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ADULT SERVICES DEPARTMENTAL PROCEDURE NO: 08/18

AMHP (Approved Mental Health Professional)Training & Continual Professional Development Policy

DATE: September 2018

EFFECTIVE DATE:

September 2018

CATEGORY: Mental Health

KEYWORDS: Approved Mental Health Professionals – Appointment and Re-appointment

ISSUED BY: Strategic Commissioning Director Mental Health

AUTHORS: Bev Hull (AMHP Service Manager)Esther Hack ( Workforce Development Officer, Mental Health)

PROCEDURES CANCELLED OR AMENDED:

27/11

REMARKS: Authority to vary the procedure: AMHP Service Manager reviewed through AMHP governance meetings.

SIGNED: Jason Brandon

DESIGNATION: Head of Mental Health

YOU SHOULD ENSURE THAT:-

You read, understand and, where appropriate, act on this information

All people in your workplace who need to know see this procedure

This document is properly filed in a place to which all staff members in your workplace have access

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PURPOSE AND SCOPE

This policy aims to support the Department’s corporate objectives of building strong and safe

communities and improving services through the provision of a high quality service. The

policy supports working collaboratively using strengths based approach with people who

become subject to the 1983 Mental Health Act and their carers. This includes the

development of systems to ensure that all Approved Mental Health Professionals are

effectively trained and supported in their professional practice including arrangements for

supervision, access to advice and support and arrangements for continual professional

development.

This policy aims to provide a detailed framework to ensure that staff and managers have a

clear understanding. The framework sets out how staff will develop and be supported to

enable them to successfully train as Approved Mental Health Professionals. Following the

completion of the AMHP training this procedure sets out the requirements for appointment.

The policy explains Continual Professional Development (CPD) and re-appointment criteria

and processes, to ensure that AMHPs receive effective specialist supervision and support to

undertake this complex and demanding role.

Under the Mental Health Act Code of Practice 14.35 Local Social Services Authorities are

required to ensure sufficient AMHPs are available to cover 24 hours, to discharge the

functions conferred on them by the Act. Professionals must have ‘appropriate competence in

in dealing with persons who are suffering from mental disorder’ to be approved (S114 (3)).

The AMHP role is one which can be taken up by qualified Mental Health Professionals who

are from Social Work, Psychiatric/Learning Disability Nursing, Occupational Therapy or

Psychology. The AMHP Regulations set out the requirements for appointment and continuing

approval.

REFERENCES TO LEGAL, CENTRAL GOVERNMENT AND OTHER EXTERNAL DOCUMENTS

a) Mental Health Act 1983 (section 114) refers to the appointment of Approved Mental Health Professionals.

b) The Mental Health (Approved Mental Health Professionals) (Approval) (England) Regulations 2008

c) Mental Health Act 2007 - New roles - Guidance for approving authorities and employers on Approved Mental Health Professionals and Approved Clinicians

d) ADASS Top Tips for Directors on Approved Mental Health

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HAMPSHIRE COUNTY COUNCIL AND SOCIAL SERVICES DEPARTMENT REFERENCES

Supervision Policy and Procedure

DEFINITIONS

AMHP – A Qualified Mental Health Professional approved under section 114 of the Mental Health Act 1983 who has completed a HCPC recognised qualification to become an AMHP.

ROLES

Team Managers will ensure that prospective and appointed Approved Mental Health Professionals are supported within the process that constitutes the preparation pathway, the appointment pathway, the development period and the re-appointment process.

