judgement about whether the NQSW has evidenced them sufficiently in the log?

It’s important that that assessor refers to the practice evidence – direct observation; feedback from other professionals generated in this review period to support their interim assessment judgements

The assessor should incorporate feedback on the CRL submitted by the NQSW. The assessor should consider whether the CRL has provided a holistic account of the NQSW’s

progress and reflects the objectives set in the CRL development plan. Please records if there is any delay in the submission of the CRL and confirm what the reason for the delay was.


the assessor should be mindful that their assessment judgement is accurate, valid, robust and sufficient – refer to the critical reflection and holistic assessment section on our website



Areas for development and focus for next PDP nine-twelve monthsIdentify areas for further development. Use the KSS to audit knowledge and skills, use the PCF to identify gaps, areas for development and detail of the level required.


Additional comments to inform the nine month review from line manager and/or ASYE Co-ordinator if applicable.

Please comment on:■ the NQSW’s overall progress■ any issues relating to support and supervision■ any performance issues.

Line manager’s comments must be recorded here.

Yes No N/A

Is the NQSW’s progress satisfactory at this stage?

If no, have concerns been addressed in the next PDP and/or actionplan?

Are there any issues that affect the probation of the NQSW? (i.e. conduct, attendance, ability to fulfill role?)


NQSWs comments on final assessment

must be included

Declarations and signaturesElectronic or hand written ( scanned for electronic submission) - typed name not acceptable

NQSW name


SignatureDate

NQSW name


SignatureDate

Line manager/supervisor (ifapplicable)Name


SignatureDate

Evidence template number 4: RSPA

Part 4: Six – twelve months (final review and assessment includingrecommendation of assessment decision)

■ the NQSW should have submitted part 4 of their CRL for interim assessment prior to the reviewmeeting

■ a completed PDP enables the NQSW to demonstrate on-going compliance with HCPC standards for CPD.

Guidance – s 11 of the KSS states: the assessment of a written piece of work demonstrating the ability of the employee to reflect

on and learn from practice. It should show how the employee has used critical reflectionon their practice to improve their professional skills and demonstrate reasoned judgement relating to a practice decision

the assessment of at least three examples of written reports and records, including a report written for an external decision making process and a set of case recordings

three formal direct observations of practice undertaken by a registered social worker (at least two of these to be completed by the assessor)

at least three pieces of feedback over the course of the year from people who need care and support, or from their carers

at least three pieces of feedback over the course of the year from other professionals

Date of review

Name of attendees

AssessorNQSWLine manager (if applicable)Other is applicable (HR, ASYE coordinator)

ContextSince the last review have there been any changes that may have impacted on the NQSW’s progress?

This could include: any organisational or personal issues that might have impacted on the ASYE year any changes or updates needed to the support and assessment agreement

Review of NQSW’s progressive development

Refer to the evidence submitted by the NQSW in Part 4 of their CRL (evidence document number 4: CRL), and discussions in supervision.Check overall progress against the PCF and KSSRefer to the PDP (evidence document number 4: PDP) how far have the identified learning outcomes been realised and is this reflected in the log?

Where there have been performance management issues these need to be referenced.

There should be an account of any actions taken and any outcomes


Has NQSW demonstrated progression and met the KSS standards through the following assessment evidence?

Yes No

Critical reflection, as demonstrated through the written piece of work in their CRL (evidence template numbers 1: CRL; 2:CRL; 3:CRL: 4: CRL)

Professional documentation ( evidence templatedocument numbers 2:PD; 3:PD; 4:PD)

In addition has the NQSW :

Completed three direct observations? (evidencetemplate numbers 2:DO; 3:DO; 4:DO)

Obtained at least three pieces of feedback from people in need of care and support? (evidence document numbers 2:SU; 3:SU: 4:SU)

Obtained at least three pieces of feedback from other professionals? (evidence template numbers 2:OP; 3:OP; 4:OP)

Final assessmentRefer to the holistic assessment outcomes in appendix 1, the KSS and the PCF at ASYE level. (Minimum 500 words)

