What happens if my fostering agency changes my supervising social worker?

A change of supervising social worker should be managed as a planned transition, not treated as a new fostering assessment. Your fostering agency remains responsible for supervising and supporting you, while the incoming worker takes time to understand your household, your approval, any current placements and the support arrangements already in place.

Why might the change happen? An agency may change your supervising social worker because of staff movement, sickness, promotion, a change in team structure, workload management or a decision to allocate workers differently. Sometimes a worker leaves the agency or is no longer able to continue in the role. The change does not, by itself, mean that there is a concern about your fostering practice or that your approval is being reconsidered.

The agency should explain the change clearly and tell you who your new supervising social worker is. You can reasonably ask:

• Why is the change being made?
• When will the new worker take over?
• What information will be shared during the handover?
• Who should you contact while the change is taking place?
• Will any planned visits, reviews, training or other meetings need to be rearranged?
• Who is available for support if your usual worker is temporarily unavailable?

What should happen during the handover? The outgoing and incoming workers should share relevant information securely and lawfully. This may include your assessment and approval records, household circumstances, safer caring arrangements, training history, previous supervision notes, outstanding actions, support plans and information about any children currently living with you.

If you have a child in placement, the handover should also cover the child’s care plan, routines, health and education information, contact arrangements, delegated authority, relationships with family members, significant events and any current concerns. Information should be shared on a need-to-know basis, with proper regard for confidentiality and data protection.

A meeting with the new supervising social worker is useful, either on its own or as a joint meeting with the outgoing worker. This gives you an opportunity to discuss what is working well, what has been difficult and what you expect from supervision. It also allows the new worker to see how your household operates rather than relying only on written records.

What will the new supervising social worker need to understand? Your new worker should become familiar with the reasons for your approval, the age range and types of placements you can accept, your household members, your safer caring practice and the support network around you. They may review your training and development plan, recent supervision records, annual review information and any agreed actions that have not yet been completed.

You should not assume that you need to repeat your entire assessment from the beginning. However, the new worker may ask questions about changes since your approval, including a move, changes in relationships or household membership, health matters, employment, pets, finances, support networks or previous placements. These questions are part of keeping your records and supervision up to date.

What happens to current placements? A change of worker should not automatically interrupt a child’s placement. The agency should coordinate with you and, where appropriate, the child’s placing authority so that important decisions, meetings and support arrangements continue. Your new worker should know who is involved in the child’s care and how to contact the relevant professionals.

Ask for clarity about who will attend forthcoming meetings, who will record decisions and who you should contact about practical or safeguarding issues. If a child’s needs are changing, or you are finding the placement difficult, say so during the transition rather than waiting for the new relationship to develop.

Your role in making the transition work Prepare a short list of matters you want to discuss with the incoming worker. This could include:

• the strengths and needs of each child in placement;
• any concerns, incidents or significant changes since your last supervision;
• support you currently receive from family, friends or professionals;
• training you have completed and subjects you still need to cover;
• upcoming reviews, meetings, appointments or deadlines;
• any changes in your household or circumstances; and
• the communication methods and frequency of supervision that work best for you.

Keep your own notes of the handover discussion and follow up any agreed actions in writing. Check that you have the correct contact details and understand the agency’s process for urgent safeguarding concerns, placement difficulties and complaints.

If you are unhappy about the change It is reasonable to explain if you feel unsettled, particularly where you have built a strong working relationship with your previous worker or where the timing creates difficulties for a child in placement. Start by raising the issue with the new worker or their manager. Ask for a review of the arrangements if communication, supervision or continuity is not working adequately.

If the concern is not resolved, use the agency’s complaints procedure. The agency should provide information about how to make a complaint and how it will be considered. You can also seek independent advice from a fostering support organisation, your fostering network or another appropriate professional. If your concern relates to a child’s immediate safety, follow the safeguarding route without waiting for the complaint process.

A new supervising social worker can bring a different perspective, but effective supervision depends on accurate information, regular communication and a clear understanding of your responsibilities. The important point is that the agency should manage the change properly, preserve continuity for children and make sure you know who is supporting you and how to raise concerns.