APPROVED MENTAL HEALTH PROFESSIONAL: APPOINTMENT & RE-APPOINTMENT

PROCEDURE

CONTENTS:

1 Preparation Pathway2 Appointment Pathway & Development Period3 Supervision & Management of AMHPs4 Re-appointment process & Continual Professional Development5 Portfolio of Learning6 AMHPs transferring from other Authorities7 AMHPs who have had a break in practice8 AMHPs working for other Local Social Service Authorities9 Suspension of Approval10 End of Approval 11 Performance Standards12 AMHP Appointment and Re-Appointment Panel

Appendix A – Forms for the Preparation PathwayAppendix B – Forms for the Appointment Pathway & Development PeriodAppendix C – Forms for the Re-appointment ProcessAppendix D – Guidance for AMHPs on trainee involvement in MHA assessments Core Appendix E – Terms of Reference for AMHP Panel

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1. AMHP PREPARATION PATHWAY

Requirements & Process of Application:

1.1

The AMHP Preparation Pathway begins when the Social Worker joins a Mental Health & Substance Team and continues until their formal training begins. For other sectors the Pathway begins when agreed by the candidate and their manager. All Social Workers in Adult Mental Health services will train and practice as AMHPs once they have sufficiently met all the requirements. Any extensions to the AMHP Pathway must be discussed with the Head of Mental Health Social Work, District Service Manager and Service Manager of the AMHP Service. The AMHP Course at Bournemouth University includes BIA training and candidates will need to prepare for the role and contribute to the BIA rota once qualified and they have consolidated their AMHP practice. Other Universities may have different approaches.

1.2

During a Social Worker’s ASYE year they will complete three days in the Central AMHP Service shadowing its work. This will contribute to their understanding of the Mental Health Act assessment, its impact on service users and their families, and the AMHP role.

1.3

After the ASYE is complete for Social Workers in Mental Health, team managers will arrange a meeting with the Social Worker and an AMHP mentor in the team to plan their Pathway. The team manager could act as mentor if they are an AMHP. If agreed in other sectors the team manager and Social Worker will meet with an AMHP Hub Mentor to plan the Pathway. The role of the mentor will be to identify the Social Worker’s learning needs and how they will be addressed in preparation for AMHP training. The mentor will provide regular supervision to reflect on shadowed Mental Health Act assessments and provide information, guidance and support. The mentor should also assist the line manager/supervisor in completing the managers supporting reference by commenting on the candidate’s level of understanding of the role and purpose of the AMHP.

1.4

Social Workers on the pathway will spend one day every six weeks in the Central AMHP Service adhering to the shift pattern when the AMHP course is not running. This will enable them to:

Develop their understanding of:

The Mental Health Act assessment and its impact and effect on service users and their families

The role of the AMHP in preparation for AMHP training The systems of the Central AMHP Service – referral, criteria for assessment,

assessment processes, how outcomes are decided, alternatives to detention, the detention process.

Reflect upon each shadow using Form P4 and explore in supervision.

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1.5

Practitioners will build up a Portfolio of Learning (see Appendix A) to document their preparation work, the development of which would be supported through supervision with their mentor. Bournemouth University requires all MH Practitioners hoping to undertake AMHP training to have completed and successfully passed the Developing Professional Specialist Practice (DPSP) award, Graduate Certificate in Professional Practice, Mental Health or equivalent (CPSP or PQ1Mental Health) award before commencing AMHP training. The University also require that prospective AMHP candidates demonstrate their academic ability to work at Masters Level which is the academic standard required on the AMHP Course.

1.6

Application for the AMHP course will be via Bournemouth University or other Application, submitted in the first instance to the Workforce Development Officer. Applications will be screened by the AMHP Service Manager and Workforce Development Officer, Mental Health. Applicants will be considered for organisational support where:

They provide evidence of their readiness to undertake the course on completion of the HCC AMHP pathway.

They meet the criteria for the Higher Educational Institute providing the training. Where there is a need to meet the workforce demand There are sufficient resources

The Workforce Development Officer will advise identified candidates and their team managers of the time scales for submission of AMHP course applications. Acceptance onto the AMHP training course will be decided by the Hampshire selection process and interview at the University.

Candidates will be assessed against criteria set at Masters academic level to determine their readiness to undertake training.

1.7

Candidates without their DPSP/ GCPP/ CPSP/PQ1 should normally apply to undertake their DPSP in the year after their ASYE with support from the MH Workforce Development Team.

1.8

Interviews for the course are held as advised by the University.

