Adult support and protection learning and development: national framework

Section 3: Workforce groups and key learning

This section provides more detailed explanation of ASP awareness, knowledge and understanding expected of each of the multi-agency workforces. This should determine the level of learning and development for each.

The purpose of distinguishing between workforce groups is to target learningmore accurately towards who needs to know what about ASP. This should be seen in relation to the responsibilities attached to the individual’s particular role and day-to-day job. As indicated, it includes both employees and volunteers. Learning and development expectations of each level build on the one before.

It is important to note that there will be movement between groups. For example, an individual worker’s role may change, acquiring additional or supervisory responsibilities, a worker may become a Council Officer, or move to an entirely new post. It may also be the case that someone might be in the Wider Workforce in one post, but becomes part of the Specific Workforce in another role e.g. through a separate post or voluntary role.

Every employer or Adult Protection Committee member (APC) has the flexibility to determine how their own employees fit within each workforce group, as well as whatever level of learning they expect for each. The exception to this would be in relation to the roles included within the ASP legislation and/or Code of Practice - ASP Council Officer and any person accompanying the Council Officer during the ASP Investigative Interview (when such an interview is required) (also known as the Role of the ‘2nd Worker’).

As a baseline, where workers cannot see which workforce group they fit into, they will at least be part of the Wider Workforce. To be certain, they should take advice from their line manager or seek advice from their local learning and development team. This would apply to all agencies, which includes (but is not limited to) health, social work, social care, police, fire and rescue, ambulance, voluntary and 3^rd sector staff and volunteers.

There will also be scope within this for all supervisors and managers to take advice from their local learning and development team about what level of learning is best recommended for particular teams or services. This may be particularly relevant when an individual worker has a new post or dual/split role. Additionally, all learning and development practitioners will inevitably design their learning resources as they interpret and understand the Framework workforce groups and how they pertain to their workforce.

By its nature, this categorisation of workforces may seem hierarchical, but this is more a reflection of expectations of learning, knowledge and understanding, appropriate to workforce responsibility for ASP within any given job or role. A baseline message is that all workers who have any contact with adults should have the core knowledge, understanding and skills required by the Wider Workforce as a minimum standard. With few exceptions, it is anticipated that staff in each workforce group will only need to complete the level of ASP awareness learning required of that group. It should be noted that for some agencies their internal processes will include a PVG requirement at a Workforce level below the Intensive Workforce.

Workforce examples: this Framework provides only the broadest examples of what roles might be in each workforce (based on recognised tasks and responsibility for ASP) since no list would ever be sufficiently exhaustive. Local APCs/employers are invited to interpret the five workforces as below; they are free to determine whatever level of ASP awareness learning they judge relevant to any group within their workforces and locality - the exceptions to this are the role of ASP Council Officer and the role of any person accompanying the Council Officer when an Investigative Interview is required - also known as the ‘2nd Worker’, which are included in the legislation and Code of Practice. All single agencies have a responsibility to ensure their workforces are trained to a competent standard, relevant to their role/remit and responsibility for Adult Support and Protection. This will include expectations regarding timings associated with any refresher training.

Which local staff roles fit into which Workforce Level, will vary widely from area to area - even posts with the same or very similar titles, can vary widely in relation to how they practice and how much exposure they may have to adults (some of whom could be Adults at Risk of Harm).

Key message (all workforces): all individuals should be supported and protected wherever possible from harm: irrespective of age, culture, religion, race, ability/disability, neurodiversity, gender or sexual orientation. The Equality Act 2010.

Core Competencies: Key Learning - The Workforce Levels

Section 1: Wider Workforce

• recognise, respond, record, report

Section 2: General Workforce

• recognise, respond, record, report, support

Section 3: Specific Workforce (Inc. 2nd Worker)

• recognise, respond, record, report, support, advocate

Section 4: Intensive Workforce

• recognise, respond, record, report, support, advocate, assess, analyse, plan, implement

Section 5: ASP Council Officers

• recognise, respond, record, report, support, advocate, assess, analyse, plan, implement, lead, coordinate

Knowledge, Understanding and Skills

Section 1: Wider Workforce

Key learning requirements

Everyone, regardless of role and remit, where they do not fit into any other professional groups or workforces below, requires at least a minimum, baseline awareness of core messages about Adult Support and Protection (ASP) - including how to make an ASP referral where they have concerns that an adult might require support and protection from harm. Training may be in-person or online or a combination of both.

