1. RACHEL JONES – DIRECTOR OF BUSINESS DEVELOPMENT & JOANNE GAMMACK – HEAD OF PROVISION

2. ASPIRE
Aspire is a social enterprise which ‘spun’ out of Salford City Council’s Adult Social Care in June 2015, Aspire supported over 350 staff in the TUPE process to establish the organisation. Aspire is dedicated to providing care and support for adults in Salford and beyond who are living with learning difficulties and disabilities. We provide a range of services from day opportunities to assisted living and respite care. We work closely with individuals and their families, health care professionals, commissioners and social workers to provide personalised high quality social care.

3. Vision, Values and Mission
Our vision for intelligent care and support is encompassed in our name and mantra; “My Life, My Support, My Way”. We offer person-centred, high quality support that meets the needs of an individual in the ways that they want. We aim to offer a range of assisted living and support to a wide range of customers, enabling as much independence as possible. Our organisation offers professional development and career progression across our workforce and provides a quality mark of care and support standards through each dedicated care worker. Our mission is to meet the needs of vulnerable people in the way they are most comfortable with. Through negotiated outcomes we ensure the customer always remains the centre of our process, using person centred planning. This ensures the voices of the people we support are heard and all our services are designed around their needs.

4. My Role as Chair in the Registered Managers Network
2 years ago I became involved with the Transforming Care Partnership with the support of Dave Williams. I gained an understanding of the TCP agenda covering the following areas:
To develop good local personalised services
To change the shape of services provided for people with learning disabilities
The TCP want all their work to be co-designed and co-produced in partnership with people with learning disabilities and/or Autism, families, carers, doctors, commissioners and other organisations in the health and social care system
The development of skills and knowledge in the workforce that provides the care and support such as support/care workers, family carers, doctors and nurses

5. To build and support the workforce
To make national standards for skills and knowledge in the workforce
Make sure that changes in the workforce makes things better for the lives of people with learning disabilities
Skills for Care, Skills for Health and Education England will work with people who need care and support, families, carers and other organisations to ensure the workforce understands the needs of people with learning disabilities

6. I applied to become the Chair of the West GM Registered Managers Network. I had support from Skills for Care - Nardia Lloyd-Ashton and Carol Mitchell (Skills for Care) and Dave Williams (TCP). A new West RMN was formed. The Network has provided the following support/opportunities for its members
To engage with local managers
Positive networking
Collaborative/partnership working
Reduces social isolation
Offers peer support
To share/give support and advice

7. Learn from the experiences of other Registered Managers
Share best practice and success
Share systems and solutions to save time
Promote the development of new and positive relationships
Provides a safe environment to share problems, worries and concerns to help relieve the pressures
The Network also allows us to invite speakers from TCP, CQC, Greater Manchester Joint Training Partnership/ Skills for Care.

8. There have been a number of excellent training opportunities for the workforce e.g. the Well Led Programme provided by Skills for Care and many more opportunities for training and further development.
I have attended a number of Registered Managers support groups, which has helped me in my role as a Registered Managers Chair. I was also invited to a Skills for Care National Conference where I was a panel member speaking about keeping Registered Managers (A Key to Quality Services).

9. Common Themes The recruitment and retention of staff
Over 90,000 job vacancies in the sector
CQC (fundamental standards)
How can providers evidence that the standards are met over the 5 key areas
Safe
Effective
Caring
Responsive
Well Led

10. How to further develop the workforce to recognise the Fundamental Standards and what evidence is required for the regulator (CQC).
How to develop a skilled and stable workforce
Improve the quality of services whilst reducing costs in line with efficiencies
How we create a positive workforce culture

11. Next Steps to Move Forward
Increase membership to the Registered Managers Network
Continue working together
To promote ongoing learning and development
To reduce isolation at a local level by offering continued support
Invite Commissioners and others to attend Networks
Increase confidence of Registered Managers
Continue to share skills and knowledge
Development of positive relationships
To grow stronger together

12. WE BELIEVE THERE IS STRENGTH IN NUMBERS

13. THANK YOU