we help to improve social care standards May 2013 Excellence through workforce development Teresa Morrison Area Manager – South West

skills for care: who we are and what we do  sector skills council for adult social care in england  develop effective tools and resources that support the learning and development of the workforce  work closely with employers, people who use services, carers and other key partners  help to plan for the future workforce

national picture of adult social care sector (2011)  22,100 organisations involved in adult social care  49,700 establishments employed adult social care staff  1.85 million jobs carried out by 1.63 million people  178,000 adults and older people receiving direct payments 2011

a picture of growth estimated 1% increase in total number of adult social care organisations (2010 – 11)  estimated 4.5% increase in adult social care jobs (2010 – 11)  potentially between 2.1m m jobs by 2025  potential growth of up to 82%  16% increase in total number of direct payments recipients (march )

south west  estimated 195,000 jobs carried out by over 176,000 people  20% of the workforce may retire in the next 10 years  pay rates in the south west slightly above national average EnglandSouth West Turnover (all job roles) 19.3%20.5% Vacancy (all job roles) 3.5%3.7%

national minimum data set- social care (NMDS–SC)  national system collecting workforce data since 2005  data on size and structure  workforce planning at local regional and national level  robust data on the independent sector workforce  influencing and monitoring government policy  benchmarking information for providers

challenges (or opportunities!)  the economic environment  delivering personalisation  media and public perceptions of the sector  delivering ‘excellence’ in the view of:  regulator  employer  carer  service commissioner  customer!

recruiting into the sector  promoting careers in the sector:  career pathway tool  I Care... Ambassadors  case studies  sector routeway  pre-employment training and qualifications  recruitment and retention toolkit: Finders Keepers  apprenticeships

starting out CQC state that all staff should receive an induction that takes account of recognised standards within the sector and is relevant to their workplace and their role common induction standards -specific to sector and generic to working environment. -completed within 12 weeks -no lone working until completed -gives staff the right start to develop the skills and attributes needed to work in social care

qualifications and training  SfC has leading role  developed in partnership to be fit for purpose  QCF: awards, certificates and diplomas  flexible' mix and match' approach  units reflect what workers should ‘know’ and ‘do’  three categories: entry/ occupational competence and continuous professional development  workforce development fund

continuous professional development “it is vital that care workers can access continued professional development using their experience to deliver a high-quality service.” skills for care  importance of learning beyond induction and initial training for quality of care  recognition that workers will have additional learning and development requirements  supports workers to progress in social care careers  central to developing and improving services

leaders and managers “registered managers are a key professional group of leaders…[and] are clearly pivotal in workforce development, and in ensuring the delivery of services underpinned by the principles of personalisation, protection, dignity and choice.” SfC  management induction standards  higher apprenticeship (level 5) in care leadership and management  ‘providing effective supervision’

developing skills  common core principles to be used across the sector :  dignity  dementia  end of life care  supporting self care  e-learning across a range of subject areas  national occupational standards

contact details Teresa Morrison area manager – south west Mobile: