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MENTAL HEALTH APPROVED MENTAL HEALTH PROFESSIONALTRAINING & CPD

ADULT SERVICES DEPARTMENTAL PROCEDURE NO: 19/15

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

DATE: November 2015

EFFECTIVE DATE:

November 2015

CATEGORY: Mental Health

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

ISSUED BY: Strategic Commissioning Director Mental Health

CONTACT: Jason Brandon (Head of Mental Health)[email protected]

PROCEDURES CANCELLED OR AMENDED:

27/11

REMARKS: Previous AMHP Appointment and Re-appointment procedure and associated forms cancelled. AMHP Appointment and Re-appointment will now be undertaken by Professional Development Manager. This procedure is being issued to assist trainee AMHPs

SIGNED: Karen Ashton

DESIGNATION: Strategic Commissioning Director

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


PURPOSE

The objective of this procedure is to update the earlier Appointment & Re-appointment policy (implemented 1st October 1998) to reflect the changes which have been brought about by the legislative changes implemented by the Mental Health Act 1983 as per amendments of Mental Health Act 2007. The Approved Mental Health Professional (AMHP) replaces the Approved Social Work (AMHP) role providing the Local Social Service Authority (LSSA) with a responsibility to provide a sufficient number of AMHPs on a twenty-four hour basis (s114 MHA 1983). Amendments to the Mental Health Act 1983 by the Mental Health Act 2007 mean that the AMHP role is one which can be taken up by Qualified Mental Health Practitioners who are from Social Work, Psychiatric Nursing, Occupational Therapy or Psychology Professionals. The Mental Health (Approval of Persons to be Approved Mental Health Professionals) (England) Regulations 2008 states that;

“The functions of the approved mental health professional will be similar to the Approved Mental Health Professional role (with the additional functions relating to supervised community treatment). The approved mental health professional role will build on the strengths of the existing system and the training will be based on the current Approved Mental Health Professional training regulated through the General Social Care Council (GSCC). Whilst local social services authorities will not have to employ all mental health professionals, they will be responsible for approving approved mental health professionals in the same way as they did for Approved Social Workers.”Mental Health Act 2007 – Consultation on Secondary Legislation

This policy aims to provide a detailed framework to ensure that both social work and non social work staff are suitably prepared, supported and developed to enable them to successfully train as Approved Mental Health Professionals. Following the completion of the AMHP training this procedure also lays down the requirements to be appointed. The policy lays out subsequent re-appointment and continual professional development (CPD) criteria and processes, ensuring that AMHPs receive effective specialist supervision and support to undertake this complex and demanding role.

“Under section 18 of the Act local social services authorities are required to approve professionals as AMHPs, who may be social workers, nurses, occupational therapists or psychologists, to discharge the functions conferred on them by the Act. The Act stipulates that no person shall be approved by a local social services authority as having appropriate competence in dealing with persons who experience mental disorder unless he/she is approved by the local social services authority as having appropriate competence in dealing with such persons.”

(Section 3 5587 GSCC V4 3/12/07 16:45 Page 18 Specialist standards and requirements for post-qualifying social work education and training Social work in mental health services)

SCOPE

This procedure applies to Social Workers and non Social Workers (by contractual agreement with HCC), their AMHP supervisors and mentors and Team Managers in relation to all client groups. While the majority of AMHPs are employed within adult mental health teams, it is recognised that staff from the Older Persons and Learning Disability sectors also train to be AMHPs. With the development of Child and Adolescent Mental Health Services it is also possible for Children’s Services social workers to now undertake the training.

This procedure sets out the requirements and nature of the:1. Preparation Pathway – for social workers, non-social workers seeking to undertake the

Approved Mental Health Professional training;2. Appointment Pathway – leading to the appointment of Approved Mental Health Professionals

by the Department following formal AMHP training;3. Development Period – to support newly appointed Approved Mental Health Professionals

and;4. Re-appointment Process – to enable Approved Mental Health Professionals to maintain their

‘approved’ status. The requirements for re-appointment also meet the General Social Care Council criteria for continuing registration as an AMHP.