1.9 Essential Training Requirements:

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a) To enable Social Workers to gain the necessary experience prior to AMHP training they will need to undertake the key experiences and training courses highlighted in the Preparation Pathway paperwork (Appendix A). The AMHP Course candidate and their nominated mentor should develop a training plan to enable these core requirements to be met prior to the start of the formal AMHP training programme. All candidates are expected to complete training on the following essential areas/topics (as outlined in Form P2). Please note that these are not necessarily course titles but rather topics that the candidate should cover through formal training:-

Has successfully completed, (or will have successfully completed before the start of the course), the DPSP, GCPP Mental Health or equivalent.

Writing Reports for Mental Health Tribunals Safeguarding Children Awareness training and Safeguarding Adults Awareness

training Introduction to Mental Health Act 1983 (this type of course is often provided by

specialist Mental Health Trusts and can be accessed by MH Practitioners in integrated services. Candidates can also meet this requirement through demonstrating evidence of personal study and research on the Act rather than attending a formal course). Mental Capacity Act Awareness Training

Mental Capacity Act training Management of Aggression

1.10

Key Learning and Development Experiences:

1. Forms P3a and P3b outline a number of key observational visits to be undertaken by staff. The aim of these observational visits is to give prospective AMHPs the opportunity to observe a range of potential alternatives to hospital admission as well as familiarising themselves with their local inpatient units. Candidates complete Form P3a if they currently work in Adult Mental Health Services or Form P3b if they work outside of Adult Mental Health (e.g. Older Persons, Learning Disability, or CAMHS services).

2. Prospective AMHP candidates will build up their knowledge of the work of adult mental health and older person’s teams. Knowledge of mental disorder is needed to succeed in the AMHP training course interview. Those working outside under Adult Mental Health will need to spend a minimum of four weeks in a Mental Health and Substance Misuse team in order to understand the implications of mental disorders and the resources and strategies available. Those working in under 65’s mental health will need to spend a minimum two weeks within whichever care group/s they do not have experience of. The placement should be planned to allow the worker to participate as actively as possible and to gain a good overall understanding of the work of the team. Details of the placement should be added to the workers portfolio (use form P3a or P3b as appropriate).

3. If the candidate has no previous post-qualifying experience of working in under 65’s mental health then ideally they should be seconded to a Mental Health Social

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Care team to cover the absence of a worker who is undertaking their AMHP training.

4. All candidates will be expected to shadow at least four Mental Health Act assessments and to record these on Form P4. Multiple copies of Form P4 should be submitted if the candidate has shadowed more than 4 assessments (every assessment shadowed should be written up to demonstrate the extent of their experience).

5. Candidates should write and deliver at least one social circumstances report to a Mental Health Tribunal or Managers Hearing prior to the start of the course. This should be written up on Form P5. Where more than 3 Tribunals and/or Hearings have been undertaken please use multiple copies of Form P5.

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Line Managers Support:

1. Line managers should sign Form P1 to indicate that they support the candidate’s application for AMHP training and that they are prepared to allow them to practice as an AMHP following successful completion of the course. The selection process relies on the supervisor’s reference. The supervisor should consider in the round whether the Social Worker is ready for the AMHP role.

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Pre-Interview Task:

1. The University of Bournemouth requires all candidates for AMHP training to complete a reflective account and analysis of a Mental Health Act assessment they have shadowed and to submit this as part of the course application to be considered at their interview.

2. Guidance for candidates on the completion of this exercise is contained in the Bournemouth University AMHP application form.

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2 APPOINTMENT PATHWAY & DEVELOPMENT PERIOD

2(a) General guidance

2.1

The appointment pathway comprises successful completion of the AMHP training course and a period of consolidation (usually two months) immediately post training prior to appointment. This period may be shorter for new full time Hub AMHPs. During this time the new AMHP is expected to take an active and organisational role on assessments. The AMHP still retains legal responsibility for the decision and fulfils their legal duties. (see Appendix D Guidance for AMHPs on trainee involvement in MHA assessments)

2.2

After completing the course AMHP trainees will be on the AMHP rota once a week for the first year which can be extended depending on their needs.

