View the Medway SCB Procedures
View the Medway SCB Procedures
View the Medway SCB ProceduresView the Medway SCB Procedures

1.6.2 Staff Transfer Between Teams

Social workers in Medway CRAST, Safeguarding and MILAC teams are subject to a generic job description. As such, the interview process is standardised for all teams and applicants are interviewed for the post of social worker and allocated a team upon interview.

Medway Children's Social Care is committed to offering good professional development and training. Social workers are developed through a Competency Framework, which encourages acquisition of a broad range of skills and knowledge.

The PDR process helps staff to identify their own development needs and where possible enables staff to achieve and reach their potential.

Some staff may benefit from gaining experience in different specialist areas and to enable this to happen it may be possible for staff to transfer from one team to another.

The following guidance is set out to assist a seamless process to benefit the worker and maintain good service delivery:

  • Social worker development needs are discussed in 1:1 supervision and through PDR, with line manager.
  • If development needs can be met through transfer to another team then discussion about which team would best suit
  • If there are any outstanding performance issues then transfer should not be considered unless transfer of team is part of the action plan to address issues
  • Line manager discusses individual needs with group manager.
  • Group manager approaches the manager of the team identified to meet the needs of the worker.
  • If there any performance issues there must be a clearly recorded discussion between managers, the presumption must be that performance should be addressed within the originating team, except in agreed circumstances.
  • Where performance issues have been addressed through a formal or informal action plan, there should be a six-month consolidation and monitoring period before transfer to another team can be considered. Only if improvement of practice can be consistently demonstrated should a move occur.
  • If a vacancy exists then a transfer can be arranged subject to agreement at CSCMT.
  • A meeting between the social worker and group manager of the team to be transferred to discuss the scope of the work, expectations
  • If both parties agree then arrangements made to transfer.
  • The date for transfer can be negotiated between group managers, but the needs of the business must be prime consideration and the two-month notice period would be the normal expectation.
  • A group manager cannot frustrate a move with sound evidence and good reason, e.g unresolved performance issues.
  • All applications and agreements for transfer between teams must be presented at a CSCMT meeting prior to final agreement for sign off.
  • This guidance does not overrule the prerogative of any social worker to submit an application to a social work post and be interviewed in competition with other candidates.

There will be circumstances where these guidelines will need to be adapted as there are always exceptional circumstances. Negotiation between group managers will be the mechanism for ensuring smooth transition to benefit staff and ensure business needs are met.

Whilst the protocols above apply to social workers; the guidance for the transfer of other staff within Children's Social Care Teams is comparable.

The following guidance applies to Family Workers, Behaviour Support Family Workers, SSA's and other staff in the team.

  • Staff development needs are discussed in 1:1 supervision and through PDR, with line manager.
  • If development needs can be met through transfer to another team then discussion about which team would best suit
  • If there are any outstanding performance issues then transfer should not be considered unless transfer of team is part of the action plan to address issues
  • Line manager discusses individual needs with group manager.
  • Group manager approaches the manager of the team identified to meet the needs of the worker.
  • If there any performance issues there must be a clearly recorded discussion between managers, the presumption must be that performance should be addressed within the originating team, except in agreed circumstances.
  • Where performance issues have been addressed through a formal or informal action plan, there should be a six-month consolidation and monitoring period before transfer to another team can be considered. Only if improvement of practice can be consistently demonstrated should a move occur.
  • If a vacancy exists then a transfer can be arranged, subject to agreement at CSCMT.
  • A meeting between the worker and group manager of the team to be transferred to discuss the scope of the work, expectations
  • If both parties agree then arrangements made to transfer.
  • The date for transfer can be negotiated between group managers, but the needs of the business must be prime consideration and the one month notice period would be the normal expectation.
  • A group manager cannot frustrate a move with sound evidence and good reason, e.g unresolved performance issues.
  • All applications and agreements for transfer between teams must be presented at a CSCMT meeting prior to final agreement for sign off.
  • This guidance does not overrule the prerogative of any worker to submit an application to a post and be interviewed in competition with other candidates.

End