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The Social Care Capability Framework applies to employees on Essex Social Care Pay grade ranges D to I and residential.
Pay ranges and the mechanism for progressing pay for social care employees is based on professional capability. The purpose of this structure is to improve retention and recognise performance.
The Capability Framework for each social care grade was designed to:
The Social Care Capability Framework (SCCF) pay rates are subject to annual review and adjustment. They should be read in addition to the framework grade information.
Pay rates grades D to I (PDF, 107KB)
Residential framework pay rates (PDF, 126KB)
All social care employees are expected to demonstrate the core capabilities at their grade. Progression is based on meeting the requirements for each stage in the grade. The framework will be used as a tool in regular supervision and check in conversations and to drive performance development.
The frameworks were reviewed following the 2020 performance assessment year.
The frameworks are:
If you require any of the frameworks in an alternative version, please contact the People Support Service Centre by logging a request on the Assyst portal.
Each framework consists of behaviours, core capabilities, management (where appropriate), and professional competencies relating to the role, where appropriate.
Within each framework there are a number of stages that represent capability and will be linked to pay and progression.
The following principles have been developed when considering suitable equivalents for the BIA/PE/AHMP qualifications and recognised management programmes (DOCX, 25KB).
End of year self-assessment is an essential stage of successful progression in the Social Care Capability Framework. It is the opportunity to record what you have done for the past 12 months. You'll consider the examples and evidence you will have discussed with your line manager during your regular one to one meetings and supervision.
The employee guide to the capability framework (PDF 557KB) provides more information on how to complete self-assessments.
The self-assessment template (DOCX, 450KB) shows how to complete the assessment form. You can use the example self-assessment (PDF, 220KB) to see what your completed assessment form may look like.
In addition to the employee and manager guides, the capability framework frequently asked questions (PDF, 405KB) answers the most common questions about the annual review process.
For the 2024/25 review, colleagues will have three months to complete their assessment. The form will open June 2025 and remain open until 12 September 2025.
Following this, the form for managers will open on 15 September 2025 and close on 10 October 2025, providing a four-week window for managers to review, complete and submit their team members assessment.
Activity | Date |
Employee assessment form deadline | 12 September 2025 |
Manager assessment form deadline | 10 October 2025 |
Moderation panels | 27 October 2025 to 21 November 2025 |
Moderation outcomes | 5 January 2026 to 19 January 2026 |
Appeal submission | 19 January 2026 to 30 January 2026 |
Appeal panels | 5 February 2026 to 26 February 2026 |
The assessment form for the 2024/2025 review will open later in the year, however you should still be gathering evidence from October 2024 onwards to support your assessment.
You can use the SCCF assessment template (DOC, 25KB) to record your evidence. Once the assessment form opens, you can copy your evidence into the assessment form.
Managers should follow the annual review process requirements in the managers guide to the capability framework (PDF, 326KB).
The manager review template (DOCX, 400KB) shows how to complete the manager requirements on the assessment form.
You have the right to appeal against their Social Care Capability Framework assessment.
You must do this within two weeks of receiving the outcome by email. Details on how you can appeal will be included in your outcome email. You can also find information about the appeal process in the Social Care Capability Framework appeal guide (PDF, 269KB).
For support in completing assessments for employees currently on or recently returned from long term leave (such as maternity or sick leave), see the Long term leave returners guide (PDF, 106KB).
If required, their assessment should be completed using the Long term leave returners assessment template (DOC, 25KB).
If you have been in your seconded role for less than 12 months, you should be assessed against the framework for your substantive post.
If you have been on secondment for 12 months or more, you should be assessed against the framework for your seconded role. You will also need to complete an assessment on your substantive role before you return.
See the Secondment returners guide (PDF, 106KB) to find out more.
If required, your assessment should be completed using the Secondment returners assessment template (DOC, 24KB).