Embed Size (px)
Citation preview
NATIONAL SOCIAL WORKCOMPETENCY FRAMEWORK
UNDERSTANDINGTHE ROLES AND
COMPETENCIES OF
MEDICALSOCIAL
WORKERS
Chapter 1 Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .02
Chapter 2 What is This Competency Framework? . . . . . . . . . . . . . .03
Chapter 3 How do I use This Competency Framework? . . . . . . . . . .05
Chapter 4 Roles: What are My Key Responsibility Areas? . . . . . . . . .09
Chapter 5 Competencies: What are My Knowledge and Skills? . . . . .19
Chapter 6 Frequently Asked Questions . . . . . . . . . . . . . . . . . . . . .30
Chapter 7 Acknowledgements . . . . . . . . . . . . . . . . . . . . . . . . . . .34
CONTENTS
2 INTRODUCTION
INTRODUCTION
Medical Social Workers (“MSWs”) play an integral role in a multi-disciplinary healthcare team to deliver patient-centric care across the care continuum. They provide interventions to help patients and their families manage medical conditions by mobilising resources through partnerships with healthcare and community stakeholders and providing post-discharge support services. Through psychoeducation and counselling, MSWs help patients and their families regain physical and mental well-being to achieve self-reliance.
MSWs in Direct Practice should use this Handbook to understand their development needs and chart their own development and career plans.
This Handbook helps MSWs in Direct Practice better understand their job roles, responsibilities and the requisite knowledge and skills in the healthcare settings. This Handbook complements the National Social Work Competency Framework, which articulates the common job roles, responsibilities and competencies of social workers across all settings.
3WHAT IS THIS COMPETENCY FRAMEWORK
WHAT IS THISCOMPETENCY FRAMEWORK?
THE WHATKEY RESPONSIBILITY AREASare the roles you are responsiblefor performing.
THE HOWCOMPETENCIESare the application of knowledge, skills and behavioural attributes to do your roles well.
A competent MSW performs his/her roles well by applying the requisite knowledge, skills and attitude to
drive positivepatient outcomes.
This Competency Framework details the various job roles and Key Responsibility Areas for MSWs in Direct Practice, and the requisite knowledge and skills to perform them successfully.
TO GUIDE PROFESSIONAL DEVELOPMENT AND CAREER PLANNING
IT CONSISTS OF
4 WHAT IS THIS COMPETENCY FRAMEWORK
Each job comprises a combination of roles categorised under seven Key Responsibility Areas. The Knowledge and Skills required for each Key Responsibility Area are mapped out below. Three areas of Knowledge and Skills, namely (i) Ethics, Values and Legislation, (ii) System Linkage, Analysis and Development, and (iii) Environmental Systems and Social Policies, are identified as core competencies, and they apply to all Key Responsibility Areas.
CASEWORK
GROUP WORK
COMMUNITY WORK
SOCIAL WORK /CLINICAL SUPERVISION
RESEARCH & PROGRAMMEEVALUATION
ETHICS, VALUES& LEGISLATION
SYSTEM LINKAGE, ANALYSIS& DEVELOPMENT
ENVIRONMENTAL SYSTEMS& SOCIAL POLICIES
CASEWORK
GROUP WORK
COMMUNITY WORK
RESEARCH
PROFESSIONAL DEVELOPMENT& EDUCATION
PROFESSIONAL LEADERSHIP
Core Knowledge and Skills that apply to all Key Responsibility Areas
PROFESSIONAL LEADERSHIP
PROGRAMME DEVELOPMENT & IMPLEMENTATION
KEY RESPONSIBILITY
AREASKNOWLEDGE
& SKILLS
5HOW SHOULD I USE THIS COMPETENCY FRAMEWORK
HOW SHOULD I USE THIS COMPETENCY FRAMEWORK?
MSWs in Direct Practice should use this Handbook with the career guide, “My Career: A Professional Development Guide for Social Workers”, to understand their development needs and chart their development plans.
UNDERSTANDING MY DEVELOPMENT NEEDS
Step 1 Identify your current and aspirational job roles
Read through the different job roles and Key Responsibility Areas outlined in Chapter 4 “Roles: What are My Key Responsibility Areas?”
Identify the job role and Key Responsibility Areas that best describe your current duties.
There are six job roles and seven Key Responsibility Areas in this Competency Framework. As organisations may have their own job titles, roles and responsibilities, you should consult your supervisor and HR professionals to identify the most appropriate job role and Key Responsibility Areas.
Identify the aspirational job roles that best describe where you would like to be in three to five years.
Step 2 Identify your proficiency level
Identify the proficiency level required for your current and aspirational job roles using the table below.
JOB ROLE LEVEL OF COMPETENCY PROFICIENCY
Entry-Level / Junior Foundational
Senior Intermediate
Principal Advanced
Master / Senior Master Expert
6 HOW SHOULD I USE THIS COMPETENCY FRAMEWORK
Example: What is my job role if my current job
title is a Senior Principal MSW?
As career pathways and job titles may differ among
organisations, you should identify the job role that
best resembles your current job scope. As a general
guide, a Senior Principal MSW may be expected
to perform a combination of roles classified under
Master and/or Senior Master.
Step 3 Use Worksheet 1 to evaluate your current competencies and identify your immediate and long-term development needs.
Select the competencies in Chapter 5 “Competencies: What are My Knowledge and Skills?” which are most applicable to you and enter them in Column A.
Identify the proficiency level for each competency that you are supposed to perform in your current and aspirational job roles and enter them in Columns B and C, respectively.
Determine whether you are performing below, above, or at the proficiency level you are expected for your current and aspirational job roles in Columns D and E, respectively.
Identify your development needs in Column F. If you have ticked ”Below” for Column D, the competency is an area of immediate development need. If you have ticked “Below” for Column E, the competency is an area of long-term development need.
You can also access the self-assessment toolat http://www.socialserviceinstitute.sg/or by scanning this QR code.
7HOW SHOULD I USE THIS COMPETENCY FRAMEWORK
WORKSHEET 1 – UNDERSTANDING MY DEVELOPMENT NEEDS
My current job role is closest to that of a ______________________.In three to five years’ time, I aspire to be in a job role similar to that of a __________.
CHARTING MY DEVELOPMENT PLAN
Once you have identified your areas of immediate and long-term development needs in Worksheet 1, you should proceed to create your development plan in Worksheet 2. There are a number of learning and development interventions such as on-the-job experiences, coaching and mentoring, and training and education to address your immediate and long-term goals. You may consult your peers, supervisors, mentors and/or HR professionals for their recommendations of useful learning and development interventions.
Step 1 Identify your immediate and long-term development needs
List the competencies that you have identified as development needs from Worksheet 1 in Column A, and identify the current and target proficiency levels in Column B.
Step 2 Identify the appropriate learning and development interventions
Identify and enter the selected learning intervention(s) in Column C for each competency.
Column A Column B Column C Column D Column E Column F
Competency* Level I am expected to perform at in my current job role
Level I would like to perform at in my aspirational job role (in three to five years)
Level I am currently performing at is ______ the expected level of my current job role
Level I am currently performing at is ______ the expected level of my aspirational job role
This competency is an
e.g. Knowledge of the healthcare system such as philosophy, organisation, financing, delivery model.
Foundational
Intermediate
Advanced
Expert
Foundational
Intermediate
Advanced
Expert
Below
The same as
Above
Below
The same as
Above
Area of immediate development need
Area of long-term development need
* You may add on rows for additional competency assessments as required.
8 HOW SHOULD I USE THIS COMPETENCY FRAMEWORK
Step 3 Chart your development plan
Select the “Course of Action” for each platform, determine the associated “Expected Learning Outcomes”, and enter these in Columns D and E, respectively.
Decide on the “Expected Completion Date” (Column F). For immediate development needs, the completion date should typically be within a year. For long-term development needs, the completion time frame can span three to five years.
Take action and achieve your goal (Column G). Revisit your plan regularly to
ensure that you are on track.
WORKSHEET 2 – CHARTING MY DEVELOPMENT PLAN
Column A Column B Column C Column D Column E Column F Column G
Competency* Current vs Target Proficiency Level
Learning Intervention(s)
Course of Action
Expected Learning Outcomes
Expected Completion Date
Achieved?
e.g. Knowledgeof the healthcaresystem, e.g.philosophy,organisation,financing,delivery model
e.g. Foundational/Intermediate
e.g. Training and Education
e.g. Attend MSW Policy Workshop by Healthcare Leadership College
e.g. To understand the healthcare system and how it impacts casework
e.g. March 2016
e.g. Y/N
* You may add on rows for additional competency assessments as required.
9ROLES: WHAT ARE MY KEY RESPONSIBILITY AREAS?
There are six levels of job complexity for each Key Responsibility Area.
ROLES:WHAT ARE MY KEY
RESPONSIBILITY AREAS?
10 ROLES: WHAT ARE MY KEY RESPONSIBILITY AREAS?K
EY R
ESPO
NSI
BILI
TY A
REA
1: C
ASE
WO
RK
Defi
nitio
n: P
rovi
de
end
-to
-end
cas
e m
anag
emen
t sup
po
rt a
nd a
pp
rop
riate
leve
l of c
are
thro
ugh
asse
ssm
ent,
care
pla
nnin
g a
nd in
terv
entio
ns,
and
eva
luat
ion
of c
are.
Sub
-cat
ego
risat
ion
of C
asew
ork
is d
evel
op
ed fo
r jun
ior,
seni
or a
nd p
rinci
pal
leve
ls o
f jo
b c
om
ple
xity
in th
ree
area
s: (i
) En
gag
emen
t and
Ass
essm
ent,
(ii) G
oal
Set
ting
and
Inte
rven
tion
Plan
s, a
nd (i
ii) C
ase
Revi
ew a
nd D
ocu
men
tatio
ns.
Entr
y-Le
vel
Juni
orSe
nior
Enga
gem
ent a
nd A
sses
smen
t1.
Ass
ess
refe
rral
cas
es to
ens
ure
that
they
ar
e su
itab
le fo
r int
ake
2. E
stab
lish
rap
por
t and
bui
ld p
rofe
ssio
nal
rela
tions
hip
with
clie
nt a
nd s
igni
fican
t ot
hers
(e.g
. fam
ily, c
areg
iver
s)
3. I
den
tify
and
cla
rify
the
key
issu
es to
the
pro
ble
m s
ituat
ion
and
gat
her r
elev
ant
info
rmat
ion
from
clie
nts
4. C
ond
uct n
eed
s an
d in
take
ass
essm
ent
to a
sses
s an
d id
entif
y th
e se
verit
y an
d
key
risks
and
pro
tect
ive
fact
ors
for
inte
rven
tion
5. A
pp
ly th
eore
tical
and
pro
fess
iona
l kn
owle
dg
e to
form
ulat
e b
iop
sych
osoc
ial
and
sp
iritu
al a
sses
smen
t
6. E
ngag
e p
atie
nts,
fam
ilies
, mul
ti-d
isci
plin
ary
team
and
rele
vant
st
akeh
old
ers
to g
athe
r hol
istic
and
re
leva
nt in
form
atio
n
7. U
se d
iffer
ent m
odes
of e
ngag
emen
t (e
.g. h
ome
visi
t, te
lep
hone
inte
rvie
w,
face
-to-
face
inte
rvie
w) f
or th
e p
urp
oses
of
ass
essm
ent,
inte
rven
tion
and
m
onito
ring
Goa
l Set
ting
and
Inte
rven
tion
Plan
s1.
Ana
lyse
and
eva
luat
e d
iffer
ent c
ours
es
of a
ctio
n in
term
s of
thei
r im
med
iate
an
d lo
ng-t
erm
con
seq
uenc
es
2. F
orm
ulat
e ap
pro
pria
te s
trat
egie
s fo
r act
ion
3. C
ond
uct c
are/
case
pla
nnin
g a
nd g
oal
sett
ing
with
clie
nts
bas
ed o
n st
and
ard
Enga
gem
ent a
nd
Ass
essm
ent
1. E
ngag
e cl
ient
and
si
gni
fican
t oth
ers
(e.g
. fa
mily
, car
egiv
ers)
in a
th
erap
eutic
man
ner t
o
und
erst
and
thei
r nee
ds
2. M
anag
e an
d o
verc
ome
relu
ctan
ce a
nd
resi
stan
ce to
cha
nge
3. A
pp
ly th
eore
tical
and
p
rofe
ssio
nal k
now
led
ge
to fo
rmul
ate
bio
psy
chos
ocia
l and
sp
iritu
al a
sses
smen
t
4. E
ngag
e p
atie
nts,
fa
mili
es, m
ulti-
dis
cip
linar
y te
am a
nd
rele
vant
sta
keho
lder
s to
gat
her h
olis
tic a
nd
rele
vant
info
rmat
ion
Goa
l Set
ting
and
Inte
rven
tion
Plan
s1.
Con
cep
tual
ise
and
id
entif
y ap
pro
pria
te
app
roac
hes
to d
evel
op
care
/cas
e p
lan
for
clie
nts
2. H
elp
clie
nts
to d
evel
op
and
cho
ose
stra
teg
ies
and
form
ulat
e vi
able
p
lans
Enga
gem
ent a
nd
Ass
essm
ent
1. D
evel
op
pro
fess
iona
l an
d e
ngag
ed
rela
tions
hip
with
cl
ient
s an
d o
ther
key
se
rvic
e st
akeh
old
ers
(e.g
. doc
tors
, nu
rses
, cou
nsel
lors
, FS
Cs,
Hom
es)
2. C
ond
uct n
eed
s as
sess
men
t an
d
risk
asse
ssm
ent f
or
com
ple
x ca
ses
by
taki
ng in
to a
ccou
nt
the
inte
gra
tion
of a
ra
nge
of in
form
atio
n in
dep
end
ently
Goa
l Set
ting
and
Inte
rven
tion
Plan
s1.
