Case Manager’s recommendation
This form is to provide evidence based observations of the YP whilst they attended the
programme. This will seek to highlight any progress and development using ASSET sections
Name of YP:
Name of CM:
Group Worker:
Group Completion Date:
SESSIONS (1 hr each)
ATTENDANCE
1. Build motivation to address anger.
2. Recognise thought processes and look at irrational
thinking.
3. Identify ways to change thinking processes.
4. Identify triggers and emotions that can be covered by
anger.
5. Identify body language and passive, assertive and
aggressive behaviour.
6. Remind ourselves of the skills learnt.
DID NOT/ ATTENDED
DID NOT/ ATTENDED
DID NOT/ ATTENDED
DID NOT/ ATTENDED
DID NOT/ ATTENDED
DID NOT/ ATTENDED
PUMP
The PUMP group work programme looks at
managing anger through breaking down
conflict
into
triggers,
actions
and
consequences. It helps participants to think
about what anger is and equips them with
skills in assertiveness, and calming down
techniques.
POST GROUP ANALYSIS:
Perception of self and others
Were they confident on the group?
Did they discriminate against others?
Did they give opinions of themselves e.g. not good at X or very good at X
Thinking and Behaviour
During the group did they show an understanding of there being consequences to
actions?
Did they speak about or demonstrate impulsiveness?
Did they speak about or demonstrate Poor temper control? has the group changed this?
What were their social and communication skills like with group members and
facilitators? Positive and negative
Did they give in easily to pressure OR try to manipulate others?
What was their behaviour like? Bad and Good?
Did they display any mistaken goals? (TRY NOT TO LABEL THE YP AND PUT THEM IN A
BOX!)
 Attention Seeking-give examples eg: danced around/made lots of noises/tapped
pencils
 Revenge Seeking-eg: Called other group member derogatory names and refuse to
apologise (revenge seeking means trying to hurt others-especially adults)
 Power Seeking eg: Tried to control group by telling YP they don’t have to listen to
facilitator/refusing to comply/answering back
 Displaying inadequacy eg: barely attempting tasks/frequent complaints about
difficulty/continuous requests for help

How was bad behaviour managed by facilitators?
Were behaviour management techniques effective?
Attitudes to offending (just about offending)
Was there any denial of severity of offending?
Could/ can they accept responsibility for their actions/ offending?
Can they understand impact on all involved?
Have they accepted consequences?
Motivation to change
Were they motivated to engage in the group?
Can they recognise things need to/ have changed?
What do you feel the yp they achieved on this group? (Attend, be on time, understand
learning points.)
Are they actively doing things to change
Understands reason and incentives to change, consequences of not changing? Goals
Do you feel they will apply what they have learnt, showing motivation to change
behaviour.
Risk / vulnerability
Did they display any detrimental attitudes or motives to their offending?
Was any of their language concerning? Were they challenged? How di they respond?
Any progression in attitudes or behaviour expressed?
Was the yp victimised or singled out in the group? If so how did this impact the group?
Did they identify any protective/ positive factors?
Recommendation:
What do you think the yp still needs to work on?
Why should it be done? Evidence
How should this be done? Learning styles, delivery styles that worked
Who should do it? Case manager, group work, external agency.
Did you notice anything else? Ie negative opinions, stereotyping, lack of empathy… etc.
Date recommendation completed:
Date (YOIS):……………………………………