Key learning is to:

• Recognise (harm or risk of harm when they see it).
• Respond (by sharing concerns with others whose job it is to follow up on what has been reported).
• Record (keep records according to agency requirements).
• Report (sharing information and concerns by submitting an ASP referral).

Staff in all Scottish workforces who have contact with adults are expected to have at least this minimum level of Adult Support and Protection awareness. See the link at the end of this document for access to helpful resources.

Knowledge and Understanding:

• I realise that it is my responsibility to raise the possibility of submitting an ASP referral where I know or believe an adult may meet the criteria for an ASP referral (i.e. meet all of the following criteria):
• are unable to safeguard their own well-being, property, rights or other interests;
• are at risk of harm;
• and because they are affected by disability, mental disorder, illness or physical or mental infirmity, are more vulnerable to being harmed than adults who are not so affected.
• I am aware that an adult is considered to be at risk of harm if another person’s conduct is causing (or is likely to cause) the adult to be harmed, or the adult is engaging (or is likely to engage) in conduct which causes (or is likely to cause) self-harm.
• I am aware that an adult’s consent is not required to make an ASP referral (although where it is possible - it is good practice to make them aware a referral has been made).
• I am aware that any action taken under the Act, should be the least restrictive option, should be for the benefit of the adult and they should be (where at all possible) involved in decision making processes.
• I know how to escalate an ASP concern within my agency and how to make an ASP referral for an Adult in my Council area.
• I am aware that Adult Support and Protection is a multi-agency approach with the Council as the Lead Agency (as per the legislation).
• I have a basic awareness of types of harm, signs of concern and what to be concerned about.

Skills:

• I can recognise and respond to concerns about harm or risk of harm to an adult.
• I can follow organisational procedures.
• I can seek advice and record observations, incidents or disclosure of information.
• I can share information timeously, accurately and with clarity.

Behaviour:

• Willingness to listen to adults at risk, families and carers and to act on issues and concerns.
• Recognise how my own beliefs, experience and attitudes might influence involvement in safeguarding work.

Induction:

• Have a local/organisational ASP induction - facilitated as soon as possible on taking up a role (ideally within the first 3 months) - incorporating all the relevant learning from the key learning requirements/knowledge & understanding/skills - for this Workforce level.

Refresher Training:

• Have appropriate refresher training in place for this Workforce Level, incorporating any relevant updates - this is recommended to be no less than every 3 years.

Training Delivery:

• Training could be delivered by any appropriate person utilising materials and resources developed for a general introduction to the ASP Act - ensuring all aspects outlined above are included.

Section 2: General Workforce

Key learning requirements

As part of their job/role/remit, people in this workforce group should be able to:

• Recognise potential signs of harm and abuse.
• Raise an ASP referral through the appropriate route.
• Contribute relevant and appropriately recorded information to assessments/reports.

Key learning is the same as the Wider Workforce, with additional expectations:

• Support (offering comfort, reassurance, listening, seeking additional help from relevant family or services).

Knowledge and Understanding:

• I have an understanding of local adult protection systems.
• I have a broad understanding of trauma informed practice.
• I am aware of indicators of harm (including self-harm and self-neglect) or neglectful care of adults and their impacts on adults.
• I am aware of signs of conflict, or stressors (e.g. domestic abuse, poverty, substance abuse, homelessness, mental health issues etc.)
• I have an understanding of the importance of close listening and sensitively responding to an adult’s disclosure.
• I have an understanding of the importance of record-keeping and appropriate information-sharing and confidentiality (including data protection requirements).
• I am aware of the specialist role of ASP Council Officer which exists within Adult Support and Protection (as per the legislation).