Dev
elop
pro
toco
ls
and
wor
k w
ith
pat
ient
s, fa
mili
es,
mul
ti-d
isci
plin
ary
team
and
rele
vant
st
akeh
old
ers
to
arra
nge
for h
olis
tic
and
pat
ient
-foc
used
ca
re p
lans
2. L
ead
in c
ase
conf
eren
ces
as
Prin
cipa
lM
aste
rSe
nior
Mas
ter
Enga
gem
ent a
nd
Ass
essm
ent
1. L
ead
and
co
nduc
t cas
e as
sess
men
t and
ris
k as
sess
men
t fo
r com
ple
x an
d h
igh-
risk
case
s b
y ta
king
in
to a
ccou
nt
the
inte
gra
tion
of a
rang
e of
in
form
atio
n in
dep
end
ently
Goa
l Set
ting
and
Inte
rven
tion
Plan
s1.
Fos
ter
par
tner
ship
w
ith m
ulti-
dis
cip
linar
y te
am a
nd/o
r ag
enci
es to
d
eliv
er c
are/
case
pla
ns
2. L
ead
in th
e d
eliv
ery
of
dom
ain-
spec
ific
inte
rven
tions
3. L
ead
in h
igh
risk
case
co
nfer
ence
s in
d
omai
n ar
ea
1. O
vers
ee th
e d
eliv
ery
of s
ocia
l ser
vice
s b
y M
SWs
to e
nsur
e hi
gh
stan
dar
d o
f p
ract
ice
2. I
den
tify
emer
gin
g
tren
ds
that
re
qui
re d
omai
n at
tent
ion
(e.g
. co
mm
unity
/ so
cial
is
sues
, new
typ
es
of in
terv
entio
n),
and
gui
de
the
dev
elop
men
t of
inte
rven
tions
3. P
rovi
de
a m
ulti-
dis
cip
linar
y p
ersp
ectiv
e to
gui
de
the
dev
elop
men
t of
holis
tic in
terv
entio
ns
4. W
ork
clos
ely
with
ke
y st
akeh
old
ers
(e.g
. soc
ial s
ervi
ce
pro
vid
ers)
to e
nsur
e su
cces
sful
exe
cutio
n of
inte
rven
tion
pla
ns
5. C
o-cr
eate
theo
ries
and
inte
rven
tion
app
roac
hes
with
key
st
akeh
old
ers
6. B
uild
and
leve
rag
e on
net
wor
ks w
ith
seni
or p
ract
ition
ers
1. P
rovi
de
gui
del
ines
and
su
per
visi
on to
so
cial
ser
vice
p
rovi
der
s to
en
sure
hig
h st
and
ard
of
pra
ctic
e
2. C
hart
key
p
riorit
ies
for t
he
soci
al s
ecto
r b
ased
on
the
iden
tified
new
ar
eas
that
req
uire
d
omai
n at
tent
ion
(e.g
. com
mun
ity/
soci
al is
sues
, ne
w ty
pes
of
inte
rven
tion)
an
d e
nsur
e th
at M
SWs
in
the
com
mun
ity
dev
elop
the
cap
abili
ty a
nd
pro
cess
es to
m
eet d
eman
ds
3. F
oste
r p
artn
ersh
ip w
ith
key
stak
ehol
der
s (e
.g. s
ocia
l se
rvic
e p
rovi
der
s)
to s
upp
ort
the
succ
essf
ul
exec
utio
n an
d
11ROLES: WHAT ARE MY KEY RESPONSIBILITY AREAS?
g
uid
elin
es a
nd p
rofe
ssio
nal a
sses
smen
ts
4. S
et c
lear
con
trac
ts a
nd g
oals
with
clie
nts
5. E
ngag
e cl
ient
s to
sus
tain
effo
rt in
p
rob
lem
-sol
ving
6. A
pp
ly a
pp
rop
riate
ass
ista
nce
sche
mes
(e
.g. fi
nanc
ial a
ssis
tanc
e, e
mp
loym
ent
assi
stan
ce, a
ccom
mod
atio
ns)
7. P
rovi
de
illne
ss-r
elat
ed p
sych
oed
ucat
ion
and
cou
nsel
ling
8. C
olla
bor
ate
with
pat
ient
s, fa
mili
es,
mul
ti-d
isci
plin
ary
team
and
rele
vant
st
akeh
old
ers,
incl
udin
g p
artic
ipat
ion
in
case
con
fere
nce,
to
dev
elop
and
revi
ew
care
and
reha
bili
tatio
n p
lans
thro
ugho
ut
the
care
dur
atio
n
9. C
reat
e an
d im
ple
men
t a c
are
and
d
isch
arg
e p
lan
10. C
olla
bor
ate
and
neg
otia
te w
ith
stak
ehol
der
s to
mob
ilise
com
mun
ity
reso
urce
s
11. A
dhe
re to
pro
toco
ls in
acc
ord
ance
w
ith c
linic
al p
ract
ice
gui
del
ines
and
in
teg
rate
d c
are
pat
hway
s
Case
Rev
iew
and
Doc
umen
tatio
ns1.
Fol
low
up
and
revi
ew c
are/
case
pla
ns
and
pro
vid
e re
com
men
dat
ions
to
mod
ify c
are/
case
pla
ns w
here
nec
essa
ry
2. E
valu
ate
the
pro
cess
as
wel
l as
the
outc
ome
obje
ctiv
ely
and
reco
mm
end
fu
ture
imp
rove
men
t
3. P
rovi
de
doc
umen
tatio
n a
nd ti
mel
y up
dat
es o
f psy
chos
ocia
l ass
essm
ents
an
d in
terv
entio
n in
the
med
ical
reco
rds
to b
e us
ed b
y m
ulti-
dis
cip
linar
y p
rofe
ssio
n
4. P
rovi
de
soci
al re
por
ts w
ith p
rop
er
cons
ent (
e.g
. pat
ient
, fam
ily, n
ext-
of-
kin)
to
rele
vant
sta
keho
lder
s to
ens
ure
cont
inui
ty o
f car
e
5. C
ond
uct c
losu
re o
f cas
es u
pon
ac
hiev
ing
sus
tain
able
ser
vice
out
com
es
for c
lient
s, fa
mili
es a
nd c
omm
uniti
es
3. R
epre
sent
cas
e in
cas
e co
nfer
ence
4. R
epre
sent
dep
artm
ent
in in
ter-
dep
artm
ent
or in
ter-
agen
cies
w
orkg
roup
s to
dis
cuss
co
mm
on a
nd/o
r co
mp
lex
case
s an
d
form
ulat
e p
rofe
ssio
nally
en
dor
sed
trea
tmen
t in
terv
entio
n p
lans
Case
Rev
iew
and
D
ocum
enta
tions
1. I
mp
lem
ent a
nd fo
llow
up
on
care
/cas
e p
lans
an
d in
terv
entio
ns
to d
eter
min
e th
e su
itab
ility
of c
are/
case
p
lans
in a
dd
ress
ing
cl
ient
’s ne
eds,
and
m
odify
them
whe
re
nece
ssar
y
2. D
raft
soc
ial r
epor
ts fo
r co
mp
lex
case
s to
be
revi
ewed
by
sup
ervi
sor
3. P
rovi
de
doc
umen
tatio
n
and
tim
ely
upd
ates
of
psy
chos
ocia
l as
sess
men
ts a
nd
inte
rven
tion
in th
e m
edic
al re
cord
s to
b
e us
ed b
y m
ulti-
dis
cip
linar
y p
rofe
ssio
ns
4. P
rovi
de
soci
al re
por
ts
with
pro
per
con
sent
(e
.g. p
atie
nt, f
amily
, ne
xt-o
f-ki
n) to
rele
vant
st
akeh
old
ers
to e
nsur
e co
ntin
uity
of c
are
p
art o
f a m
ulti-
dis
cip
linar
y te
am
3. A
pp
ly a
dva
nced
cl
inic
al a
nd
pro
fess
iona
l the
orie
s to
pre
-em
pt a
nd
exec
ute
soci
al w
ork
inte
rven
tion
pla
ns
acro
ss p
atie
nts’
tr
ajec
tory
of i
llnes
s
4. P
rovi
de
inte
rven
tion
in s
pec
ialis
ed
area
s of
hea
lth
soci
al w
ork
(e.g
. tr
aum
a, g
eria
tric
s,
pae
dia
tric
s)
Case
Rev
iew
and
D
ocum
enta
tions
1. P
rep
are
soci
al
rep
orts
and
ens
ure
doc
umen
tatio
ns a
re
in p
lace
2. P
rovi
de
pro
fess
iona
l ad
vice
or r
evie
w
com
ple
x ca
ses
carr
ied
out
by
mul
ti-d
isci
plin
ary
team
3. R
evie
w s
ocia
l re
por
ts a
nd o
ther
d
ocum
ents
pre
par
ed
by
juni
or M
SWs
Case
Rev
iew
and
D
ocum
enta
tions
1. M
onito
r and
re
view
cas
e p
rog
ress
and
ev
alua
te th
e ef
fect
iven
ess
of c
are/
case
p
lans
and
in
terv
entio
ns
for s
pec
ific
pro
gra
mm
es
and
dom
ain
exp
ertis
e
2. P
rep
are
and
/or
mai
ntai
n so
cial
rep
orts
an
d o
ther
d
ocum
ents
for
com
ple
x an
d
hig
h-ris
k ca
ses
3. R
evie
w s
ocia
l re
por
ts
and
oth
er
doc
umen
ts
pre
par
ed b
y M
SWs
to e
nsur
e q
ualit
y st
and
ard
4. A
dvi
se o
n co
mp
lex
med
ical
cas
es
or e
thic
al
issu
es c
arrie
d
out b
y m
ulti-
dis
cip
linar
y te
am
ou
tsid
e th
e co
mm
unity
to d
eriv
e in
teg
rate
d c
are/
case
pla
ns fo
r clie
nts
with
mul
ti-fa
cete
d
issu
es th
at re
qui
re
inte
rven
tions
to b
e d
eliv
ered
acr
oss
sett
ing
s
7. P
rovi
de
advi
ce a
s p
art o
f a p
rofe
ssio
nal
com
mitt
ee o
n co
mp
lex
med
ical
ca
ses
or e
thic
al
issu
es c
arrie
d o
ut
by
mul
ti-d
isci
plin
ary
team
8. P
rovi
de
clin
ical
, te
chni
cal a
nd
scie
ntifi
c ex
per
tise,
an
d le
ader
ship
in
case
man
agem
ent
9. R
esol
ve c
halle
ngin
g
clin
ical
and
et
hica
l iss
ues
and
co
nsid
erat
ions
us
ing
a w
ide
arra
y of
theo
retic
al
und
erp
inni
ngs
and
p
ract
ice
know
led
ge
10. A
ssum
e ov
eral
l re
spon
sib
ility
fo
r ser
vice
are
a,
dep
artm
ent o
r cl
inic
al p
athw
ay (e
.g.
stro
ke d
isch
arg
e p
athw
ay) a
nd
criti
cally
ana
lyse
, ev
alua
te a
nd
synt
hesi
se n
ew
and
com
ple
x id
eas
and
mak
e st
rate
gic
d
ecis
ions
in
teg
ratio
n of
in
terv
entio
n p
lans
ac
ross
set
ting
s
4. P
rovi
de
clin
ical
, te
chni
cal
and
sci
entifi
c ex
per
tise,
and
le
ader
ship
w
hich
may
be
reco
gni
sed
at
natio
nal a
nd/o
r in
tern
atio
nal l
evel
5. B
e re
cog
nise
d a
s a
natio
nal a
nd/o
r an
inte
rnat
iona
l ex
per
t with
in
own
spec
ialty
, se
rvic
e or
fiel
d
and
ens
ure
that
lo
cally
end
orse
d
stan
dar
ds
are
evid
ence
-bas
ed
to re
flect
the
very
b
est a
vaila
ble
p
ract
ice
12 ROLES: WHAT ARE MY KEY RESPONSIBILITY AREAS?
KEY
RES
PON
SIBI
LITY
ARE
A 2
: GRO
UP
WO
RK
Defi
nitio
n: D
evel
op
, co
nduc
t and
faci
litat
e g
roup
the
rap
y se
ssio
ns to
bui
ld s
oci
al s
upp
ort
sys
tem
s an
d n
etw
ork
s fo
r tar
get
gro
ups.
Entr
y-Le
vel
Juni
orSe
nior
Prin
cipa
lM
aste
rSe
nior
Mas
ter
1. A
ssis
t in
the
pla
nnin
g,
imp
lem
enta
tion,
m
onito
ring
and
ev
alua
ting
of g
roup
w
ork,
and
pro
vid
e re
com
men
dat
ions
for
cons
ider
atio
n
2. A
ssis
t in
ther
apeu
tic
gro
ups
that
aim
to
dev
elop
targ
et
gro
ups
of c
lient
s
3. C
o-fa
cilit
ate
sup
por
t and
p
sych
oed
ucat
iona
l g
roup
s (e
.g. S
trok
e)
for p
atie
nts
and
/or
care
giv
ers
with
in a
nd
outs
ide
org
anis
atio
n
1. T
arg
et a
nd re
ach
out
to in
div
idua
ls a
nd/
or g
roup
s w
ho m
ay
ben
efit f
rom
gro
up
wor
k co
nduc
ted
b
y or
gan
isat
ions
or
agen
cies
2. P
lan,
imp
lem
ent,
mon
itor,
eval
uate
and
m
odify
ther
apeu
tic
gro
up w
ork
to a
dd
ress
is
sues
of t
arg
et g
roup
s
3. F
acili
tate
hig
h-ris
k th
erap
eutic
gro
up w
ork
und
er s
uper
visi
on
4. D
evel
op a
nd le
ad in
su
pp
ort g
roup
s (e
.g.
