2. Welcome & Introductions Name Name Local Authority Local Authority Role Role Involvement with social worker/ frontline manager recruitment Involvement with social worker/ frontline manager recruitment One key issue in social care recruitment for you authority One key issue in social care recruitment for you authority

3. Purpose of the Workshop To obtain views of frontline managers on how LAs in the South East can work more effectively and collaboratively to address the challenges in the children’s social care market To obtain views of frontline managers on how LAs in the South East can work more effectively and collaboratively to address the challenges in the children’s social care market To share examples of good practice and possible solutions To share examples of good practice and possible solutions

4. Agenda 9.30-10.00 Tea and coffee available 9.30-10.00 Tea and coffee available Welcome & introductions Welcome & introductions South East Region background and context South East Region background and context Opportunities for improved cooperation between authorities Opportunities for improved cooperation between authorities Best practice examples Best practice examples Closing and next steps Closing and next steps Finish by 13.00 Finish by 13.00

6. Children’s Social Care Workforce Project (CSW Project) This project has been commissioned by the SEADCS as part of the Sector Led Improvement Programme and will be directed by Rachael Wardell (DCS West Berkshire) and Caroline Budden (ADCS Surrey). This project has been commissioned by the SEADCS as part of the Sector Led Improvement Programme and will be directed by Rachael Wardell (DCS West Berkshire) and Caroline Budden (ADCS Surrey). Terms of reference:- Terms of reference:- 1) To investigate new and different ways of staffing to meet the needs of young people 1) To investigate new and different ways of staffing to meet the needs of young people Identify innovative practice to strengthen quality and stability Identify innovative practice to strengthen quality and stability Alternative routes to qualification (e.g. social work apprenticeships?) Alternative routes to qualification (e.g. social work apprenticeships?) Alternative work design Alternative work design Recruiting for values, attitude and skills and facilitating routes to attain qualifications Recruiting for values, attitude and skills and facilitating routes to attain qualifications Establishing new ways of working with Agencies Establishing new ways of working with Agencies 2) Explore options for making the region attractive 2) Explore options for making the region attractive Common approaches to leadership programmes Common approaches to leadership programmes Transferable career paths Transferable career paths Shared staff development programmes Shared staff development programmes Regional model of employment/contract terms Regional model of employment/contract terms

7. Team & Proposed Outcomes Project Team: Di Smith Project Lead: Leadership development lead for SE Sector Led Improvement programme Di Smith Project Lead: Leadership development lead for SE Sector Led Improvement programme Mark Evans: Former Head of Children’s Services West Berkshire Mark Evans: Former Head of Children’s Services West Berkshire Ros Garrod–Mason: Workforce reform consultant and author of ‘Professional capabilities framework for the wider children’s workforce: early intervention and prevention’ on behalf of Yorkshire and Humber children’s workforce leads Ros Garrod–Mason: Workforce reform consultant and author of ‘Professional capabilities framework for the wider children’s workforce: early intervention and prevention’ on behalf of Yorkshire and Humber children’s workforce leads Proposed Outcomes for CSWP Increase confidence in the quality of SW practitioners and the wider social care workforce Increase confidence in the quality of SW practitioners and the wider social care workforce Reduce by xxx% the number of social work agency staff Reduce by xxx% the number of social work agency staff Reduce the churn and % difference of retention of social workers across the authorities that make up the SE region and enhance the attractiveness of the region Reduce the churn and % difference of retention of social workers across the authorities that make up the SE region and enhance the attractiveness of the region

8. Context 1 710 of 3300 SW posts vacant 17.6%

9. Context 2

10. Context 3

11. Ofsted Annual Report 2013/14

14. Opportunities for Improved Cooperation

15. Discussion in groups 1. Improved referencing end of placement reviews 2. Controlling the agency market (rates, headhunting etc.). 3. Greater harmonisation of terms and conditions 4. Closer working together to develop supply of Social Workers/Managers 1.Where would you invest your time? 2.And why? 3.What would you avoid? 4.And why? 5.What would be the 3 actions you would support? 6.What would be the greatest challenges? 1.Where would you invest your time? 2.And why? 3.What would you avoid? 4.And why? 5.What would be the 3 actions you would support? 6.What would be the greatest challenges?

16. Is this viable ? 1.Would this work for your LA? 2.What would you see as the key benefits? 3.What are the potential problems? 1.Would this work for your LA? 2.What would you see as the key benefits? 3.What are the potential problems?