Skills:

• I can respond to Adults at Risk in an appropriately supportive and trauma informed manner.
• I can record and communicate concerns, actions agreed and taken.
• I can liaise appropriately within my own agency and externally with relevant agencies - as needed.

Behaviour:

• Recognise my own actions and how these may impact on others.

Induction:

• Have a local/organisational ASP induction - facilitated as soon as possible on taking up role (ideally within the first 3 months) - incorporating all the relevant learning from the key learning requirements/knowledge & understanding/skills - for this Workforce level.

Refresher training:

• Have appropriate refresher training in place for this Workforce Level, incorporating any relevant updates - this is recommended to be no less than every 3 years.

Training Delivery:

• Training could be delivered by any appropriate person utilising materials and resources developed for a more targeted introduction to the ASP Act - ensuring all aspects outlined above are included.

Section 3: Specific Workforce

Key learning requirements:

All staff who, as part of their role, work directly with adults - including those who may have specific vulnerabilities. People in this workforce group are likely to:

• require a Protecting Vulnerable Groups Certificate (PVG).
• routinely work closely with adults including supporting learning, health, practical or skill development with adults, including vulnerable adults.
• Keep routine records, write reports/assessments/chronologies for single and/or multi-agency agency purposes.
• Be requested to contribute to Adult Support and Protection Case Conferences or ASP Core Group meetings.
• Be requested to contribute to Adult Support and Protection - Protection Plans.

Key learning is the same as the Wider and General Workforces, with additional expectations of:

Advocate (helping an adult or their supporter/s to express their views, or expressing their views on their behalf).

Knowledge and Understanding:

• I have a deeper understanding of specific types of harm (including self-harm), abuse and neglect (including self-neglect) and how they might impact and create or exacerbate risk for an adult.
• I am mindful of the intersection between different types of harm (including domestic abuse, neglect, self-harm etc); and how they may co-exist in an adult’s life.
• I am aware of other types of oppressive actions that might undermine an adult’s safety and welfare (issues such as forced marriage, FGM, human trafficking etc.)
• I have a working knowledge of how environmental, family, relationships and individual factors may contribute to increased risk of harm.
• I have a working knowledge of the immediate or emergency actions that can be taken to protect adults.
• I have knowledge of GIRFE and its application to multi-agency practice.
• I understand how to appropriately seek the view of an adult - including adults with communication difficulties and/or capacity issues.
• I ensure my knowledge and understanding is relevant to practice and is up to date.
• I have a working knowledge of the different roles that all practitioners have in Adult Support and Protection processes.
• I have awareness of relevant legislation, codes of practice, policies, procedures and guidelines relating to the support and protection of adults.
• I have an up-to-date working knowledge of local multi-agency guidance and know how to work collaboratively with partner agencies.
• I understand the complex ethical issues and conflicts regarding confidentiality (including a knowledge of GDPR) and information-sharing within an ASP context.
• I have an in-depth knowledge of Trauma Skilled Practice and its applications within ASP processes.
• I have an understanding of the role that Independent Advocacy can play in relation to ASP as stipulated in the legislation.

Skills:

• I can engage, communicate and build relationships with adults and where appropriate, their supporters (including their families and carers).
• I can advocate for an adult, and support the adult in sharing their views.
• I can carry out direct work with an adult.
• I can contribute to assessments and work with a Protection Plan for an adult at risk of harm.
• I can recognise, identify and manage risk.
• I can apply learning and development to practice, and engage in reflective supervision.
• I can work collaboratively with colleagues/multi-agency partners.

Behaviour:

• Confidence in my ability to competently represent my profession/agency in multi-agency meetings, articulate assessment and knowledge of an adult, provide informed opinions which contribute appropriately to decision making.

Induction:

• Have a local/organisational ASP induction - facilitated as soon as possible on taking up role (ideally within the first 3 months) - incorporating all the relevant learning from the key learning requirements/knowledge & understanding/skills - for this Workforce level.