2.3

Prior to completing the course or immediately on return to their usual workbase the trainee AMHP together with AMHP Practice Assessor and AMHP Supervisor (and line manager if different) should complete the Form A1- Post Course Support Plan. See section 2.2 for further details. Full time hub trainees will complete the forms with their supervisor.

2.4

During the consolidation period between returning to the workplace and the appointment interview the trainee AMHP should continue to complete their portfolio of learning by recording details of all assessments they undertake on Form A2.

2.5

It is expected that trainee AMHPs use the period between completing the course and being appointed to complete a minimum of 3 Mental Health Act assessments to consolidate their learning, skills and knowledge. Line managers and AMHP supervisors should ensure that the trainee AMHP is properly supported during this period to achieve a minimum of 3 assessments.

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2.(b) AMHP Appointment Interview

2.6

The appointment meeting consists of the:

Trainee AMHP,

Current line manager

AMHP supervisor (Hub)

AMHP Appointment Panel.

The appointment meeting will review the post course support plan (Form A2) and discuss the worker’s learning and development and assessments undertaken since the end of the AMHP course (as recorded on Form A2). The focus of the meeting will aim to acknowledge the candidate’s hard work and celebrate the achievement of becoming an Approved Mental Health Professional. The Panel will review the support and management arrangements for the new AMHP and being satisfied that the worker is competent to be an AMHP will write a formal letter approving the professional. Their name will be added to the AMHP database.

2.7

New AMHPs will provide the AMHP Panel Administrator with a digital photo taken within the last six months for their AMHP warrant card. New AMHPs will receive an Approval letter following the interview which demonstrates their AMHP status.

2.8

The AMHP Panel Administrator will complete the necessary details for the warrant and pass to FM Access Control to make the card. Warrant cards will then be sent to the Central AMHP Service for collection. .

2.09

AMHP Register Requirement – Hampshire will maintain a record of an appointed AMHP. The record will include:

Name Profession HCPC Registration Number or other registration and body Registration expiry date Base AMHP manager Date employment commenced For Locums, date authorisation to begin and end Date first appointed as ASW /AMHP Previous and current Approval dates and authority Important Warrant Information including suspension periods, endings of warrant Reasons for warrant endings or suspensions Current Approval Dates (date, month, year)

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Hampshire AMHPs also working for other Authorities under Hampshire Approval Working hours

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3 SUPERVISION AND MANAGEMENT OF AMHPs

Requirements for Supervision:

3.1

All practising AMHPs are required to have AMHP focused supervision in line with the guidance in ‘Mental Health Act New Roles’ (2008). The frequency of supervision should be commensurate with the level of AMHP work being undertaken (see Section 7 for further guidelines on AMHP supervision) but should be at least every 6 to 8 weeks other than in exceptional circumstances. Exceptional circumstances might be a monthly contribution to the rota. The AMHP will need to present the last three records of AMHP supervision for inclusion in the portfolio. Form R4 is presented as a possible format for supervision notes – however AMHPs and their supervisor are free to use an alternative format if desired. In the first year of being a warranted AMHP there is a requirement for supervision to take place on a monthly basis

3.2

Support Arrangements:

All practising AMHPs must have access to consultation with an experienced AMHP trained manager to offer practice advice on the application of the Mental Health Act. [Required by Mental Health Act New Roles (2008)]

AMHPs should have access to peer group supervision with other practising AMHPs. This allows for the chance to discuss complex assessments, give and receive feedback on practice issues, provide peer support and highlight issues which may require the attention of the AMHP Manager.

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4 Re-appointment process & Continual Professional Development

4.(a) General Guidance:

4.1

AMHPs are considered for re-appointment every 5 years. For new AMHPs after the first year of AMHP appointment there will be a meeting to review and reflect on the AMHP’s progress, Valuing Performance Appraisal, contribution to the AMHP rota and the available support. For community AMHPs, the AMHP supervisor and the AMHP’s Team Manager will meet with the AMHP. For Hub AMHPs, the AMHP service manager, supervising manager and AMHP will meet. The AMHP manager will arrange this meeting. The AMHP manager will confirm that the review has taken place with the AMHP panel administrator.