Stro
ke) f
or p
atie
nts
with
in a
nd o
utsi
de
the
org
anis
atio
n
1. L
ead
ther
apeu
tic g
roup
w
ork
for t
arg
et g
roup
s (i.
e. S
upp
ort G
roup
, Th
erap
y G
roup
, Tas
k G
roup
for v
ictim
s of
ch
ild a
bus
e ca
ses)
2. F
orm
ulat
e an
d o
utlin
e ou
trea
ch p
rog
ram
mes
fo
r ind
ivid
uals
and
/or
targ
et g
roup
s b
ased
on
outr
each
str
ateg
ies
3. A
s a
dom
ain
exp
ert,
revi
ew a
nd p
rovi
de
advi
ce to
gui
de
the
dev
elop
men
t of g
roup
w
ork
by
MSW
and
m
ulti-
dis
cip
linar
y te
am
1. A
s a
dom
ain
exp
ert,
revi
ew a
nd p
rovi
de
advi
ce to
gui
de
the
dev
elop
men
t of g
roup
w
ork
by
MSW
2. S
trat
egis
e ou
trea
ch
pla
ns, r
evie
w a
nd
pro
vid
e ad
vice
to
gui
de
the
des
ign
and
ex
ecut
ion
of o
utre
ach
pla
ns fo
r ind
ivid
uals
an
d/o
r tar
get
gro
ups
3. C
ond
uct t
hera
peu
tic
gro
up w
ork
and
th
erap
ies
for t
he
com
mun
ity, a
nd
trac
k ou
tcom
e an
d
colle
ct d
ata
to e
nsur
e ef
fect
iven
ess
1. W
ork
with
key
g
roup
s of
clie
nts
or
sup
por
t gro
ups
to
pro
vid
e su
pp
ort f
or
gro
up w
ork
targ
eted
at
var
ious
clie
nt
pro
files
2. W
ork
clos
ely
with
so
cial
wor
kers
with
in
the
com
mun
ity
to re
ach
out a
nd
enab
le k
ey g
roup
w
ork
3. C
o-cr
eate
sol
utio
ns
as p
art o
f a k
ey
mem
ber
in a
mul
ti-d
isci
plin
ary
team
or
case
con
fere
nces
1. F
orm
ulat
e st
rate
gie
s to
fo
rm a
nd le
vera
ge
on
stro
ng p
artn
ersh
ip w
ith
key
gro
ups
of c
lient
s or
sup
por
t gro
ups
to
pro
vid
e su
pp
ort f
or
gro
up w
ork
targ
eted
at
vario
us c
lient
pro
files
2. A
ct a
s a
brid
ge
to p
ull
reso
urce
s w
ithin
the
com
mun
ity to
reac
h ou
t an
d e
nab
le k
ey g
roup
w
ork
3. I
nitia
te a
nd d
evel
op
gro
up w
ork
and
th
erap
ies
for t
he
com
mun
ity, a
nd
stra
teg
ise
mea
ns to
tr
ack
outc
omes
and
co
llect
dat
a to
ens
ure
effe
ctiv
enes
s
13ROLES: WHAT ARE MY KEY RESPONSIBILITY AREAS?
KEY
RES
PON
SIBI
LITY
ARE
A 3
: CO
MM
UN
ITY
WO
RK
Defi
nitio
n: D
evel
op
new
co
mm
unity
sup
po
rt s
yste
ms
whi
ch b
ring
ab
out
enh
ance
d p
sych
oso
cial
wel
l-bei
ng o
f the
co
mm
unity
.
Entr
y-Le
vel
Juni
orSe
nior
Prin
cipa
lM
aste
rSe
nior
Mas
ter
1. A
ssis
t in
the
cond
uct o
f en
viro
nmen
tal
scan
ning
and
as
sess
men
t of
com
mun
ity n
eed
s th
roug
h d
ata
colle
ctio
n an
d
bas
ic a
naly
sis
(e.g
. co
llatio
n of
soc
ial
dat
a, c
ond
uctin
g
inte
rvie
ws
or s
urve
ys,
cond
uctin
g
com
mun
ity
map
pin
g,
anal
ysin
g s
ocia
l tr
end
s)
1. C
ond
uct e
nviro
nmen
tal
scan
ning
and
ass
ess
com
mun
ity n
eed
s
2. D
esig
n, d
evel
op a
nd
imp
lem
ent c
omm
unity
-sp
ecifi
c d
evel
opm
ent
pro
gra
mm
es (e
.g. a
gin
g
com
mun
ity in
a s
pec
ific
neig
hbou
rhoo
d)
3. P
artic
ipat
e in
co
mm
unity
d
evel
opm
ent
initi
ativ
es, a
nd p
rovi
de
reco
mm
end
atio
ns fo
r co
nsid
erat
ion
4. E
ngag
e p
atie
nts,
fa
mili
es, m
ulti-
dis
cip
linar
y te
am a
nd
rele
vant
sta
keho
lder
s to
gat
her h
olis
tic a
nd
rele
vant
info
rmat
ion
5. A
pp
ly th
eore
tical
an
d p
rofe
ssio
nal
know
led
ge
to fo
rmul
ate
bio
psy
chos
ocia
l and
sp
iritu
al a
sses
smen
t
6. D
eliv
er p
ublic
ed
ucat
ion
talk
s w
ith
sup
ervi
sion
1. S
trat
egis
e an
d
lead
env
ironm
enta
l sc
anni
ng a
nd
asse
ssm
ent o
f co
mm
unity
nee
ds
2. I
nitia
te, d
esig
n,
dev
elop
and
im
ple
men
t new
co
mm
unity
d
evel
opm
ent
initi
ativ
es b
y m
obili
sing
com
mun
ity
reso
urce
s, o
ther
soc
ial
serv
ice
pro
vid
ers
and
vo
lunt
eers
3. O
rgan
ise
and
ev
alua
te c
omm
unity
d
evel
opm
ent
pro
gra
mm
es, t
akin
g
into
acc
ount
the
bro
ader
per
spec
tives
4. N
etw
ork
with
co
mm
unity
st
akeh
old
ers
for
effe
ctiv
e ca
re
inte
gra
tion
5. D
eliv
er p
ublic
ed
ucat
ion
talk
s in
dep
end
ently
1. L
ead
in th
e co
nduc
t of
loca
l d
emog
rap
hic
pro
filin
g a
nd o
ther
re
leva
nt a
naly
ses
2. I
nitia
te a
nd d
evel
op
cam
pai
gns
for
new
com
mun
ity
dev
elop
men
t p
rog
ram
mes
in
resp
onse
to
emer
gin
g n
eed
s
3. W
ork
clos
ely
with
ke
y in
fluen
cers
to
co-c
reat
e co
mm
unity
d
evel
opm
ent
pro
gra
mm
es
4. M
obili
se re
sour
ces
to s
upp
ort t
he
exec
utio
n of
co
mm
unity
d
evel
opm
ent
pro
gra
mm
es
(e.g
. lev
erag
e on
net
wor
ks to
g
athe
r sup
por
t fr
om s
pon
sors
an
d d
onor
s, a
nd
initi
ate
volu
ntee
r p
rog
ram
mes
)
1. P
rovi
de
stra
teg
ic
lead
ersh
ip to
dev
elop
th
e st
reng
ths
of th
e co
mm
unity
that
can
su
pp
ort t
he d
eliv
ery
of c
omm
unity
d
evel
opm
ent i
nitia
tives
an
d p
rog
ram
mes
2. W
ork
clos
ely
with
key
p
laye
rs in
the
soci
al
sect
or to
dev
elop
p
lans
for c
omm
unity
d
evel
opm
ent a
nd re
-in
teg
ratio
n ne
twor
ks/
serv
ices
to s
upp
ort t
he
inte
gra
tion
of c
lient
s
3. W
ork
clos
ely
with
p
olic
y m
aker
s to
d
eliv
er c
omm
unity
d
evel
opm
ent i
nitia
tives
an
d p
rog
ram
mes
4. A
ctiv
ely
pro
mot
e st
rate
gie
s to
imp
rove
ov
eral
l psy
chos
ocia
l w
ell-b
eing
and
fam
ily/
com
mun
ity c
are/
case
su
pp
ort f
or c
lient
s
1. I
den
tify
and
con
cep
tual
ise
key
need
s an
d p
lans
for
com
mun
ity p
reve
ntio
n an
d
rein
teg
ratio
n
2. P
rovi
de
gui
dan
ce o
n d
evel
opin
g th
e st
reng
ths
of th
e co
mm
unity
that
can
su
pp
ort t
he d
eliv
ery
of
com
mun
ity d
evel
opm
ent
initi
ativ
es a
nd p
rog
ram
mes
3. F
oste
r par
tner
ship
to
influ
ence
key
pla
yers
in th
e so
cial
sec
tor t
o d
evel
op
pla
ns fo
r com
mun
ity
dev
elop
men
t and
re-
inte
gra
tion
netw
orks
/se
rvic
es to
sup
por
t the
in
teg
ratio
n of
clie
nts
4. A
dvi
se p
olic
y m
aker
s to
del
iver
com
mun
ity
dev
elop
men
t ini
tiativ
es
and
pro
gra
mm
es
5. S
trat
egis
e an
d o
utlin
e ke
y p
lans
to le
ad th
e in
teg
ratio
n of
sys
tem
-leve
l in
form
atio
n an
d a
vaila
ble
so
cial
dat
a fo
r the
pur
pos
e of
dev
elop
ing
new
join
t co
mm
unity
dev
elop
men
t p
rog
ram
mes
14 ROLES: WHAT ARE MY KEY RESPONSIBILITY AREAS?
KEY
RES
PON
SIBI
LITY
ARE
A 4
: PRO
FESS
ION
AL
DEV
ELO
PMEN
T A
ND
ED
UCA
TIO
N
Defi
nitio
n: E
ngag
e in
co
ntin
ual l
earn
ing
, pro
fess
iona
l sha
ring
to s
tay
curr
ent a
nd re
leva
nt in
pra
ctic
e. P
rovi
de
gui
dan
ce a
nd tr
aini
ng to
MSW
s to
enh
ance
ski
lls, k
now
led
ge
and
exp
ertis
e o
f the
pro
fess
ion.
Entr
y-Le
vel
Juni
orSe
nior
Prin
cipa
lM
aste
rSe
nior
Mas
ter
1. P
artic
ipat
e in
d
evel
opm
enta
l p
rog
ram
mes
an
d s
uper
visi
on
for p
erso
nal a
nd
pro
fess
iona
l g
row
th a
nd
dev
elop
men
t
1. E
ngag
e in
lear
ning
op
por
tuni
ties,
(e
.g. p
artic
ipat
e in
C
omm
uniti
es o
f Pr
actic
e) to
dev
elop
sk
ills
and
cap
abili
ties
2. A
tten
d p
rofe
ssio
nal
dev
elop
men
t cou
rses
to
acq
uire
pro
fess
iona
l kn
owle
dg
e an
d s
kills
3. S
uper
vise
inte
rns
and
/or
stud
ents
on
pla
cem
ent
4. G
uid
e fr
esh
MSW
s
5. C
ond
uct t
rain
ing
and
te
achi
ng s
essi
ons
to
othe
r dep
artm
ents
with
su
per
visi
on
6. O
vers
ee p
roje
cts
led
by
fres
h M
SWs
and
ass
ist
to p
rovi
de
gui
dan
ce
and
cas
e m
anag
emen
t ap
pro
pria
tely
7. P
artic
ipat
e in
cur
ricul
um
dev
elop
men
t for
w
orks
hop
s or
trai
ning
fo
r MSW
s, h
ealth
care
p
rofe
ssio
nals
and
co
mm
unity
wor
kers
1. S
eek
out c
ontin
uous
le
arni
ng o
pp
ortu
nitie
s su
ch a
s p
artic
ipat
ing
in
cas
e re
view
m
eetin
gs,
cro
ss-
func
tiona
l or M
inis
try-
leve
l ass
ignm
ents
, p
ract
ice
rese
arch
and
d
evel
opm
ent t
o fu
rthe
r d
evel
op s
kills
and
ca
pab
ilitie
s
2. S
hare
new
pra
ctic
e kn
owle
dg
e w
ith
othe
rs to
enc
oura
ge
a cu
lture
of l
earn
ing
an
d c
ontin
uous
im
pro
vem
ent
3. M
onito
r the
ap
plic
atio
n of
prin
cip
les
and
p
roto
cols
as
gui
ded
by
the
pro
fess
iona
l Cod
e of
Eth
ics,
and
iden
tify
and
resp
ond
to e
thic
al
conc
erns
in p
ract
ice
4. C
ontr
ibut
e to
the
stre
amlin
ing
of
dep
artm
ent p
roce
sses
to
incr
ease
effe
ctiv
enes
s in
mee
ting
pat
ient
s’
need
s
1. E
stab
lish
bes
t pra
ctic
es
for t
he p
rovi
sion
of
soci
al s
ervi
ces
for
dom
ain
exp
ertis
e
2. C
hart
the
over
all
pro
fess
iona
l d
evel
opm
ent p
lan
for M
SWs
with
in
a d
epar
tmen
t/or
gan
isat
ion,
pro
vid
e d
evel
opm
ent
opp
ortu
nitie
s, a
nd
dev
elop
dom
ain-
spec
ific
dev
elop
men
t p
rog
ram
mes
for M
SWs
3. A
sses
s an
d p
lan
for t
he
lear
ning
nee
ds
of th
e d
epar
tmen
t
4. S
uper
vise
and
m
ento
r MSW
s in
th
eir p
rofe
ssio
nal
dev
elop
men
t
5. D
evel
op c
urric
ulum
an
d d
eliv
er, o
r pro
vid
e g
uid
ance
to p
lan
and
d
evel
op e
duc
atio
n an
d
trai
ning
pro
gra
mm
es
to v
ario
us s
ocia
l ser
vice
p
rovi
der
s
1. C
hart
the
pro
fess
iona
l d
evel
opm
ent p
lan
for M
SWs
with
in th
e or
gan
isat
ion/
clus
ter
2. W
ork
clos
ely
with
re
leva
nt s
take
hold
ers
to
advi
se o
n m
obili
ty a
nd
dev
elop
men
t of M
SWs
acro
ss o
rgan
isat
ions
3. H
ighl
ight
dev
elop
men
t an
d m
obili
ty n
eed
s of
MSW
s w
ithin
the
clus
ter/
org
anis
atio
n
4. D
esig
n, d
evel
op a
nd
exec
ute
cap
abili
ty
bui
ldin
g in
itiat
ives
an
d p
rog
ram
mes
for
MSW
s (e
.g. t
rain
ing
and
d
evel
opm
ent o
f the
se
ctor
)
5. L
ead
in th
e d
iscu
ssio
n of
sen
sitiv
e or
em
erg
ent
uniq
ue c
ases
to th
e la
rger
soc
ial w
ork
frat
erni
ty
6. A
dvi
se s
ecto
r p
lann
ers
on th
e tr
aini
ng in
itiat
ives
and
p
rog
ram
mes
for M
SWs
1. C
hart
the
pro
fess
iona
l d
evel
opm
ent p
lan
for
MSW
s ac
ross
the
soci
al
sect
or
2. W
ork
clos
ely
with
re
leva
nt s
take
hold
ers
to
advi
se o
n th
e m
obili
ty
and
dev
elop
men
t of
MSW
s ac
ross
the
sect
or
3. P
rovi
de
lead
ersh
ip fo
r th
e d
evel
opm
ent a
nd
mob
ility
nee
ds
of th
e se
ctor
4. O
utlin
e ke
y p
riorit
ies
to g
uid
e th
e d
esig
n,
dev
elop
men
t and
ex
ecut
ion
of c
apab
ility
b
uild
ing
initi
ativ
es a
nd
pro
gra
mm
es fo
r MSW
s
5. C
ontr
ibut
e to
dev
isin
g
the
educ
atio
n an
d
trai
ning
req
uire
men
ts
for t
he s
ocia
l sec
tor
6. D
esig
n an
d p
rovi
de
educ
atio
n an
d tr
aini
ng
to a
wid
e va
riety
of
aud
ienc
es o
n p
rofe
ssio
nal a
reas
in
soci
al w
ork
15ROLES: WHAT ARE MY KEY RESPONSIBILITY AREAS?