Refer to the KSS and the PCF at ASYE level. (minimum 500 words)NQSWs should show progression across the course of the ASYE. Refer to further levels of the PCF where the NQSW is demonstrating capability beyond the ASYE. This should also be evidenced in the critical reflection log (evidence template number 4:CRL)

Evidence should be set out against each of the assessment outcomes referencing the PCF and KSS in each section


Consistently demonstrated proficient practice across a wide range of tasks and roles

Become more effective in their interventions

Developed confidence and earned the confidence and respect of others

Gained experience and skills in relation to a particular setting and user group

Consistently used supervision to seek support, exercise initiative and evaluate own practice

Worked effectively in increasingly complex situations

Reflected critically about their practice, using information from a range of sources

Integrated the perspective of those in need of care and support across all aspects of their critical reflection, building on their feedback where appropriate.

Used critical reflection in professional decision making and accountability

Next stepsWhat, do you assess are the NQSW’s development needs in the next stage of their professional development and future career? How do you consider these should be addressed in next PDP and organisation’s appraisal cycle? How should they be incorporated into the timescales for meeting HCPC re-registration requirements?

The NQSW should incorporate these areas for development in their post ASYE PDP (evidencetemplate number 4: PDP)

Line manager/supervisor’s assessment reportOverall assessment - please comment on the NQSW’s overall professional capability

This should include a summary of the manager’s decision in relation to the passing or failing of the ASYE. The Manager should summarise any key organisations and support issues as well as any performance management follow up/ actions taken during the year.

Where possible the line manager should reference the KSS and PCFThis should be completed when the line manager has not been responsible for providingreflective supervision or final professional assessment.

Summary of supportHave there been any issues in the provision of support and reflective supervision, workload relief or professional development time (as identified in the support and assessment agreement and the reviews at three and six months) that may have impacted on the outcome recommendation?

No/yes - if yes provide details

Please ensure you clarify how these issues were highlighted, addressed and the outcome of actions to manage them.Performance managementHave there been any performance management concerns during the ASYE?

No/yes - if yes provide details


Electronic or hand written ( scanned for electronic submission) - typed name not acceptable

NQSW name


SignatureDate

ASYE assessor name


SignatureDate

Line manager/supervisor (ifapplicable)NameI have read this assessment and endorse it.

SignatureDateASYE coordinator name If appropriate

I have read the support and assessment agreement and will support the assessor and NQSW infulfilling it. I have read the support and assessment agreement and will support the assessor with

Signature

Date

Recommendation by the assessorThis is confirmed through the internal moderationprocess Yes No

Has the NQSW has passed the ASYE?

If no, are concerns being addressed via HR/capability procedures?

NQSWs comments on final assessment

Appendix 1 - Internal moderation process

The internal moderation process confirms the assessment outcome on behalf of the employer through reviewing and scrutinizing the assessment decisions of individual assessors. This space is provided for the employer to include a statement about the organisations’ internal moderation process. This should also include measures to secure the anonymity of the assessor and the NQSW if their evidence is selected for external moderation.

Professional documentation (work products)(Also see HCC specific guidance document) prof dev - asye - professional documentation guidance

The assessor will be responsible for signing off the professional documentation. The primary documentation will not be presented for internal or external moderation panels

Objectives are as follows:

to support the NQSW in continuing to develop high standards of professional recording. to provide a framework for the NQSW to demonstrate high standards of professional

recording over their ASYE programme. to ensure the NQSW can demonstrate high standards of professional recording across a

variety of requirements and contexts (e.g. assessment, analysis, recording for other settings such as court).

to use supervision and other means, to ensure that the NQSW engages in continuous critical reflection and learning about the quality of their professional recording and implements changes as a result.

to incorporate professional recording into the main review points for the ASYE programme(three months, six months and final assessment).

to provide a mechanism for professional documentation to be ‘signed off’ by the assessor onbehalf of the ASYE programme.