Refresher Training:

• Have appropriate refresher training in place for this Workforce Level, incorporating any relevant updates - this is recommended to be no less than every 3 years.

Training Delivery:

• Training could be delivered by any appropriate person utilising materials and resources developed for a more comprehensive introduction to the ASP Act - ensuring all aspects outlined above are included.

Section 4: Specific Workforce - Accompanying Person/2nd Worker

For further detail in relation to this role please see from page 52-53 in the Code of Practice.

Key learning requirements:

• There are two specific individual roles mentioned in the Adult Support and Protection (Scotland) Act 2007 - one of these is the Council Officer and the other is any person accompanying the Council Officer on an ASP Investigative Interview (where this is required) – this could be anyone who will assist with the work (e.g. a health worker undertaking a health assessment under the provisions of the Act) or may be someone supporting in a role often referred to as the Role of the 2nd Worker. The 2nd Worker may accompany the Council Officer during an Inquiry with the Use of Investigatory Powers - to conduct an Investigatory Interview with the potential Adult At Risk of Harm - to support the ASP Investigatory Interview process. Training will not always be required for an Accompanying Person - however a short meeting to prepare them for being present at the Investigative Interview will be helpful.
• The 2nd Worker (who is there to support the Investigative Interview process) can be from any organisation, provided they have an adequate understanding of the role. The 2nd Worker would not however, usually be an Independent Advocacy Worker (who might additionally be in attendance during the Investigatory Interview) - so that they can appropriately provide the adult with independent advocacy. The 2nd Worker would not be a family member or Carer either - although supportive (i.e. not suspected to be involved in any harm being perpetrated against the adult) family/friends/carers might also sit in on the Investigative Interview where appropriate.

Key learning is the same as the Wider, General and Specific Workforces, with additional expectations of:

• A detailed knowledge of the local processes engaged in relation to using the legislative Duty to Inquire with the use of Investigatory Powers - as outlined within the ASP Act.

Knowledge and understanding:

• I have in-depth knowledge of the role of the Council Officer.
• I am fully conversant with Chapters 6 and 7 of the ASP Revised Code of Practice 2022.
• I am fully conversant with Section 8 of the Adult Support and Protection (Scotland) Act 2007.

Skills:

• I can approach the role of the 2nd Worker in a professional manner.
• I am able to efficiently record an accurate record of the Interview.

Behaviour:

• I make myself available for any pre Interview meeting with the Council Officer to receive information on the background to the ASP Investigative Interview and agree roles and actions for the Council Officer and the Accompanying Person/2nd Worker.
• I make myself available for any post Investigative Interview debrief session.
• When required, I can provide a view for incorporation into wider ASP processes such as ASP Risk Assessment, the Report required for an ASP Case Conference and/or an ASP Protection Plan.
• I ensure my notes from the Interview are transcribed - if this is required.

Induction:

• Local training for the role of the 2nd Worker is not available in all areas - where this is available, it is ideal if those who regularly take on the role of the 2nd Worker have access to this.
• As a minimum, for those who regularly take on the role (or where someone is taking on the role for the first time and there is time before the Investigative Interview takes place) - some resources relating to the role of the 2nd Worker training is available via the Iriss - ASPire Resource Hub.

Refresher Training:

• Where someone regularly takes on the role of the 2nd Worker - have appropriate refresher training in place for this, incorporating any relevant updates - this is recommended to be no less than every 3 years.

Training Delivery:

• Ideally training would be delivered by a Learning & Development professional, who has intimate knowledge of the application of the Act and what is expected of the 2nd Worker in supporting the Council Officer and the adult during the Investigative Interview.

Section 5: Intensive Workforce

Key learning requirements:

As part of their role, people in this Workforce Group will need a valid PVG and are likely to:

• Have a role in relation to assisting with decision-making relevant to an adult.
• Have the ability to carry out specific, focused or specialist risk assessments if required to inform ASP risk assessment/processes.
• Compile multi-agency or integrated chronologies.
• Be involved in Inspection activity, self-evaluation and ASP Learning Reviews.
• Provide specialist advice, support and reflective supervision to colleagues, including the creation of safe working practices and safer cultures that support a ‘whistleblowing’ policy.

