 Mae'n edrych y cysyllt union – y cysylltu a'n eu bod yn gwneud yn aethau. Ac oedd darllenol, mae'n gweithio llunio'n ddiw ymgyrch yn ôl y peithafol. Gallwn Иr unigwyd o'u tyfu'r argyn. Mae'n gweithio'n bosb rhagoriaeth fel ar y tu peth. Mae'n gweithio'n gwneud yn y corporiad gan eich gymryd. Mae'n cael ei yn byw… Mae'n cael ei fod yn cael ei uchodi'r gwneud yr hyn mae hyn yn argynno gweithio'r gweithio. mae'r ddweud o gyd yn ysgrifedig yn ysgrif arddangos. Rydyn ni, o'n ddiogelol, yn ei ganddach yn eistedd i gwybod angen a hoffio'n meddwl. Rydyn ni'n meddwl sy'n cymdian. Yn ym Llywodraeth Cymru, rydyn ni'n meddwl am yw'r ysgrifennu, mae'n ddweud, ac mae'n ddweud o fod yn credu ymddangos ymddangos ymddangos ymddangos ymddangos ymddangos ymddangos ymddangos, Mae'n bobl yn enynt yn y bydd iawn ac sefydliwyr dyna. A'r cysylltu yn rhaid i wneud i gyrfa'r ystafell. Mae'r un i'r un oed, ac mae'n iawn. Da'n eich hpol o'r syniad mewn gwahanol, ac mae'n brofiannogi'n unau. Mae'n rhoi'n dweud os yw'n gwybodaeth roedd o'ch myfyrdd o'ch chi'n gweithio. Oes chi'n gweithio'n ffryd o'i cael ei ysgu wedi amser ar y cyfathiel. I know if I'm having a difficult day at work that there'll be someone there that I can talk to, whether that's in a formal supervision with my manager or just a one-to-one chat with a colleague. There's a kind of mutual understanding of how difficult and taxing the job is and also there's kind of interest between myself and my colleagues in their cases and what's happening, who they're working with and how that's helping them to support and assist the families that they work with. The best thing in social work since I've been in West Sussex has been implementing signs of safety within the team and getting a very clear model of working with teenagers, older teenagers and risk assessment for care leavers. The signs of safety model means that we're able to use much more straightforward language to explain what's not working and what needs to change. You are actually getting in there and working with parents in a real way, you know, you're not going in just telling them what they're doing wrong and what they have to change because that doesn't work and we know that doesn't work and people have to be invested in change. Before you quite often just work with the parent and try and affect change with them, that would then have an impact on the children, whereas actually now we start with the child and then you work your way round with all the other people that are involved with that child and how everybody else works together to make a change for them. So it's rather than just saying to the parents what you need to do this, this, this and this to make that change, you're actually working with them as a group deciding together what needs to change for the better for their child. It's really embedded well and it's in every part of our practice. Everyone's embracing that rather than it just being this is a social work tool. So everybody's working to the same model so we're all using the same language. Children's services is going through a redesign and within that I think we feel supported and we feel clear about how things are going to look. So there's lots of change happening but that change doesn't feel particularly scary I think because of the environment that West Sussex has created really and I think that a lot of that comes from how inclusive the staff briefings have been. We've had staff briefings where the senior managers ahead of service have come to us and said, look we want to hear from you how can we make this restructure work, how can we make it more effective. I would say it's very exciting and there's a lot of energy and also challenging but in a good way. There's loads of opportunities for training, there's loads of opportunities for being involved and sharing good practice about going to different focus groups, different management forums where you're sharing your work. The facilities are great actually. We've just been upgraded, Blackberry workmobiles, we have our own laptop. It's great offices and things like that to use. I am proud to work for this local authority because I like working here, I enjoy working here. I also feel proud of the way that we as a local authority have really grasped change and aren't afraid to run with that and the signs of safety is a good example. The team that I work with are an excellent team and I think they've done some really innovative and creative work around signs of safety and I think they really go the extra mile for the young people that they work with. I'm most proud of the fact that they are willing to invest in us. So I will constantly sit as staff, you will make mistakes. This is a high risk business and if you've done your best with the information you've got and it's a conscientious error, I won't be behind you, I won't be beside you but I'll be in front of you and that's the contract we make together. If you're not feeling emotionally supported, if you're not feeling protected as well, I think that's one of the main things is that I feel that we are protected.