Social work recruitment and retention

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Further reading Social work practices: report of the national evaluation - www.gov.uk/government/publications/social-workpractices-report-of-the-national-evaluation ‘Remodeling Social Work’ ‘Remodeling Social Work’ This model for organisational redesign was initiated in Hackney in 2010 where it was led by Isabelle Trowler (then an AD at Hackney and now Chief Social Worker for children and families) and Steve Goodman (now Director at Morning Lane Associates). A ‘systemic practice’ model replaces traditional team structures with ‘social work units’, each headed up by a Consultant Social Worker with administrative support from a unit coordinator. Families are known to all members of the unit and direct work is undertaken by everyone, with the Consultant Social Worker holding overall case responsibility. The evaluation (by Eileen Munro) identified some significant positive changes: The shared approach to case management was found to support reflective learning and skill development. The burden of paperwork for social workers was reduced by much strengthened administrative support, allowing workers to spend more time on direct work. Practice in the units was of a consistently higher standard than other areas of service in Hackney. There was a fall in the number of looked after children during the lifetime of the project which, in financial terms, equated to a 4.9 per cent reduction in costs. There was a 55 per cent reduction in staff sickness days. Workers in the units still suffered stress relating to high workloads but reported having greater structural and emotional support at critical times. Social workers in the units were more likely to report having the autonomy needed to carry out their role. 12 Research in Practice Social work recruitment and retention
Organisational factors supporting staff retention in Innovation Programme (IP) projects Increased capacity A number of IP projects include funding for additional social work capacity during the period of organisational change the project entails, in recognition of the additional pressure on social workers at this time. Additional capacity is planned to be temporary in light of predicted reductions in demand over time due to the new ways of working (for example Stockport). Workforce development Supporting social workers to develop skills and confidence using new approaches to working with children and families is a core component of a number of projects. Examples include training in restorative practice in Leeds and a network of peer learning in projects implementing Signs of Safety. In North East Lincolnshire and Newcastle, partnerships with local universities will support ongoing training and skills development across the workforce. In the Tri-borough authorities, among others, a system of observation, feedback and coaching is being established to support practice development. Shared caseloads and increased opportunities for reflection A number of authorities are seeking to implement structures similar to that used in the Remodeling Social Work project described above. As well as those authorities working with Morning Lane Associates to formally adopt the Hackney model, a number of authorities are introducing shared caseloads and team case discussions within their projects (for example Newcastle and Hertfordshire). Career progression The creation of senior practitioner roles to allow experienced social workers to continue working directly with families while sharing their expertise with others is a feature in Stockport, Reclaiming Social Work and the Tri-borough authorities. In other projects, social workers are being given opportunities to develop specialist skills by focusing on work with families with specific needs, including work with adults experiencing domestic violence and substance misuse (Hampshire and the Isle of Wight) and young people with mental health difficulties (Wigan). Reforming IT systems Some authorities are considering how recording processes might reduce the social work time required and increase the focus on outcomes in assessments and plans. The Signs of Safety IP is exploring how the framework can be used to guide recording which is in line with Ofsted expectations. Other authorities (for example Hertfordshire) are developing electronic case management records that can be accessed remotely, reducing travel time and ensuring case notes are always up-to-date. www.rip.org.uk 13
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Social work recruitment and retention

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