Perspectives on Professional Formation Apprenticeship, Pupillage and the Assessed Year in Employment Gillian McGaughey
Who am I <ul><li>Barrister </li></ul><ul><li>Family Law specialist </li></ul><ul><li>Master </li></ul><ul><li>Lecturer at ...
Professional Formation <ul><li>Barristers </li></ul><ul><li>Solicitors </li></ul><ul><li>Social Workers </li></ul><ul><li>...
Training Components <ul><li>Education for practice requires </li></ul><ul><li>Academic training </li></ul><ul><li>The know...
IPLS Course <ul><li>Established 1977 </li></ul><ul><li>Provides professional training for barristers and solicitors togeth...
The Bar <ul><li>One month CAB placement </li></ul><ul><li>October to June  </li></ul><ul><li>Bar Monday programme </li></u...
Solicitors <ul><li>In office – September to December </li></ul><ul><li>IPLS  January – June </li></ul><ul><li>Office – Jul...
Review and Reform <ul><li>Bar Council </li></ul><ul><li>Review of pupillage </li></ul><ul><li>Code of Conduct </li></ul><u...
Social Work Reform
NISCC <ul><li>Established October 2001 </li></ul><ul><li>Remit : </li></ul><ul><li>Public protection </li></ul><ul><li>Rai...
The Reform Package <ul><li>New degree September 2004 </li></ul><ul><li>Student registration </li></ul><ul><li>Assessed Yea...
The AYE <ul><li>1 st  April 2006 </li></ul><ul><li>All new social work graduates must complete AYE </li></ul><ul><li>Appli...
Purpose of AYE <ul><li>To promote public trust and confidence in the social work profession </li></ul>
Aims of the scheme <ul><li>To ensure newly qualified social workers are </li></ul><ul><li>Competent to practise as fully a...
Transition to practice <ul><li>AYE graduates are employees not students </li></ul><ul><li>Subject to employment practice o...
What must registrant demonstrate? <ul><li>Maintenance of competence </li></ul><ul><li>In employment situation </li></ul><u...
The six key roles <ul><li>Prepare for and work with individuals, families, carers, groups and communities to assess their ...
Six Key Roles <ul><li>Support individuals to represent their needs, views and circumstances and to achieve greater indepen...
Roles and Tasks <ul><li>NISCC </li></ul><ul><li>Ensure registrants are fit and competent </li></ul><ul><li>Meet requiremen...
The Registrant <ul><li>Must demonstrate </li></ul><ul><li>Sustained </li></ul><ul><li>Continuous </li></ul><ul><li>Effecti...
Employers <ul><li>DHSSPS Circular </li></ul><ul><li>NISCC Code of Practice for Employers </li></ul><ul><li>As a social car...
What must employer do? <ul><li>Allocate work that enables employee to demonstrate competence in the six key roles </li></u...
Defining managed caseload <ul><li>A caseload commensurate with the knowledge, skills and experience of the new social work...
Confirming competence <ul><li>Employer must certify registrant has completed AYE successfully </li></ul><ul><li>If not rem...
From education to practice <ul><li>All students registered during degree </li></ul><ul><li>On graduation registration term...
Review of AYE <ul><li>NISCC </li></ul><ul><li>DHSSPS </li></ul><ul><li>Random sample of 25% of appraisals </li></ul><ul><l...
Context for review <ul><li>Experience of first cohort of graduates </li></ul><ul><li>Major health and social care reform <...
Legal Training <ul><li>Solicitors </li></ul><ul><li>Must have apprenticeship to gain admission to IPLS </li></ul><ul><li>M...
Why is it necessary? <ul><li>“ there is no adequate substitute for actual experience, direct contact with the public and p...
Providing a quality service <ul><li>“ Training, experience, continuing professional development and access to modern resea...
Impetus for change <ul><li>Bar and Law Society reviews </li></ul><ul><li>Fitness for purpose </li></ul><ul><li>Specialisat...
Focus of AYE Review <ul><li>Support for newly qualified practitioner </li></ul><ul><li>Supervision and appraisal </li></ul...
