The Future of Social Work CPD Training Is Now Here

The New Approach to CPD


Continuing professional development is essential to ensure that social workers remain up to date with professional developments, and can adjust their practice in line with new evidence.


Outcomes of learning and career development routes are identified within the Professional Capabilities Framework (PCF).

Professional Capabilities Framework (PCF)

Social workers will be supported by employers and expected to take professional responsibility for developing their skills to a high professional level, through undertaking learning and development activities over and above the core standards required for re-registration with HCPC.

This principle makes explicit the need for social workers to take responsibility for identifying and meeting their individual professional needs. Learning activities will arise from everyday work, as well as any other requirements imposed by external circumstances or organisational needs. Professional social workers are expected to be proactive in identifying needs and ways of meeting them.

Social Work Reform Board & TCSW

Social Work Reform Board

Good News for Recruiters

No Training is the right training, CPD should be based on the needs of the social worker to develop the professional-self using a range of training which supports self learning and development with the social worker evidencing through their portfolio how they use this learning for the benefit of service users.

Range of Learning & Development

Broadening Opportunities

Even with out the onus from the Reform Board for employers to support this development Recruiters still need to ensure their locum social workers are fit for purpose and support them to register a portfolio in line with these changes, helping them to track their CPD.


The Challenge for Recruiters

The Challenge for Recruiters

Learning and development needs must now be identified, planned for and monitored through annual appraisal cycles and supervision.

Mechanisms for recognising and recording CPD activities will be established to provide clarity of process, and port ability across the country.

How will this be possible for Locum Social Workers who move frequently from job to job?

Meeting The New Approach Now

Focus not on hours but the regulator expects a range of planned learning activities through out the 2 year period with reflection on the impact of practice of that learning. Each time it comes to an end each worker will have to summarise their CPD and its impact, starting at 2012. A random 2.5 % of SWs be chosen to as evidence. It is important that social workers keep their learning log.

The Regulator: HCPC Website

The Regulator HCPC

Whenever a profession renews its registration, we randomly check the CPD of 2.5 per cent of professionals from that profession. Those registrants who are chosen for audit must submit a CPD profile to show how their CPD meets our standards.


How To Meet the Requirements

1. Make sure your locums are keeping a continuous record or log of the types and dates of activities they are doing – A CPD profile : List covering 2 years and an individual learning plans.

2. Have the evidence accessible in one place so it can be printed off for the Regulators if required, this is the portfolio – including a detailed personal statement.

3. Make sure your locums have been doing reflective logs of a good standard on a regular basis over the 2 years – using a reflective template that shows development.

4. Ensure that the reflective logs that your locums are doing over the 2 years – identify the impact of their development on service users.

5. Give the Regulators the completed portfolios of all your locums if requested – an easy to use process of gathering information.

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