Research undertaken by Jennifer Sansom shows that there is an overwhelming interest in continuing professional development and work-based learning among employees in the welfare field, and among their employers.

This conclusion, based on the results of a series of surveys conducted in the UK over the past eighteen months, was reported by researcher Jennifer Sansom to the recent Institute of Welfare conference in Birmingham.

The surveys were conducted through the Institute and through Reed Social Care Personnel, a leading organisation in the placement of social workers into local government.

Jennifer has established a strong reputation for her research in the welfare field, both in Australia and the UK. She is currently undertaking a doctorate in partnership with the Institute of Welfare, Reed Social Care Personnel and the University of Westminster.

• Social welfare, education and training were the main fields of employment for IW members.

• Whilst IW members’ employers covered a fairly broad spectrum, few were employed in the commercial world.

• Just over half those responding to the survey said they were employed as welfare officers. The next largest groups described themselves as social workers or counsellors.

• Almost half described themselves as fieldworkers, 40 per cent as senior fieldworkers and 10% as senior managers or directors.

• Just under half worked in lone positions.

• A quarter had been undertaking further study. This was almost wholly within the social care disciplines of Social Sciences, Psychology and Counselling.

• 10% were taking up NVQs.

• 35% were studying at diploma level, 19% at certificate level and 8% at BA/BSc and MA/MSc levels.

In order of importance, the principal reasons given by members for joining the IW were:

• belief in its objectives;

• desire for support by a professional body;

• the status of designatory letters;

• the content of Welfare World.

The main benefits which members felt they had obtained were:

• career development and enhancement;

• ability to meet employers’ requirements;

• professional status and credibility;

• support from colleagues and networking opportunities;

• obtaining a wider view of the welfare industry and exchanging ideas.

• 50% wanted to join a centre.

• 30% were interested in writing an article for Welfare World.

• 20% were ready to stand for centre elections.

• 10% were ready to stand for management elections.

• Many wanted to help in the organisation of the annual conference.

• 70% said they were very interested in the Institute providing continuing professional development programmes as well as qualification upgrading and accreditation of work-based learning initiatives.

• 65% were interested in upgrading existing qualifications.

• 70% were interested in the Institute awarding work-based learning accreditation.

These included:

• development of more regional centres;

• more centre-run courses and workshops;

• a professional information and guidance service;

• continuing professional development, training and learning opportunities;

• a job seekers section in Welfare World.

• A significant majority of respondents were from the public sector. Social care, the civil service, the emergency services, and education and training were the main fields of employment represented.
  

• There was very little representation from within the commercial world, such as manufacturing, privatised utilities, banking and insurance.

There were differences between the three surveys. But, overall, the most widely provided welfare services were found to be counselling and assessment and advocacy. Other interesting findings included:

• Only 21% of IW employee members reported that stress management formed an important part of their work. By contrast, nearly half of their employers saw this as an important aspect of welfare work.
  

• Only 24% of IW employee members felt that they were given mentoring support,
  compared with 50% of employers who said that it was provided.
  

• One in four IW employee members, and a similar proportion of employers, felt there was a need to provide additional services.

• Four out of five IW employers and almost all of the Reed Social Care Personnel employers wished for or supported
  continuing professional development.
  

• Just under a third of IW employers and over half of Reed Social Care Personnel employers had a continuing professional
  development programme in existence.
  

• 61% of IW employees wanted the Institute to provide a continuing professional development service and 55% wanted a work-based learning service.
  

• Both employers and employees felt that the key components of a continuing professional development programme should be updating relevant professional knowledge and self development through learning.
  

• 80% of IW employers and almost all Reed Social Care Personnel employers said they encouraged their employees to gain further qualifications.