Support for new practitioners <ul><li>Impact of AYE: </li></ul><ul><ul><li>New comprehensive guidance </li></ul></ul><ul><...
Feedback from AYE <ul><li>Positive impacts reported included: </li></ul><ul><li>􀂃 Increased frequency of supervision; </li...
Agenda for change <ul><li>Bar </li></ul><ul><li>Rotation among specialist areas </li></ul><ul><li>Training for Masters </l...
Lesson from AYE <ul><li>the need for consistency of training founded on clearly articulated core standards.  </li></ul><ul...
An effective master  <ul><li>Knows what needs to be taught </li></ul><ul><li>Understands how people learn </li></ul>
Managing caseload <ul><li>Allocate and prioritise cases and associated tasks </li></ul><ul><li>Cover the key roles </li></...
Supervision and appraisal <ul><li>Avoid duplication of frameworks </li></ul><ul><li>Professional body must give the lead <...
Consistent evidence <ul><li>The range of evidence reported by Trusts included  </li></ul><ul><ul><li>supervision records, ...
An effective policy … <ul><li>‘formalises the need to deem a newly qualified …worker as competent to practise rather than ...
Employer confidence <ul><li>A period of consolidation  </li></ul><ul><li>with clarity about the learning requirements and ...
Effect of AYE <ul><li>Implementation of the AYE policy  </li></ul><ul><li>is an important element in ensuring strong profe...
The value of in service training <ul><li>“ Experience of legal practice is a valuable asset in teaching an individual … vo...
Promoting trust and confidence <ul><li>ensuring that at the end of the first year in practice newly qualified legal practi...
Acknowledgements <ul><li>Patricia Higgins </li></ul><ul><li>Director of Registration  NISCC </li></ul><ul><li>Alison Kavan...
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Perspectives on professional formation. : apprenticeship, pupillage and the assessed year in employment

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Perspectives on professional formation. : apprenticeship, pupillage and the assessed year in employment

  1. 1. Perspectives on Professional Formation Apprenticeship, Pupillage and the Assessed Year in Employment Gillian McGaughey
  2. 2. Who am I <ul><li>Barrister </li></ul><ul><li>Family Law specialist </li></ul><ul><li>Master </li></ul><ul><li>Lecturer at IPLS </li></ul><ul><li>Legal Services Commissioner </li></ul><ul><li>Council Member NISCC </li></ul><ul><li>All of which qualify me to talk about … </li></ul>
  3. 3. Professional Formation <ul><li>Barristers </li></ul><ul><li>Solicitors </li></ul><ul><li>Social Workers </li></ul><ul><li>Social Care workers </li></ul>
  4. 4. Training Components <ul><li>Education for practice requires </li></ul><ul><li>Academic training </li></ul><ul><li>The knowledge </li></ul><ul><li>Vocational training </li></ul><ul><li>The application </li></ul><ul><li>Training which is embedded in practice </li></ul>
  5. 5. IPLS Course <ul><li>Established 1977 </li></ul><ul><li>Provides professional training for barristers and solicitors together </li></ul><ul><li>One year post graduate course </li></ul><ul><li>Organised vocational training </li></ul>
  6. 6. The Bar <ul><li>One month CAB placement </li></ul><ul><li>October to June </li></ul><ul><li>Bar Monday programme </li></ul><ul><li>Master Shadow </li></ul><ul><li>Graduation in June </li></ul><ul><li>Call to Bar September </li></ul><ul><li>Pupillage – 12 months </li></ul>
  7. 7. Solicitors <ul><li>In office – September to December </li></ul><ul><li>IPLS January – June </li></ul><ul><li>Office – July – September </li></ul><ul><li>IPLS - October to December </li></ul><ul><li>Graduation – June </li></ul><ul><li>Admission as solicitor </li></ul>
  8. 8. Review and Reform <ul><li>Bar Council </li></ul><ul><li>Review of pupillage </li></ul><ul><li>Code of Conduct </li></ul><ul><li>Law Society </li></ul><ul><li>Review of Education </li></ul><ul><li>Commenced 2007 </li></ul>
  9. 9. Social Work Reform
