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Valuing People Now Workforce Issues Developing People.

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Presentation on theme: "Valuing People Now Workforce Issues Developing People."— Presentation transcript:

1 Valuing People Now Workforce Issues Developing People

2 Big Headlines general  People having more choice and control over their lives and services – personalisation  What people do in the day and evenings including getting a job  People being healthy and getting a good service from the NHS  People having more choices about where they live  Making sure that Valuing people happens for everyone

3 Big Headlines specific  Action will be led by the Adult social care workforce strategy board to review learning disability workforce issues  National and local action to increase take up of the learning disability qualification  Local training to ensure a focus on skills to support choice, control and social inclusion

4 Social Care Workforce Strategy Board  The board’s remit is to identify the key workforce priorities as part of the new strategic framework to underpin and enable delivery of the reform of social care particularly in the personalisation agenda

5 Learning Disability Qualification (LDQ)  Skills for Care is taking responsibility for developing this  Skills for Care will work in partnership with Valuing People to increase the uptake of LDQ beyond the 4 induction units

6 LDQ – current situation  Four induction units  Five new knowledge sets  90% of feedback has been incorporated into the final sets that are being approved  Relationships  Accessing and Using Information  Communication  History and Context  Independence and Well-Being

7 LDQ – Future work  Work will be undertaken with awarding bodies to create qualifications  Further learning disability knowledge sets will be commissioned  LDQ modules will be used by generic staff to promote general disability awareness  There will be a continued focus on achieving LDQ in the performance and regulatory framework

8 Workforce Plans  Partnership boards to review local workforce plans in light of personalisation agenda  Training should be reviewed to ensure it reflects the needs and life aspirations of the people that staff are supporting  People with learning disabilities and family carers should be employed as paid trainers

9 Workforce Issues from the Big Priorities  Promote wider understanding of the Disability Equality Duty (DDA 2006) Learning Disability awareness for mainstream organisations and services  Workforce planning in response to the learning from new types of worker project  Local strategic partnerships administering the adult social care workforce grant (replacing NTSG) – influencing decision making of these and ensuring learning disability agenda

10 Personalisation  Workforce plans to reflect growing group of people having IB/DP  Workforce plans to consider issues/knowledge required by non traditional services  Learning and development activity for employers who are people with a learning disability/family carers  Learning and development for those directly employed by individuals – new ways of working

11 What people do during the day  Clearer understanding of person centred planning resulting in people being more connected in their communities – worker skills: assertiveness, local knowledge etc  Specialised roles such as job Coaching, partnership working with mainstream employment services  Ensuring prompt and responsive capacity for benefits advice  Increased numbers of people employed in the public sector, access to learning and development and qualifications

12 Better Health  Awareness and education programme for the NHS about the DDA – PCT and NHS Disability Equality schemes to address inequalities  Workforce plans to include both specialist and primary health care workers – also to include new types of health worker roles  SHA’s and PCT’s to develop commissioning expertise in relation to the healthcare needs of people with a learning disability

13 Improving people’s housing  Workforce plans to reflect the changes required by NHS campus closures  Learning and development for mainstream housing services  New ways of working will increase the amount of housing based support – workforce plans will need to reflect the different skills this will require

14 Wider Agenda - 1  Workforce plans to reflect self-advocate and family carer leadership  New roles and functions from the Mental Capacity Act  Focus on supporting advocacy to have a greater impact – ensuring sufficient numbers of skilled advocates/workers  Workforce plans to respond to the needs of developing User Led Organisations  Attention to development of skills in ‘Accessible Information  Ensuring people with learning disabilities are supported to be effective partnership board members

15 Wider Agenda - 2  National programme of training through ‘Expert Carers programme’ ‘Expert Carers programme’  Workforce plans to pay attention to changing demographics e.g. rise in complex health needs, ageing population and needs of BME communities  Plans to reflect findings of Equality Impact Assessments  Plans to respond to the need for people in the criminal justice system to be increasingly supported by services and staff with skills, knowledge and competencies  Partnership working with the police around hate crime – training police and advocates  Inclusion of learning disabilities in Disability Awareness training programmes for transport staff

16 Two Questions ….  What are the key workforce issues in your area?  What would help you to develop your local and regional workforce plans to respond to the Valuing People Now agenda?  Respond to the Valuing People Now consultation: 

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