Using the Framework: Practitioners The CLD Competency Framework has been refreshed to better reflect the needs of those employing, managing and practising CLD. There have been significant changes in the sector since the competences were first produced and, as practitioners, it is important to ensure that you are using the refreshed competences to become a critically reflective and competent practitioner. The framework is a valuable resource which can be used for a range of different purposes. You can draw on it for your own personal and professional development, and to plan your career. Equally you can use it in your day to day practice with the people you work with in the community. Volunteers, community groups and organisations you support, partnerships you are involved with, in all CLD settings and contexts, can learn how to use it to their advantage too – with your support. How do you use the Framework at the moment? Yes

No

To complete application forms and prepare for job interviews To write or update your CV To prepare for your appraisal or job evaluation To inform your Personal Development Plan To plan the next steps on your Learning Journey To monitor and evaluate internal and external training provision To support volunteers and part-time or sessional workers To design tailored training programmes for individuals and groups Use the framework to help you describe and define CLD work to other professional staff working with you in the community Use it as a tool to explain to individuals and community groups the nature of the work that you do

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Personal development Assess yourself against each competence, citing evidence to identify where you are currently strong and where your personal development needs lie. High priority might relate to current job challenges and medium your own future career aspirations. Competence Area

Current Level of expertise1

Evidence

Priority1

Know and understand the community in which we work Build and maintain relationships with individuals and groups Provide learning and development opportunities Facilitate and promote community empowerment Organise and manage resources Develop and support collaborative working Evaluate and inform practice 1Low/

Medium/ High Identify individual and group learning and development needs

Score yourself or others to identify strengths, weaknesses and training needs. Evaluate and inform practice

1

2

3

4

5

(where 1 is uncertain and 5 is secure) Understand the differences between research, evaluation and associated concepts Employ appropriate tools, frameworks and methodologies in the evaluation of practice Draw on evaluation findings to inform your own practice Use participative evaluative processes Promote and support community led research and evaluation Analyse policy, research and evaluation evidence Learn from other perspectives and challenge your own assumptions Interpret and use evidence related to outcomes and impact Present evidence to a range of audiences using appropriate tools and technologies

2

Designing, delivering and evaluating learning Training for groups Planning and evaluating training A group you are working with are to meet service planners to discuss plans for the future of their community centre. What competences are required for the group to have a successful meeting? What level of competence do they already have in these? You can use this grid to plan specific training for the group before the meeting. What competences are required by the group?

Current level (0 - 5)

Know and understand the community in which we work  investigate relevant information relating to the area within which you work  identify needs, assets and opportunities using relevant information and evidence  involve other stakeholders in identifying and agreeing needs and local priorities  ascertain conflicting needs and demands Facilitate and promote community empowerment  analyse and understand power dynamics and decision-making processes  be inclusive and involve the wider community  participate in decision making structures and processes  campaign for change  identify and manage community assets Develop and support collaborative working  participate in partnership and collaborative working  negotiate and agree roles with others in collaborative and joint work You can then use the competences to evaluate the meeting with the group and identify future training needs.

Facilitate and promote community empowerment How did the decision-making process work? Was any particular group more or less powerful than others? Were any members of our community not included? How can we make sure that we are effectively involving the wider community? Did we get our points across? What changes will we see now? Are there other changes we want? Do we know what and where our assets are? What could we do to manage them more effectively?

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Working in the Community

Describing CLD work How many times have you been asked to describe what you do, and how many slightly different descriptions have you given? Your language might change depending on your audience but you can use the competences to ensure consistency and clarity. At the initial meeting of a new partnership working group, a capacity building worker could describe their role as follows: My job is to know and understand the community where I work so that I can work effectively with individuals and groups in the community. So I’ve conducted a community assessment here, taking into account the political, economic and social context we’re in and identifying the needs, assets and opportunities the community has. I asked other stakeholders, people who cared, to work with me so we could accurately pinpoint and agree local priorities and the challenges relating to barriers to participation within the community. Then I work with the people that live there. My work is inclusive and equitable; I support and work with the wider community to analyse and understand the power dynamics and systems that impact on them then support them in taking action to achieve change. I want to see individuals in this community participating in local decision making structures and processes, and I help provide learning and development opportunities to further support then in achieving this. The learning takes place in a variety of contexts and the programmes have been developed in discussion with individuals and the community; they are people-centred and take advantage of the learning and development opportunities in everyday situations, like the local playgroup and weekly youth club. Most importantly for this project, I am committed to developing and supporting collaborative and joined up working, both in terms of the organisation I work for and the community I work with. I hope I have clarified our role in this partnership for you; if not, I’ll be more than happy to take any questions.

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