Strategy on creation of the system for continuous professional training of

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.