1. Overcoming barriers to PQ training ‘The candidate speaks’, findings from recent research by Kenneth Bayley

2. Methodology Questionnaires to 140 current or completed PQ candidates 65 returned (40%) Quantitative and qualitative analysis Random stratified sample of 12 Individual semi-structured interviews Share findings with professional groups

3. Profile of Questionnaire candidates Female: 82%, male: 18% White: 54%, BME: 5%, (n/a: 41%) Disability: No 90%, Yes 5%, (n/a: 5%) Aged: 21-32 = 20%, 33+ 80% Statutory: 90%, VIP: 10% DipSW: 69%, CQSW: 18%, CSS: 6%

4. Profile of interviewed candidates Female: 75%, male: 25% White: 92%, BME: 8% Disability: No 83%, Yes 17% Aged: 21-32 = 33%, 33+ 67% Statutory: 75%, VIP: 24% DipSW: 67%, CSS: 17%, BASW: 17%

5. Barriers to PQ training Lack of time, length of course (58%) Lack of information on PQ (35%) Access to local PQ award Course (30%) Cost of training (15%) “...Sometimes difficult to do as well as you think you probably could have done, while still working...it was quite difficult fitting it in...”

6. Motivations for PQ study Opportunity to increase knowledge base (95%) Opportunity to improve practice skills (93%) Enjoy life long learning/achievement (86%) GSCC re-registration requirements (83%) “... As a qualified social worker I think it was actually learning something new or developing what I already know...actually it can help practice.”

7. What helped sustain study Line manager and team support (84%) Regular study-time/study days (70%) Clear guidance on expectations/assessment (69%) Teaching content (56%) Regular assessor/mentor meetings (55%) “...establish a work-based contract about expectations, study-time etc., to be clarified beforehand, to ensure your manager protected that.”

8. What hindered study Workload/job pressure (85%) Academic or assessment load (43%) Practice assessment requirements (29%) Lack of line manager/team support (16%) “I think having time is a big problem...the volume of work is so much, so that people in my team are dropping out of college courses because they don’t feel they’ve got the time.”

9. Future post-qualifying plans 63% of respondents commented positively on their plans for future PQ training After PQ1; PQCCA, PTA, GCPA, ASW most popular Other areas included: fostering, attachment, therapeutic interventions, adolescents, psychology, multi- professional working and research in general.

10. Advice for would be candidates ‘ you need to be really organised ’ ‘ stress to management if you feel your caseload is too much ’ ‘ establish a work-based contract early ’ ‘ make sure you take your study days ’ ‘ read everything that is given you ’

11. PQ the Pro’s and Con’s Career and pay progression Updating knowledge, skills, research Networking, sharing experience Improved practice competence and confidence Lack of workload relief Lack of adequate study leave Difficult balance of work, family, study Academic standards Travel distances

12. What would make a difference? Clarity on who is eligible for PQ, and when? Continue with career and pay progression Agreed and resourced workload relief Adequate, or improved agreed study leave Flexible and locally available teaching Learning support and advice for returners

13. The HEI & Agency professional’s view Improve consistency of national policy rhetoric and operational commitment. Promote, encourage Learning Organisations with clear workforce planning and CPD strategies Continue with career and pay progression. It works! Further research with social workers not yet engaged with PQ.

14. Contact details: Kenneth Bayley Senior Lecturer in Social Work School of Social Studies University of Chichester Bishop Otter Campus College Lane Chichester PO19 6PE 01243 816142 k.bayley@chi.ac.uk © Kenneth Bayley, 2008