1. we help to improve social care standards March 2013 Supporting adult social care employers with workforce development Mark Yates Area Manager – Midlands

2. What do we do?  Sector Skills Council for adult social care in England  We work closely with employers, people who use services, carers and other key partners to develop effective tools and resources that meet the workforce development needs of the sector  We help to plan for the future workforce

3. What do we know?  The sector is growing:  Number of adult social care jobs was estimated to have increased by around 4.5% between 2010 and 2011  There could be between 2.1 million and 3.1 million jobs by 2025 (based on Skills for Care 2010 estimates)  This could mean that the number of adult social care jobs grows by up to 82%

4. The national picture (2011)  Around 22,100 organisations involved in providing or organising adult social care  Estimated 49,700 establishments employed adult social care staff to provide and/or organise adult social care  Around 1.85 million jobs in adult social care in England carried out by around 1.63 million people  The total number of direct payments recipients increased by 16% between March 2010 and 2011.

5. West Midlands  An estimated 2,860 establishments which provide or organise adult social care  Almost 197,000 adult social care jobs carried out by over 171,000 people  Nearly 85% of jobs are in the independent sector  There are over 21,000 direct payment recipients in the West Midlands

6. Coventry  There are almost 11,000 adult social care jobs in Coventry across all sectors  By 2011 there were approaching 1,000 people in Coventry organising their own care via direct payments  1 in 5 adult social care workers in Coventry may retire over the next 10 years; Just 1 in 100 of the workforce are aged 19 or under  The number of adult social care jobs in Coventry may need to increase by 56% by 2025, just to keep pace with demographic changes

7. Coventry (continued...)  Pay rates in the city (local authority) are in line or above regional and national averages  19% of the workforce across statutory, private and voluntary sectors is aged 55 and over EnglandWest MidlandsCoventry Turnover (all job roles) 19.3%17.9%15.9% Vacancy (all job roles) 3.5%3.8%7.2%

8. NMDS – SC  Knowing about the size, structure, demography, qualification levels etc. of the sector helps with future planning and policy direction nationally and regionally  Helps organisations benchmark there workforce (dashboards)  Brings into focus the importance of recruitment and retention of staff  Underlines the importance of workforce planning for employers  Support CQC compliance monitoring (and PQP/Care Choices)

10. Other challenges (or opportunities!)  The economic environment  Delivering personalisation  Media and public perceptions of the sector

11. How do we support employers?  Ensure those entering into the sector have the best possible start through induction and supporting information  Support employers to develop the skills of their staff through qualifications and training  Develop resources to support employers with their recruitment and retention initiatives  Listen to the views of employers (and others) to ensure that our activity reflects their needs, wants and aspirations

12. Apprenticeships  An apprenticeship is a combination of on and off the job training and learning  Not just for young people but for all ages  Not just for people new to the sector – Higher Apprenticeship for Leaders and Managers  Eligible for Workforce Development Fund

13. Standards and Qualifications  Competence based but also focus on values, attitudes and behaviors needed for those working in the sector  A flexible' mix and match' approach to meeting the different development needs of the workforce.  3 levels:  Entry Level Qualifications  Occupational Competence  Continuous Professional Development (CPD)

14. Workforce Development Fund  Contributes towards the costs of workers' completing eligible units and qualifications  Can also be used to help fund the delivery of intermediate and advanced level Apprenticeships in social care  Disbursed through our network of care partnerships  More information on care partnerships on our website

15. I Care... Ambassadors  To elevate the image and status of social care and affirm professionalism  To sell the value and rewards of a career in care  To promote career and development opportunities  To improve public awareness and target a diverse range of individuals who may have skills which can enhance the sector  To support innovation in recruitment and retention

16. There’s more...!  Common Core Principles  Advice on meeting the CQC workforce outcomes  Care Training Code  Finders Keepers – Improve Recruitment & Retention Strategies  Carers in the workforce

17. Getting involved  Get in touch with us, your Area Team  Visit our website:  www.skillsforcare.org.uk www.skillsforcare.org.uk  Speak to your local partnership

18. Contact Details Mark Yates Area Manager – Midlands Mark.Yates@skillsforcare.org.uk Tel: 0121 742 9686 Mobile: 07919 468 034