  10. 10. NISCC <ul><li>Established October 2001 </li></ul><ul><li>Remit : </li></ul><ul><li>Public protection </li></ul><ul><li>Raise standards in social care training and practice </li></ul><ul><li>Promotes education and training for staff </li></ul><ul><li>Registers and regulates the social care workforce </li></ul><ul><li>Protection of title </li></ul>
  11. 11. The Reform Package <ul><li>New degree September 2004 </li></ul><ul><li>Student registration </li></ul><ul><li>Assessed Year in Employment </li></ul><ul><li>Unique to Northern Ireland </li></ul>
  12. 12. The AYE <ul><li>1 st April 2006 </li></ul><ul><li>All new social work graduates must complete AYE </li></ul><ul><li>Applies to all graduates employed in </li></ul><ul><ul><li>Health and social care trusts </li></ul></ul><ul><ul><li>Criminal justice </li></ul></ul><ul><ul><li>Education </li></ul></ul><ul><ul><li>Voluntary sector </li></ul></ul>
  13. 13. Purpose of AYE <ul><li>To promote public trust and confidence in the social work profession </li></ul>
  14. 14. Aims of the scheme <ul><li>To ensure newly qualified social workers are </li></ul><ul><li>Competent to practise as fully accountable social workers </li></ul><ul><li>Given the supervision and support required to develop their competence </li></ul><ul><li>Able to satisfy employers can perform at level which merits continuing employment as social worker </li></ul>
  15. 15. Transition to practice <ul><li>AYE graduates are employees not students </li></ul><ul><li>Subject to employment practice of employer </li></ul><ul><li>NISCC guidance on </li></ul><ul><ul><li>Induction </li></ul></ul><ul><ul><li>Supervision </li></ul></ul><ul><ul><li>Appraisal </li></ul></ul><ul><ul><li>Training </li></ul></ul><ul><ul><li>Support </li></ul></ul>
  16. 16. What must registrant demonstrate? <ul><li>Maintenance of competence </li></ul><ul><li>In employment situation </li></ul><ul><li>In the six key roles specified in </li></ul><ul><li>National Occupational Standards for Social Work </li></ul><ul><li>NI Framework Specification for the degree in social work </li></ul>
  17. 17. The six key roles <ul><li>Prepare for and work with individuals, families, carers, groups and communities to assess their needs and circumstances </li></ul><ul><li>Plan, carry out, review and evaluate social work practice, with individuals, families, carers, groups, communities and other professionals </li></ul>
  18. 18. Six Key Roles <ul><li>Support individuals to represent their needs, views and circumstances and to achieve greater independence </li></ul><ul><li>Manage risk to individuals, families, carers, groups, communities, self and colleagues </li></ul><ul><li>Manage and be accountable, with supervision and support , for their own social work practice within their organisation </li></ul><ul><li>Demonstrate and be responsible for professional competence in social work practice </li></ul>
  19. 19. Roles and Tasks <ul><li>NISCC </li></ul><ul><li>Ensure registrants are fit and competent </li></ul><ul><li>Meet requirements to maintain registration </li></ul><ul><li>Condition on registrant - must complete AYE </li></ul><ul><li>Effective for one year- Extension possible </li></ul><ul><li>From student to employee </li></ul>
  20. 20. The Registrant <ul><li>Must demonstrate </li></ul><ul><li>Sustained </li></ul><ul><li>Continuous </li></ul><ul><li>Effective </li></ul><ul><li>Competence in the workplace </li></ul><ul><li>Fit to practise as fully accountable social worker </li></ul>
  21. 21. Employers <ul><li>DHSSPS Circular </li></ul><ul><li>NISCC Code of Practice for Employers </li></ul><ul><li>As a social care employer you must provide training and development opportunities to enable social care workers to strengthen and develop their knowledge and skills </li></ul>
  22. 22. What must employer do? <ul><li>Allocate work that enables employee to demonstrate competence in the six key roles </li></ul><ul><li>Formal induction programme </li></ul><ul><li>Managed caseload </li></ul><ul><li>Information about standards expected and appraisal </li></ul><ul><li>Opportunities to meet identified training and development needs </li></ul><ul><li>Supervision support and appraisal from registered social worker </li></ul><ul><li>Timely behaviour related feedback on performance </li></ul>
