Workforce Competence Framework
Workforce Development Framework based on the National Competence Framework
The aim of the Competence Framework is to outline competencies within the workforce to allow staff and volunteers to ensure the safety and protection of adults at risk of or experiencing abuse and, or neglect. All staff and volunteers should be helped to develop safeguarding competencies. This can be done through team meeting discussions, shadowing or mentoring as well as formal training and development opportunities.
Each professional competency within the framework is a combination of skills, knowledge and experience expected of individual staff in line with their occupational role and responsibilities. Demonstration of competency involves the ability to be critically self-aware and reflective and as the individual analyses, reviews and evaluates their skills, knowledge and professional practice, exploring alternative approaches and being open to change.
The assessment of competencies should be undertaken by an appropriate and competent staff member such as a supervisor.
Assessment of competency will combine a mix of direct observation of practice as well as a process of exploration, discussion and questioning in supervision and appraisal meetings. Assessment should also reflect a knowledge and understanding of Multi-agency policies and procedures, internal operational practices and Safeguarding Practice standards.
All staff should be assessed as capable against the competencies of their occupational role. Whatever their role all staff should know when and how to report any concern about abuse of an adult at risk of harm.
The LSAB have produced the Workforce Development and Audit Check Plan 2016-17 which gives local information including
- Recruitment of staff and volunteers
- Competency Categories
- Competency Level Guidance
- Training Available in Lewisham
Safeguarding Training Strategy
NHS Lewisham Clinical Commissioning Group (LCCG) have published their safeguarding training strategy for the next 3 years.
The purpose of the strategy is to provide a clear statement of the expectations of LCCG regarding the provision of training for health staff in relation to safeguarding children and adults at risk.
As an NHS Body, and a major commissioner of local health services, CCG's have to assure themselves that the organisations from which they commission have effective safeguarding arrangements in place.
The strategy links training with the role, responsibility, performance expectation and level of experience. In addition to learning derived through attendance on training programmes, written update briefings and literature on current safeguarding protection issues will be circulated to safeguarding leads on an annual basis as a minimum.
This strategy is a good example of a training strategy you could produce for your own organisation.