1. career development across
Integrating
career development across
health and social care
Stephanie Tempest
Ruth Crowder
Paul Cooper
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2. BACKGROUND
The Career Development Framework: Guiding principles for occupational therapy
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3. Debating terms Guiding principles:
“Any principles or precepts that guide an organisation throughout its life in all circumstances, irrespective of changes in its goals, strategies, type of work, or the top management.”
Competencies: “A cluster of related abilities, commitments, knowledge, and skills that enable a person (or an organization) to act effectively in a job or situation.”
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4. Main uses
Individual level: map current level of experience & plan future learning
Service level: identify strengths in the team and future needs when recruiting
Commissioner / funder / decision-maker level: to articulate the expertise of occupational therapy personnel at different career levels
As a Profession: to emphasise the range of skills we have, to articulate our right to apply for range of jobs and to promote occupation-centred identity
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8. Hard copy Implementation Guide
Coming soon
(Autumn 2017):
Interactive pdf
Web-based tool
Hard copy Implementation Guide
Resources to support using it in practice
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9. Contextualising for social care occupational therapists in Wales
NHS Wales
Social Services
Developments in Wales have produced some exciting developments.: Our services are becoming very integrated and the policy intent is to move to ‘one workforce’.
Where OTs working and integration.
In NHS Wales – frameworks to help OTs make their career progression, supervision frameworks, and Advanced practice frameworks- even the support workers have a framework.
Explain CPEL- particularly the link to job progression. ?
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10. RCOT secured a framework for occupational therapists in social care
Demonstrate competence to HCPC; employer; colleagues, self and citizens
map your skills and plans to create a career pathway in social care: or move across the whole sector
So what happened to occupational therapists in social care? – little support, workforce hardly seen
Poor access to supervision and CPD opportunities in some areas, variable investment
Difficult to see a career route in social care- variation in the pay and grades of jobs.
as move to integrated services, difficult for OTs to demonstrate the competence or experience: hardly seen or thought of in workforce matters
What we did and new framework- Ministerial launch in autumn, how it links to both the NHS AHP framework, and the rCOT career framework and how it incorporates the asdv practice framework- all use pillars and levels.
So how do we use it??
So how does the framework help? The Career Framework wil lbe usable in any setting, or any country- it articulates our right to move around the sector and employers. In Wales we are thrilled to announce that the lobbying of RCOT has secured a National Career Framework for occupational therapists insocial care.
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11. Ana’s story…….
ability to recognise and have confidence in own skills and experience
Demonstrate that to managers and new team colleague
Consider promotion opportunities
Overcome anxiety re service change
Demonstrate importance of occupation and occupational therapy in a service which hasn’t always grasped what we offer
Title only showing: - tel lthe ‘story’
left hand side: show the circle and levels
right hand side- so what:
ability to recognise and have confidence in own skills and experience
Demonstrate that to managers and new team colleague
Consider promotion opportunities
Overcome anxiety re service change
Demonstrate importance of occupation and occupational therapy in a service which hasn’t always grasped what we offer
Frameworks articulate our right to move around employers
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12. Pillars of practice Time - 10 Minutes
In pairs estimate the career level you feel you may be at for each of the four pillars of practice in the Career Development Framework – don’t worry if it feels a bit uncomfortable! 
Feedback – 10 Minutes
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14. Group work Time - 30 minutes.
What abilities would you like to develop next in your career?
What are your three key learning needs for the next few months?
How would you sum up this mapping experience in three words?
This will look at looking at the Career Development Framework in more depth to establish:
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15. Integration and the Career Framework
How do you think you could use the Career Framework to support integration within your own setting? 
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16. Feedback and Questions
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17. Contacts details
Dr Stephanie Tempest Education Manager for Professional Development
@setG75
Ruth Crowder Policy Officer, Wales  
@RuthCr
Paul Cooper Professional Advisor
@PaulCooperOT
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