1. Changing workforce culture for Personalisation

2. Skills for Care Works with more than 17,000 adult social care employers and other partners To develop the skills, knowledge and values of the 1.5 million workers in our sector. Personalisation – challenges in changing practice and recruitment

3. Changing workforce culture  Recruitment – Westminster Society  I Care Ambassadors  Cultural change in the workplace  Culture Toolkit  Social Care Commitment

4. Recruitment Initiatives 4

5. We are a Charity with over 52 years experience of working with adults and children with learning disabilities Services include shared residential and supported living, independent living, floating support, nursery and after schools, short breaks, community activity events, dom care, drop in and family services Who are The Westminster Society 5

6. Based in Westminster near Queens park, one of the poorer areas of the borough with high levels of unemployment and poverty 6 Currently employ over 300 permanent staff and 200 sessional staff Who are The Westminster Society

7. 7 Our Recruitment initiative: background 2010: we launched our Values into Practice statements. These describe behaviours we want to see and these we don’t. 2012: We reviewed current performance of staff including outcomes of appraisals, disciplinary and grievances and believed we had a problem right at the start of employment. We reflected on other recruitment practices, chose Assessment centre as a pilot to test behaviours rather than words. We reviewed the employee journey to see what we were asking for, and offering, was in line with what was needed and wanted.

8. 8 Our Recruitment initiative : Posts Assessment centre used for posts for Support workers Assistant Team managers Team managers

9. 9 Our Recruitment initiative: process Assessment centre recruitment with between 4 and 12 candidates Starts with us telling who we are and tell people about the reality of the role. Take part in exercises to demonstrate putting values into practice. Complete a workbook testing values.

10. 10 Our Recruitment initiative: involvement A person we support meets and greets candidates and take their photos Another person we support co- hosts and introduces topics and questions. Observers record what people say and how they behave Everyone's views collated Use photos to remind people.

11. 11 Our Recruitment initiative: example Example: You are booked to a support session with Dean who is a 26 year old man with a mild learning disability who has 15 hours a week to support with banking, shopping, travel training and looking for work. For this session Dean wants to go shopping in the West End getting ready for his holiday. When you get there Dean says he wants to go into Ann Summers (a high street chain of lingerie and sex aid shops) to buy a sex DVD. He says he has been there before. How will you support Dean?

12. 12 Our Recruitment initiative: practical Example: feeding someone yoghurt. *Observation of the other person and response to their communication. *Clear and kind communication. *Recognition and self awareness of issues of trust and respect. *Ability to reflect and adapt based on verbal and non verbal feedback. *Understanding of positive risk without being risk averse. *Creating opportunities for independence. *Understanding of boundaries giving choices and supporting control.

13. 13 Our Recruitment initiative: decision making Scoring is linked to key areas looking for including: consistency of approach, listening, team work, approach, matching with claims on application form. Each occasion is a learning process with amendments where necessary. Feedback internally and externally is more positive than having panel interviews.

14. Last minute decision to enter the awards. A privilege to be in the final 3 of our award group. We still feel like a tiny organisation: there were BIG names there We are not used to events to say how well we are doing We were wearing something posh.. for work... ! Other people were saying we do something innovative but we made it up in a room with quite a few “discussions” about why it would/ wouldn't work… But we were brave The Award ceremony 14

15. The Award ceremony : Recruitment! 15

16. The Award ceremony : Winner of Winners!! 16

17. The Award ceremony 17

18. Contacting commissioners and supporters to share the news Being contacted by The Guardian for an article about our recruitment Boost to recruitment advertising Evidence for tenders and other accreditation After the Awards 18

19. 19 Our Recruitment initiative: Outcomes Since using the assessment centre approach- Disciplinary statistics over the last two years show 63% decrease in the numbers of staff undergoing the process Our employee stability index rose from 75% to 82% in 2013, which indicates that support worker retention rates continue to improve. Check by using surveys and have comparative data about people feeling satisfied with their support.

20. The award ensured that people we support are recognised for being part of the initiative Staff recognition and morale, being part of and being recognised for this Sends a strong message to front line staff in that people with learning disabilities are powerful people in their own right and have the expertise and power to shape their services. Our Recruitment initiative: Outcomes 20

21. Best Recruitment Initiatives and Winner of Winners 2013/14 21

22. Aim of I Care…Ambassadors To present a positive image of social care careers thus supporting recruitment and retention

23. Benefits of the new service: Wider promotion of what you do through the online Search Register Provides a clear, bespoke and recognised ‘offer’of services Access to a range of resources and information to support you in delivering services Benefits to employers

24. Use of nationally recognised I Care…Ambassador brand Wide employer network to share learning Use of an online Search Register to electronically store ambassador records Access to development opportunities to support your service and ambassadors

25. why…… and how

26. Content and Design link to other resources

27. The Workplace Culture: influences and elements Norms and expectations Shared values and assumptions Lines of communication Complex sub cultures A sense of identity Continuous change and development Social Influences Organisational Influences Environmental Influences Culture

28. Using the toolkit booklets activity sheets

29. the importance of values ……  values in our sector  cultural values  cultural fit Shared values and assumptions exercise: exploring values within positive workplace cultures

30. The Social Care Commitment

31. White paper initiative ‘caring for our future’ Improving care, and the public’s confidence in care Developed by employers, employees and people who need care and support A voluntary agreement on workforce quality

32. A sector united

33. Quality People, Quality Care Sign up to the seven “I will…” statements Employers promise to give their workers the development they need Employees promise to put their values into practice in their daily work Guidance and resources to support employers and employees

34. Quality People, Quality Care Sign up to the seven “I will…” statements Employers promise to give their workers the development they need Employees promise to put their values into practice in their daily work Guidance and resources to support employers and employees

36. The employer commitment is a promise to: Make sure staff understand safety and quality standards Help staff develop their skills Take responsibility for how staff work Recruit staff who care

37. Provide thorough induction training Support staff to put their commitment into practice everyday Supervise staff properly The employer commitment is a promise to:

38. Increase your confidence in your skills and abilities and get more out of your role.

39. Uphold dignity Work co-operatively Communicate effectively Work responsibly The employee commitment is a promise to:

40. Continue to learn Treat People Fairly Protect privacy The employee commitment is a promise to:

41. Conclusions from Independent evaluation It’s quick and straightforward to sign up The resources for employers and employees and the support available from the Social Care Commitment Team is really helpful The Social Care Commitment has already delivered tangible benefits and the breadth and intensity of these is to increase in the future

42. Contact  Linda MacEachen Skills for Care Area Officer SE London linda.maceachen@skillsforcare.org.uk  Margaret Sharpe Westminster Society Assistant Director of Workforce Development msharpe@wspld.org