4.2

AMHPs will be assessed against the criteria summarised on Form R1 by the AMHP Appointment and Re-appointment Panel. AMHPs will maintain a well presented and complete portfolio of Continual Professional Development (CPD) which will be used to demonstrate the criteria for re-appointment as an AMHP, as per the relevant CPD registration requirements.

4.3

Within the 5 year period the AMHPS will have 2 observations supported by their AMHP manager. They will write a short (one side of A4) reflective account about one interesting area in the assessment and their learning from it. They will also be required to gain 3 feedback sessions from a person they assessed or a carer. At least one of these will be with the person that the AMHP assessed. The feedback should support the AMHP’s learning and feed into the AMHP governance framework. The AMHP will use the feedback template to aid this work. The AMHP should cover a range of different competencies across the five years of observations. The AMHP manager will record their strengths, learning points, and competencies evidenced on form R1b. This will be included in the AMHP’s portfolio, together with the AMHP report.

An AMHP report to be included from each warranting year. The report should relate to the observation or service user or carer interview. On completion of the reflective account, it is expected that the AMHP share their reflections in the account with the local AMHP forum.

All AMHP reflective accounts provide a valuable collection of experiences and learning therefore they may be shared anonymously in wider learning forums unless the author objects.

4.4

AMHPs will have an annual review of their developing portfolio. AMHP training and development needs should be integrated in to their Valuing Performance plan (VP) goals for AMHPs include maintaining an up-to-date portfolio. If there are particular training needs which have not been met due to lack of opportunity, then these gaps should be made known to the MH Workforce Development Officer. All AMHPs are responsible for maintaining their professional registration and for ensuring they comply with the MHA Regulations by attending 18 hours AMHP related training for each of their warranting years.

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AMHPs are expected to attend three to four AMHP forums each warranting year.4.5 AMHPs will normally have time to complete the observations, reflective accounts and portfolio on their rota days at the Central AMHP Service. Arranging time is a shared responsibility between the AMHP and their manager. This will include gathering evidence of competence. This should be discussed regularly in supervision where evidence should be agreed and recorded in the checklist, Form R5, over the five years warranting period.

4.6

AMHPs will be sent a reminder from the AMHP Panel administrator, Professional Development Team, to submit their Re-appointment portfolio six months prior to the expiry date of the warranting period. AMHPs who are unable to meet this deadline should contact the AMHP Service Manager to discuss the reasons for this and to negotiate a possible extension to their current warrant. Extensions will only be granted where there are or have been exceptional circumstances supported by their AMHP Manager.

4.7 Each AMHP and their supervisor will submit a copy of form R1a to the Workforce Development Officer, Mental Health, care of the AMHP Panel administrator on annual basis to demonstrate that each AMHP is complying with the AMHP Regulations 2008, regulation 5(a) which require the completion of 18 hours AMHP related training. A record of this compliance will be maintained on the Hampshire AMHP register marking the Appointment anniversary of each AMHP.

4.(b) Re-appointment Criteria:

4.8 The Hampshire Adults’ Health and Care criteria for appointment as an AMHP have been previously satisfied (date originally appointed as an AMHP or date last re-appointed to be listed on the form).

4. 9 The AMHP has co-ordinated a minimum of 6 Mental Health Act assessments (involving adults and older persons) annually. AMHPs must not specialise in undertaking assessments within only one client group (e.g. an AMHP in older persons' mental health services assessing only older people)

4.10 The AMHP has completed 18 hours AMHP related training per warranting year (to include the mandatory AMHP training courses listed in 3.2.4 below) in the current 5 year appointment period. The detail of the training should be recorded on Form R3. To demonstrate the HCPC CPD requirements the AMHP needs to list all training and development courses undertaken during the current appointment period – including those relevant to the AMHP role. The AMHP should also list any contributions to AMHP & Mental Health practice undertaken in the last 5 years for example providing training to others, practice teaching, Mentoring, work based supervision, AMHP Practice Assessor, lecturing, supervising.

