Implementing the Family Partnership Approach throughout a Local Authority'

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Implementing the Family Partnership Approach
throughout a Local Authority.

• Presented by Dorsey Precht

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Developing the approach in Northamptonshire

• The Northamptonshires Children and Young
  Peoples Partnership (CYPP) has endorsed the
  roll out of FPM training across the countys
  childrens workforce.
• Background.
• Championing the approach for culture change.
• Multi-agency training.
• Key components for effective implementation.
• Next Steps.

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Backgroundmaking the case

• Conference on Parent Advisor Model (2004).
• On Track Pilot (2005)
• Interagency Presentations (2005)
• Facilitator Training 3 Core Courses (2006).
• Facilitator Training and 6 Core Courses (2007)

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Championing the approach for cultural and
organisational change.

• Delivering Every Child Matters Change for
  Children and working within the National Service
  Framework.
• Workforce Reform.
• Parenting Agenda.
• What works?
• How we behave vs. what to do.

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.within a bureaucracy

• Champion Senior Manager NCC CYPS Head of
  Childrens Services.
• CYPS Executive Management Team.
• Presentation to CYPP.
• Valuing process alongside content.
• A strong base making other interventions more
  effective.
• Evidence based practice. Local/Intl evaluations.

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making explicit links to strategy.

• Northamptonshire Children and Young Peoples
  Plan.
• Northamptonshire Workforce Reform and Development
  Strategy. Common Induction Standards and Common
  Core Skills.
• Northamptonshire Family and Parent Support
  Strategy/ Commissioning Strategy.
• Common Assessment Framework (CAF).

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Multi-agency Training

• Local Safeguarding Childrens Board (LSCB)
• Universal provision within CAMHS Strategy
• CAF Training.
• Solihull Approach in schools
• Engaging the third sector.
• Promoting shared understanding
• Supervision is key for participants and
  facilitators

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Support for No Wrong Door approach

• The Family Partnership approach supports culture
  change and promotes a relational model that will
  assists the style with which the workforce might
  choose to suggest/open the door for service
  participants.

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168 practitioners trained from 30 different
agencies/NCC teams.

• Behaviour improvement teams
• Black Minority Ethnic Resource Service.
• Primary Schools
• CAHMS
• Childrens Centre/ Sure Start
• Childrens Disability Team
• Community Connexions
• CYPS fieldwork teams
• Educational Psychology
• Education Welfare Service
• FAIR Action in Our Region.
• Health Visiting

• Home Start
• Home School Support Service
• Hope Project (voluntary)
• Learning and Development
• MATRICS
• NCH
• Nene Valley Christian Family Refuge
• On Track
• CYPS Referral Team
• SNIP (Inclusion)
• Womens Aid
• YMCA

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Evaluation Results

• A total of 168 trained in county since 2005.
• In 2007, 120 participants across 10 core courses.
• Evaluation responses available for 95 trainees.
• Strengths and challenges of participating and
  implementing the approach.

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5 Key Questions Results based on 95
evaluations forms completed in 2007.
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Participants comments on the best aspects and
areas for improvement for courses.

• Best aspects
• Increased awareness of listening skills and not
  jumping into problem solving.
• Going into such detail on subjects we know about
  uncovered gaps in knowledge and incorrect
  assumptions.
• Process of having seminar followed by reading
  which helped enrich the understanding.
• Importance of reminding people of their
  successes.

• Improvements
• Assessment of current working practice before
  course.
• Opportunity to observe positive examples from a
  video of approach in practice.
• Little reference made to trans cultural aspects.
• Conflict between target driven work and wanting
  to have the time to develop relationship.
• Length of the course.

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How this Changes Culture

• Identifies and addresses how we can improve our
  skills.
• Workers who are more secure about their skills
  are more able to welcome change.
• Workers who effect change with families, develop
  high morale.
• The model is applicable across all grades.

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Strategic Planning Group

• Representative from CPCS (Megan Ellis)
• Educational Psychology
• Fieldwork Family Support Policy Manager
• Facilitators
• Development Officer for Family Support (Extended
  Services)
• Lead for Workforce Reform
• LSCB / Learning and Development Training
  Coordinator.

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Administrative Support

• Workforce Reform and Development Team
• Advertising
• Reaching across the childrens workforce.
  (Potentially 18,000 staff)
• Materials/ boxes for Facilitators.

• Dates/Venues/Refreshments.
• Short listing Core Training applicants.
• Communicating with trainees.
• Collating Evaluation.
• Measuring impact in the field.

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Applicants for Core Training.

• Managers signature.
• Time commitment reading and course time.
• The expert model.
• Commitment to reflective practice.
• Attending all the sessions.
• Taking the approach back into the workplace.

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Managers

• This is an exceptional modeland appears to be
  effective on a number of levels. Its
  implementation across multi-agencies would allow
  all workers, working in this area to work from a
  common framework. However, to do this, further
  training and positive input from senior
  management to begin to make system changes
  needed.
• CYPS Managers briefing session
• Demonstrating change on the ground.
• Supervision
• PADP
• Integrated Management Development Programme
  (IMDP).

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What some trainees have said

• This course has been extremely helpful to me on
  a work and personal level. In the current
  climate of promoting interagency work this could
  be a vital tool in ensuring that the various
  agencies are able to work together despite their
  very different backgrounds. A long overdue
  development, which will alleviate a lot of the
  stressful elements of our work.

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VIG and FPM

• Video Interaction Guidance (VIG)
• Tool for enhancing communication by promoting
  positive interaction identified through
  microanalysis of film.
• 21 Guiders in county also introduced to FP
  approach
• VIG Supervisors are also FPM
• Core Course Facilitators.
• Workforce Reform and
• Development Strategy.

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Next Steps

• Six sets of Core training delivered from January
  to December 2008.
• Launch IMDP with FPM module
• Developing a new supervision course for managers.
• Evaluation demonstrating improved outcomes for
  children, young people and their families.
• http//www.northamptonshire.gov.uk/child/CYPP/Fami
  lyPartnershipModel.htm