19. Children’s Social Work Matters http://www.childrenssocialworkmatters.org/making-a-difference/videos/ http://www.childrenssocialworkmatters.org/making-a-difference/videos/

20. Good Practice Resources http://www.adcs.org.uk/wi derworkforce/#ar

21. Research by tmp – The Social Work Jobs market – What’s really going on? Major survey of 2000+ SWs nationwide Major survey of 2000+ SWs nationwide May & June 2014 May & June 2014 Supported by in depth interviews Supported by in depth interviews Varied age profile Varied age profile

23. Improving recruitment No single solution No single solution Attract nationally, not just locally Attract nationally, not just locally Recruitment processes are too long, slow and impersonal Recruitment processes are too long, slow and impersonal More honest and authentic communication is needed More honest and authentic communication is needed Greater internal engagement Greater internal engagement

24. Your good practice examples What the issue was What the issue was What you did What you did What was the outcome What was the outcome Anything you would do differently with the benefit of hindsight Anything you would do differently with the benefit of hindsight

25. Your good practice examples

26. Social Work Academies

27. Academies Do you have an academy or similar arrangement? Do you have an academy or similar arrangement? Please describe the model you operate Please describe the model you operate Do you work with any other authorities or education establishments ? Do you work with any other authorities or education establishments ?

28. The Standards for employers of Social Workers in England

29. College of SW Health Check

30. Employers Standards & College of SW Health Check http://www.local.gov.uk/documents/10 180/6188796/What_should_you_expe ct_as_social_worker.pdf/8e7fed0c- 32d9-4b6a-a213-b06e7c7d1e0d http://www.local.gov.uk/documents/10 180/6188796/What_should_you_expe ct_as_social_worker.pdf/8e7fed0c- 32d9-4b6a-a213-b06e7c7d1e0d http://www.tcsw.org.uk/Standards-for- employers/ http://www.tcsw.org.uk/Standards-for- employers/

31. Higher Apprenticeships

32. The Department for Business Innovation and Skills has approved the trailblazer for higher apprenticeships in children, young people and families work. The four approved are: The four approved are: Children, Young People and Families Worker Children, Young People and Families Worker Children, Young People and Families Supervisor Children, Young People and Families Supervisor Practitioner in Residential Care Practitioner in Residential Care Manager in Residential Care Manager in Residential Care What it means is that when the standards are developed employers can run the apprenticeships and will receive up to two thirds of the funding towards the training costs. In a sector where there is no government funding for this at present, this could be quite significant. What it means is that when the standards are developed employers can run the apprenticeships and will receive up to two thirds of the funding towards the training costs. In a sector where there is no government funding for this at present, this could be quite significant. Here is the link and the list of new trailblazers announced it is the first table at the bottom of the press release. Here is the link and the list of new trailblazers announced it is the first table at the bottom of the press release. https://www.gov.uk/government/news/employers-unveil-new-industry-designed- apprenticeships https://www.gov.uk/government/news/employers-unveil-new-industry-designed- apprenticeships https://www.gov.uk/government/news/employers-unveil-new-industry-designed- apprenticeships https://www.gov.uk/government/news/employers-unveil-new-industry-designed- apprenticeships

33. Additional benchmarking Length of time in service for Team Leaders/Managers Length of time in service for Team Leaders/Managers Where social workers and team leaders go when they leave Where social workers and team leaders go when they leave Number of social work assistants or social care assistants (as %age of workforce) Number of social work assistants or social care assistants (as %age of workforce) Staff supervision ratios Staff supervision ratios How many newly qualified social workers there are on ASYE programmes and what CPD they offer How many newly qualified social workers there are on ASYE programmes and what CPD they offer Which agencies do you use? Which agencies do you use? What is your preferred provider? What is your preferred provider? What are the SW hot spots in your LA? What are the SW hot spots in your LA? What do you think social work will look like in 6 months in your LA? What do you think social work will look like in 6 months in your LA?

34. Next Steps First draft of Memorandum of Cooperation completed by June 2015 First draft of Memorandum of Cooperation completed by June 2015 Good practice examples Good practice examples Continued Workforce Benchmarking Continued Workforce Benchmarking Improving collaboration between local authorities Improving collaboration between local authorities

35. Contact mark@markevansconsulting.co.uk 0780 314 7072 http://seslip.co.uk/csc-workforce