1. Helping you to support your staff effectively
Nardia Lloyd-Ashton
Locality Manager
North West Team – Skills for Care

2. Introduction… Skills for Care
home of the National Skills Academy for Social Care
We provide practical tools and support to help all adult social care organisations in England recruit, develop and lead their workforce
We work with all types of social care organisations from individual employers and personal assistants to large national providers
We share best practice to help to raise standards of service delivery
We encourage innovation and provide opportunities and guidance to help create a better-led, more skilled and highly valued ASC workforce
We make sure dignity, respect and a person centred approach are at the heart of service delivery
A lot of people think we are a training provider!

3. Aims of this session Today, we hope to help you understand…
…the changing social care landscape
…why you need to deliver a through, high quality induction based on the standards of the care certificate and the needs of the people who use your service.
…how to approach the on-going learning and development needs of your team
…the importance of leadership in social care
…how Skills for Care can help you to support and develop your workforce

4. Sector Challenges
Growth Sector – may need up to 0.5 million more workers by 2030
Increasing demand for services
Aging population with increasing life expectancy
Growing number with multiple long term health conditions
Aging workforce
What percentage of your workforce is due to retire in the next five years?
What are you doing to attract younger people into your service?
Increasing demand for different kinds of services
Increasing proportion of the workforce are PAs
Strategic direction towards more community based services
Policy of greater integration between health and social care

5. NMDS-SC Trend Briefing 2 - Recruitment & Retention
Why is recruitment and retention important for adult social care?
Cost of replacing leavers est. between £2,000 to £5,000
Continuity of Care – highly valued by people who use services
Quality of Care – lower turnover in good/outstanding providers
Key Findings
Average annual turnover of 26.3% in care workers
42% of care workers left their job within the first year
Younger workers much more likely to leave than older workers
Turnover rate 9% higher among those on zero hour contracts
Not universally high – 33% of organisations had turnover of less than 10% a further 25% had turnover of less than 20%.
However 27% had turnover over 30% and 11% over 50% turnover
Turnover has been steadily trending upwards from 23.5% in 2009 to an estimated 27.3% in 2014 which can be correlated against
Decreasing pay rates over the same period, establishments with relatively high pay for their care workers, on average lose fewer staff.
Increasing volume of zero hours contracts over the same period

6. NMDS-SC Trend Briefing 3 - Vacancies
Vacancies are an important measure for any business as they can provide an indication of challenges in terms of future growth, workforce supply and the use of agency staff.
Key Findings
Vacancy rate of 6.5% compared with 2.7% in the general UK workforce
Nursing Homes 5%
Care Homes 4%
Non-residential 9%

7. Vacancy rate by turnover group

8. Vacancy rates and quality of care

9. Recruit the right staff
Values Based Recruitment
Longitudinal study into the impact of adopting a values based approach
Staff performed better in their roles
Staff demonstrated stronger care values in their work
Organisations experienced a lower staff turnover (5.6% lower)
Delivered a positive return on investment
£1.23 for every £1 spent
Biggest positive: enabled employers to identify attitudes and attributes that could not be taught or learnt.

10. Fundamental Standards
CQC Guidance - Regulations 18(2)(a) and 19(1)(b)
Providers must ensure that they have an induction programme that prepares staff for their role. It is expected that providers that employ healthcare assistants and social care support workers should follow the Care Certificate standards to make sure new staff are supported, skilled and assessed as competent to carry out their roles.
Providers should have systems in place to assess the competence of employees before they work unsupervised in a role. They must provide appropriate direct or indirect supervision until the person is assessed as competent to carry out the role… It is expected that providers that employ healthcare assistants and social care support workers should follow the Care Certificate standards to assess their competence.
Remember the 42% that leave within the first year – having a good induction based on the needs of the people who use your service and the skills your staff will need to deliver high quality care is an essential start.