This Policy introduces the role of the AMHP Appointment and Re-appointment Panel in Hampshire offering professional and user focused scrutiny on the quality and development of the AMHP workforce in accordance with the MHA legislative regulations.

POLICY

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 to 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.

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) D.H.S.S. Circular No. LAC (86) 15 covers approval and supervision arrangements.c) CCETSW Paper 19.19 “Requirements and Guidance for the Training of Social Workers to be considered for Approval in England and Wales under the Mental Health Act 1983” (revised ed. 1993).d) Mental Health Act 2007e) Specialist Standards and requirements for post qualifying social work education and training – GSCCf) Mental Health Act 2007 - New Roles for approving authorities and employers of approved mental health professionals and approved clinicians

HAMPSHIRE COUNTY COUNCIL AND SOCIAL SERVICES DEPARTMENT REFERENCES

a) Hampshire Social Services Department Mental Health Act Practice Handbook (revised and updated: November 2005)

DEFINITIONS

AMHP – A Qualified Mental Health Practitioner approved under section 114 of the Mental Health Act 1983 who has completed a General Social Care Council recognised qualification to become an AMHP or Mental Health Officer (Scottish Mental Health Act).

ROLES

Team Managers and/or senior practitioner social workers 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.

The MH Social Work Lead will support and monitor the use of the procedures and advise Team Managers and Senior Practitioners/ Advanced Practitioners where necessary. The AMHP Appointment and Re-Appointment Panel will authorise the re-appointment of Approved Mental Health Professionals who meet the necessary criteria as per the procedure outlined in this policy.

AUTHORITY TO VARY THE PROCEDURE

Karen Ashton, Strategic Commissioning Director


APPROVED MENTAL HEALTH PROFESSIONAL: APPOINTMENT & RE-APPOINTMENT

PROCEDURE

CONTENTS:

1 Preparation pathway2 Appointment pathway & Development Period3 Re-appointment process & Continual Professional Development4 Portfolio of learning5 AMHPs transferring from other Authorities6 AMHPs who have had a break in practice7 Supervision & Management of AMHPs8 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 – Core Competencies for Approved Mental Health ProfessionalsAppendix E – Guidance for AMHPs on trainee involvement in MHA assessments

1 PREPARATION PATHWAY

1.1 General Requirements & Process of Application.

1.1.1 The Preparation Pathway begins before the MH Practitioner formally applies for AMHP training and continues after they have been accepted onto the course, until their formal training begins. It is expected that, other than in exceptional circumstances, MH Practitioners who begin their AMHP training will have a minimum of 2 years post qualifying experience. The Department expects all social workers in Adult Mental Health services to train to be and practice as AMHPs once they are deemed ready. Any exceptions to this must be discussed with the MH Social Work Lead.

1.1.2 The General Social Care Council requires all MH Practitioners hoping to undertake AMHP training to have completed and successfully passed the Consolidation and Preparation for Specialist Practice (CPSP) award before commencing AMHP training. There is a requirement from Hampshire LSSA that prospective AMHP candidates will need to demonstrate their academic ability on the CPSP Unit to work at Masters Level which is the academic standard required on the AMHP Course.

1.1.3 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 team manager, senior practitioner or nominated AMHP mentor.

1.1.4 Application for the AMHP course will be by the submission of the AMHP Preparation Pathway portfolio to the Mental Health Workforce Development Advisor. Applicants will be considered for organisational support where:

They meet the criteria for the Higher Educational Institute providing the training.

Where there is an agreed professional pathway for the candidate. Where there is a need to meet the workforce demand from which area the

applicant is based,


According to the training budget.

The Workforce Development Advisor will advise identified candidates and their team managers of the time scales for submission of portfolios. Acceptance onto the AMHP training course will be decided by multi-agency interview panels made up of representatives of local authorities who commission AMHP training from Bournemouth University and service user and carer representatives. Candidates will be assessed against agreed criteria set at Masters academic level to determine their readiness to undertake training at this time.

1.1.5 Candidates without their CPSP should register and begin work on this in the year before their application for AMHP training (at least) with support from the MH Workforce Development Team.

