Annual Report 2006-2007 - Cafcass

Objective 3
Developing a more highly trained and skilled workforce
Continuing professional development is an essential
part of workforce development and will help us to deliver
high-quality services to the children and families we work
with. We set out our commitment to developing our staff
in a five-year Knowledge, Learning and Development
(KLD) Strategy, which was written after a wide-ranging
consultation with internal and external stakeholders,
carried out by three of our Board members who were
supported by a small group of specialist staff.
In the first year of this strategy we have made good
progress, devolving the KLD function to local regions
and keeping a small strategic function nationally. This
has enabled a better relationship between planning and
meeting local staff development needs.
“The trainer is just ace. He knows so
many references and points of contact.
A good result all round.”
Participant at element 2 of training on cases involving
domestic violence
Other nationally delivered courses in 2006–07 included
foundation courses for new starters, recruitment and
selection training, supervision and appraisal training, and
courses on children’s needs, wishes and feelings, equality
impact assessment and project management.
We have invested time in developing the specification for a
Leadership and Management PQ course for our first line
managers, which Birmingham University successfully
bid for. The university is currently developing the course,
which is planned for roll-out in September 2007.
Delivering training Staff have been provided with highquality
training and personal development programmes,
which will support them to carry out their roles to the
highest possible standards. For example, the first intake
of FCAs on the Post Qualification (PQ) social work training
award started early in 2007. Our KLD staff worked with
higher education institutions to provide courses that meet
Cafcass’ needs as a unique socio-legal casework agency
in England.
We also started a three-year rolling programme of
specialist training on working on cases in which domestic
violence is a feature. FCAs, Service Managers and selfemployed
contractors are required to attend all three of its
elements in order to be properly certified.
IT training We developed a bespoke programme of IT
training (Word and Outlook) for our FCAs, who
completed a self-assessment questionnaire and,
depending on the results, received either a one-to-one
session or group training.
Sponsorships Around 50 staff, including a number of
business support staff, received sponsorship for courses
and degrees. We spent £55,000 on sponsorship in 2006–07.
Library and Information Service As part of Cafcass’
commitment to supporting staff in learning from research
and best practice, our new Library and Information Service
(LIS) was launched in September 2006. The LIS is the
product of a partnership with Barnardo’s, giving Cafcass
case study
Sponsorships supporting career development
Vicky Timmins, Regional PA in the East Midlands, is studying for a two-year HND in Business Management, which
will lead to a BA in Business and Management after a third year of study. The KLD Sponsorship Group provided
75% of the funding needed for the 2006–07 element of the course. The modules she has undertaken include data
analysis, business systems and management.
Vicky says, “The section on research has proved particularly interesting. Through the university I have access to
information on many topics – I don’t think I have ever read so much! I am sure I have developed personally too. I
now understand better what motivates people and how best to support my colleagues.”
18 | Cafcass Annual Report and Accounts 2006–07