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4.11

AMHPs are required to undertake the 2 day Legal Update course and the management of aggression/breakaway refresher each year. In addition to these yearly courses AMHPs are required to undertake safeguarding updates every two years (or more often if relevant, e.g. major policy/legislative changes).

4.12

The AMHP supervisor should provide a written testimony outlining the AMHP’s continued competence to practice; their commitment to training and development; outline any training and development needs; provide feedback on the AMHP’s observations and reflections. The HCPC requires continuing good character for continued registration as a Social Worker. The professional and supervisor should refer to registration guidance to check requirements. The testimony can be completed on Form R2.

4.13

The AMHP should complete Form R4 - a critically reflective self evaluation of the skills, knowledge and practice developed over last 5 years, any gaps in their skills or knowledge that need addressing and any areas that they wish to develop over the next 5 years. These should be summarised as a brief bullet point list of training and development needs together with a plan to meet any needs identified. Form R4 should be signed by both the AMHP and their AMHP supervisor to show that these needs have been acknowledged and a commitment to address them has been given by both AMHP and supervisor.

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5 AMHP Core Competencies:

5.1

Form R5 provides a list of the current core competencies for AMHP training as defined by the MHA Regulations in a grid format. This grid format must be completed with at least two pieces of corresponding evidence for each competence within the portfolio.

6. PORTFOLIO OF LEARNING:

6.1

AMHPs will maintain a portfolio of learning which will serve to evidence their on-going development in the role and for subsequent re-appointment.

6.2

The portfolio of learning constitutes a record of Continual Professional Development (CPD) for the AMHP as required by the HCPC/other professional registration body. AMHPs should keep the portfolio up-to-date in line with their professional registration requirements to keep a continuous record of their CPD.

6.3

References to individual cases within the portfolio (e.g. in the reflective accounts or AMHP reports) must be anonymised before submission of the portfolio.

7. AMHPS TRANSFERRING FROM OTHER AUTHORITIES INCLUDING AGENCY

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STAFF:

7.1

AMHPs who are not currently appointed by Hampshire, having transferred from other authorities (this includes any AMHP recruited for a temporary post or employed through an agency) will be asked to provide evidence of their AMHP status at selection. The recruiting manager must request a reference on the quality of their AMHP work from their main employer. Community managers should seek advice from the Central AMHP service if necessary.

7.2

The AMHP supervisor will devise an AMHP induction period to meet the newly recruited worker’s practice needs, which should include visits to local resources (including familiarisation with the local inpatient unit) and an opportunity to shadow at least 2 Mental Health Act assessments. The newly recruited AMHP will be expected to lead these assessments with support from an experienced existing AMHP from the locality. The AMHP supervisor should ask the existing AMHP to provide some feedback on the skill and competence of the new AMHP to ensure that there are no concerns about their skills, knowledge or practice.

7.3

Once the induction period is complete the appointment form A3 should be completed by the team manager/AMHP supervisor (if different) and sent with a digital photo taken within the last six months to the Project Support Officer, Mental Health in the Workforce Development Team. The AMHP will initially be approved for a period of 5 years.

7.3(a)

Recruitment of agency staff will follow the same process as above. If the agency worker is warranted from another Local Authority then the AMHP Manager will seek authorisation from the LA and issue an authorisation letter to the agency worker for an agreed period of time.

7.4

The new AMHP should begin their portfolio of learning in preparation for review in 12 months time.

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8 AMHPS WHO HAVE HAD A BREAK IN PRACTICE

8.1 Breaks in Practice:

If the AMHP has not practised for a significant period of time – the AMHP supervisor should discuss with the AMHP a programme of support and update training to ensure that the AMHP is competent and confident to return to practice.

8.2

The support programme and training should be based on an assessment of the AMHP’s individual training, support and development needs but could include the following:

A period of shadowing Mental Health Act assessments (the AMHP should lead the assessments supported by another experienced AMHP whose role will be to provide advice and practical support in co-ordinating and undertaking the assessment). The number of shadows should reflect the needs of the AMHP, but would usually be a minimum of two.

