1. Engage Strathclyde Retention in the Voluntary Sector Victoria Knox
2nd May 2018

2. Background Perceived challenges in Social Care
Benchmarking report – ranges to 35%
HRVSF agreed to conduct a dedicated piece of work
Anecdotal information
Retention pilot – Jan 2017
Delegates to fill in attendance sheet.
Hand out the Manual Handling Manuals.

3. Scottish Government Report
Launched – September 2016
Key issues highlighted:
79% have experienced difficulty, either regularly or occasionally, in retaining care or support workers
Competition from other sectors
Antisocial hours
Workload
Registration / qualification
Careers
Pay & conditions
Management & leadership
Training & development

4. Project Scope April 2017 – March 2018 Common approach Benchmarking
Track reasons
Track movements
Develop processes
Analysis of information
Consideration of retention strategies
Consider longitudinal study
Delegates to fill in attendance sheet.
Hand out the Manual Handling Manuals.

5. Benefits Use as a best practice example Collaborative working
Consistency across the sector
Improved reporting to Board/Mgt Teams
Use of data as a sector
Generation of accurate data as opposed to anecdotal data
Delegates to fill in attendance sheet.
Hand out the Manual Handling Manuals.

6. Participants & Partners
11 voluntary sector organisations
With total workforce of approx. 7,500
CCPS
Strathclyde University
Delegates to fill in attendance sheet.
Hand out the Manual Handling Manuals.

7. What we did Agreed meeting schedule
Standardised exit interview template
Mapped to Scottish Government report
Secured budget
Engaged with Strathclyde
Standardised reporting format for Strathclyde
Shared good practice
Supported each other to develop systems and processes
Conducted a 6 month review
Agreed to include relief/sessional staff
Delegates to fill in attendance sheet.
Hand out the Manual Handling Manuals.

8. 6 month review Findings Improved response rates Driven by HR
High % staff moving out of the sector
Trends in some organisations re length of service
Challenges with shift work
Recruitment does not match the job
Delegates to fill in attendance sheet.
Hand out the Manual Handling Manuals.

9. Current Position Pilot concluded on 31st March
Deadline to submit to Strathclyde is 16th May
Analysis will be carried out
Output will be available around August
Next steps will be agreed

10. Initial Findings Improved return rate 3+ years is highest %
High % would recommend employer & enjoyed the role
Mixed responses as to where staff were going
High levels of satisfaction with management
Excellent/good view of induction/training
Reasons for leaving very mixed, workload high %
Enjoyed work with SU’s and teams
Local issues

11. Initial Findings
People leaving to go back into a structure environment – residential as opposed to working in community/needing to structure of fixed shifts or Mon – Fri working – rather than autonomous working
Some people going to University
People leaving for more money
Some for relocation/retirement
Others that were a joint decision or organisational decision

12. Thank You
To all participant organisations for their commitment to the pilot
Thank you to CCPS, Ian Cunningham & Dora Scholarios for their ongoing support
Ashley Brown – Enable

13. Questions ?