Included in some supervision and appraisal processes

Some gaining direct feedback from young people on performance

1. A rigorous system of Supervision and Stocktake of Work is implemented throughout the Service.
2. Individual Action Plans for all District Youth Workers and Officers

Staff supervision – annual (carried out by Managing Director).

· Bccx newsletter.21

There are no consistent evaluation forms that are age/circumstance specific to allow staff to record feedback

· Systematic Framework Training

· Ongoing review and developments made as part of EYP Groups.

· EYP considered in terms of Professional Practice.

360 Appraisal includes review of their contribution to youth participation, especially with reference to how will they are supporting their teams

PDR – Championing children’s framework. All staff in organisation
Supervision
Evaluation of professional practice

Key staff in Community Based Services and Learning and Culture have young people’s engagement guidance through the induction process. A young people’s engagement course written between young people, the Council and the NYA is now being delivered.

Many schools in the borough have achieved Charter Point 2 Award which is linked to ‘Giving young people a voice’ within the Healthy Schools Award.

Teachers are trained in using circle time to gain young people’s views on issues affecting them.

Teachers support young people on school councils.

Appraisal is currently under review and will be addressed when the new system is in place.

Some supervision sessions address engagement activity.

NOT IN PLACE

Annual performance appraisal – overall outcomes for Calderdale and the participation strategy – meet corporate and specific outcomes relating to participation strategy.
Regular supervision includes the work relating to the participation strategy
Personal development and training of staff related to their specialism

Discussions are taking place with Heads of Service and Directorates to ensure that this is included as priority in Directorate plans.

The development of the Children and Young People’s Allianceincludes a workforce development plan, which will include good practice around the involvement of children and young people in the organisation.

The induction and development of the Director of Children’s Services will include involvement from Children and Young People.

Contribution of staff will be addressed through quarterly development reviews- CQUIN as a quality indicator

Appraisal and 1 to 1 meetings

Staff are required to report on how they are enabling the effective influence of children and young people as part of their appraisals.

This is included in the IPDR process but is not an assessed point at present

Nothing specific

PDP reviews for relevant staff include reviewing the nature of their work and how they have performed against targets.

Staff supervision in Social Care and Health and Youth Service includes how they are involved in supporting the involvement of children and young people.

Yes. Could improve this, making it a stand alone item in supervision, wider staff meetings

Total Respect Training/Young Peoples presentations to staff management and councillors. CPO attends locality team meetings. Staff PDR’s

Competencies include participation as criteria for supervision and appraisal

Ongoing review and inclusion in next appraisal for SLS staff who have been involved in the travellers’ projects

* Not yet at organisational level

* Yes at project level

Included in appraisal of face-to-face staff within Education and Social Services. Moreover, in October 2004 young people delivered training to full and part-time YSDS staff on the theme of youth participation and youth involvement, and how to encourage this in their own work.

Nothing specific

- Feedback question sires are used for some staff’s appraisal.
- There is no service wide policy approach.

Written supervision – but not standard agenda item
Nothing at organisation level

Children and young people are asked for feedback about the services they use as part of service evaluations e.g. music therapy evaluation.

Through PDR process.

Staff interviews
Staff reviews

• Through Reflective Practice
• At appraisal managers can measure how staff involve YP but this is not an essential measurement
• Through planning and partnership agreements

Furness Teams use reflective practice to look at how they influence young people and children. They do this in the following ways:
Weekly action plans made by the teams in team meetings sharing good practice and discussing ways of working.
Supervisions with individual staff looking at specific cases or ways of working
Reflective practice through informal chat with the young people themselves.
Open door policy used by all managers in Social Care. This ensures that young people and children are able to communicate with managers on the key workers involved with them.
There is a dedicated section in the team meeting agenda for the children who come to stay at Hart street Short Breaks Home. The home also uses handover sheets to enable effective feedback.
Staff moderate each other within the Learning Disabilities and Difficulties Team and the Special Educational Needs Service.
The Furness Participation Officer is part of the Performance Review Days and is supervised and matrix managed to ensure staff are reviewing their contributions and influence of children and young people on the organisation.

• Some staff have attended Bitesize (v. limited)
• Individuals attended external training
• Some individual discussions re ypai with Policy Officer YPAI

Implicit rather than explicit. Concern that participation within a job title meant staff passed it over