CWDC Induction Training A briefing for line managers

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CWDC Induction TrainingA briefing for line
managers

• insert name, role, organisation

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Content

• Childrens workforce development and The
  Childrens Workforce Development Council (CWDC)
• Background and overview of the training programme
• The structure, materials and approaches
• The role of line managers

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Vision for the Childrens Workforce

• To build a world class children and young
  peoples workforce
• To improve the lives of children, young people
  and families
• Ensure people working with children have the best
  possible training, qualifications, support and
  advice
• Help childrens organisations and services work
  together so the child is at the centre of
  services
• www.cwdcouncil.org.uk

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CWDC is part of the UK Sector Skills Council for
Care and Development
Care Council for Wales
Northern Ireland Social Care Council
Skills for Care and Development
Skills for Care
Scottish Social Services Council
CWDC
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CWDC co-ordinates the Childrens Workforce
Network (England)
Skills for Care and Development
CWDC
TDA
Skills for Justice
Skills for Health
General Teaching Council
Childrens Workforce Network (England)
Lifelong Learning UK
General Social Care Council
SkillsActive
Improvement and Development Agency
Creative and Cultural Skills
Nursing and Midwifery Council
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Background to the Training Programme

• Effective Induction crucial
• Workforce competence
• Workforce confidence
• Quality of services provided
• Starting point for continuous professional
  development
• Supports line manager knowledge of staff
  competence
• Supports and provides evidence in relation to
  probationary periods

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2020 Children and Young Peoples Workforce
strategy, Dec 2008

• 3.44 Induction is an important mechanism for
  ensuring that people joining the CYPs
  workforce, or moving to work in a new area have
  the skills and knowledge they need to do their
  jobs. Joint induction programmes which bring
  people from different parts of the workforce
  together can also help to promote integrated
  working, build relationships and develop shared
  understanding and language
• 3.45 The CWN (www.childrensworkforce.org.uk) has
  also developed a vision and principles for
  inductionwhich will establish an expectation
  that everyone in the workforce should have an
  induction based on theCommon Core of Skills and
  Knowledge, tailored appropriately to their role
  and setting

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Other Influencing factors

• Every Child Matters Common Core of Skills and
  Knowledge
• CWDC Induction Standards
• National and local Childrens Workforce
  Development Plans
• Role specific needs of workers (ref National
  Occupational Standards)
• Integrated Qualifications Framework Development
• Common Approaches, e.g.
• Common Assessment Framework
• Lead Professional implementation
• ContactPoint and local information sharing
  activity

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The purpose of the training

• Early support to ensure
• Safe and effective workers
• Clear about role and context
• Integrated within the family of support work
• Clear in their understanding of the needs of
  children, young people and families
• Appropriately developed in relation to the ECM
  Common Core of skills and knowledge
• Accessing support and training reflecting CWDC
  induction standards requirements

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Training Model
Ongoing CPD inc. accredited award,
common processes,
1. Induction to organisation and setting
2. Generic induction training (ECM, CC, etc)
3. Role specificinitial training
understandingyour role
CWDC induction training programme
CWDC Induction Standards
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Generic Modules
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Role Specific Modules

• Role specific modules have been developed
  centrally to cover the following areas
• Learning Mentors
• Parent Support Advisers (through the TDA PSA
  pilot)
• Connexions PAs (field trialled 08/09, available
  April 09)
• Education Welfare/Attendance (with input from BA
  national strategy, field trialled 08/09,
  available from April 09)
• Local areas are encouraged to address other role
  specific needs locally

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Role specific modules example
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Programme materials

• Each Module has the following documents
• Participant handbook
• Comprehensive
• Materials to support live delivery
• Research file
• Further references
• Editable Trainer notes, containing
• Introduction and overview
• Notes pages with small copies of each slide
• Exercise pages with notes
• Participant sheets (where appropriate)
• Editable Slides in PowerPoint allowing
• PowerPoint projection or OHT print out
• Participant slide handouts to be created

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Supporting materials

• Individual CWDC Induction Support Pack
• Introduction
• Induction plan
• Learning log
• CWDC induction standards links
• Line Manager Information
• Programme overview

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How the materials work

• Handbooks and trainer notes work together
  trainers need to also use and be clear about
  handbook content
• Slides are duplicated in trainer notes
• Exercises/activities support learning
• Handbooks have space for learner notes
• Handbooks encourage reflection on learning
• Work based activities (after each section) link
  learning to workplace and line manager
• Learning log promotes reflective learning and
  linkage to practice after the training is
  complete
• Line Manager Information supports line
  managers with overall induction process and how
  the training programme can work as part of an
  overall induction process

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Accessing all materials

• The materials are available from your local
  co-ordinator (adjust as appropriate for local
  arrangements)
• All materials are also available as downloads
  from the CWDC induction training web site pages
• From April 09 the materials are only available
  through website downloads.

www.cwdcouncil.org.uk/ldss/induction/cwdc-inductio
n-training/cwdc-induction-training-materials-downl
oads
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Programme Delivery?

• Areas are encouraged to be flexible in delivering
  the programme
• Written as six day programme (4 days for generic,
  2 days for role specific) no need to stick to
  this
• Local materials and approaches may fit better
  (e.g. child protection)
• Delivering elements/all of role specific first
  can be beneficial, recognising links to generic
• It may be better to break the programme down in
  to smaller sections (e.g. twilights) or
  re-arrange and create opportunities (e.g.
  residentials, etc)
• It is important to reflect local needs and context

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The role of line managers

• To appropriately support a new worker through
  their induction period
• Induction planning and support
• Opportunities for staff to gain knowledge and
  experience appropriate to role the training
  programme does a lot, but other activities will
  need to be planned

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The role of line managers

• To appropriately support a new worker through the
  induction training programme
• Understand the work based training and research
  requirements of the training programme
• Understand that work-based learning activities
  need to be undertaken and evidenced
• Enable the individual member of staff time and
  resources to complete the activities in the work
  place
• Offer appropriate personal support for the
  individual
• Be able to support the individual who may
  encounter barriers to completing the activities,
  within the time frame or to the required standard

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Line Manager Support

• Addressed through the Line Manager Information
  booklet, which covers
• Background
• The CWDC Induction Standards
• Training programme overview
• What does this mean for line managers?
• Assessing workers learning and creating an
  induction plan
• Programme completion and certification
• Continuing professional development and
  progression pathways
• Principles and Values
• How the programme contributes to the CWDC
  induction standards
• Sample Induction Plan

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• CWDC website www.cwdcouncil.org.uk
• Web support for CWDC Induction Training
• www.cwdcouncil.org.uk/ldss/induction/cwdc-inductio
  n-training