  23. 23. Defining managed caseload <ul><li>A caseload commensurate with the knowledge, skills and experience of the new social work graduate and in line with the organisation’s policies for staff in the probationary period </li></ul>
  24. 24. Confirming competence <ul><li>Employer must certify registrant has completed AYE successfully </li></ul><ul><li>If not removed from register </li></ul><ul><li>Essential to registration </li></ul><ul><li>Protection of title </li></ul><ul><li>Signed by line manager </li></ul><ul><li>The registrant </li></ul><ul><li>Endorsed by current employer </li></ul>
  25. 25. From education to practice <ul><li>All students registered during degree </li></ul><ul><li>On graduation registration terminated </li></ul><ul><li>Must apply for registration as social workers </li></ul><ul><li>Obtain employment in social work agency </li></ul><ul><li>Uphold Code of Practice </li></ul><ul><li>Give employer their student transcript and personal learning plan </li></ul><ul><li>Take responsibility for own professional development </li></ul>
  26. 26. Review of AYE <ul><li>NISCC </li></ul><ul><li>DHSSPS </li></ul><ul><li>Random sample of 25% of appraisals </li></ul><ul><li>Line managers assessments </li></ul><ul><li>Annual report to Chief Social Services Officer </li></ul><ul><li>AYE Review February 2008 </li></ul>
  27. 27. Context for review <ul><li>Experience of first cohort of graduates </li></ul><ul><li>Major health and social care reform </li></ul><ul><li>Review of Public Administration </li></ul><ul><li>Reform Implementation Team </li></ul>
  28. 28. Legal Training <ul><li>Solicitors </li></ul><ul><li>Must have apprenticeship to gain admission to IPLS </li></ul><ul><li>Must have place at IPLS / GSLE </li></ul><ul><li>Master must be acceptable to Law Society </li></ul><ul><li>Barristers </li></ul><ul><li>Must have place on Bar course at IPLS </li></ul><ul><li>Master guaranteed </li></ul><ul><li>Master must be acceptable to Bar Council </li></ul><ul><li>Non-practising pupillage – 6 months </li></ul>
  29. 29. Why is it necessary? <ul><li>“ there is no adequate substitute for actual experience, direct contact with the public and positive involvement with real caseloads.” </li></ul><ul><li>The Bromley Report </li></ul>
  30. 30. Providing a quality service <ul><li>“ Training, experience, continuing professional development and access to modern research technology and state of the art facilities provided by the Bar Library system promote and protect the expertise of barristers in striving to offer to the client the best of quality of service.” </li></ul>
  31. 31. Impetus for change <ul><li>Bar and Law Society reviews </li></ul><ul><li>Fitness for purpose </li></ul><ul><li>Specialisation </li></ul><ul><li>Competition from other providers </li></ul>
  32. 32. Focus of AYE Review <ul><li>Support for newly qualified practitioner </li></ul><ul><li>Supervision and appraisal </li></ul><ul><li>Employer confidence in their newest employees </li></ul>
  33. 33. Support for new practitioners <ul><li>Impact of AYE: </li></ul><ul><ul><li>New comprehensive guidance </li></ul></ul><ul><ul><li>Policies and procedures </li></ul></ul><ul><ul><li>Social work and human resource issues </li></ul></ul><ul><ul><li>Flow charts on stages of AYE </li></ul></ul><ul><ul><li>Evidence indicators for assessment of competence </li></ul></ul><ul><ul><li>Consistency </li></ul></ul>
  34. 34. Feedback from AYE <ul><li>Positive impacts reported included: </li></ul><ul><li>􀂃 Increased frequency of supervision; </li></ul><ul><li>􀂃 Training support; and </li></ul><ul><li>􀂃 Guidance materials. </li></ul>
  35. 35. Agenda for change <ul><li>Bar </li></ul><ul><li>Rotation among specialist areas </li></ul><ul><li>Training for Masters </li></ul><ul><li>Mentoring </li></ul><ul><li>Solicitors </li></ul><ul><li>Training firms </li></ul><ul><li>Training programme </li></ul><ul><li>4 core areas </li></ul>