1.1.6Interviews for the course are held on an agreed date each year as advised by the MH Workforce Development Team.

1.2 Essential Training Requirements

1.2.1 To enable MH Practitioners 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 CPSP.

Writing Reports for Mental Health Tribunals Safeguarding Children Awareness training 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

1.3 Key Learning and Development Experiences

1.3.1 Candidates and their managers/mentors should be aware that not all of these essential training areas will be covered by courses commissioned by Adult Services (e.g. Introduction to the Mental Health Act 1983 is a course usually commissioned and provided by mental health NHS trusts). Candidates should endeavour to access training provided by NHS Trusts where a course is not provided by Adult Services (e.g. Intro to Mental Health Act).

1.3.2 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).

1.3.3 Prospective AMHP candidates will build up their knowledge of the work of adult mental health and older persons teams, ideally through a planned placement (minimum two weeks) within whichever care group/s they do not have current or


previous 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).

1.3.4 If the candidate has no previous post-qualifying experience of working in adult mental health (AMH) then ideally they should be seconded to an AMH team to cover the backfill of a worker who is undertaking their AMHP training.

1.3.5 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).

1.3.6 Candidates are required to 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.

1.4 Line Managers Support

1.4.1 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.

1.4.2 Where the candidate’s line manager or supervisor is not AMHP trained then a qualified AMHP should be asked to mentor the candidate through the preparation pathway. The role of the mentor will be to provide information, guidance and support to meet the requirements of the AMHP preparation pathway. 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.

1.5 Pre-Interview Task

1.5.1 The University of Bournemouth now requires all candidates for AMHP training to complete a write up and analysis of a Mental Health Act assessment they have shadowed and to submit this as part of the AMHP Preparation Pathway to be considered at their interview.

1.5.2 Guidance for candidates on the completion of this exercise is contained in the Appendix A along with Form P8 on which the candidate should submit the write up.

2 APPOINTMENT PATHWAY & DEVELOPMENT PERIOD

2.1 General guidance

2.1.1 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. During this time the new AMHP is expected to lead on assessments (but is not yet able to sign legal forms as s/he is yet to be appointed) with the support of an experienced AMHP. (see Appendix E Guidance for AMHPs on trainee involvement in MHA assessments)

2.1.2 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 below for further details.


2.1.3 Following appointment the new AMHP should continue to be supported for a period of at least 2 months during which time an experienced AMHP should shadow them to provide support and guidance.

2.1.4 At the end of this two month period following appointment the AMHP along with their AMHP supervisor should assess their readiness and confidence to practice as an AMHP alone. A further period of shadowing may be indicated if the new AMHP is not yet ready to practice without support and guidance. If the shadowing arrangements are extended to beyond 3 months after appointment the Professional Development Manager should be contacted to discuss any issues or concerns about the newly trained AMHP.

2.2 Post Course Support Plan

2.2.1 Ideally before the trainee AMHP completes their placement or immediately on return to their normal work base following completion of the course – Form A1 Post Course Support Plan should be completed in a 3 way meeting between trainee, Practice Assessor and the trainees AMHP supervisor (and line manager if different). The purpose of this meeting is to summarise the trainee AMHPs experience from the course and to agree a post course support plan to ensure that the trainee continues to build on practice experience and consolidate learning in the period leading up to their appointment as an AMHP.

2.2.2 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.

2.2.3 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.

2.3 AMHP Appointment Interview

2.3.1 The appointment meeting consists of the trainee AMHP, their AMHP supervisor (and line manager if different), Area AMHP Manager and the 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(s) A3). 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 sign Form A4 (Appointment of AMHP) appointing the worker as an AMHP for a period of 5 years. The focus of the meeting will aim to acknowledge the candidates hard work and celebrate the achievement of becoming an Approved Mental Health Professional.

2.3.2 New AMHPs will provide the Professional Development Manager with 2 passport photos for their AMHP warrant. Warrants are not issued at the Appointment interview as they are signed by the Director of Social Work, Mental Health Services. New AMHPs will be given a copy of Form A4 following the interview which is proof of their AMHP status until they receive their warrant card.