5. S
uper
vise
juni
or M
SWs
and
sup
por
t lev
el s
taff
(e.g
. MSW
ass
ista
nts)
6. D
evel
op/r
evie
w
curr
icul
um fo
r w
orks
hop
s/tr
aini
ng
for M
SWs,
hea
lthca
re
pro
fess
iona
ls a
nd
com
mun
ity w
orke
rs
7. O
vers
ee p
roje
cts
led
b
y ju
nior
MSW
s an
d
pro
vid
e g
uid
ance
ap
pro
pria
tely
8. C
ond
uct a
nd le
ad
clin
ical
aud
its fo
r qua
lity
assu
ranc
e
6. P
rovi
de
clin
ical
su
per
visi
on, m
ento
ring
, co
ntin
uing
ed
ucat
ion
and
pro
fess
iona
l d
evel
opm
ent w
ithin
the
org
anis
atio
n/cl
uste
r
7. D
esig
n an
d o
vers
ee
clin
ical
pla
cem
ent
pro
gra
mm
es in
the
dep
artm
ent
8. L
ead
Com
mun
ities
of
Pra
ctic
e or
inte
rest
g
roup
s (e
.g. H
IV, c
hild
ab
use,
Inte
nsiv
e-C
are
Uni
t)
9. U
nder
take
teac
hing
(u
nder
gra
dua
te a
nd
pos
t-g
rad
uate
teac
hing
) or
rese
arch
, and
pro
vid
e a
brid
ge
bet
wee
n p
ract
ice,
pro
fess
iona
l b
odie
s an
d a
cad
emic
/re
sear
ch in
stitu
tes
10. E
ngag
e in
ed
ucat
iona
l p
lann
ing
, and
the
dev
elop
men
t, as
sess
men
t and
del
iver
y of
trai
ning
for f
orm
al
spec
ial i
nter
est g
roup
s in
a la
rger
env
ironm
ent
7. P
rovi
de
gui
dan
ce to
p
lan
and
dev
elop
ed
ucat
ion
and
trai
ning
ro
adm
ap fo
r the
clu
ster
8. D
emon
stra
te a
por
tfol
io
of c
aree
r-lo
ng le
arni
ng,
exp
erie
nce
and
ed
ucat
ion
9. P
rovi
de
educ
atio
n in
a
spec
ific
field
of s
ocia
l w
ork
pra
ctic
e na
tiona
lly
and
inte
rnat
iona
lly
by
lect
urin
g a
nd/o
r th
roug
h p
ublis
hing
re
sear
ch p
aper
s in
p
rofe
ssio
nal j
ourn
als
7. P
rom
ote
and
faci
litat
e ac
cess
to le
arni
ng
opp
ortu
nitie
s fo
r hea
lth
pro
fess
iona
ls a
nd
othe
rs in
sp
ecia
lised
ar
eas
of h
ealth
soc
ial
wor
k, in
clud
ing
p
rovi
din
g m
ento
rshi
p
and
sup
ervi
sion
16 ROLES: WHAT ARE MY KEY RESPONSIBILITY AREAS?
Entr
y-Le
vel
Juni
orSe
nior
Prin
cipa
lM
aste
rSe
nior
Mas
ter
1. A
ssis
t in
the
dev
elop
men
t of
pro
gra
mm
es th
roug
h d
ata
colle
ctio
n an
d
bas
ic a
naly
sis
(e.g
. co
llatio
n an
d a
naly
sis
of re
leva
nt d
ata,
co
nduc
t fea
sib
ility
st
udie
s)
2. A
ssis
t in
the
imp
lem
enta
tion
of
pro
gra
mm
es
3. A
ssis
t in
the
pro
mot
ion
of p
rog
ram
mes
to
targ
et c
lient
gro
ups
or o
ther
sta
keho
lder
s/p
artn
ers/
ag
enci
es
(e.g
. to
pro
mot
e th
e un
der
stan
din
g o
f va
rious
ser
vice
s an
d
pro
gra
mm
es a
vaila
ble
), an
d a
dvi
se s
take
hold
er
to u
nder
take
rele
vant
p
rog
ram
mes
and
se
rvic
es
4. P
artic
ipat
e in
in-
hous
e p
rog
ram
me/
pro
ject
wor
k (e
.g.
qua
lity
imp
rove
men
t w
ithin
dep
artm
ent
or o
rgan
isat
ion)
to
imp
rove
the
qua
lity
of
care
and
ser
vice
s to
p
atie
nts
1. P
artic
ipat
e/im
ple
men
t p
rog
ram
mes
(e.g
. st
reng
then
ing
ac
tiviti
es
app
rop
riate
to
clie
nts’
pro
file)
2. R
evie
w a
nd re
fine
pro
gra
mm
es
to ta
rget
clie
nt
gro
ups
or o
ther
st
akeh
old
ers/
p
artn
ers/
ag
enci
es
3. I
den
tify
serv
ice
gap
s in
resp
onse
to
clie
nts’
nee
ds
and
mak
e re
com
men
dat
ions
to
imp
rove
ser
vice
p
rovi
sion
of
pro
gra
mm
es
4. P
artic
ipat
e in
in
-hou
se p
roje
ct
wor
k (e
.g. q
ualit
y im
pro
vem
ent
with
in
dep
artm
ent/
org
anis
atio
n)
to im
pro
ve th
e q
ualit
y of
car
e an
d s
ervi
ces
to
pat
ient
s
1. A
dvo
cate
and
lead
th
e d
evel
opm
ent o
f sp
ecifi
c p
rog
ram
mes
ta
rget
ed a
t ser
vice
g
aps
and
ser
vice
d
eliv
ery
issu
es
2. D
esig
n p
rog
ram
me
and
con
duc
t out
com
e-b
ased
eva
luat
ion
to e
nsur
e th
at
pro
gra
mm
es a
re a
ble
to
sup
por
t the
nee
ds
of g
aps
iden
tified
/ ke
y cl
ient
s
3. P
artic
ipat
e in
revi
ews
of in
ter-
dep
artm
enta
l p
olic
ies
and
pro
cess
es
4. E
valu
ate
dep
artm
enta
l p
olic
ies
and
p
roce
sses
, and
p
rovi
de
inp
uts
on
the
dev
elop
men
t of
new
pol
icie
s an
d
pro
ced
ures
5. P
lan,
man
age,
and
d
eliv
er p
rog
ram
mes
fo
r pat
ient
, pat
ient
’s fa
mily
, mul
ti-d
isci
plin
ary
team
and
re
leva
nt s
take
hold
ers
in s
pec
ialis
ed a
reas
of
heal
th s
ocia
l wor
k (e
.g.
trau
ma,
ger
iatr
ics,
p
aed
iatr
ics)
1. S
pea
rhea
d th
e d
evel
opm
ent o
f d
omai
n-sp
ecifi
c p
rog
ram
mes
and
b
est p
ract
ices
2. I
den
tify
and
wor
k in
pro
fess
iona
l p
artn
ersh
ips
with
ke
y in
fluen
cers
and
d
ecis
ion-
mak
ers
to
brid
ge
serv
ice
gap
s
3. P
lan,
dev
elop
and
im
ple
men
t MSW
p
ract
ice
pro
toco
ls
and
pro
gra
mm
es
4. E
valu
ate
dep
artm
enta
l and
in
stitu
tiona
l pol
icie
s an
d p
roce
sses
, and
p
rovi
de
inp
uts
on
the
dev
elop
men
t of
new
pol
icie
s an
d p
roce
dur
es to
m
eet t
he n
eed
s of
th
e so
cial
ser
vice
p
rovi
der
and
its
clie
nts
5. A
dva
nce
exp
ert
psy
chos
ocia
l car
e p
rog
ram
mes
for
pat
ient
in s
pec
ialis
ed
area
s of
hea
lth
soci
al w
ork
(e.g
. tr
aum
a, g
eria
tric
s,
pae
dia
tric
s)
1. O
vers
ee th
e d
evel
opm
ent
of s
ecto
r-w
ide/
mul
ti-d
isci
plin
ary
pro
gra
mm
es
and
bes
t pra
ctic
es
2. D
evel
op c
ross
-set
ting
s/ag
enci
es p
rog
ram
mes
to
be
imp
lem
ente
d a
t va
rious
ser
vice
pro
vid
ers
3. B
uild
key
MSW
com
mun
ity
and
leve
rag
e on
syn
erg
ies
bet
wee
n se
rvic
e p
rovi
der
s to
cus
tom
ise
pro
gra
mm
es
that
ach
ieve
the
inte
nded
ou
tcom
es
4. D
evel
op n
ew m
odel
of
car
e, s
ervi
ces
or
pro
gra
mm
es b
ased
on
evid
ence
-bas
ed re
sear
ch
5. A
ssum
e ov
eral
l re
spon
sib
ility
for s
ervi
ce
area
, and
ens
ure
goa
ls
and
targ
ets
(incl
udin
g
finan
cial
and
qua
lity
inte
rnat
iona
l ben
chm
arks
) ar
e ac
hiev
ed fo
r sp
ecia
lised
are
as o
f hea
lth
soci
al w
ork
6. I
nter
pre
t hea
lth a
nd s
ocia
l p
olic
ies
to s
et g
oals
and
st
and
ard
s, a
nd d
irect
so
cial
and
hea
lth s
ervi
ces
with
resp
onsi
bili
ty a
nd
acco
unta
bili
ty
1. I
nteg
rate
com
mun
ity-w
ide
pro
gra
mm
es a
nd b
est
pra
ctic
es th
at c
ut a
cros
s d
iffer
ent s
ocia
l ser
vice
p
rovi
der
s w
ith lo
ng-t
erm
na
tiona
l im
pac
t
2. O
utlin
e ke
y fo
cus
area
s fo
r the
dev
elop
men
t of
em
erg
ent a
nd c
ross
-se
ttin
gs/
agen
cies
p
rog
ram
mes
to b
e ro
lled
ou
t for
targ
et g
roup
s of
cl
ient
s at
var
ious
soc
ial
serv
ice
pro
vid
ers
with
in
the
com
mun
ity
3. D
evel
op c
omp
rehe
nsiv
e in
terv
entio
n p
lans
for k
ey
prio
rity
gro
ups
of c
lient
s to
be
used
at t
he s
ecto
ral/
natio
nal l
evel
4. F
acili
tate
cha
nge
by
colla
bor
atin
g w
ith
stak
ehol
der
s w
ithin
and
ac
ross
pro
fess
ion(
s),
as w
ell a
s w
ithin
and
ac
ross
org
anis
atio
n(s)
, to
dev
elop
inno
vativ
e p
ract
ice
and
ser
vice
s th
at
pro
duc
e im
pro
ved
pat
ient
ou
tcom
es
5. C
ontr
ibut
e to
str
ateg
ic
pla
nnin
g a
nd lo
cal
imp
lem
enta
tion
of
rele
vant
hea
lth a
nd
soci
al p
olic
ies
KEY
RES
PON
SIBI
LITY
ARE
A 5
: PRO
GRA
MM
E D
EVEL
OPM
ENT
AN
D IM
PLEM
ENTA
TIO
N
Defi
nitio
n: D
evel
op
new
ser
vice
del
iver
y m
od
els,
pro
gra
mm
es a
nd p
roto
cols
to p
rom
ote
bet
ter i
nteg
ratio
n o
f ser
vice
s w
ithin
the
org
anis
atio
n o
r sec
tor.
17ROLES: WHAT ARE MY KEY RESPONSIBILITY AREAS?
KEY
RES
PON
SIBI
LITY
ARE
A 6
: RES
EARC
H
Defi
nitio
n: E
ngag
e in
rese
arch
and
eva
luat
ion
activ
ities
to g
ener
ate
new
or a
pp
lied
kno
wle
dg
e fo
r pra
ctic
e.