  36. 36. Lesson from AYE <ul><li>the need for consistency of training founded on clearly articulated core standards. </li></ul><ul><li>Skill base of Masters: </li></ul><ul><ul><li>educate, </li></ul></ul><ul><ul><li>supervise, </li></ul></ul><ul><ul><li>mentor, </li></ul></ul><ul><ul><li>support and </li></ul></ul><ul><ul><li>build confidence of the new practitioner. </li></ul></ul>
  37. 37. An effective master <ul><li>Knows what needs to be taught </li></ul><ul><li>Understands how people learn </li></ul>
  38. 38. Managing caseload <ul><li>Allocate and prioritise cases and associated tasks </li></ul><ul><li>Cover the key roles </li></ul><ul><li>Broad range of experience </li></ul><ul><li>commensurate with the ability and experience of the individual. </li></ul><ul><li>Exactly the same considerations apply in respect of the newly qualified legal practitioner. </li></ul>
  39. 39. Supervision and appraisal <ul><li>Avoid duplication of frameworks </li></ul><ul><li>Professional body must give the lead </li></ul><ul><li>Regular supervision and appraisal </li></ul><ul><li>Feedback </li></ul><ul><li>Fortnightly for year </li></ul>
  40. 40. Consistent evidence <ul><li>The range of evidence reported by Trusts included </li></ul><ul><ul><li>supervision records, </li></ul></ul><ul><ul><li>case notes, </li></ul></ul><ul><ul><li>direct observation, </li></ul></ul><ul><ul><li>reports, </li></ul></ul><ul><ul><li>evaluations of and reflections on practice </li></ul></ul><ul><ul><li>user feedback. </li></ul></ul><ul><li>NISCC now working with Trusts to develop guidance to address standardisation of evidence and improve regional consistency. </li></ul>
  41. 41. An effective policy … <ul><li>‘formalises the need to deem a newly qualified …worker as competent to practise rather than the previous practice of recording deficits and areas for development.’ </li></ul>
  42. 42. Employer confidence <ul><li>A period of consolidation </li></ul><ul><li>with clarity about the learning requirements and supports required </li></ul><ul><li>is beneficial to both the member of staff </li></ul><ul><li>and the Trust. </li></ul><ul><li>The only down side is the impact on capacity” </li></ul>
  43. 43. Effect of AYE <ul><li>Implementation of the AYE policy </li></ul><ul><li>is an important element in ensuring strong professional supports for social workers </li></ul><ul><li>from point of entry into the workforce </li></ul><ul><li>and throughout their careers across all Programmes of Care. </li></ul>
  44. 44. The value of in service training <ul><li>“ Experience of legal practice is a valuable asset in teaching an individual … vocational skills… This allows them to be familiar with the context of legal practice … with how legal services are delivered, have observed the demonstration of legal skills in practice, see the relevance of the content of specific subjects … and court procedures and make the shift from trainee to practitioner. In addition they are aware of the importance of the professional body as regulator and its role in their career.” </li></ul>
  45. 45. Promoting trust and confidence <ul><li>ensuring that at the end of the first year in practice newly qualified legal practitioners are competent to practise as fully accountable barristers and solicitors; </li></ul><ul><li>ensuring that newly qualified legal practitioners are given the supervision and support required to develop their competence; and </li></ul><ul><li>ensuring the professional bodies are satisfied that new legal practitioners are performing at a level which merits continuing registration as a barrister or solicitor. </li></ul>
  46. 46. Acknowledgements <ul><li>Patricia Higgins </li></ul><ul><li>Director of Registration NISCC </li></ul><ul><li>Alison Kavanagh </li></ul><ul><li>Professional Officer NISCC </li></ul><ul><li>Colleen Stirling </li></ul><ul><li>Professional Officer NISCC </li></ul>

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