Qualification in Restorative Practice Rollout
•Download as PPT, PDF•
2 likes•563 views
The document discusses the rollout of a new qualification in restorative practice in the UK. It provides background on the qualification, describing what it is and is not. It outlines the structure of the qualification, including mandatory and optional units. It then discusses who the qualification is for, the stage 1 rollout plan including locations, costs, timeline, and requirements for candidates and employers. It addresses what to do if not eligible for stage 1 and provides additional information on completion time, assessment, and registration.
![Qualification in Restorative Practice ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
Recommended
More Related Content
What's hot
What's hot (20)
Similar to Qualification in Restorative Practice Rollout
Similar to Qualification in Restorative Practice Rollout (20)
More from Restorative Justice Council
More from Restorative Justice Council (8)
Recently uploaded
Recently uploaded (20)
Qualification in Restorative Practice Rollout
- 1. Rolling out the restorative practice qualification Linda Millington and Kim Smith RJC Practitioners’ Training Day 20 April 2010
- 9. Timetable Evaluation of stage 1 completed & case studies produced March 2011 Candidates complete qualification in restorative practice; trainee assessors complete training June 2010 – February 2011 Expert witness training completed June – December 2010 Candidates start collecting evidence, trainee assessors & expert witnesses start training June 2010 Set up assessment centres. Candidates, trainee assessors & expert witnesses identified April – May 2010 Decision made on initial four roll out locations Late April 2010 Information workshops April 2010
Editor's Notes
- Programme lead for the children and young people’s workforce for Skills for Justice – which means I work with a wide range of employers in the justice sector including police, prison, youth offending teams and Third Sector. I projected managed the NOS review in 2009 and the development of the new qualification in restorative practice – and I now will be managing the roll out of the qualification. Bit about who are Skills for Justice – Government funded; mainly work to reduce skills and shortages. Work includes NOS development, qualification development, LMI data and support for qualification set up. Covers a wide range of strands – police, Third Sector, youth justice, fire and rescue, custodial care, community justice. Also a key role in working collaboratively with other SSCs on developing skills for CYP workforce Workshop will cover information about the new qualification in restorative practice, details on the stage 1 roll out, and input from Kim on Norfolk police’s perspective. Hopefully there will be time for questions!
- One of the recommendations following the publication of the Home Office Best Practice Guidance for Restorative Practitioners (2004) was the development of national occupational standards and a qualification for restorative practice. Simply NOS define what knowledge and skills are required to carry out restorative practice functions effectively. Between 2006 -2009 NOS were developed and refined and during 2009-10 Skills for Justice with support from the RJC developing new qualification in restorative practice. If you take home one thing from today, it’s that the new qualification is not a training course! It will not give you the background to become a restorative practitioner. The qualification is suitable for those who have been working for about 6 months with restorative processes and has undertaken a training course in the subject. The assessment will be based on what you do on a regular basis, or in other words it assesses your competence to carry out restorative processes. It’s very much like an NVQ. Assessment will be overseen by an assessor (!) with possibly input from an expert witness. More about this later. But there are a number of ways that assessment can take place – observation, professional discussion, witness statements, question and answer sessions.
- Funding has been secured from both the Children’s Workforce Development Council and the Office for Criminal Justice Reform to support Stage 1. This money will be used to help build the assessment infrastructure required to support the qualification as well as candidate fees. The decision on the four regions we will support has not been made. We would like to work with partner agencies who are already delivering NVQs and they will be asked to find 10 candidates from a range of agencies and backgrounds. The partner agencies are assessment centres. An assessment centre – An assessment is approved by an awarding organisation (body) such as City and Guilds. The awarding body checks that the centre has all the policies and procedures in place as well as the technical expertise to deliver the award. This means having an internal verifier in place and assessors who have expertise in carrying out assessment and in restorative processes. An IV quality assurances the work of and provides guidance to the assessors. And the question you will now ask but there isn’t many trained assessors in restorative practice! This is something that we are well aware of and part of the purpose for part funding stage 1 is to help build the infrastructure to deliver the restorative practice beyond this initial roll out. We are prepared to fund 50% of costs for candidate fees, and training assessors/expert witnesses. In total the project will part fund 40 candidates, 16 assessors and 16 expert witnesses. An assessor is occupationally competent to work in restorative practice and will either be working towards or have gained something called the A1 award. This is the official qualification for trained assessors. An assessor will, for example, lead on the planning of the candidates’ collection of evidence, carry out professional discussions and sign off evidence. Expert witnesses – as we know there is currently a lack of trained assessors in this field we are looking to use a number of expert witnesses to provide some assessment. Expert witnesses will only provide statements about the competency of the candidates ie do they meet the required standard as detailed in the qualification. They won’t carry out, for example, assessment planning which is the job of the assessor.
- So I am sure the burning question you all want to ask is how much is this going to cost. Costs do vary across regions but generally the full cost of delivering this type of qualification is. Judgements will have to made on whether you can integrate assessor time if you train your own assessors into their existing job roles. BUT do not make it seem like an additional duty on top of what they already do!! Whilst assessors and expert witnesses are training, will there be a need to be cover for their duties? If, for example, assessor training takes place away from their place of work will travel and subsistence costs need to be covered? But don’t forget assessment will take place in the workplace. How do costs compare with sending someone on a off site training centre. And assessor training is a set up cost and in the long run will work out cheaper than buying in assessment services.
- we are looking for a particular group of candidates from across a number of settings. This slide details exactly who we would like to take part.
- We would also expect employers to commit to the following. With a programme such as this we expect all candidates and employers to sign up to an agreement which states their role and responsibilities.
- This is the plan! Whilst some timescales can be moved, the one that can’t is the end date of March 2011 for the evaluation of the project.
- For example, you are not based in one of the four initial locations You are looking towards achieving units of the qualification, not the full award You are not selected for the part funding programme As long as there is an assessment centre who is willing to work with you, then there is nothing to stop signing up for the award at this stage. For example, some employers will want to deliver the award in-house, which some police forces may like to do. The partner agencies who we are looking to work with may also want to work with additional candidates. But obviously you or your employer will have to meet the full costs of the qualification, in the usual way that any organisation operating a continuous professional development policy. Once the dust has settled on getting stage 1 off the ground we want to ensure that there are opportunities for everyone across England, Wales and Northern Ireland can take the award.
- The award should take between 6-9 months to compete Assessment in competency based qualifications has a reputation of being very bureaucratic but this does not have to be the case! Assessment can take a number of forms – observation, expert witness testimony, using work records, professional discussion and questioning/answering. Yes there does have to be a candidate portfolio but it shouldn’t need a forklift truck to pick it up! Following on from Stage 1, the RJC will develop the first national register of accredited practitioners. The new qualification in restorative practice will be an entry route onto the register although the RJC will consider other qualifications, as long as they are based on NOS. There is a need to look of passporting senior practitioners as well as providing a way for those new to the field to join the register as associates while working towards full accreditation. The have another workshop to run at the RJC Practitioners Day and I am still in the process of logging all the expressions of interest in the award. At the end of April we will make that decision about which of the four locations will be part of stage 1. We will release a candidate application form in the near future which will be used to select suitable candidates. This will be processed by a local assessment centre, and not Skills for Justice or the RJC.