2.3.3 The Professional Development Manager will complete the necessary details on the warrant card and pass to the Mental Health Social Work Development Manager, Mental Health Services to sign. Warrant cards will then be returned direct to the AMHP.

2.3.4 AMHP Register Requirement – The LSSA will maintain a record of an appointed AMHP. The record will include the name of the AMHP, the AMHP’s profession, the date of approval, details of any suspension, details of any training as a condition of


re-approval, details of any previous approvals as an AMHP within past five years (i.e. with other LSSAs), the names of other LSSAs for whom the AMHP has agreed to act on behalf of and the date and reason for the end of approval, if applicable.

3 RE-APPOINTMENT PROCESS

3.1 General Guidance

3.1.1 AMHPs are considered for re-appointment every 5 years. AMHPs transferring from another local authority will have their warranting reviewed after a year by the Appointment and Re-appointment panel.

After the first year of AMHP appointment the supervising AMHP manager and the AMHP’s community supervisor should meet with the AMHP to review and reflect on the AMHP’s progress, Valuing Performance appraisal and the available support. The AMHP Appointment and Re-appointment Panel will seek assurance from the AMHP Manager that the newly appointed AMHP is being supported satisfactorily in their practice.

3.1.2 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.

3.1.3

3.1.4

AMHPs will have an annual observation 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. 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 social circumstances report (MH1 or MH2).A social circumstances report (MH1/2) to be included from each warranting year prior to October 2015 (when the new warranting process was introduced). The MH1 /2 to be chosen by the AMHP. 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.

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). Behaviour and 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.

AMHPs are expected to attend three to four AMHP forums each warranting year.

3.1.5 AMHPs will normally have time to complete the observations, reflective accounts and portfolio on their duty days at the Central AMHP Service. This will include gathering evidence of competence. This should be discussed regularly in supervision where evidence should be agreed and recorded in the checklist (appendix D) over the five years warranting period.


3.1.6 AMHPs will be sent a reminder from the Project Support Officer, Professional Development Team, to submit their Re-appointment portfolio nine 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.

3.1.7 Each AMHP and their supervisor will submit a copy of form R1a to the Workforce Development Officer, Mental Health, care of the Project Support Officer on annual basis to demonstrate that each AMHP is complying with Statutory Regulations 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.

3.2 Re-appointment Criteria

3.2.1 The Hampshire Adult Services 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).

3.2.2 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)

3.2.3 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. The AMHP should list all training and development courses undertaken during the current appointment period – not only those relevant to the AMHP role (so as to demonstrate the HCPC CPD requirements). 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

3.2.4 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).

3.2.5 AMHPs are required to have regular AMHP focused supervision from an AMHP Manager. 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 not be less than bi-monthly 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.

3.2.6 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 R5

3.2.7 The AMHP should complete Form R6 - a critical 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 R6 should be signed by both the AMHP and their supervisor/line manager to show that these needs have been acknowledged and a commitment to address them has been given by both AMHP and manager.

3.2.8 Each portfolio is professional summary of each Hampshire AMHP’s practice. There is an expectation that all work is of a reasonable standard which is legible, proof read and appropriately anonymous. Any submissions which do meet this expected standard will be deferred.

3.3 AMHP Core Competencies

3.3.1 Appendix D 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.

3.3.2 AMHPs (and their supervisors) should have these core competencies in mind when producing portfolios for re-appointment as they provide the basis on which the decision to re-appoint will be made.

3.3.3 AMHPs are not expected to produce any additional work above and beyond the requirements outlined above and summarised on Forms R1 to R6 to evidence the core competencies. They are included only as a guide to make clear the criteria against which AMHPs will be assessed to determine their continued high level of skills and knowledge.

4

4.1

4.2

4.3

PORTFOLIO OF LEARNING

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

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.

References to individual cases within the portfolio (e.g. in the reflective accounts or on MH1/2s) must be anonymised before submission of the portfolio.

5 AMHPS TRANSFERRING FROM OTHER AUTHORITIES INCLUDING AGENCY STAFF

5.1 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 interview or upon commencement of employment. The Recruiting Officer (usually the team manager) must request a reference on the quality of their AMHP work from their main employer reference.