Entr
y-Le
vel
Juni
orSe
nior
Prin
cipa
lM
aste
rSe
nior
Mas
ter
1. K
eep
ab
reas
t of
curr
ent r
esea
rch
and
tren
ds
2. A
ssis
t in
dat
a co
llect
ion
and
su
pp
ort a
ctio
n re
sear
ch a
ctiv
ities
1. P
artic
ipat
e an
d
sup
por
t res
earc
h
2. E
ngag
e in
mul
ti-d
isci
plin
ary
team
re
sear
ch p
roje
cts
1. I
den
tify
gap
s an
d tr
end
s in
rese
arch
and
/or
pra
ctic
e th
at d
eser
ve
syst
emat
ic s
tud
ies
2. D
esig
n an
d c
ond
uct
rese
arch
und
er
gui
dan
ce
3. I
nitia
te a
nd c
olla
bor
ate
on re
sear
ch a
ctiv
ities
w
ith c
linic
ians
and
oth
er
pro
fess
iona
ls w
ithin
the
hosp
ital/
loca
l pla
tfor
ms
4. P
rese
nt re
sear
ch p
aper
s
1. L
ead
, des
ign
and
co
nduc
t res
earc
h on
cu
rren
t pro
gra
mm
es/
spec
ified
issu
es
2. D
isse
min
ate
and
act
as
a k
now
led
ge
bas
e fo
r rel
evan
t res
earc
h fin
din
gs
to g
uid
e b
ette
r p
ract
ice
3. A
pp
ly d
omai
n kn
owle
dg
e to
tren
ds
with
in th
e se
ctor
4. U
nder
take
rese
arch
p
roje
cts
in c
olla
bor
atio
n w
ith e
xter
nal p
artn
ers,
an
d p
rese
nt re
sear
ch
find
ing
s at
nat
iona
l and
in
tern
atio
nal p
latf
orm
s
5. I
nitia
te a
nd c
olla
bor
ate
in re
sear
ch a
ctiv
ities
w
ith c
linic
ians
and
oth
er
pro
fess
iona
ls w
ithin
th
e ho
spita
l, an
d w
ith
loca
l and
ove
rsea
s in
stitu
tions
6. P
ublis
h p
aper
s b
ased
on
rese
arch
out
com
es
and
find
ing
s
1. P
rovi
de
rese
arch
d
irect
ion
and
co
mm
issi
on re
sear
ch
initi
ativ
es, a
nd h
ighl
ight
im
pac
t on
pra
ctic
e
2. A
ct a
s a
brid
ge
bet
wee
n re
sear
ch a
nd
educ
atio
nal n
etw
orks
3. S
uper
vise
rese
arch
in
col
lab
orat
ion
with
re
sear
ch e
xper
ts
4. L
ead
rese
arch
pro
ject
s in
col
lab
orat
ion
with
clin
icia
ns, o
ther
p
rofe
ssio
nals
and
ex
tern
al p
artn
ers,
an
d p
rese
nt re
sear
ch
find
ing
s at
nat
iona
l and
in
tern
atio
nal p
latf
orm
s
5. P
rovi
de
reco
mm
end
atio
n fo
r th
e d
evel
opm
ent
of fr
amew
ork
to
gui
de
rese
arch
an
d d
evel
opm
ent
pro
gra
mm
es b
ased
on
soc
ial a
nd h
ealth
ag
end
a, a
nd s
ecur
e re
sour
ces
1. O
utlin
e ke
y p
riorit
ies
and
fo
cus
for r
esea
rch
bas
ed o
n na
tiona
l nee
ds
2. F
oste
r par
tner
ship
with
th
e ed
ucat
iona
l net
wor
ks,
with
the
aim
of p
rovi
din
g
reso
urce
s to
gui
de
the
rese
arch
led
by
the
frat
erni
ty
3. D
rive
rese
arch
and
d
evel
opm
ent p
rog
ram
mes
b
ased
on
soci
al a
nd
heal
th a
gen
da,
and
sec
ure
reso
urce
s
4. E
stab
lish
a sy
stem
of a
udit
and
qua
lity
assu
ranc
e g
uid
ed b
y re
sear
ch
find
ing
s, a
nd e
nsur
e ap
plic
atio
n to
pra
ctic
e
18 ROLES: WHAT ARE MY KEY RESPONSIBILITY AREAS?
KEY
RES
PON
SIBI
LITY
ARE
A 7
: PRO
FESS
ION
AL
LEA
DER
SHIP
Defi
nitio
n: P
rovi
de
lead
ersh
ip to
faci
litat
e th
e d
evel
op
men
t of t
he p
rofe
ssio
n, in
clud
ing
co
achi
ng a
nd m
ento
ring
for c
apab
ility
dev
elo
pm
ent.
Entr
y-Le
vel
Juni
orSe
nior
Prin
cipa
lM
aste
rSe
nior
Mas
ter
N/A
N/A
1. G
uid
e th
e te
am-
bas
ed d
eliv
ery
of
soci
al s
ervi
ces
to
ensu
re a
dhe
renc
e to
th
e C
ode
of E
thic
s,
Stan
dar
d o
f Pra
ctic
e,
gov
erna
nce
and
ag
end
a at
the
syst
em le
vel
2. T
riag
e an
d a
ssig
n ap
pro
pria
te c
ases
to
juni
or M
SWs
3. L
ead
team
in
pro
vid
ing
p
sych
osoc
ial c
are
for p
atie
nts
and
ca
reg
iver
s
4. R
epre
sent
the
dep
artm
ent i
n co
llab
orat
ive
pro
ject
s w
ith
exte
rnal
ag
enci
es
1. P
rovi
de
gui
dan
ce
to o
rgan
isat
ion
on
the
dev
elop
men
t of
stan
dar
dis
ed s
ocia
l w
ork
pra
ctic
e in
the
spec
ialis
ed a
rea
of
heal
th s
ocia
l wor
k
2. P
rovi
de
gui
dan
ce
to o
rgan
isat
ion
on
the
pla
nnin
g a
nd
imp
lem
enta
tion
of
soci
al w
ork
serv
ices
an
d p
ract
ice
in th
e sp
ecia
lised
are
a of
he
alth
soc
ial w
ork
3. C
ontr
ibut
e to
sha
pin
g
the
Cod
e of
Eth
ics,
St
and
ard
of P
ract
ice,
g
over
nanc
e an
d a
gen
da
for t
he a
rea
of p
ract
ice
at th
e sy
stem
leve
l
4. R
epre
sent
the
pro
fess
ion
in in
ter-
dep
artm
ent a
nd/
or in
ter-
agen
cy w
ork
5. P
rovi
de
MSW
ex
per
tise
in in
stitu
tion-
bas
ed “
stre
ss a
nd
cris
is m
anag
emen
t”
pro
gra
mm
e
1. D
evel
op s
trat
egie
s to
sp
earh
ead
the
dev
elop
men
t of s
ecto
r-w
ide
pro
gra
mm
es a
nd
bes
t pra
ctic
es
2. O
utlin
e fr
amew
orks
an
d p
rovi
de
pro
fess
iona
l gui
dan
ce
to o
rgan
isat
ions
for t
he
dev
elop
men
t, p
lann
ing
, im
ple
men
tatio
n an
d
aud
it of
soc
ial w
ork
serv
ices
and
pra
ctic
e
3. P
rovi
de
inp
uts
to in
form
p
olic
y ch
ang
es a
nd
dev
elop
men
t
4. I
nflue
nce,
info
rm, i
nitia
te
and
coo
rdin
ate
chan
ges
to
the
soci
al s
ervi
ce
del
iver
y m
odel
in th
e cl
uste
r and
sec
tor
5. P
rovi
de
lead
ersh
ip
acro
ss s
pec
ialis
ed a
reas
of
hea
lth s
ocia
l wor
k, a
nd
lead
str
ateg
ic d
irect
ion,
in
nova
tion
and
influ
ence
in
wor
k p
ract
ice
1. P
rovi
de
fram
ewor
ks a
nd b
est p
ract
ices
to
gui
de
clin
ical
sup
ervi
sion
, men
torin
g,
cont
inui
ng e
duc
atio
n an
d p
rofe
ssio
nal
dev
elop
men
t of t
he s
ocia
l wor
k p
ract
ice
in
Sing
apor
e
2. A
dvo
cate
pol
icie
s an
d g
over
nanc
e,
fram
ewor
ks, s
tand
ard
s of
the
soci
al w
ork
pra
ctic
e in
Sin
gap
ore
3. I
nflue
nce
to in
crea
se th
e al
loca
tion
of re
sour
ces
thro
ugh
advo
cacy
and
co
llab
orat
ion
with
reso
urce
hol
der
s (e
.g.
gov
ernm
ent,
bus
ines
ses
and
com
mun
ity)
4. B
uild
net
wor
k of
ext
erna
l infl
uenc
e to
sp
earh
ead
cha
nges
in th
e so
cial
ser
vice
d
eliv
ery
mod
el
5. B
e a
role
mod
el, a
nd re
pre
sent
the
soci
al
wor
k p
rofe
ssio
n to
rais
e vi
sib
ility
of t
he
pro
fess
ion
and
pra
ctic
e
6. A
ssum
e a
pro
fess
iona
l lea
der
ship
role
in th
e d
epar
tmen
t, or
gan
isat
ion
and
pro
fess
iona
l co
mm
unity
(e.g
. ap
poi
ntm
ent a
s co
mm
ittee
ch
airs
/mem
ber
s in
nat
iona
l and
inte
rnat
iona
l co
mm
ittee
s, in
volv
emen
t in
med
ical
ed
ucat
ion
and
con
sulta
tion)
7. P
rovi
de
lead
ersh
ip to
driv
e q
ualit
y im
pro
vem
ent i
n an
d th
e ef
fect
iven
ess
of a
sp
ecia
lised
or g
ener
ic a
rea
of h
ealth
soc
ial
wor
k, b
y d
evel
opin
g p
ract
ice
stan
dar
ds,
ev
iden
ce-b
ased
pra
ctic
e m
odel
s, n
atio
nal
pol
icie
s, le
gis
latio
n an
d re
gul
atio
ns, a
nd
sect
or in
itiat
ives
that
are
ap
plic
able
acr
oss
sett
ing
s an
d a
pp
rop
riate
to p
opul
atio
n ne
eds
19COMPETENCIES: WHAT ARE MY KNOWLEDGE AND SKILLS?
There are four levels of competency proficiency for each Knowledge and Skill.
COMPETENCIES:WHAT ARE MY
KNOWLEDGE AND SKILLS?
20 COMPETENCIES: WHAT ARE MY KNOWLEDGE AND SKILLS?
KN
OW
LED
GE
AN
D S
KIL
LS 1
: CA
SEW
ORK
Defi
nitio
n: K
now
led
ge
and
ab
ility
to a
sses
s p
sych
oso
cial
nee
ds
and
pro
vid
e in
terv
entio
n fo
r ind
ivid
uals
.
Foun
datio
nal
Inte
rmed
iate
Adv
ance
dEx
pert
1. K
now
led
ge
and
ab
ility
to e
ngag
e, a
sses
s,
pro
vid
e in
terv
entio
n an
d e
valu
ate
pra
ctic
e
2. K
now
led
ge
and
ab
ility
to a
sses
s cl
ient
s’ le
vel
of fu
nctio
ning
3. A
bili
ty to
ass
ess
clie
nts’
nee
ds
for s
ocia
l fu
nctio
ning
4. A
bili
ty to
ass
ess
syst
em in
terv
entio
n fo
r cl
ient
s
5. A
bili
ty to
und
erst
and
clie
nt g
roup
s an
d
man
age
asso
ciat
ed ri
sk a
nd p
rote
ctiv
e fa
ctor
s
6. A
bili
ty to
dra
w a
nd a
pp
ly re
leva
nt th
eorie
s in
d
irect
cas
e w
ork
for a
pp
rop
riate
car
e p
lans
7. A
bili
ty to
dem
onst
rate
refle
ctiv
e p
ract
ice
(e.g
. cas
e/ca
re p
lans
, soc
ial r
epor
ts)
8. T
heor
etic
al k
now
led
ge
in p
sych
opat
holo
gy,
lo
ss, g
rief a
nd b
erea
vem
ent,
ind
ivid
ual
and
fam
ily li
fecy
cle,
fam
ily s
yste
m, b
io-
psy
chos
ocia
l-sp
iritu
al fr
amew
ork,
men
tal
heal
th a
nd w
ell-b
eing
, etc
.
9. C
ase
man
agem
ent o
f illn
esse
s (e
.g. a
cute
, lif
e-th
reat
enin
g, c
hron
ic, l
ife-li
miti
ng,
term
inal
illn
esse
s, c
omm
unic
able
and
in
fect
ious
dis
ease
s)
10. K
now
led
ge
of m
edic
al c
ond
ition
s,
term
inol
ogy,
traj
ecto
ry a
nd im
pac
t of i
llnes
s on
ind
ivid
uals
, fam
ilies
and
soc
ial s
yste
m
1. K
now
led
ge
of s
pec
ialis
ed th
eorie
s an
d te
chni
que
s (w
ith a
dva
nced
kn
owle
dg
e) in
par
ticul
ar d
omai
n,
and
ab
ility
to c
usto
mis
e th
e us
e of
tool
s an
d a
pp
roac
hes
for
ther
apeu
tic o
utco
mes
2. K
now
led
ge
of fa
cilit
atio
n sk
ills
to
lead
hig
h-ris
k ca
se c
onfe
renc
es in
m
ulti-
dis
cip
linar
y se
ttin
gs
3. K
now
led
ge
and
ab
ility
to m
anag
e et
hica
l dile
mm
as in
dep
end
ently
, ta
king
into
acc
ount
the
rang
e of
in
form
atio
n av
aila
ble
4. A
bili
ty to
inte
gra
te a
dva
nce
theo
retic
al k
now
led
ge
and
ap
ply
to
com
ple
x ca
ses
5. A
bili
ty to
hel
p p
atie
nt n
avig
ate,
ne
got
iate
and
gai
n ac
cess
to s
ocia
l an
d h
ealth
ser
vice
s
6. A
bili
ty to
con
cep
tual
ise
and
ass
ess
the
case
s cr
itica
lly a
nd a
ccur
atel
y
7. A
bili
ty to
ap
ply
and
art
icul
ate
case
man
agem
ent p
rinci
ple
s th
at e
mb
race
hol
istic
ap
pro
ach,
sy
stem
s p
ersp
ectiv
e, in
teg
ratio
n of
se
rvic
es a
nd c
ontin
uity
of c
are
8. A
bili
ty to
lead
inte
r-ag
ency
cas
e co
nfer
ence
1. K
now
led
ge
in s
ocia
l wor
k sk
ills
in
area
s of
focu
s (i.
