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 recom- mendation 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
NB – The template HCC use has been prepopulated with the text below and should not be altered, but could be added to.
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
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
NB – The template HCC use has been prepopulated with the text below and should not be altered, but could be added to.
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).
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.
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
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.
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
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.
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
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.
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
Blue = prepopulated by HCC
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?
Blue = prepopulated by HCC
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?
Blue = prepopulated by HCC
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?
Blue = prepopulated by HCC
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?
Blue = prepopulated by HCC
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?
Black = Skills for Care GuidancePurple = HCC guidance
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?
Black = Skills for Care GuidancePurple = HCC guidance
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?
Black = Skills for Care GuidancePurple = HCC guidance
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 co- ordinator 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.
Electronic or hand written (scanned for electronic submission) - typed name not acceptable
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
re- view 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
Line manager (if applicable)
Other HR, ASYE co-ordinator (if applicable)
ContextSince the last review have there been any changes that may have impacted on the NQSW’s pro- gress?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.
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 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 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
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.
Please support the NQSW to write SMART objectives
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)
If yes, has HR been notified?
NQSW’s comments on the six month review
Must be included
Declarations and signatures
Please 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 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 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?
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 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 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
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.
Please support the NQSW to write SMART objectives
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?)
If yes, has HR been notified?
NQSWs comments on final assessment
must be included
Declarations and signaturesElectronic or hand written ( scanned for electronic submission) - typed name not acceptable
NQSW name
I have read and understood this review.
SignatureDate
NQSW name
I have read and understood this review.
SignatureDate
Line manager/supervisor (ifapplicable)Name
I have read this assessment and endorse it.
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
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
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
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.
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
Declarations and signatures
Electronic or hand written ( scanned for electronic submission) - typed name not acceptable
NQSW name
I have read and understood this review.
SignatureDate
ASYE assessor name
I confirm my assessment at this review.
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.
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