The AMHP should be booked on to the next available legal update course.

Practice Development Days and AMHP forums: The AMHP should begin attending these days again to receive updates on AMHP practice issues.

Other training needs: for example safeguarding, risk assessment.

8.3 AMHPs working for other Local Social Service Authorities

8.4

If an AMHP wishes to undertake work for another LSSA whilst working for Hampshire County Council, then they should inform their line manager and gain authorisation from the AMHP Service Manager. This should be recorded on the AMHP database [AMHP regulations 8(g)]. Authorisation will depend on the capacity of the service.

8.5

If an AMHP ceases to work for another LSSA other than Hampshire then they should inform their AMHP supervisor.

8.6 If professional registration is suspended, Approval will be suspended. This would mean that the AMHP could not practice until further notice. If professional registration is reinstated Approval may be reinstated.

8.7

It the professional is no longer registered, e.g. they are suspended, Hampshire County

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Council will suspend that AMHP’s approval. This would mean that the AMHP cannot practice until further notice. If the LSSA is satisfied that the suspension of the AMHPs registration or listing has ended, it may reinstate the approval of the AMHP. This information would be shared with any other LSSA for which the AMHP is acting.

8.8 Suspension of Approval:The end of an AMHP approval will take place at the end of the day when the period of current approval expires. The LSSA can agree to end an approval prior to this date in response to a written request from the AMHP.

8.9

If an AMHP no longer meets the approval requirements (Regulation 5 of the AMHP Regulations) the LSSA must end approval (Regulation 7). This might happen if an AMHP was on long term sickness or maternity leave and was unable to satisfy the requirement to have 18 hours of training relevant to the AMHP role in a warranting year. Hampshire would expect to reapprove when that person was able to meet the requirements again.

8.10

In exceptional circumstances the LSSA can also end the approval of an AMHP if it is no longer satisfied that the AMHP is able to operate with an appropriate level of competence. This would be managed in the context of Hampshire’s Performance Management framework and linked to Performance Standards.

8.11 End of Approval

8.12 Performance Standards

For Performance Standards see AMHP Governance Framework

8.13 The AMHP Appointment and Re-Appointment Panel

8.14

The process of appointment and re-appointment of AMHPs in Hampshire will be overseen by a panel which will meet on a regular basis according to organisational need. See Appendix E for Terms of Reference

8.15

The Panel will provide updates to all AMHPs and related teams on the experience and learning of scrutinising AMHP Portfolios with the aim of developing and improving practice.

8.16

Administration of the Panel will be required in order to ensure that each AMHP is prompted to submit portfolios to the Panel and keep the database up to date as required by the AMHP Regulations.

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APPENDICES: Preparation Pathway, Appointment and Re-appointment Forms.

Appendix A – Forms for the Preparation Pathway:

Form P1 – Preparation Pathway ChecklistForm P2 – Essential Training RequirementsForm P3a – Observation visits (AMH workers)Form P3b – Observation visits (Non-AMH workers)Form P3c – Continuation sheetForm P4 – MH Act Assessments ShadowedForm P5 – MHT Experiences

Appendix B – Forms for the Appointment Pathway & Development Period:

Form A1 – Post-course Development PlanForm A2 – MH Act Assessments shadowedForm A3 – Appointment Form for AMHPs transferring from other authorities

Appendix C – Forms for the Re-appointment Process:

Form R1a - Evidence to support Portfolio of Learning (18 Hours AMHP Related Training)Form R1b - AMHP’s Reflective AccountForm R1c - Service interview template and consent formForm R1d - Carer interview template and consent formForm R1 – AMHP Re-appointment FormForm R2 – Supervisor’s TestimonyForm R3 – Record of Training & DevelopmentForm R4 – Self Appraisal.Form R5 - AMHP competencies checklist

Appendix D Terms of Reference for the AMHP Appointment and Re-Appointment Panel

Appendix E – Guidance for AMHPs on Trainee involvement in MH Act Assessments