1. we help to improve social care standards March 2013 Excellence through workforce development Karen Stevens Area Officer – Sussex

2. What do we do?  Sector Skills Council for adult social care in England  We work closely with employers, people who use services, carers and other key partners to develop effective tools and resources that meet the workforce development needs of the sector  We help to plan for the future workforce – right people with right skills and values in the right jobs

3. National Minimum Date Set – Social Care  Knowing about the size, structure, demography, qualification levels, etc. of the sector helps with future planning and policy direction nationally  Helps workforce planners to plan for services now and in the future and support their role around workforce commissioning  Brings into focus the importance of recruitment and retention of staff and underlines importance of workforce planning for employers

4. The national picture (2011)  Around 22,100 organisations involved in providing or organising adult social care  Estimated 49,700 establishments employed adult social care staff to provide and/or organise adult social care  Around 1.85 million jobs in adult social care in England carried out by around 1.63 million people  The total number of direct payments recipients increased by 16% between March 2010 and 2011 – 178,000 Direct payment recipients some who employ Personal Assistants (420,000)

5. South East  Staff turnover rate of 22.6% and vacancy rate of 4% (both above the national average)  Median hourly pay rate in the South East is above national average (£7.10 compared to £6.80)  Achievement of level 2 qualification below the national average (33% compared to 38%)

6. What do we know? The economic value of the adult social care sector in England approximately £43 billion The sector is growing:  Number of adult social care jobs was estimated to have increased by around 4.5% between 2010 and 2011  There could be between 2.1 million and 3.1 million jobs by 2025 (based on Skills for Care 2010 estimates)  This could mean that the number of adult social care jobs grows by up to 82%

7. Recruiting into the sector  Promoting careers in the sector:  Career pathway tool  I Care... Ambassadors  Sector Routeway  Pre-employment qualifications and training  “Finders Keepers” – Employers recruitment and retention strategies  Apprenticeships

8. Starting out “All staff should receive a comprehensive induction that takes account of recognised standards within the sector and is relevant to their workplace and their role.”  Common Induction Standards  Delivered in a context relevant to the service and job role and completion is subject to a recorded assessment  Make sure staff get the start they need to develop the skills and attributes needed to work in social care

9. Leaders and Managers  Management Induction Standards  8 Core standards (4 optional)  Set out clearly what a new manager needs to know and understand  Higher Apprenticeship (level 5) in Care Leadership and Management  Support organisations to recruit, develop and retain high quality leaders and managers  Strong organisational culture, policies and procedures

10. Qualifications  Developed in partnership with employers and awarding organisations to meet the needs of people who use services  Flexible' mix and match' approach to meeting the different development needs of the workforce and employers  Competence based but also focus on values, attitudes and behaviors needed for those working in the sector  Workforce Development Fund contributes towards the costs of workers' completing eligible units and qualifications

11. Continuous Professional Development “It is vital that care workers can access continued professional development using their experience to deliver a high-quality service.”  Recognition that overtime workers will have additional learning and development requirements  Supports workers to progress in social care careers  Central to developing and improving services – for example dementia care and end of life care

12. Developing skills  Common core principles to be used by everyone engaged in developing, commissioning, supporting or delivering services:  Dementia  End of life care  Supporting Self Care  Dignity  Carers  E-learning across a range of subject areas  National Occupational Standards

13. Other challenges (or opportunities!)  The economic environment – measuring outcomes for people  Delivering personalisation – flexible and skilled workforce  Media and public perceptions of the sector – NHS choices – CQC report and staff measures  Working with others - for example health, housing the community

14. Contact Details Karen Stevens - Area Officer – Sussex Karen.stevens@skillsforcare.org.uk Tel: 01903 752280 Mobile: 07969 749 451 www.skillsforcare.org.uk