YEAR TWO

In Year 2 you will work in your local authority’s children’s services department as a newly qualified social worker and will hold responsibility for your own caseload. Your local authority will assess and support you throughout, including limiting the size and complexity of your caseload.

Both your local authority and Frontline will support your professional development through the ongoing leadership development programme.

Master’s degree

You will continue studying over the course of the year, gaining a Masters in Advanced Relationship Based Social Work with Children and Families. This master’s will develop your confidence and autonomy in child and family social work practice through a deeper understanding of the Frontline practice models. 

Coaching

We offer year two participants five confidentialone-to-one coaching sessions in their local authority, between October and August. Each participant can invite their new manager to take part in a three-way meeting as part of one session. This provides the opportunity to discuss development objectives together, identify what change would look like and how they could get feedback from their line manager on their progress. 

Coaching is designed to help participants manage the transition into their assessed and supported year in employment and to develop as a leader.

Frontline’s leadership statement articulates what it means to be a leader in social work. This is not necessarily about being a leader of people, but a role model, and leading by example in social work practice. The statement is accompanied by a guide, which offers examples grouped in a series of leadership capabilities, designed specifically for social work leadership. The leadership statement underpins the coaching sessions.

Some examples of the challenges participants might bring to sessions are:

  • Managing self and resilience whilst adapting to the changes in Year 2
  • Managing a caseload whilst undertaking their masters
  • Identifying goals on which to focus in order to build confidence in their ability
  • Identifying and using strengths in work with families and other professionals
  • Building relationships and influencing colleagues’ different approaches
  • Managing difficult conversations or conflict situations

Coaching sessions

There are five individual, confidential sessions offered to participants between October and August. Each participant can invite their new manager to take part in a 30 minute 3-way meeting as part of session 1 or 2 which provides the opportunity to discuss together development objectives, what a shift would look like and how they could get feedback from their line manager on their progress. Below you will find a breakdown of what is covered in each session as well as some of the feedback received from the bi-annual survey 2016/17.

Our coaches

We have a network of qualified and experienced coaches committed to helping us achieve our mission by developing the leadership skill of participants. The network operates as a community of practice, enabling the sharing of insights between the coaches and Frontline.