Assessment criteria

In ‘signing off’ the documentation produced by the NQSW, the assessor confirms:

1. They have viewed a representative sample of the NQSW’s work products.2. The NQSW has demonstrated progress (across the year) in their capabilities for each element

below:

reflecting critically about their professional recording, learning from it and implementing change.

meeting agency recording standards for:o formats/tools usedo timescales in completing recording.

recording defensible professional decisions which:o distinguish between opinion and facto draw on and tests multiple hypotheses, including contradictory opinions held by

different professionalso make informed use of intuitiono build an effective argument/justification with evidence.

understanding and applying appropriate legal frameworks. integrating and communicating the perspective of those in need of care and support in all

aspects of recording, building on their feedback where appropriate. producing recording that communicates effectively with a range of audiences, including other

professionals and court. producing recording that is:

o clear, concise, and purposefulo accurate, using correct spelling, punctuation and sentence structure.

http://hantsfile.it2000.hants.gov.uk/LinkViewer/LinkViewer.aspx?PIDv1=90%203%20ICM8%20ICMNLSDB10%20DOC_BIN_1059%2026%20A1001001A17E22B51824B8869518%20A17E22B51824B886951%2024%201262

Professional documentation

Assessor verification of the progressive development and quality of examples of work products produced through the year.

Three month review Professional documentation Areas for development

Six month review Professional documentation Areas for development

Final assessment Professional documentation Areas for development

Pass/Fail

Assessment against the KSS and PCFBelow is a schedule of key assessment outcomes to assist in the construction of the professional development plan, the structure of the evidence and the final assessment. It may be helpful to consider the relationship between the KSS and the PCF as follows:

the KSS provides an overall context that describes the role and expectations of the socialworker in adult services

the KSS is designed to build upon and enhance the PCF, which remains the overarchingstandards framework applicable to all social workers in whatever role or setting

all social workers should be able to demonstrate knowledge of all aspects of the KSS and development in those aspects which are relevant to the service setting

the PCF details the level expected of the NQSW at the end of the ASYE all social workers need to demonstrate progression; the ASYE and KSS level descriptors

are the minimum requirement at the end of ASYE.

Over the course of the ASYE the NQSW has:

Holistic assessment of practice - level descriptor contained in the KSS and PCF

Assessment outcomes - taken from KSS, CRL and theRSPA development.

Consistently demonstrated Confident application of the law to include the Care Actproficient practice across a wide and Mental Capacity Act, demonstrated a variety ofrange of tasks and roles. cases and settings.

Skilled demonstration of person centred practice Progressive development of skills in identifying and

responding to risk including positive risk takingBecome more effective in their Progressive development of practice skills andinterventions. knowledge.

Skilled application of social work methods. Skilled in developing effective and empathic

relationships to ensure that the wishes of those in needof care and support are at the core of assessment andintervention.

Developed confidence and earned Confident articulation of the social work role.the confidence and respect of Leadership skills in team and multi-disciplinaryothers. settings.

Consistent demonstration of reasoned decisionmaking.

Gained experience and skills in Development and confident application of knowledgerelation to a particular setting and relevant to the service setting.user group Increased ability to work autonomously.

Reliably operating within organisational requirements.Consistently used supervision to Proactive use of supervisionseek, support, exercise initiative Increased ability to reflect on, evaluate and alter theirand evaluate their own practice own practice.

Progressive development of initiative and appropriatedecision making.

Worked effectively in increasinglycomplex situations

Providing evidence of all of these requirements willincorporate this element.

Assessment of critical reflection– outcomes

Evidence from the CRL

Reflected critically about their practice, using information from a range of sources.

Continuous learning and changed practice. Increased self-awareness about continuous progress

and development as a professional. Consistent demonstration of sound, professional

judgement. Increased understanding of the role and purpose of

social work.

Integrated the perspective of those in need of care and support across all aspects of their critical reflection, building on their feedback where appropriate.

Improvements in approach to person-centred practice. Undertaking effective assessments, which draw

critically on theory, law, research and evidence as well as information from a range of sources.

Used critical reflection in professional decision-making and accountability

Drawing critically on theory, legislation, research and evidence to demonstrate effective practice in managing risk, capacity and safeguarding

completing the rspa - supporting guidance · web viewthis is the space for the assessor to record...

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