5.2 The team manager or 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 team manager/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.

5.3 Once the induction period is complete the appointment form A5 should be completed by the team manager/AMHP supervisor (if different) and sent with 2 passport photos to the Practice Development Manager. The AMHP will initially be appointed for a period of 5 years with review of this appointment after one year.AGENCY STAFF will not be provided with a Hampshire Warrant but will work on the basis of their AMHP status as per conditions of their temporary employment with the Department. They will be provided with a letter to confirm that whilst carrying the AMHP role on behalf of Local Social Service Authority, they will be acting on behalf of the Hampshire County Council. It is highly unusual to expect an Agency AMHP to be warranted by HCC.

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

5.5 Review of appointment for those transferring from another authority will include scrutiny of AMHP Portfolio and testimony from AMHP supervisor. Completion of R2, R3, R4, R6 is required for review by AMHP Supervisor. R5 will need to be completed by AMHP Supervisor.

6 AMHPS WHO HAVE HAD A BREAK IN PRACTICE

6.1 Breaks in Practice of up to 2 years

6.1.1 If the AMHP has not practised for a significant period of time (6 months to 2 years) – the AMHP supervisor should discuss with the AMHP (with advice from the Professional Development Manager if unsure) a programme of support and update training to ensure that the AMHP is confident to return to practice.

6.1.2. 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.

Mental Health Act refresher training. The AMHP should be booked on to the next available legal update course.

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

Other training needs: for example risk assessment. These should be identified through supervision and appropriate courses accessed.

6.1.3 Once the AMHP has met the above requirements, he should be recommended by his/ her AMHP Supervisor for warranting by the MH SW Lead.

6.2 Breaks in Practice of over 2 years

6.2.1 The AMHP supervisor should arrange a meeting involving the AMHP concerned, themselves and the MH SW Lead to look at a training and development plan to ensure that the staff member is properly prepared for a return to AMHP practice.

7 SUPERVISION AND MANAGEMENT OF AMHPs


7.1 Statutory Requirements for Supervision

7.1.1 All practising AMHPs are required to have AMHP focused supervision in line with the requirements of DHSS Circular LAC (86) 15 which states that all AMHPs should “have access to, consultation with and supervision from qualified and experienced senior officers”.

7.1.2 Interpretation of this Circular from the Authority’s legal department defines “qualified” as meaning AMHP trained (though not necessarily still practicing as one) and “senior officers” as meaning in a more senior position that the supervisee. For example AMHPs being supervised by Senior Practitioner AMHPs and Senior Practitioners being supervised for their AMHP work by an AMHP trained team manager.

7.2 Frequency of Supervision

7.2.1 AMHPs should receive regular supervision for their AMHP work commensurate with the level of AMHP work being undertaken. At a minimum any practising AMHP should receive AMHP focused supervision on a bi-monthly basis. AMHPs who undertake assessments once or twice a month can be supervised less frequently than those who undertake assessments every week.

7.2.2 The AMHP and their AMHP supervisor should negotiate the frequency of supervision to reflect both the level of Mental Health Act work being undertaken and also their level of experience. New AMHPs should expect monthly supervision during the formative stages of their AMHP career.

7.3 Support Arrangements

7.3.1 All practising AMHPs must have access to consultation with an experienced AMHP trained manager or senior practitioner to offer practice advice on the application of the Mental Health Act. [Required by DHSS Circular 86 (15)]. All AMHPs will be expected to reflect on mental health act work with reference to their completed mental health act outline reports with their supervisor to ensure that they are of an acceptable standard.

7.3.2 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 Practice Development Manager. Peer supervision need not to be facilitated by an AMHP trained manager or senior practitioner and should be in addition to formal supervision and not considered a replacement for it.

8.0 AMHPs working for other Local Social Service Authorities

8.1 If an AMHP wishes to undertake work for another LSSA whilst working for Hampshire County Council then he/ she should notify his/ her line manager and the AMHP Professional Development Manager.

8.2 If an AMHP ceases to work for another LSSA other than Hampshire then he/ she should inform his/ her line manager and the AMHP Professional Development Manager.