11. Care Certificate Principles
New staff, new to care must complete the whole certificate
Care Certificate is a key component of induction
Your induction must enable your staff to meet the needs of the people who use your service
Use the self assessment tool to ascertain learning and development needs of experienced new starters
Certificate is transferable between roles and providers
Use the care certificate workbooks in response to organisational need and individual requirement – you choose how you deliver the knowledge components

12. Standards Understand your role Your personal development Duty of care
Equality and diversity
Work in a person centred way
This framework document has also mapped the Standards to:
National Occupational Standards (2013)
Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England (2013)
Compassion in Practice
Care Certificate Framework (Assessor Document)
Care Certificate Framework (HCSW/ ASCW Document)

13. Standards continued… 6. Communication 7. Privacy and dignity
8. Fluids and nutrition
9. Awareness of mental health, dementia and learning disability
10. Safeguarding adults LD

14. Standards continued… 11. Safeguarding children 12. Basic life support
13. Health and safety
14. Handling information
15. Infection prevention and control
Did you get them all right on the crossword?

15. Components
Each Standard includes:

16. Assessment Standards Observations must be:
Within the care setting unless simulation is explicitly allowed in the care certificate framework documentation
With people who use services
Completed face to face by an occupationally competent assessor
Must be assessed as competent before working unsupervised defined as working out of the line of sight.

17. Helping you to assess New online tool Care Certificate Assessor
Assessment of the Care Certificate
Quality Assurance
Learning resources to support delivery

18. Helping you to assess

19. Continued Support Supervision, Observation, Mentoring, Coaching
Once assessed as competent new staff are allowed to work unsupervised however they will have on-going support needs
Formal supervision is one way of ensuring your staff remain confident and competent in their ability to deliver high quality care – but it must be done well.
Ineffective supervision can reduce productivity, increase absenteeism, create or prolong workplace conflict, damage workplace culture and impact on the quality of care being delivered.

20. New NICE Guidelines Homecare for Older People; June 2016
Quality statement:
Home care providers have practice-based supervision discussions with home care workers at least every 3 months.
Rationale:
Regular supervision is important for home care workers who typically work on their own with older people in the community. Providing regular supervision, based on observation of practice, will ensure home care workers feel supported and will enable any development needs to be identified and addressed. This will reduce staff turnover and improve the continuity and quality of care delivered.

21. Social Care Commitment
Employer commitment
Quality Improvement Program that can be used as evidence of continual cycle of reflection and improvement during CQC inspections
Recruit staff who care
Provide a thorough induction
Help staff develop their skills
Make staff understand safety and quality standards
Take responsibility for how staff work
Supervise staff properly
Support staff with their commitment

22. Employee Commitment
Use as a quality improvement tool within supervision. Staff say: “I will…
…take responsibility for the things I do or the things I don’t do
…always promote and uphold the privacy, dignity, rights, health and wellbeing of people who need care and support
…work co-operatively with others to ensure the delivery of safe, high quality care and support
…communicate in an effective way to promote the wellbeing of people who need care and support
…respect people’s right to confidentiality, protecting and upholding their privacy and dignity
…improve the quality of the care and support I provide by constantly reflecting on and updating my own knowledge, skills and experience
…promote equality, diversity and inclusion by treating all people fairly and without bias

23. On-going development New guidance includes:
How effective learning and development can lead to a knowledgeable and skilled workforce
A list of the recommended minimum learning and development areas in which adult care workers should be competent
When/How learning should be refreshed including statutory requirements regarding worker training and competence

24. Leadership
Strong correlation in CQC inspections between quality of leadership and CQC inspection ratings
Embed leadership qualities across whole organisation
Leadership Quality Framework
Support for Registered Managers
Delivery of Well Led Program (Autumn 2016)
Registered Managers Networks
Registered Managers National Membership Programme
Leadership Programmes (Autumn 2016)
Top Leaders
Moving Up - BAME

25. Further Resources The Sector Route-way Think Care Careers
Think Care Careers
A Question of Care: A career for you?
Finding & Keeping Workers

26. Other Opportunities Upcoming seminars locally
CQC Seminars for Registered Managers
Taking on the Right people Seminars
Values Based Recruitment Seminars
Skills for Care are also available for bespoke consultancy on a wide range of areas relating to your workforce.

27. Questions?

28. North West Team Nardia Lloyd-Ashton 07811 393 424
Brian Groves
Carol Mitchell
Jon Kerr
Lindsey Dawson
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