Employing a newly qualified social worker

Interview and employment advice for managers

When you employ a newly qualified social worker (NQSW), contact the Professional Development team and tell us their start date. We will enrol them on the ASYE programme and appoint an assessor.

Policy and guidance
NQSW role profile

NQSW Job summary and person specification

Interview documents

An NQSW must show you the following documents at their interview:

  • a copy of their social work certificate (or proof they have completed their degree)
  • proof of HCPC registration
  • a copy of the report from their final placement – this will highlight further development needs
Candidates

All social workers who qualified after June 2010 must pass their Assessed and Supported Year in Employment (ASYE).

Candidates who have failed their ASYE

If the candidate has failed their ASYE, they cannot be employed as a social worker in Hampshire.

Candidates who have deferred their ASYE

An NQSW may miss the ASYE for a variety of reasons:

  • inability to find a qualified post
  • time off for personal reasons
  • travelling

It may be possible to accept them onto the ASYE programme if:

  • they qualified within the past two years
  • you are confident they have maintained their CPD

Candidates who have deferred their ASYE and qualified more than 2 years ago

If the candidate qualified over two years ago, contact the Professional Development team. We will help you identify if their experience matches the competence level needed for social work.

Reasonable adjustments - advice and support

The Workforce Development team will provide advice and support where appropriate. It is the responsibility of the line manager to ensure that any assessments and arrangements are followed up.

Supervision

Reflective professional supervision is a crucial part of the support offered to newly qualified social workers undertaking the ASYE.

Supervision requirements

  1. Every week for the first 6 weeks
  2. Every two weeks until the 6 month point – shared between the onsite supervisor and offsite assessor
  3. Every month until the end of the ASYE – monthly supervision from the on site supervisor will be supplemented with additional supervision facilitated by the Professional Development team

These supervision targets must be met in order for us to qualify for funding from Skills for Care who oversee the ASYE programme.

It is mandatory for NQSWs to be supervised by a qualified social worker.

A log of supervision dates must be maintained and recorded in the portfolio.

Workload relief

Newly qualified social workers are recruited to a specific role profile that requires a reduced workload.

It is the line manager's responsibility to ensure the NQSW has a reduced workload, and that their workload is of an appropriate level of complexity, in line with the programme requirements.

ASYE programme – workload management requirements and responsibilities

Team manager / Line manager

The primary role of the team manager is to ensure that the ASYE programme is followed correctly in line with the Hampshire County Council ASYE policy and how to guide.

Key responsibilities

  • Make the final decision about whether the NQSW has passed the ASYE (with support from the practice assessor and supervisor)
  • Be familiar with the contents of the ASYE programme materials, including those issued by Skills for Care and the Hampshire County Council workforce development team
  • Ensure the NQSW receives regular, formal supervision in line with the ASYE policy
  • Ensure the NQSW has a reduced caseload, and monitor this regularly throughout the ASYE year
  • Ensure the complexity of the NQSW's workload is appropriate to their development goals
  • Ensure the NQSW has the opportunity for protected development time
  • Attend the agreement meeting and all formal review meetings throughout the ASYE programme
  • Add comments to the Record of Support and Progressive Assessment (RSPA) at each review stage
  • Inform HR Operations and the Workforce Development teams where you have concerns, and decide appropriate actions
  • Keep records, draft and issue letters/documentation with HR support as necessary
  • Write a report for inclusion in the final assessment in the RSPA