Key learning is the same as the Wider, General and Specific Workforces, with additional expectations of:

• Assess (gather and collate relevant information)
• Analyse (make sense of what collated information is conveying)
• Plan (take a view on support required on basis of assessment)
• Implement (act in relation to ASP Protection Plan - by organising or providing the identified support for my agency)

Knowledge and Understanding:

• I have a sound understanding of the legislation and the ability to apply the ASP legislation to my practice.
• I have a sound knowledge of how to select and use appropriate assessment tools and produce strengths-based, needs-led assessments, including the identification/assessment of risk.
• I understand the ASP principles in relation to ensuring the adult is engaged and centrally involved (with carers and family - where appropriate) in a strengths-based approach to support and protection, balancing strengths/protective factors with adversity/risk factors in protection planning.
• I understand the ethical issues in relation to balancing the rights of the adult to make autonomous decisions with a duty of care and their right to support and protection.
• I have a sound knowledge of national legislation/policy, procedures and guidelines relevant to the role of Adult Support and Protection and I recognise their role in contributing to practice development, reviewing, auditing, self-evaluation and scrutiny activity relating to ASP.
• I have sound knowledge of different approaches to intervention and best practice guidance.
• I have a sound knowledge of the different roles that practitioners play in formal public protection processes and the parameters between those and my own role - in particular the role of the Council Officer and the specific legal responsibilities inherent in that role.
• I can provide effective support and reflective supervision to colleagues linked to their ASP practice.
• I contribute to team/service/practice development and to Learning Reviews, quality assurance/audit and single and multi-agency self-evaluation processes, in line with relevant local and national \standards and guidelines.

Skills:

• I have the ability to analyse complex situations, identifying and determining risk of harm and their potential impacts and confidently report on these.
• I can accurately represent an adult’s views and work collaboratively with Independent Advocacy representatives.
• I can identify, share and promote good practice and practice development within and between services and agencies.
• I can contribute to leading/undertaking team/service/strategic development, quality assurance/audit processes, support implementation of learning from Learning Reviews in accordance with national standards and guidelines.
• I can maintain an awareness of national/ local developments, consider impact on local practice and effectively communicate these to the appropriate staff groups.
• I can ensure that I am appraised of relevant national ASP developments including being well versed in the content of the ASP Revised Code of Practice 2022.

Behaviour:

• I have confidence in my own assessment skills and my ability to represent the views of myself and my agency in meetings and reports pertaining to ASP.
• I am able to confidently and competently recognise differences in varying views and opinions and can professionally and respectfully challenge these - both from within my own agency and with external agencies.

Induction:

• Have a local/organisational ASP induction - facilitated as soon as possible on taking up the role (ideally within the first 3 months) - incorporating all the relevant learning from the key learning requirements/knowledge & understanding/skills - for this Workforce level.

Refresher Training:

• Have appropriate refresher training in place for this Workforce Level, incorporating any relevant updates - this is recommended to be no less than every 3 years.

Training Delivery:

• Ideally training would be delivered by a Learning & Development professional, who has intimate knowledge of the application of the Act and what is expected of the someone involved in the Intensive Workforce ensuring all aspects above are included.

Section 6: Council Officer

Key learning requirements:

The role of the Council Officer is usually carried out by someone below Senior Management level. As part of their role, people in this Workforce Group will meet the legislative description of a Council Officer within the Adult Support and Protection (Scotland) Act 2007:

Section 53 (1) of the Act defines a Council Officer as an individual appointed by a council under Section 64 of the Local Government (Scotland) Act 1973. The person should:

• be registered in the part of the Social Services Council Register maintained in respect of social workers or social service workers or is the subject of an equivalent registration;
• be registered as an occupational therapist in the register maintained under article 5 (1) (establishment and maintenance of register) of the Health Professions Order 2001; or
• be a nurse; and
• have at least 12 months’ post qualifying experience of identifying, assessing and managing adults at risk.

