Managers

We are leading a number of areas of reform - from helping universities select the right people at interview, to advising on the curriculum, to ensuring that social workers in practice receive the support they need to operate effectively. This page provides guidance to people who manage social workers on how the changes will affect them.

We have developed a range of membership services to support you in understanding and meeting professional standards.

Introducing the Professional Capabilities Framework

The Professional Capabilities Framework (PCF) was developed by the Social Work Reform Board, and will be introduced in 2012 as the single way in which social workers should think about and plan their careers and professional development. It will serve as a backdrop to both initial social work education and continuing professional development after qualification. The PCF has been developed by social workers for social workers. It is a ‘living’ document, in that it is likely to develop as the profession develops. It is owned by The College on behalf of the profession.

A Professional Capabilities Framework rather than an Occupational Framework

The PCF will replace the National Occupational Standards for Social Work in England (although these will still apply in Scotland, Wales and Northern Ireland) and are intended to represent standards or levels of professional practice rather than specific job roles. For example, a social worker may have the professional capabilities of an advanced practitioner but choose to work as an experienced social worker. Having said that, the PCF will undoubtedly influence job roles and descriptions as practice develops. Links to: NJC & PCF statement :Other devolved administrations councils

Capabilities by level

There are nine capabilities in the PCF. Each has an overarching headline ‘statement’, and a paragraph illustrating what is meant.

The framework is divided into ‘levels’, for practising social workers, the levels are: 

• Assessed and Supported Year in Employment (ASYE)
• Social Worker
• Experienced Social Worker
• Advanced Practitioner
• Principal Social Worker

There are also capabilities and a description for Social Work Managers.

Progression between levels

Progression between levels is characterised by changes over a variety of professional attributes, such as the ability to manage authority, complexity and risk.

Social workers have a professional responsibility, set out in the PCF, to contribute to the development of the next generation of social workers. As a manager you can support this by encouraging social workers you manage to train as practice educators and take on students on placement. This would involve making sure the resources (such as space) are available to enable this to happen. You might also get involved with higher education to teach or advise on the way their programmes are put together and delivered. Such activities can also contribute to your own CPD.

Mangement, professional development, practice and partnership

As a social work manager you will have responsibility for both your own professional development and practice and for ensuring that those you manage have the opportunity to meet the professional requirements. Leadership and management courses are helpful. There are programmes developed specifically for social work managers as well as more generic learning opportunities available to support your role and progression.

The PCF also sets out the capabilities expected of social work managers and may help you to focus on your strengths and areas of development.

Employers are one of three key partners in the reform process, the other two being educators and social workers themselves. The responsibilities of employers are set out in the Standards for employers of social workers in England and Supervision Framework which is held by the Local Government Association.

The training and supply of social workers is the joint responsibility of employers and universities - neither can produce social workers without the other, so both need to work together in partnerships.You can find out more about the social worker supply-and-demand model (requires free registration) at the Centre for Workforce Intelligence. Employers who participate fully in partnerships gain important influence over the quality of their future workforce.

FInd out more about Working in partnership to implement the reform of social work education, including (SWRB) Products, Partnership and CPD resources.