Download - Developing a Professional Register Steve Cosgrove and Mike Ashe PCA Conference – March 2013 1
1
Developing a Professional Register
Steve Cosgrove and
Mike Ashe
PCA Conference – March 2013
Public protection
Professional regulation
System regulation
Professional ethos & values
Team and peer
assurance
Practice and organisation governance
National Standards
RISK ASSURANCE MATRIX
3
Types of Register
• Voluntary Register• Statutory Register• Employer-led • Licensing
4
Basic Register
PROBATION WORKERREGISTER
5
Core Principles & Functions
Principles:• Assure public protection• Assure quality of work• Affords credibility to the
sector• Provides a Code of Ethics
and Values for the sector• Demonstrates good use of
public funds• Enhances professional
status of sector
Functions:• Coverage: England and
Wales only • Rewards good practitioners
(badge, award, certificate)• Supports and enhances the
value of sector qualifications framework
• Register those currently employed in sector
PROBATION WORKER REGISTER
6
Code of Practice for Probation Workers
Code of Ethics• Values
– Public protection– Enforcement of court order– Rehabilitation of offenders
• Principles– Commitment– Effective use of resources– Fairness– Value diversity
• Personal qualities– Integrity– Competence– resilience
Statement of Professional Conduct
• Explicit statement of expectations
• Work within the required legal framework
• Breach of the Statement of Professional Conduct may lead to de-registration
PROBATION WORKER REGISTER
7
Probation Workers on the Register
Probation Workers on the Register:• Meet the agreed National
Occupational Standards which describe the knowledge, competence and skills of good practice
• Hold recognised and approved qualification(s)
• Are recognised as sector professionals
• Are committed to continuing competence (CPD)
• Adhere to the Code of Practice for Probation Workers
PROBATION WORKER REGISTER
8
BASIC REGISTRATION CRITERIAEmployed in the Sector?
Supervising offenders?
PQF Qualified?Y Y
YN N N
Pre Registration PROBATION
WORKERREGISTER
9
DE-REGISTRATION & APPEALS
APPLICATION FOR
REGISTRATIION - individual- employer- code of ethics
DE- REGISTRATION
Status CodeX ……Y DisciplinaryZ Public Safety
Routine Registration
check- employer- employee
REGISTRATION
DISCIPLINARY- Termination of employment- Public Safety implication
Employment Ends
REVIEW OF DE-REGISTRATION
CODINGPRE-
REGISTRATION
PROBATION WORKERREGISTER
10
BASIC REGISTER[ENHANCED]
PROBATION WORKER
REGISTER
EMPLOYERREGISTER
11
Employer Register
• All registrations verified, endorsed and countersigned
• Renewal registration check
• Information about Public Safety related termination
• Workforce Statistics and Research
• Workforce Skills Report • Planning and Organising
for Workforce Development
• Peer organisation network
PROBATION WORKERREGISTER
EMPLOYERREGISTER
12
Public Access
PRE-REGISTEREDCOMMISSIONERREGISTER
EMPLOYERREGISTER
PROBATION WORKERREGISTER
PUBLIC
13
A Drop-down menu for the Public
• Is my Probation Officer registered?
• What can I expect from my Probation Officer?
• The Code of Ethics for Probation Staff.
• Making a Complaint• Career opportunities
and career pathways
• What Training and Qualifications do I need?
• Post-qualifying training• Continuous professional
development• Are you interested in
working in the sector? You can Pre-Register with us.
PROBATION WORKERREGISTER
EMPLOYERREGISTERCOMMISSIONER
REGISTER PRE-REGISTEREDPUBLIC
14
Workshop Questions
• How should the Register be used to promote good practice in the sector?
• What sort of interaction with the public should the Register provide?
15
ASSOCIATE REGISTRATION
PUBLIC
Comprehensive Register
PRE-REGISTERED
SECTOR QUALIFICATIONS
FRAMEWORK
COMMISSIONERREGISTER
EMPLOYERREGISTER
PROBATION WORKERREGISTER
16
Developing the Probation Worker Register
PROBATION WORKER REGISTER
ASSOCIATE REGISTRATION
PRE-REGISTERED
SECTOR QUALIFICATIONS FRAMEWORK
CONTINUOUS PROFESSIONAL DEVELOPMENT
RENEWAL OF REGISTRATION
17
CPD – Framework
• Purpose of CPD to ensure– competence to practice– taking in knowledge, skills
and practical experience.
• Structure– Formal & structured– Informal & Self-directed
• Renewal periods– 12m/24m/36m
• CPD models– Accounts– Points– Hours
• Quality assuring– Sampling– Qualifications
• Code of practice for training providers
CONTINUOUS PROFESSIONAL DEVELOPMENT
18
Developing the Employer Register
SECTOR QUALIFICATIONS FRAMEWORK
Revised and new qualifications
and Staff Development
Strategies
HR Data and Skills Needs
Analysis
COMMISSIONERREGISTER
EMPLOYERREGISTER
19
What the employer gets
• Up-to-date information about skills, qualifications, CPD and expiry dates.
• Match vacancies to people who meet role requirements
• Identify workforce skills gaps
• Measure workforce training needs and requirements
• Protection against litigation through verification of staff skills
• Easy to provide audit data
• Support and information
EMPLOYERREGISTER
20
A Probation Institute
Remit• Qualifications• Register• CPD• Research• ComplaintsFunding• Registrant fees• Employer fees• Fund raising
Membership• Employers (public, private,
third sector)• NOMS• Public• HE / SFJ / VQ• Unions / staff organisations Connections with other relevant bodies (e.g. Health, LA, Police etc)
21
22
Workshop Questions
• What sort of CPD model should be used to underpin continuing competence?
• What should be the remit of a Probation Institute?
• How should the links between training providers (including qualifying training) and the Register be handled?
23
Feedback for the Report
Email addresses:• [email protected]• [email protected]
Deadline for inclusion in the report: 3 April 2013