A council may withdraw the authority of a person to perform the functions of a council officer if the person no longer meets the relevant requirements.

The Council Officer should be issued by their council with a locally badged Council Officer I.D. badge.

Key learning is the same as the Wider, General, Specific and Intensive Workforces, with additional expectations of:

• Lead (on behalf of the Council as Lead Agency)
• Coordinate (the multi-agency approach to support and protect adults at risk under the legislation)

Knowledge and Understanding:

• I have an in-depth knowledge of the Adult Support and Protection (Scotland) Act 2007 and at least 12 months post qualifying experience of identifying, assessing and managing adults at risk.
• I have an in-depth knowledge of the Adult Support and Protection (Scotland) Act 2007 - Revised Code of Practice 2022 and can apply that knowledge effectively and efficiently in relation to practice.
• I have an in-depth knowledge of all other relevant legislation - including the Adults with Incapacity legislation and the Mental Health Care and Treatment legislation, and how Adults at Risk may require to have access to alternative and/or additional legislative input due to their specific circumstances.
• I have a sound understanding of all ASP systems and processes in my local area and can provide clarity in relation to local and national ASP practices to colleagues internally and externally.
• I have a sound understanding of the processes required in order to obtain a Protection Order under the ASP legislation as well as the other, relevant statutory powers and duties relating to the role of Council Officer - as contained within the Adult Support and Protection (Scotland) Act 2007.
• I can critically analyse information collated in multi-agency chronologies including identified risk/need and appraise the requirement for optional services and others in protection processes, including presenting this analysis confidently and succinctly at ASP Case Conferences.
• I can develop, record and report on any Reports (including multi-agency information - as appropriate) required as part of an ASP Case Conference.
• I can develop ASP - Protection Plans for adults and coordinate implementation, as well as monitor and review outcomes.
• I ensure I consider the provision of Independent Advocacy for all adults at risk and can accurately assess when they require to be offered this provision, as defined in the Adult Support and Protection (Scotland) Act 2007 (S6).
• I can effectively determine when I think a crime might have been committed and Police Scotland should be asked to consider this.
• I have completed the ‘Role of the 2nd Worker’ training - to aid my understanding of the role and how it relates to my role as a Council Officer.

Skills:

• I effectively coordinate multi-agency interventions, and chair/manage and contribute to multi-agency meetings.
• I balance an adult’s right to autonomy with my duty of care as a Council Officer under the legislation and their right to support and protection under the same legislation.

Behaviour:

• I have confidence in my skills to lead on Adult Support and Protection processes involving my own agency and also from a multi-agency perspective.
• I am able to confidently and competently discharge my duties as a Council Officer under the ASP legislation.
• I take responsibility for ensuring my learning is current and keeping abreast of relevant national developments in relation to Adult Support and Protection and the role of the Council Officer.
• I can work confidently and supportively with carers/families/guardians/PoAs and others involved with ASP processes.
• I take a person centred approach to working with adults - embodying the GIRFE principles.

Induction:

• Induction: As a minimum, newly certified Council Officers should be offered an induction for suitable candidates within 6 months of certification. The aim is to ensure that all ASP Council Officers can effectively discharge their duties in respect of the Adult Support and Protection (Scotland) Act 2007 (including all the key learning requirements, knowledge and understanding, skills and behaviours listed above). This may include peer support; shadowing or joint working with experienced Council Officer(s); post-certification session(s) to consolidate learning; group and/or individual supervision with an experienced Council Officer; and opportunities for reflective practice. All Council Officer names should be included on a regularly updated local Council Officer list.

Refresher Training:

• Council Officer refresher training should be received at least every 3 years, drawing on updated guidance, policy and practice relevant to ASP.

Training Delivery:

• Training would be delivered by a Learning & Development professional, who has intimate knowledge of the application of the Act and the role of the Council Officer. Training will ideally also include inputs from various other appropriate professionals - for example, Council Legal Services, local Independent Advocacy Services etc. - ensuring all aspects above are included.