Proiect Strategia nationala cu privire la crearea sistemului integrat de servicii sociale Ministerul Protectiei Sociale, Familiei si Copilului asistat de proiectul - PowerPoint PPT Presentation

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Proiect Strategia nationala cu privire la crearea sistemului integrat de servicii sociale Ministerul Protectiei Sociale, Familiei si Copilului asistat de proiectul

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Title: Proiect Strategia nationala cu privire la crearea sistemului integrat de servicii sociale Ministerul Protectiei Sociale, Familiei si Copilului asistat de proiectul


1
Strategy on creation of the system for
continuous professional training of staff
employed in social assistance system (for
2008-2012) draft Ministry of Social Protection,
Family and Child
2
Factors that determined the need for the
development of a Strategy on Continuous Training
  • the reform of social assistance system
  • the international commitments and amendments made
    to the national legislation
  • the diversification of social services provided
    to different groups of beneficiaries and creation
    of a new social assistance system based on the
    delivery of social services at community level
  • All this imposes high requirements to the level
    of professional competence of the staff employed
    in social assistance system.

3
Legislative framework
  • Law on Social Assistance (no. 547-XV of
    25.12.2003)
  • Law on Local Public Administration (no. 436-XVI
    of 28.12.2006)
  • Labour Code (no. 154 XV of 28.03.2003)
  • Regulations on the organisation of continuous
    professional training (Government Decision No.
    1224 of 09.11.2004)
  • Law on Social Support (no. 133-XVI of 13.06.2008)
  • National Programme on the creation of the
    integrated social service system (of 10.12.2008)

4
Description of the current situation in the
social assistance system
  • About 12,762 persons are involved in the
    administration or delivery of social services
    directly to beneficiaries.
  • It is envisaged that the number of people
    employed in day care social services and in other
    community-based social services will increase,
    while the number of staff employed in residential
    institutions will decrease.
  • The network of community social assistants has
    been created.
  • The currently employed staff has different
    educational and professional backgrounds.
  • Within the last five years continuous
    professional training has been delivered mainly
    at trainings organised by the associative sector,
    with funding of donor organisations, often had a
    sporadic character and, to a great extent, was
    the response to training proposals made by donor
    organisations.

5
Problem definition
  • The increase in the number of staff employed at
    community level 902 social assistants are
    currently employed
  • Staff turnover
  • The reorganisation of some residential
    institutions, which generates the need to train
    the staff
  • The permanent change of circumstances in social
    assistance and the occurrence of new social
    problems
  • Ensuring the quality of social services provided
    to the population
  • The need to have a Strategy on continuous
    professional training at national level that will
    ensure the coherent application of quality
    standards within all social services provided.

6
Goal and objectives of the Strategy on
Continuous Training
  • Goal to develop and consolidate professional
    skills of the staff employed in social assistance
    system.
  • Specific objectives
  • 1. To create the institutional framework for the
    continuous training system.
  • 2. To create the operational and methodological
    framework for continuous training of the staff
    employed in social assistance.

7
Principles underpinning the Strategy on
Continuous Training
  • The principle of stimulation of opportunities of
    formal and informal learning at all levels
  • The principle of practical orientation of the
    continuous learning process
  • The principle of accessibility for all employees
    to continuous training sessions
  • The principle of continuity in professional
    training
  • The principle of coverage of all aspects of
    social assistance
  • The principle of flexibility of training
    opportunities for staff with different
    backgrounds.

8
Specific objective I Creation of the
institutional framework
  • At national level
  • 1. will create within the Human Resource
    Department a position with responsibilities for
    continuous training responsible for the
    assessment of training needs, participation in
    the development of the policy on continuous
    training, identification and contracting of
    trainers, development of curricula and of
    training programmes, monitoring of trainings.
  • 2. will create the methodological
    office as an information and methodological
    resource.
  • 3. will create a consultative group
    consisting of representatives of academic medias,
    NGO representatives, social service users.
  • At the level of local public authorities (level
    II)
  • 1. identifying training needs of the staff
    employed at raion level
  • 2. informing the MSPFC on the identified
    training needs
  • 3. delegating the staff to training
    courses
  • 4. keeping the record of trainings.
  •  

9
Key directions in continuous professional
training
  • 1. Continuous professional training in social
    assistance
  • 2. Continuous professional training for the
    development and consolidation of managerial
    skills

10
Continuous professional training in social
assistance
  • Goal to develop and consolidate fundamental and
    specialised professional skills
  • Target groups
  • community social assistants, social workers,
    SAFPD specialists, staff of day care and
    residential services.
  • Training levels
  • initial level
  • advanced level
  • Training providers Universities, Colleges, NGOs.

11
Continuous professional training for the
development and consolidation of managerial
skills
  • Goal skills development for the administration
    of social services.
  • Target groups
  • SAFPD managers, managers of community-based
    social services, managers of home care services,
    managers of residential institutions, managers of
    day care social services, as well as MSPFC
    specialists.
  • Training levels
  • initial level
  • advanced level
  • Training providers specialists from the Public
    Administration Academy subordinated to the
    President of the Republic of Moldova,
    Universities, NGOs and private companies with the
    adequate qualification level.

12
Estimate of costs for the implementation of the
Strategy on Continuous Training
  • The funding sources are the state budget,
    budgets of territorial administrative units and
    donations of international organisations.
  • The total costs for Strategy implementation are
  • - for 2009 about 5,5 million lei
  • - for 2010 about 6,0 million lei
  • - for 2011 about 6,0 mullion lei.
  • The expenses for the first year of implementation
    will be covered integrally from donations.

13
Monitoring and evaluation of continuous
professional training in social assistance
  • The MSPFC
  • will develop a mechanism for training needs
    assessment
  • will develop a mechanism for assessment of the
    quality of delivered trainings
  • will set indicators for assessment of the
    employees professional skills, which will be
    used for the attestation of professional skills.

14
What will follow after expiration of the
implementation term of the Strategy on Continuous
Training
  • The Strategy is limited in time for the period of
    reform in social assistance system in the
    Republic of Moldova.
  • At the end of the implementation period, the
    tasks, priorities and content of the curricula
    will be reviewed from the perspective of
    assessment of their impact, strengths and
    weaknesses.
  • At the same time with reduction of funding from
    donors for the social assistance system, the
    budgetary responsibility of MSPFC and territorial
    administrative authorities will increase.
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