e. s
ubje
ct m
atte
r ex
per
t with
bre
adth
of k
now
led
ge
in h
ealth
soc
ial w
ork)
2. K
now
led
ge
and
ab
ility
to a
sses
s an
d m
anag
e ris
k at
the
agen
cy o
r in
stitu
tiona
l lev
el
3. A
bili
ty to
take
a h
olis
tic c
linic
al
view
and
be
an a
utho
rity
in
spec
ialis
ed fi
eld
s/se
ttin
gs
or is
sues
4. A
bili
ty to
form
ulat
e tr
end
s an
d
issu
es th
at n
eed
to b
e es
cala
ted
at
the
syst
ems
leve
l
5. A
bili
ty to
iden
tify
pat
tern
s fr
om c
linic
al c
ases
and
ad
opt
pop
ulat
ion-
bas
ed a
pp
roac
h to
d
evel
op s
pec
ialis
ed in
terv
entio
ns
6. A
bili
ty to
ap
ply
eth
ical
prin
cip
les
to a
sses
s an
d m
anag
e co
mp
lex
med
ico-
leg
al a
nd e
thic
al c
ases
7. A
bili
ty to
ap
ply
tran
s-d
isci
plin
ary
know
led
ge
(e.g
. med
icin
e,
reha
bili
tatio
n p
ract
ices
, and
pub
lic
heal
th)
1. K
now
led
ge
and
ab
ility
to a
sses
s an
d m
anag
e ris
k at
the
syst
ems
or n
atio
nal l
evel
, inc
lud
ing
mic
ro
to m
acro
sp
ectr
um to
ens
ure
hig
h st
and
ard
s of
pra
ctic
e
2. A
bili
ty to
pre
dic
t em
erg
ing
tren
ds
in c
asew
ork
pra
ctic
e fo
r hol
istic
in
terv
entio
ns, a
nd id
entif
y tr
end
s th
at re
qui
re d
omai
n at
tent
ion
(e.g
. ne
w ty
pes
of i
nter
vent
ion)
3. A
bili
ty to
ap
pra
ise
bes
t pra
ctic
es in
d
omai
ns
4. A
bili
ty to
form
ulat
e p
sych
osoc
ial
clin
ical
fram
ewor
k fo
r sp
ecia
lised
ar
eas
of h
ealth
soc
ial w
ork
5. A
bili
ty to
ap
ply
ad
vanc
ed a
nd
hig
hly-
dev
elop
ed th
eore
tical
and
p
ract
ical
kno
wle
dg
e ov
er a
wid
e ra
nge
of c
linic
al, s
cien
tific
and
m
anag
emen
t fun
ctio
ns
6. A
bili
ty to
set
up
doc
umen
tatio
n an
d p
latf
orm
s fo
r kno
wle
dg
e d
isse
min
atio
n of
bes
t pra
ctic
es
7. A
bili
ty to
influ
ence
cha
nge
in th
e in
teg
ratio
n of
ser
vice
s ac
ross
the
heal
thca
re s
ecto
r by
app
lyin
g
tran
s-d
isci
plin
ary
know
led
ge
21COMPETENCIES: WHAT ARE MY KNOWLEDGE AND SKILLS?11
. Ass
essm
ent o
f ris
ks a
nd m
anag
emen
t of
cris
is/e
mer
gen
cy c
ases
, (e.
g. h
omel
essn
ess,
su
bst
ance
ab
use,
fam
ily v
iole
nce,
sui
cid
e)
12. B
ehav
iora
l hea
lth c
ouns
elin
g a
ligne
d w
ith
pat
ient
car
e p
lan
13. K
now
led
ge
of c
ultu
rally
sen
sitiv
e p
ract
ices
(e
.g. f
uner
al/l
ast r
ites)
14. K
now
led
ge
of th
e he
alth
care
sys
tem
, (e.
g.
phi
loso
phy
, org
aniz
atio
n, fi
nanc
ing
, del
iver
y m
odel
)
15. K
now
led
ge
of h
ealth
and
soc
ial a
ssis
tanc
e sc
hem
es
16. K
now
led
ge
and
ap
plic
atio
n of
the
man
agem
ent o
f end
-of-
life
care
, pal
liativ
e ca
re, a
dva
nced
car
e p
lann
ing
, and
car
egiv
er
sup
por
t pro
gra
mm
es a
nd s
ervi
ces,
etc
.
17. A
bili
ty to
con
duc
t psy
choe
duc
atio
n fo
r in
div
idua
ls a
nd fa
mili
es
18. A
bili
ty to
iden
tify
need
s an
d c
o-m
anag
e fa
mily
wor
k an
d m
edia
tion
19. K
now
led
ge
of fa
cilit
atio
n sk
ills
to le
ad fa
mily
an
d c
ase
conf
eren
ces
20. K
now
led
ge
of th
e ro
les
and
func
tion
of
mul
ti-d
isci
plin
ary
team
, and
ab
ility
to w
ork
colla
bor
ativ
ely
in p
atie
nt c
are
to a
chie
ve
pos
itive
out
com
e
21. A
bili
ty to
pro
vid
e co
unse
ling
for a
dju
stm
ent
to il
lnes
s
22. A
bili
ty to
writ
e so
cial
rep
orts
that
hav
e b
iop
sych
osoc
ial i
nsig
hts
that
con
trib
ute
to h
olis
tic p
atie
nt c
are;
bei
ng c
ogni
zant
of
med
ico-
leg
al im
plic
atio
ns
23. A
bili
ty to
do
hist
ory
taki
ng, c
ontr
ibut
e to
d
iag
nosi
s, s
upp
ort m
edic
al te
am in
bre
akin
g
bad
new
s an
d fo
llow
up
, gui
de
care
giv
ers
to ta
lk to
med
ical
pro
vid
ers,
and
rep
rese
nt
pat
ient
in c
omm
unic
atin
g in
tere
sts
to te
ams
and
ext
erna
l ag
enci
es
9. A
bili
ty to
con
duc
t the
rap
eutic
co
unse
lling
or p
sych
othe
rap
y fo
r p
atie
nts,
fam
ilies
and
gro
ups
10. A
bili
ty to
con
duc
t fam
ily w
ork
and
m
edia
tion
ind
epen
den
tly
11. A
bili
ty to
wor
k w
ith c
omp
licat
ed
grie
f
22 COMPETENCIES: WHAT ARE MY KNOWLEDGE AND SKILLS?
KN
OW
LED
GE
AN
D S
KIL
LS 2
: GRO
UP
WO
RK
Defi
nitio
n:
Kno
wle
dg
e an
d
abili
ty
to
asse
ss
gro
up
pro
cess
es
and
sp
ecia
lised
in
terv
entio
n st
rate
gie
s to
b
ring
ab
out
su
cces
sful
th
erap
eutic
out
com
es.
Foun
datio
nal
Inte
rmed
iate
Adv
ance
dEx
pert
1. K
now
led
ge
of u
nder
lyin
g th
eorie
s th
at in
form
gro
up w
ork
pra
ctic
e
2. K
now
led
ge
and
ab
ility
in th
e fo
rmat
ion
of g
roup
s
3. K
now
led
ge
and
ab
ility
to a
sses
s th
e ap
pro
pria
tene
ss o
f the
gro
up (i
.e.
typ
e, c
omp
ositi
on, s
truc
ture
, nee
ds
and
pur
pos
e)
4. K
now
led
ge
of b
asic
faci
litat
ion
skill
s an
d a
bili
ty to
co-
faci
litat
e w
ith s
enio
r or
exp
erie
nced
wor
kers
5. A
bili
ty to
con
duc
t sup
por
t gro
ups
(e.g
. psy
choe
duc
atio
nal g
roup
s)
6. A
bili
ty to
art
icul
ate
outc
omes
of
soci
al w
ork
inte
rven
tion
to d
eliv
er,
mon
itor a
nd e
valu
ate
gro
up w
ork
1. K
now
led
ge
and
ab
ility
to a
sses
s p
atte
rns
of g
roup
beh
avio
urs
2. A
bili
ty to
use
ap
pro
pria
te a
pp
roac
hes
in d
iffer
ent g
roup
s/se
ttin
gs
3. A
bili
ty to
ass
ess
gro
up d
ynam
ics
4. A
bili
ty to
run
ther
apeu
tic g
roup
s to
ac
hiev
e sp
ecifi
c ou
tcom
es
5. A
bili
ty to
inte
gra
te e
xper
ienc
es fr
om
pre
viou
s g
roup
inte
rven
tions
with
cu
rren
t gro
up w
ork
1. A
bili
ty to
use
ap
pro
pria
te
inte
rven
tion
stra
teg
ies
rele
vant
to
dom
ain
exp
ertis
e
2. A
bili
ty to
art
icul
ate
outc
omes
of
soci
al w
ork
inte
rven
tion,
whi
le
stra
teg
isin
g d
esig
n an
d e
xecu
tion
of
outr
each
pla
ns
3. A
bili
ty to
use
gro
up p
roce
sses
to
effe
ct c
hang
e th
roug
h th
e d
evel
opm
ent o
f gro
up
wor
k th
erap
ies
1. A
bili
ty to
use
insi
ght
s fr
om d
ynam
ics
of k
ey g
roup
s of
clie
nts/
sup
por
t g
roup
s to
form
ulat
e in
tend
ed
ther
apeu
tic o
utco
mes
for v
ario
us
clie
nt p
rofil
es
2. A
bili
ty to
art
icul
ate
and
trac
k g
roup
out
com
es o
f soc
ial w
ork
inte
rven
tion,
and
col
lect
dat
a fo
r ev
alua
tion
of e
ffect
iven
ess
3. A
bili
ty to
sup
ervi
se s
ocia
l wor
kers
in
und
erst
and
ing
gro
up d
ynam
ics
and
pro
cess
es
23COMPETENCIES: WHAT ARE MY KNOWLEDGE AND SKILLS?
KN
OW
LED
GE
AN
D S
KIL
LS 3
: CO
MM
UN
ITY
WO
RK
Defi
nitio
n: K
now
led
ge
and
ab
ility
to
id
entif
y is
sues
and
mo
bili
se c
om
mun
ity r
eso
urce
s (e
.g.
volu
ntee
r m
anag
emen
t, fu
ndin
g,
do
nors
, co
mm
unity
reso
urce
s) to
ad
dre
ss c
om
mun
ity is
sues
.
Foun
datio
nal
Inte
rmed
iate
Adv
ance
dEx
pert
1. A
bili
ty to
con
duc
t nee
ds
asse
ssm
ent
for s
ervi
ce u
sers
at t
he c
omm
unity
le
vel
2. A
bili
ty to
con
duc
t env
ironm
enta
l sc
anni
ng to
und
erst
and
the
need
s of
the
com
mun
ity in
the
curr
ent l
and
scap
e, a
nd to
iden
tify
com
mun
ity-s
pec
ific
issu
es
3. A
bili
ty to
acc
ess
and
util
ise
com
mun
ity re
sour
ces
and
fund
ing
sc
hem
es (i
.e. w
here
and
how
to m
ake
them
ava
ilab
le fo
r clie
nts)
4. A
bili
ty to
eng
age
stak
ehol
der
s an
d
par
tner
s fo
r sol
utio
ning
in c
omm
unity
w
ork
1. A
bili
ty to
pla
n, im
ple
men
t and
ev
alua
te p
rog
ram
mes
at t
he
com
mun
ity le
vel
2. A
bili
ty to
set
up
pro
gra
mm
e p
roto
cols
and
pro
cess
es in
resp
onse
to
em
erg
ing
nee
ds
to a
chie
ve th
e d
esire
d o
utco
mes
3. A
bili
ty to
nav
igat
e co
mp
lex
stak
ehol
der
/infl
uenc
er re
latio
ns
to d
eriv
e co
mm
on s
olut
ions
in
com
mun
ity w
ork
pro
gra
mm
es
4. A
bili
ty to
hig
hlig
ht s
ocia
l em
erg
ing
tr
end
s in
the
com
mun
ity
1. A
bili
ty to
cre
ate/
pilo
t new
p
rog
ram
mes
and
mob
ilise
the
com
mun
ity to
mee
t em
erg
ing
nee
ds
thro
ugh
pla
ns/n
etw
orks
/ser
vice
s
2. A
bili
ty to
bui
ld a
nd n
egot
iate
co
llab
orat
ions
/par
tner
ship
s w
ith
agen
cies
, fun
der
s/sp
onso
rs a
nd
stak
ehol
der
s in
the
soci
al s
ecto
r for
co
mm
unity
dev
elop
men
t and
re-
inte
gra
tion
1. K
now
led
ge
of a
sset
-bas
ed
com
mun
ity d
evel
opm
ent a
nd
abili
ty to
ass
ess
the
stre
ngth
s an
d
defi
cits
of t
he c
omm
unity
to s
upp
ort
com
mun
ity n
eed
s (in
clud
ing
mic
ro-
com
mun
ities
)
2. A
bili
ty to
set
up
pro
toco
ls a
nd
emer
gin
g p
rog
ram
mes
at t
he
natio
nal l
evel
for c
omm
unity
im
pro
vem
ents
to a
chie
ve lo
ng-t
erm
p
sych
osoc
ial w
ell-b
eing
of t
he c
lient
s
24 COMPETENCIES: WHAT ARE MY KNOWLEDGE AND SKILLS?
KN
OW
LED
GE
AN
D S
KIL
LS 4
: SO
CIA
L W
ORK
/ CL
INIC
AL
SUPE
RVIS
ION
Defi
nitio
n: K
now
led
ge
and
ab
ility
to p
rovi
de
educ
ativ
e, s
upp
ort
ive,
and
ad
min
istr
ativ
e su
per
visi
on
to s
upp
ort
sup
ervi
sees
’ wo
rk w
ith c
lient
s.
