This seems to be what trade union Aspect is suggesting. But is that a realistic expectation? And is it taking the responsibility away from management? I'd be interested in people's thoughts.
Are there any Aspect members out there, by the way?
CareSpace support
My experience of challenging issues which prevent me carrying out my job effectively is that it can make for uncomfortable working relations. Not that I will let that stop me if I feel fired up enough but it does make me think very carefully before I make a move. In addition to this I am also aware that the very people I am challenging are also under pressure with unmanageable workloads. Poor working conditions needs to be addressed from the highest levels in organisations by the people who are paid to ensure that others are able to carry out their work effectively.
Simoen and TJ
I wrote the What if? handbook. It would be indeed be quite wrong, to argue that it should just be "down to individual social workers to challenge poor working conditions" I agree with you. Let me assure that is not what the handbook argues.
The handbook suggests that those who wish to speak up for others must also speak up for themselves. Since complying with the Code of Practice and with one's duty of care are both implied within a social worker's contract of employment, the handbook suggests it is about time both the Code and the duty of care were explicitly used by social workers to raise concerns rather than just being used against social workers. It can also, to take TJ's point, be equally used by managers who have similar concerns. This approach as a minimum can give staff the moral high ground in discussions and lay a clear audit trail
How that is done can vary. However, individuals are under a duty to raise concerns but how and when that is done will depend on your circumstances. It may be done (in a good employer) within supervision, or in team meetings, or more formally individually or collectively.
If it isn't done - even if only as an audit trail - then it can put staff in a very difficult position since, for example, there may be no evidence that they raised concerns about excessive workloads, inappropriate delegation of work, etc and the potential impact on their work and themselves.
No one is suggesting that using the Code or the duty of care is the answer to all issues, but if social workers are to stand up for themselves - all the better to stand up for those who use services - it seems to me to be a pretty useful approach - and one that in a previous life I helped groups of health visitors to use with some success.
I hope that clarifies the issue a bit. Happy to discuss further. If the book costs too much £10.00 then the pdf will be on line by early next week.
The difficulty of raising issues especially as an individual cannot be overstated - if workloads are a concern, could you be made to feel that you are not up to the job; if you have an issue with the way assessments are carried out (eg over the telephone), will your manager support you to take this higher; if you are being bullied, will you be heard and will appropriate action be taken? The dilemma is that you should as a professional raise certain issues but there may well be a price to pay. The booklet mentions health staff at Maidstone (deaths from c.diff) and Staffs A&E Dept (chaotic systems and a focus on targets which led to poor care and many more people dying than should have), who did not dare draw attention to what was going on (and the de-registration of a Nurse who exposed bad practice with older people by filming them when her complaints were not heeded does not inspire confidence either). Our employers are powerful and do not always wish to hear bad news, although sometimes we are knocking at an open door and giving strength to our line managers' arguments about the same issue. Of course your Union or Professional Association can help if you do not receive a positive response and this is mentioned and you are encouraged to contact them from the outset.
The only way we can find out whether Social Workers raising issues using the GSCC Codes of Practice for Employees and Employers and the BASW Code of Ethics will have an effect is by Social Workers doing so. This booklet may well provide the impetus and helpful tools for Social Workers assertively to raise concerns in a way that will ensure they are heard and taken seriously. Be assured that if you do this as a BASW member (I work for BASW) you will be supported by our Advice and Representation service in the event of any difficulties.
It is a matter of concern to BASW that the GSC Code of Practice for Employers does not have statutory force in the way the Code for Employees has, so the GSCC cannot take measures against employers who fail in their duty of care to service users or Social Workers. Lord Laming has recommended that this should be the case in the light of the deaths of Victoria Climbie and Baby Peter and other children and adults where individual Social Workers and managers can be disciplined but no action can be taken against employers and other staff despite severe systemic and individual failings, and the GSCC are known to wish to have such powers. BASW urges the Government to consider legislating on this as a matter of urgency.
BASW - how many members ? UNISON @ 40,000 and the reps quite disgraceful and useless. YOU HAVE NO VOICE. When you could have done you pulled up the ladder on the union (I'm all right Jack and sod the others). From those of us in NALGO who fought the good fight, risked our jobs and stood out. NALGO had no other option but to join and become UNISON. You see you're not even seen as an individual profession, you're just lumped in with all the rest. WHY AREN'T YOU SO ANGRY?
I wish you all every success. If you don't challenge who will ?
Carer 1 and Rogerkline you leave me breathless. Thankyou.
If a manager is registered as a Social Worker and their actions seem to breach the code of conduct then I assume that it is possible to complain to GSCC about this person. Has anybody tried to do this? has anybody asked the GSCC whether they would encourage SW's with dangerous working practises to complain to about the manager who is responsible? When I asked GSCC some years ago what their view was about Managers who were Social workers colluding , and expecting the field workers to collude, in disguising unallocated CP cases. Their answer eventually was that it was not an issue for them but for the inspectorate.
gchdevon's post raises some important issues. You ask:
"If a manager is registered as a Social Worker and their actions seem to breach the code of conduct then I assume that it is possible to complain to GSCC about this person."
I asked the same question of the GSCC earlier this year. The response I got was in two parts.
1. If the manager is a registered social worker, then I was told they can be reported "in the normal way."
2. If the manager is not a registered social worker then the GSCC would suggest the matter is referred to the inspectorate (Ofsted or CQC). Both Ofsted and CQC are supposed to take compliance with the Code into consideration in their inspections, though it is quite unclear how this happens. Both can be contacted directly, including via the Ofsted whistleblowing hotline, though I would strongly suggest you take advice before you take that step, and normally only do so after trying to raise your concerns directly with the employer.
If the Employers GSCC Code is made mandatory as Laming proposed and Ed Balls has promised then it will necessary to clarify what this means for managers who are not registered social workers.
In a prevous life I worked for the Health Visitors Association and I reported two Directors of Nursing for misconduct to the then UKCC (now the Nursing and Midwifery Council) at the request of local staff who were being bullied (in one case) and being required to work unsafely (in the other). It certainly focussed minds and forced action in both cases though neither case was ever heard.
However, social work managers themselves need support and it is important to realise the immense pressures many of them are under, and that they too need the support that staff should be getting. We should encourage good Directors to use the protection of their statutory duty which states:
“Directors and their Chief Executives and councillors have a statutory duty to ensure that there are “sufficient financial, human and other resources available to discharge the authority’s statutory ……… functions and maintain service standards in the future, and staff are supported and developed so that they have the required competences”
It seems to me long overdue that both front line social workers and their managers made better use of the Code of Practice, and began to highlight concerns mnore frequently as the Code requires.
Incidentally, we all ought to keep an eye on the planned review of the Code due to take place this summer.
simeon2: This seems to be what trade union Aspect is suggesting. But is that a realistic expectation? And is it taking the responsibility away from management? I'd be interested in people's thoughts. Are there any Aspect members out there, by the way?
Do you ever read the minutes of your councils Social Services Scrutiny committee? One method of highlighting poor practice would be to contact a councillor on the scrutiny committee ( a sympathetic one preferably).