9.0 Suspension of Approval

9.1 If at any time after being approved, the registration or listing required by the professional requirements of a person approved to act is suspended, the approving LSSA shall suspend that AMHP’s approval for as long as the AMHP’s registration or listing is suspended. This would mean that the AMHP would cease to be able to


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.

10 End of ApprovalThe 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. 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.

11 Performance Standards

This Policy will be reviewed on an annual basis. AMHP Appointment/ Re-Appointment Activity will be audited on an agreed timeframe and will focus upon the stipulated requirements of the various sections in this document.

General Requirements and Process of Application;

To be monitored through the selection process of AMHP applicants on an annual basis. Development of AMHP Candidates will be supported through professional support arrangements and monitored through the AMHP Management Structure (incl MH L&D). The quality of the Pathway and AMHP Course is also monitored by a multi-agency Consortium chaired by Bournemouth University.

Appointment and Development

Post Course AMHP Development of AMHP candidates is monitored by the MH SW Development Manager and Workbase AMHP Managers. Form A1 is instrumental to the planning and provision of support and developmental arrangements for AMHPs. AMHPs are required to be warranted and listed on a Centralised Database administered by MHSW Development Manager complete with training record.

Re-Appointment Process

To be monitored in terms of attendance and feedback at AMHP Professional Development Days by the MH L&D Team. Professional development and training according to Re-Appointment requirements as per MHA Regulations will be monitored through the Re-appointment process on scrutiny by the MH SW Development Manager/ Service User perspective (3.1.2)

Portfolio of Learning

Management and maintenance of AMHP Professional Portfolios are essential for Re-warranting purposes and are monitored through the re-warranting process. Form R1a is specifically to ensure AMHPs are keeping up to date after 3 years of their 5 year warrant period. Quality of individual Portfolio should be monitored through professional supervision on a regular basis as well as through the re-warranting application managed by the MHSW Development Manager

AMHPs Transferring from other Authorities

Staff transferring from other Authorities should be allocated an AMHP Supervisor to support them to meet requirements for appointment. This is managed through the AMHP Mgt Structure with support and authorisation from the MHSW Development Manager.

AMHPs who have had a break in practice

Staff who have had a break in practice should be allocated an AMHP Supervisor to support them to meet requirements for appointment. This is managed through the AMHP Mgt Structure with support and authorisation from the MHSW Development Manager

Supervision and Management of AMHPs

Audit on the frequency and support arrangements for AMHPs should take place on an agreed timescale in accordance with organisational policy. Supervision arrangements for AMHPs should be managed with the AMHP Mgt Structure.

AMHPs working for other LSSAs

Information on AMHPs who work for other LSSAs when warranted by Hampshire County Council should be provided to the MHSW Development Manager through AMHP Mgt supervision structures and recorded on the AMHP Database.

Suspension of Will be managed in accordance with MHA Regulations as per MHA 1983. All such


Approval suspensions will be managed in consultation with HCC HR Dept and recorded on AMHP Database.

End of Approval

Will be managed in accordance with MHA Regulations as per MHA 1983. All such suspensions will be managed in consultation with HCC HR Dept and recorded on AMHP Database

12 The AMHP Appointment and Re-Appointment Panel

12.1 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 F for Terms of Reference

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

12.3 Administration of the Panel will be required in order to ensure that each AMHP is prompted to contribute to the schedule of the Panel and subsequently update the Hampshire AMHP register accordingly.


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 ExperiencesForm P6 – Pre-Interview Task

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

Form A1 – Post-course Development PlanForm A2 – MH Act Assessments ShadowedForm A3 – Appointment Interview FormForm A4 – AMHP Appointment FormForm A5 – Appointment Form for AMHPs transferring from other Local 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 R1 – AMHP Re-appointment FormForm R2 – Record of AMHP AssessmentsForm R3 – Record of Training & DevelopmentForm R4 – Record of SupervisionForm R5 – Supervisors TestimonyForm R6 – Critical Self Appraisal.

Appendix D – Core Competencies for Approved Mental Health Professionals

AMHP Core Competencies Grid

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

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

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