Foun
datio
nal
Inte
rmed
iate
Adv
ance
dEx
pert
1. A
bili
ty to
defi
ne th
e ag
end
a fo
r su
per
visi
on a
nd id
entif
y/d
escr
ibe
clea
r per
sona
l dev
elop
men
t goa
ls
dur
ing
pro
fess
iona
l sup
ervi
sion
2. A
bili
ty to
reco
gni
se a
nd a
rtic
ulat
e et
hica
l dile
mm
as, a
nd d
iscu
ss th
e ap
plic
atio
n of
eth
ics
in p
ract
ice
3. A
bili
ty to
see
k ex
tern
al s
uper
visi
on
for t
he S
ocia
l Wor
k p
ract
ice
(in c
ase
of n
on-s
ocia
l wor
k se
ttin
gs)
4. K
now
led
ge
of e
vid
ence
-bas
ed
app
roac
h ad
opte
d b
y he
alth
care
p
rofe
ssio
nals
5. A
bili
ty to
use
evi
den
ce-b
ased
ap
pro
ach,
and
sea
rch
for c
linic
al
pra
ctic
e g
uid
elin
es o
r evi
den
ce to
in
form
pra
ctic
e
6. A
bili
ty to
crit
ical
ly a
pp
rais
e ev
iden
ce
and
eng
age
sup
ervi
sors
in c
ase
dis
cuss
ion
and
man
agem
ent
1. K
now
led
ge
of s
uper
viso
ry p
hase
s,
and
ab
ility
to s
uper
vise
MSW
s in
p
ract
ice,
and
soc
ial w
ork
stud
ents
/in
tern
s d
urin
g p
lace
men
ts
2. K
now
led
ge
of s
ocia
l wor
k th
eore
tical
fr
amew
orks
and
ski
lls in
dom
ain
area
3. A
bili
ty to
eng
age
in p
eer s
uper
visi
on
and
deb
riefin
g s
essi
ons
1. K
now
led
ge
of e
duc
ativ
e, s
upp
ortiv
e an
d a
dm
inis
trat
ive
func
tions
2. A
bili
ty to
ass
ess
and
form
ulat
e su
per
vise
es’ d
evel
opm
enta
l nee
ds
with
in a
gen
cy o
r ins
titut
ion
3. A
bili
ty to
ad
apt s
uper
visi
on
stra
teg
ies
acco
rdin
g to
su
per
vise
es’ n
eed
s
4. A
bili
ty to
faci
litat
e an
d p
rovi
de
a sa
fe a
nd c
ond
uciv
e en
viro
nmen
t for
cl
inic
al s
uper
visi
on
1. A
bili
ty to
ap
pra
ise
and
imp
lem
ent
over
all s
uper
visi
on s
truc
ture
s/g
uid
es
and
clin
ical
gov
erna
nce
rele
vant
to
the
entir
e so
cial
wor
k la
ndsc
ape
2. A
bili
ty to
dev
elop
and
ens
ure
adop
tion
of c
linic
al p
ract
ice
gui
del
ines
3. A
bili
ty to
enh
ance
sup
ervi
sors
’ su
per
viso
ry k
now
led
ge
and
ski
lls
in p
ract
ice
25COMPETENCIES: WHAT ARE MY KNOWLEDGE AND SKILLS?
KN
OW
LED
GE
AN
D S
KIL
LS 5
: RES
EARC
H A
ND
PRO
GRA
MM
E EV
ALU
ATIO
N
Defi
nitio
n: K
now
led
ge
and
ab
ility
to
use
ap
plie
d r
esea
rch,
the
ore
tical
fra
mew
ork
and
clie
nt p
rofil
ing
tec
hniq
ues
to e
valu
ate
curr
ent
or
dev
elo
p n
ew p
rog
ram
mes
.
Foun
datio
nal
Inte
rmed
iate
Adv
ance
dEx
pert
1. K
now
led
ge
of re
sear
ch p
roto
cols
for
sup
ervi
sion
and
col
lab
orat
ion
2. A
bili
ty to
iden
tify
avai
lab
le s
ocia
l p
rog
ram
mes
and
soc
ial g
aps,
and
co
nduc
t rel
evan
t ana
lyse
s b
ased
on
dom
ain
know
led
ge
3. K
now
led
ge
of c
are
pla
nnin
g,
pro
gra
mm
e im
ple
men
tatio
n sk
ills
and
tech
niq
ues
for e
valu
atio
n
4. A
bili
ty to
iden
tify,
pro
file
and
p
riorit
ise
clie
nts
bas
ed o
n ne
eds-
eval
uatio
n
1. A
bili
ty to
des
ign
pro
gra
mm
e, a
nd
cond
uct o
utco
me-
bas
ed e
valu
atio
n (e
.g. c
aptu
re re
leva
nt d
ata)
by
app
lyin
g re
leva
nt th
eorie
s an
d
evid
ence
2. A
bili
ty to
man
age
pro
gra
mm
es (i
.e.
from
con
cep
t for
mat
ion
to d
eliv
ery
eval
uatio
n)
3. A
bili
ty to
ap
ply
kno
wle
dg
e of
q
ualit
ativ
e an
d q
uant
itativ
e m
etho
ds
in p
ract
ice
1. A
bili
ty to
art
icul
ate
bes
t pra
ctic
es
and
sta
ndar
ds
for s
ecto
r-w
ide
pro
gra
mm
e ev
alua
tion
2. A
bili
ty to
crit
ical
ly a
naly
se
acad
emic
lite
ratu
re fo
r evi
den
ce-
bas
ed a
pp
roac
hes
and
pra
ctic
e en
hanc
emen
t
1. A
bili
ty to
ove
rsee
des
ign
and
d
evel
opm
ent o
f com
mun
ity-w
ide
pro
gra
mm
es to
der
ive
eval
uativ
e ou
tcom
es fo
r lon
g-t
erm
nat
iona
l im
pac
t
2. A
bili
ty to
revi
ew a
nd p
rovi
de
advi
ce
on th
e d
evel
opm
ent o
f pra
ctic
e g
uid
elin
es
3. A
bili
ty to
ap
pra
ise
Prac
tice
Rese
arch
an
d d
isse
min
ate
rele
vant
find
ing
s
4. A
bili
ty to
use
rele
vant
theo
ries
and
re
sear
ch to
info
rm a
nd e
nhan
ce
pra
ctic
e
26 COMPETENCIES: WHAT ARE MY KNOWLEDGE AND SKILLS?
KN
OW
LED
GE
AN
D S
KIL
LS 6
: PRO
FESS
ION
AL
LEA
DER
SHIP
Defi
nitio
n: K
now
led
ge
and
ab
ility
to
lead
the
dev
elo
pm
ent
of
the
pro
fess
ion
in a
reas
suc
h as
co
achi
ng a
nd m
ento
ring
ski
lls f
or
cap
abili
ty
dev
elo
pm
ent.
Foun
datio
nal
Inte
rmed
iate
Adv
ance
dEx
pert
N/A
1. K
now
led
ge
of th
e C
ode
of E
thic
s an
d
gov
erna
nce
of p
ract
ice
2. K
now
led
ge
of b
asic
lead
ersh
ip s
tyle
s,
gro
up d
ynam
ics
theo
ries
and
sel
f-aw
aren
ess
to m
otiv
ate
othe
rs
3. A
bili
ty to
acq
uire
ad
equa
te re
sour
ces
to b
uild
a c
ond
uciv
e en
viro
nmen
t for
th
e te
am to
per
form
thei
r rol
es
1. I
n-d
epth
kno
wle
dg
e of
coa
chin
g a
nd
men
torin
g s
kills
2. A
bili
ty to
inte
gra
te d
iffer
ent
know
led
ge
dom
ains
to p
rovi
de
timel
y an
d c
onst
ruct
ive
feed
bac
k to
ju
nior
MSW
s
3. A
bili
ty to
acq
uire
lead
ersh
ip
char
acte
ristic
s th
at re
pre
sent
the
pro
fess
ion
and
org
anis
atio
n
4. A
bili
ty to
bui
ld a
team
-orie
nted
en
viro
nmen
t with
a s
elf-
sust
aini
ng
inno
vativ
e cu
lture
1. A
bili
ty to
just
ify to
sen
ior
man
agem
ent a
nd s
ecto
ral l
ead
ersh
ip
the
need
to p
rovi
de
sup
por
t sys
tem
fo
r MSW
s
2. A
bili
ty to
est
ablis
h a
visi
on,
and
art
icul
ate
new
dire
ctio
ns
and
pro
gra
mm
es fo
r effe
ctiv
e co
mm
unic
atio
n
3. A
bili
ty to
men
tor p
eop
le th
roug
h ch
ang
e, a
nd p
rovi
de
mea
ning
th
roug
h th
is p
roce
ss
4. A
bili
ty to
hel
p p
eop
le a
cqui
re n
ew
cap
abili
ties
for s
ucce
ssio
n p
lann
ing
27COMPETENCIES: WHAT ARE MY KNOWLEDGE AND SKILLS?K
NO
WLE
DG
E A
ND
SK
ILLS
7: E
THIC
S, V
ALU
ES A
ND
LEG
ISLA
TIO
N
Defi
nitio
n: K
now
led
ge
and
ab
ility
to a
pp
ly s
oci
al w
ork
eth
ics
and
val
ues,
leg
isla
tion
and
inte
rnat
iona
l co
nven
tions
to p
ract
ice.
Foun
datio
nal
Inte
rmed
iate
Adv
ance
dEx
pert
1. K
now
led
ge
and
ap
plic
atio
n of
p
rofe
ssio
nal v
alue
s an
d e
thic
s
2. K
now
led
ge
and
ap
plic
atio
n of
le
gis
latio
ns re
leva
nt to
soc
ial w
ork
3. A
bili
ty to
ap
ply
pol
icie
s, le
gis
latio
ns
and
con
vent
ions
to D
irect
Pra
ctic
e
4. A
bili
ty to
und
erst
and
and
ap
ply
et
hica
l dec
isio
n-m
akin
g p
roce
ss/
mod
el in
soc
ial w
ork
5. K
now
led
ge
of e
thic
s an
d le
gis
latio
n g
over
ning
tran
spla
nt (e
.g. H
OTA
, M
TERA
)
6. K
now
led
ge
of e
thic
s g
over
ning
m
edic
al p
ract
ices
7. K
now
led
ge
of C
hild
ren
and
You
ng
Pers
ons
Act
(for
risk
ass
essm
ent o
f ch
ildre
n or
you
ng p
erso
ns)
8. K
now
led
ge
of M
aint
enan
ce o
f Pa
rent
s A
ct
9. K
now
led
ge
of W
omen
’s C
hart
er (f
or
case
s of
fam
ily v
iole
nce
and
girl
s in
m
oral
dan
ger
)
10. K
now
led
ge
of M
enta
l Hea
lth (c
are
and
trea
tmen
t) A
ct 2
008
11. K
now
led
ge
of M
isus
e of
Dru
gs
Act
(C
hap
ter 1
85)
12. K
now
led
ge
of D
estit
ute
Pers
ons
Act
(C
hap
ter 7
8)
13. K
now
led
ge
of W
ork
Inju
ry
Com
pen
satio
n A
ct
14. K
now
led
ge
of M
enta
l Cap
acity
Act
15. K
now
led
ge
of In
fect
ious
Dis
ease
Act
1. K
now
led
ge
of p
rinci
ple
s an
d re
ason
s un
der
lyin
g e
thic
s an
d le
gis
latio
n (m
oral
and
eth
ical
)
2. K
now
led
ge
of p
rinci
ple
s un
der
pin
ning
eth
ical
dec
isio
n m
akin
g
3. K
now
led
ge
of th
e hi
erar
chy
of
prin
cip
les
to g
uid
e th
e re
solu
tion
of
ethi
cal d
ilem
mas
1. K
now
led
ge
and
ski
lls to
ap
pra
ise
and
m
anag
e p
erso
nal a
nd p
rofe
ssio
nal
bou
ndar
ies
in s
ituat
ions
that
cal
l for
et
hica
l rea
soni
ng/d
ecis
ions
2. A
bili
ty to
ana
lyse
cas
es, a
nd p
rovi
de
exp
ert a
dvi
ce/o
pin
ion
in a
mul
ti-d
isci
plin
ary
team
, in
cour
t or B
oard
of
Inq
uiry
(BO
I)
1. K
now
led
ge
and
und
erst
and
ing
of t
he
soci
al w
ork
land
scap
e to
con
trib
ute
and
influ
ence
leg
isla
tion
and
pol
icie
s
2. A
bili
ty to
crit
ical
ly a
naly
se th
e p
hilo
sop
hica
l und
erp
inni
ngs
in
situ
atio
ns o
f eth
ical
dile
mm
as
28 COMPETENCIES: WHAT ARE MY KNOWLEDGE AND SKILLS?
KN
OW
LED
GE
AN
D S
KIL
LS 8
: SYS
TEM
LIN
KA
GE,
AN
ALY
SIS
AN
D D
EVEL
OPM
ENT
Defi
nitio
n: K
now
led
ge
and
ab
ility
to a
pp
ly s
trat
egie
s an
d in
stru
men
tatio
n to
ad
voca
te fo
r ben
efici
arie
s.
