Action | Timescale | Staff | Employers | Sector Skills Council | SSSC | Scottish Executive | Training Providers |
- Map the existing range of qualifications onto the framework
- Identify potential gaps in the framework for the sector
- Develop links between related professions and sectors and incorporate European and international developments
| 2005 - 2007 | | | | X | | |
- SSSC to work with Universities, College sectors, SQA and other training providers to maximise opportunities for use of SCQF across the sector, including credit rating of prior learning.
| 2005-2007 | | | | X | | X |
- The Sector Skills Council for the social service workforce to be established and have in place a workplan to support the workforce development needs of the sector in Scotland.
| March 2005 | | | X | | | |
- Scottish Executive and Association of Directors of Social Work to produce a toolkit incorporating practical tools and guidance aimed at encouraging best practice to support front line staff across social services.
| June 2005 | X | | | | X | |
- SCQF to publish guidelines on RPL.
| June 2005 | | | X | | | |
- Structures and processes to be established by the Sector Skills Council for the social service workforce to engage employers and other related SSCs as key partners.
| June 2005 | | | X | | | |
- Employers to ensure all employees have individual copies of the SSSC Codes of Conduct and to have read and understood them.
| June 2005 | X | X | | | | |
- Scottish Executive to consider the need for specific recruitment initiatives to diversify the workforce in a manner that reflects the general population.
| June 2005 | | | | | X | |
- Scottish Executive and SSSC to engage with Scottish Enterprise and local enterprise companies to identify criteria for supporting the independent sector.
| June 2005 | | | | X | X | |
- Scottish Practice Learning Project to develop an audit tool of the key features of a learning organisation for use by all social service employers.
| July 2005 | | | | | | X |
- The core projects managed by SIESWE to be completed.
| July 2005 | | | | | | X |
- SSSC to establish clear understanding across the social services sector of SCQF and its benefits.
| December 2005 | | | | X | | |
- Employers contribute to the education of potential social workers and others in the workforce (e.g. provision of practice learning opportunities and contributing to teaching on social work degree) as identified in the Scottish Executive paper Confidence in Practice Learning.
| December 2005 | X | X | | | | |
- SSSC to establish clear understanding across the social services sector of SCQF and its benefits.
| December 2005 | | | | X | | |
- SSSC to raise awareness and understanding across the sector of the NOS and how they can be used.
| December 2005 | X | | | X | | |
- The Scottish Executive to work with the Centres for Excellence to identify how they can best support implementation of the National Workforce Development Strategy.
| December 2005 | | | | | X | X |
- SIESWE to work closely with HE and college sectors to identify opportunities for increased flexibility of learning provision at registration levels.
| December 2005 | | | | | | X |
- Black and Minority Ethnic working group to identify and make recommendations to NWG on key actions to support diversification of the workforce.
| December 2005 | | | | | X | |
- Employers to review current spend and available monies to ensure alignment with registration requirements of SSSC and other regulatory bodies, including CPD and other training requirements, e.g. health and safety etc.
| December 2005 | | X | | | | |
- As part of the 21 st Century review of social work, the Scottish Executive in partnership with key stakeholders, to develop a strategy for developing and strengthening leadership and management within the social services sector.
| January 2006 | | | | | X | |
- Social service organisations have plans in place to address targets for workforce registration and which takes account of registration requirements of other bodies such as HPC and NMC.
| January 2006 | | X | | | | |
- The outcomes of the core projects managed by SIESWE are embedded in the educational practice of universities and partner agencies.
| March 2006 | | | | | | X |
- Scottish Executive, in partnership with key stakeholders, to review existing funding streams for social services (Section 9, Specific Grant Training Fund etc) and to identify how they should best support this strategy.
| March 2006 | | X | | X | X | |
- Organisations to identify a percentage of their total service budget for workforce development, and be able to justify this and link this to their workforce development plans. This should take account of any training that is funded and provided nationally.
| April 2006 | | X | | | | |
- SSSC to develop, in partnership with employers, a national induction framework to address the needs of social services staff at all levels.
| April 2006 | | X | | X | | |
- SSSC to develop measures to link NOS and National Care Standards and thus enable integration with service planning and evaluation processes.
| July 2006 | | | | X | | |
- Employers to identify and develop internal systems and structures required to support CPD for all staff (linked to the requirements for post registration training & learning).
| August 2006 | | X | | | | |
- SSSC to identify how to enable employers to maximise potential for recognition of prior informal learning.
| December 2006 | | X | | X | | |
- All social service organisations link workforce development with their service plans and include succession planning for management levels.
| December 2006 | | X | | | | |
- All employers to make appropriate use of NOS for service and workforce planning, job description and performance appraisal purposes.
| March 2007 | | X | | | | |
- Scottish Executive to identify opportunities for streamlining and simplifying diverse funding streams.
| March 2007 | | | | | X | |
- All social service organisations put in place an effective Performance Review and Appraisal system.
| June 2007 | | X | | | | |
- SSSC to ensure national arrangements for articulation between qualifications and credit accumulation and transfer are agreed and supported by training providers within the social services sector.
| June 2007 | | | | X | | X |
- Social service organisations ensure workforce development is integrated into their service planning, service redesign and quality assurance activities and takes account of integrates services agenda.
| June 2007 | | X | | | | |
- SIESWE project outcomes are rolled out to the whole social service workforce.
| August 2007 | | | | | | X |
- Social Services' HR policies are linked to benchmark quality awards (e.g. IiP, ISO 9001 etc).
| December 2007 | | X | | | | |
- All involved in HE and FE (including COLEG) to work with the SSSC to identify and implement effective delivery of appropriate technology-supported CPD learning opportunities to meet workforce development requirements.
| December 2007 | | | | X | | X |
- SSSC to develop and publicise clear career pathways linked to SCQF for all social service staff.
| January 2008 | | | | X | | |
- Employers to ensure all social service staff have personal learning plans.
| March 2008 | | X | | | | |
- HE, College Sectors and other training partners to identify opportunities for learning that enhance the integrated service agenda
| March 2008 | | | | | | X |
- SSSC with stakeholders to work towards full implementation of the SCQF for social services in Scotland. This to include identification of appropriate arrangements for credit rating of prior learning.
| April 2008 | | | | X | | |
- Employers to identify and put in place mechanisms that will support and enable employees to gain credit for informal and work based learning.
| June 2008 | | X | | | | |