Foun
datio
nal
Inte
rmed
iate
Adv
ance
dEx
pert
1. K
now
led
ge
of s
yste
ms
and
av
aila
bili
ty o
f res
ourc
es w
ith a
vie
w to
re
pre
sent
clie
nts’
nee
ds
2. K
now
led
ge
and
ab
ility
to e
mp
ower
cl
ient
s to
acc
ess
need
ed re
sour
ces
3. K
now
led
ge
and
ab
ility
to a
pp
ly
soci
al ju
stic
e fr
amew
orks
in th
e cl
ient
sy
stem
1. K
now
led
ge
and
ab
ility
to id
entif
y se
rvic
e g
aps
and
rep
rese
nt th
e ne
eds
at th
e ag
ency
or i
nstit
utio
n
2. A
bili
ty to
influ
ence
cha
nge
at th
e ag
ency
leve
l to
enha
nce
clie
nt a
cces
s to
nee
ded
reso
urce
s
3. K
now
led
ge
of d
ynam
ics
with
in
org
anis
atio
ns th
at M
SWs
are
app
ealin
g to
, and
ab
ility
to in
teg
rate
th
at w
ith re
pre
sent
atio
ns o
f cas
es to
fr
ame
app
eals
for b
enefi
ciar
ies
4. A
bili
ty to
faci
litat
e an
d in
itiat
e co
llab
orat
ive
activ
ities
for a
dvo
cacy
an
d c
omm
on s
olut
ioni
ng
1. K
now
led
ge
of c
onfli
ct m
anag
emen
t an
d n
egot
iatio
n sk
ills
to m
anag
e an
d
reso
lve
inte
r-ag
ency
con
flict
2. A
bili
ty to
ad
opt a
pp
rop
riate
st
rate
gie
s to
neg
otia
te a
nd in
fluen
ce
chan
ges
in s
pec
ialis
ed p
ract
ice
sett
ing
s (e
.g. y
outh
s, d
isab
ility
, el
der
care
)
3. A
bili
ty to
ap
pra
ise
pow
er
rela
tions
hip
s an
d m
ultip
le a
gen
da/
pos
ition
s of
diff
eren
t par
ties
in
the
syst
em
1. K
now
led
ge
and
ab
ility
to a
naly
se
serv
ice
gap
s an
d re
pre
sent
the
need
s at
the
syst
ems
leve
l
2. K
now
led
ge
of c
olla
bor
atio
n at
the
syst
ems
leve
l and
ad
voca
cy, a
nd
the
abili
ty to
est
ablis
h lo
ng-t
erm
re
latio
nshi
p w
ith k
ey p
artn
ers
3. A
bili
ty to
str
ateg
ise
to b
ring
rele
vant
st
akeh
old
ers
and
ag
enci
es to
get
her
for m
eani
ngfu
l soc
ial a
ctio
n
29COMPETENCIES: WHAT ARE MY KNOWLEDGE AND SKILLS?
KN
OW
LED
GE
AN
D S
KIL
LS 9
: EN
VIRO
NM
ENTA
L SY
STEM
S A
ND
SO
CIA
L PO
LICI
ES
Defi
nitio
n: K
now
led
ge
and
ab
ility
to u
nder
stan
d t
he s
oci
o-e
cono
mic
-po
litic
al s
yste
m w
ithin
a m
ulti-
cultu
ral c
ont
ext a
nd re
leva
nt p
olic
ies.
Foun
datio
nal
Inte
rmed
iate
Adv
ance
dEx
pert
1. K
now
led
ge
of lo
cal c
omm
unity
, co
ntex
t, p
oliti
cal,
and
larg
er
syst
em th
at im
pac
t clie
nts/
fam
ilies
/co
mm
unity
2. K
now
led
ge
and
ab
ility
to in
terp
ret
rele
vant
pol
icie
s/sc
hem
es th
at
imp
act c
lient
gro
ups
3. K
now
led
ge
of h
ealth
care
ser
vice
and
d
eliv
ery
mod
el
4. K
now
led
ge
of E
nab
ling
Mas
terp
lan
per
tain
ing
to h
ealth
and
soc
ial c
are
5. K
now
led
ge
of J
oint
Com
mis
sion
In
tern
atio
nal s
tand
ard
s (J
CI
Stan
dar
ds)
6. K
now
led
ge
of lo
cal h
ousi
ng p
olic
ies
7. K
now
led
ge
of h
ealth
care
fina
ncin
g
pol
icie
s
8. K
now
led
ge
of C
PF p
olic
ies
(on
cont
ribut
ion
and
with
dra
wal
s lim
itatio
ns)
1. K
now
led
ge
of in
terd
epen
den
cies
b
etw
een
pol
icie
s w
ith re
spec
t to
thei
r ap
plic
atio
n to
clie
nt g
roup
s
2. A
bili
ty to
ant
icip
ate
emer
gin
g tr
end
s an
d g
aps
in th
e en
viro
nmen
t (e.
g.
heal
th a
cces
s, s
pec
ial n
eed
s of
fa
mili
es in
the
com
mun
ity)
1. A
bili
ty to
iden
tify
unin
tend
ed
cons
eque
nces
to v
ulne
rab
le g
roup
s d
urin
g p
olic
y im
ple
men
tatio
n
2. A
bili
ty to
con
trib
ute
to p
olic
y en
hanc
emen
t by
iden
tifyi
ng
limita
tions
of c
urre
nt p
olic
y in
terv
entio
ns a
nd ta
blin
g
for d
iscu
ssio
n
3. A
bili
ty to
iden
tify
new
and
em
erg
ing
so
cial
tren
ds,
and
com
mun
icat
e se
rvic
e an
d p
olic
y g
aps
at th
e rig
ht p
latf
orm
s
1. A
bili
ty to
crit
ical
ly a
naly
se p
olic
ies
in th
e co
ntex
t of c
omp
lex
syst
ems
and
cha
ngin
g s
ocia
l tre
nds
to
sug
ges
t rev
isio
ns, h
ighl
ight
gap
s,
artic
ulat
e co
hesi
ve p
ersp
ectiv
es a
nd
reco
mm
end
sol
utio
ns
2. A
bili
ty to
ad
dre
ss g
aps
and
ens
ure
that
the
soci
al s
yste
m is
ad
equa
te to
su
pp
ort t
he c
omm
unity
saf
ety
net
3. A
bili
ty to
influ
ence
pol
icy
mak
ing
th
roug
h fe
edb
ack
and
ad
voca
cy
30 FREQUENTLY ASKED QUESTIONS
There are many Key Responsibility Areas and corresponding Knowledge and Skills in this document. Am I expected to develop myself in all of them?
While this document offers you an overview of what each Key Responsibility Area and Knowledge and Skill mean, the combination of roles and competencies expected of you will depend on your job scope to suit your organisation’s needs. Your development plan should be co-created with your supervisor and human resource professionals.
Where can I find information on the behavioural competencies of medical social workers?
The behavioural competency model for social workers can be found in the document, “National Social Work Competency Framework”, and is available for download at https://www.moh.gov.sg/content/moh_web/healthprofessionalsportal/alliedhealthprofessionals/career_practice/allied_health_professions/medical_social_worker.html, or by scanning this QR code.
FREQUENTLY ASKED QUESTIONS
1
2
31FREQUENTLY ASKED QUESTIONS
This document defines the Key Responsibility Areas and the corresponding Knowledge and Skills of medical social workers in Direct Practice. Where can I find information on the Key Responsibility Areas and Knowledge and Skills of medical social workers in other Indirect Practice tracks?
Direct Practice involves direct contact with clients (including beneficiaries) at the individual, group or family level to address their needs. Most MSWs start their careers in Direct Practice. This track forms the base of social work competencies.
Indirect Practice comprises the Leadership, Policies and Legislation, and Research and Evaluation practice tracks. The Key Responsibility Areas and Knowledge and Skills for these Indirect Practice tracks are defined in the National Social Work Competency Framework. MSWs may move into Indirect Practice tracks after demonstrating foundational-level and intermediate-level competencies in Direct Practice.
The National Social Work Competency Framework is available for download at https://www.moh.gov.sg/content/moh_web/healthprofessionalsportal/alliedhealthprofessionals/career_practice/allied_health_professions/medical_social_worker.html, or by scanning this QR code.
How do I use this handbook to create the role profiles of my staff?
A role profile defines a social worker’s roles and accountability, and includes the necessary credentials and knowledge and skills to perform the roles competently. A sample role profile can be found on the next page. Please refer to Chapter 4 and 5 for a detailed list of Key Responsibility Areas and Knowledge and Skills for each job role, and corresponding level of competency proficiency.
3
4
32 FREQUENTLY ASKED QUESTIONS
SAMPLE ROLE PROFILE: SENIOR MEDICAL SOCIAL WORKER
1. Job Summary
Job Title: Senior Medical Social Worker Department: _______________________
Reports to: ________________________ Last Revised on: ____________________
Job Purpose
[Include a brief summary of duties and responsibilities to describe the purpose of the job, and how it contributes to the overall mission/ objective of the organisation]
The role of a Senior Medical Social Worker is to manage, coordinate and represent social work cases by actively reaching out to potential clients and organising group and community work. He/she is supposed to supervise the delivery of case interventions by Medical Social Workers, lead in case conferences as part of a multi-disciplinary team, design programmes and conduct outcome-based evaluations, as well as manage and oversee the end-to-end development and delivery of programmes.
2. Critical Accountabilities List the responsibilities (Key Responsibility Areas (KRA) and the major activities) that must be achieved to
fulfil the job purpose. For each KRA, document the performance measures or outcomes which indicate successful accomplishment of that KRA.
Key Responsibility Area
Major Activities Outcomes
Casework management
• Develop professional and engaged relationship with clients and other key service stakeholders (e.g. doctors, nurses, counsellors, FSCs, Homes)
• Apply advanced clinical and professional theories to pre-empt and execute social work intervention plans across patients’ trajectory of illness
• Assigned casework is properly assessed and intervention plans are designed, implemented and reviewed to meet the psychosocial needs of the client.
• Cases are well documented to provide overall summary and diagnosis of the cases.
Contribute to Group Work
• Lead therapeutic group work for target groups (i.e. Support Group, Therapy Group, Task Group for victims of child abuse cases)
• Group work activities are accurately targeted and carried out with the identified beneficiaries.
Contribute to Community Work
• Initiate, design, develop and implement new community development initiatives by mobilising community resources, other social service providers and volunteers
• Opportunities for the creation or enhancement of community programmes are identified, and levers of support are engaged for successful implementation.
Participate in Professional Development and Education
• Seek out continuous learning opportunities such as participating in case review meetings, cross-functional or Ministry-level assignments, practice research and development to further develop skills and capabilities
• MSWs are developed professionally through the acquisition of knowledge and skills.
33FREQUENTLY ASKED QUESTIONS
Contribute to Programme Development and Implementation
• Plan, manage and deliver programmes for patient, families, multi-disciplinary team and relevant stakeholders in specialised areas of health social work (e.g. trauma, geriatrics, paediatrics)
• High satisfaction from beneficiaries and stakeholders in the way service gaps are identified and addressed.
Contribute to Research
• Initiate and collaborate in research activities with clinicians and other professionals within the hospital/local platforms
• Useful data is collected to facilitate trend and gap analysis of programmes.
Provide Professional Leadership
• Guide the delivery of social services by team to ensure adherence to Code of Ethics, Standard of Practice, governance and agenda at the systems level
• MSWs are trained to deliver social services in accordance to professional standards.
Contribute to Organisation’s Duties
• [To be customised according to organisation’s needs]
• Examples: Administrative work, participate in ad-hoc projects etc.
• [To be customised according to organisation’s needs; outcomes should be linked to organisation’s core values and business plans]
3. Requirements
Education Qualification: Degree and/or post-graduate qualification in Social Work
Relevant Years of Experience:
4. Knowledge and Skills State the minimum acceptable proficiency for this job. Do not state incumbent-specific information.
• [Casework] Knowledge of specialised theories and techniques (with advanced knowledge) in a particular domain, and the ability to customise the use of tools and approaches for therapeutic outcomes
• [Group Work] Ability to integrate experiences from previous group interventions with current group work• [Community Work] Ability to highlight social emerging trends in the community • [Social Work/Clinical Supervision] Knowledge of social work theoretical frameworks and skills in
domain area • [Research] Ability to design programme and conduct outcome-based evaluation (e.g. capture relevant
data) by using theories/evidence • [Professional Leadership] Knowledge of basic leadership styles, group dynamics theories and self-
awareness to motivate others• [Ethics] Knowledge and application of professional values, ethics and legislations• [System Linkage] Knowledge and ability to identify service gaps and represent the needs at the agency
or institutional level• [Social Policies] Ability to anticipate emerging trends and gaps in the environment (e.g. health access,
special needs of families in the community)• [Behavioural competencies] Enhance client’s capacity to improve problem solving abilities and work
towards self-reliance
34 ACKNOWLEDGEMENTS
The development of the roles and competencies specific to medical social workers has been made possible by the time and effort contributed by the following members:
ACKNOWLEDGEMENTS
Ms Long Chey May (Advisor) Senior Assistant Director of Allied Health and Head of Medical Social Services, Jurong Health Services
Ms Sylvia Mun (Co-Chair) Chief MSW, KK Women’s and Children’s Hospital
Ms Cheung Siew Li (Co-Chair) Assistant Director, Care Integration Department, St Luke’s Hospital
Ms Jacqueline Ang MSW, HCA Hospice Care
Ms Chan Lay Lin Principal MSW, Institute of Mental Health
Ms Chua Ee Cheng Principal MSW, Yishun Community Hospital
Ms Fan Loo Ching Principal MSW, Ang Mo Kio - Thye Hua Kwan Hospital
Ms Goh Chiang Choo Principal MSW, Changi General Hospital
Ms Jenny Goh Manager/Principal MSW, Khoo Teck Puat Hospital
Ms Olivia Khoo Deputy Head, Medical Social Services, Singapore General Hospital
Ms Karen Kwa Principal MSW, Tan Tock Seng Hospital
Mr Bryan Lim Principal MSW, Tan Tock Seng Hospital
Mr Samuel Neo Principal MSW, Tan Tock Seng Hospital
Ms Peh Cheng Wan Manager, Assisi Hospice (currently retired)
Ms Tan Yee Pin Head, Department of Psychosocial Oncology, National Cancer Centre Singapore
Ms Terina Tan Principal MSW, National University Hospital
Ms Teo Lay Hua Principal MSW, Singhealth Polyclinics
Ms Yeo Seok Tin Principal MSW, Changi General Hospital
Notes
Notes
Notes
The “Understanding the Roles and Competencies of Medical Social Workers” Handbook complements the National Social Work Competency Framework, and details the Key Responsibility Areas and Knowledge and Skills for Medical Social Workers at each job role. Medical Social Workers should use this Handbook with the career guide, “My Career: A Professional Development Guide for Social Workers”, to chart their career and professional development plans.
This Handbook is also available for download at the MOH Health Professionals Portal for Medical Social Workers: www.moh.gov.sg.
Copyright © 2015 by Ministry of Health . All rights reserved .The information provided in this publication is accurate at the time of printing .
![[eBook] Roles and Competencies in a Testing Team](https://img.dokumen.tips/doc/110x75/58714ab41a28ab55588b67d1/ebook-roles-and-competencies-in-a-testing-team.jpg)
