1. Housing with Care and Support. Workforce challenges and solutions.

2.  To outline SfC’s and Sitra’s work to date in this field  To demonstrate the range of possible solutions to developing employees in housing with care roles  To share and discuss specifically developed learning profiles for this sector – and to check them for the future.  To explore what more can be done to help this sector develop and retain highly skilled employees.  To give an opportunity for local networking between Housing with care and support employers and employees Aims of this workshop.

3. Skills for Care is the employer-led workforce development body for adult social care in England. We represent a growing sector that currently has around 17,000 employers and a workforce of around 1.5 million workers. Many of these are employed within Housing with Care and Support services. We work with employers across England to make sure their people have the right skills and values to deliver high quality care. Who are Skills for Care?

4. Our work covers four main areas; Understanding the bigger picture; via the development and management of the NMDS-Sc Finding and keeping the right people; recruitment and retention resources, guides and programmes Setting the standards for quality care; Care certificate, qualifications and apprenticeships. Looking ahead; meeting the workforce challenges of integration, personalisation and innovation. What do Skills for Care do?

5. Skills for Care often works in partnership with other bodies to share learning. In the field of Housing with care and Support, we work with a range of partners, including; Sitra The Housing LIN Chartered Institute of Housing EROSH

6. About Sitra Sitra is a national membership organisation with 30 years of experience in  Providing leadership,  Influencing policy through expertise,  Promoting best practice  Providing consultancy, training and advice

7. Emerging understanding of the role and importance of housing services End of Supporting People ring fenced funding Tightening of eligibility criteria Fewer resources Changing roles (responding to need and policy drivers) Integration Personalisation Prevention. Context of this work.

8. Spectrum of Provision

9. Who lives where?

10. Short films to highlight types of services Research on emerging roles in the extra care sector. Signatory to the Memorandum of Understanding on Health and Housing The Care Act and Housing workshops Research (on line and interview based) this summer Resources produced (as of today!) Work so far..

11. Skills for Care commissioned Sitra to undertake research into the workforce needs of new, emerging and changing job roles that have a housing and social care overlap. This research surveyed over 100 organisations within extra care housing, along with 13 interviews with strategic thinkers across the housing sector during the summer of 2014. Research can be viewed at; http://www.skillsforcare.org.uk/NMDS-SC-intelligence-research-and- innovation/Research/Research-reports/New-and-emerging-job-roles.aspxhttp://www.skillsforcare.org.uk/NMDS-SC-intelligence-research-and- innovation/Research/Research-reports/New-and-emerging-job-roles.aspx Research

12. There is a move towards a culture of enabling independence and also towards a more outcomes based approach which is being driven by commissioning and contracts. Areas that have emerged and created new roles include those focused on: Health and wellbeing Welfare and benefits advice Independent living Activity co-ordination Reablement/rehabilitation What sort of emerging roles did we find?

13. 1. The skills and knowledge needed for ‘cross over’ roles are wide and diverse – providers acknowledged a need for guided support to identify the appropriate skills and knowledge to match these roles. 2. Guidance is needed for employers to be able to use learning that is currently available to meet the needs of this workforce– there is a need to map current and future workforce needs to current learning provision and explore new technologies to enhance training and development 5 key messages from the research

14. 3. Promotion of careers in the sector needs to be undertaken, as well as improvement with recruitment and retention by employers – staff recruitment into ‘cross over’ roles should be considered as part of the wider recruitment ‘challenge’ that social care experiences. Once recruited, employers face a challenge in retaining their employees. 4. The sector are not fully aware of the impact of policy changes – the extra care housing sector needs information and advice on where policy changes such as the Care Act (2014) impacts their sector. 5 key messages from the research

15. 5. The sector does not utilise Health and Social Care apprenticeships in a comprehensive way – there is work to be done to understand how this situation could be improved. 5 key messages form the research

16. Meanwhile, housing was beginning to go up the agenda…

17. Health, Housing and social care bodies coming together to offer practical help that promotes ; The right home environment is essential to health and wellbeing, throughout life. Amongst it’s aims, is to; Develop the workforce across sectors so that they are confident and skilled in understanding the relationship between where people live and their health and wellbeing and are able to identify suitable solutions to improve outcomes. Memorandum of Understanding.

18. The Care Act (2014) recognises that; Housing is fundamental to the general duty to promote wellbeing and to a preventative approach. Housing is defined as a health related service Local Authorities are duty bound to co-operate with housing in the planning and delivery of services as part of a move towards integrated services. Legislation is beginning to reinforce this link..

19. These new duties and opportunities call for the Housing with Care and Support workforce at all levels to be ; Informed And Ready for the challenge

20. Main messages included; Culture; housing feeling like the junior partner to health and Social Care Poor information sharing; practical and cultural issues The need for a holistic view of what is available by all. Reduced budgets leads to protectionist practice rather than integrated practice. Lack of understanding of each other’s roles causes duplication and missed opportunities. Care Act and Housing workshops.

21. Meeting other identified needs.. Reaching out to all housing with Care and support services On line survey 20 plus individual interviews covering a wide range of services Where are the gaps with L and D, how do you use qualifications, do you use apprenticeships, are you aware of our products, what else could we do to help you? Recent research; widening the brief

22. Many were clear they were not providing care Many were providing support and saw this as a potential block to engagement with SfC. Huge diversity of the sector is a challenge. Some services are required to register and be regulated by CQC, others are not. This also made a difference to the types and content of conversations we had regarding learning and development. Care and support…

23. High awareness of Skills for Care Low awareness of products Profile of learning very different in CQC registered services compared with un registered supported Living services. Mix and match of qualifications (care/housing) and many seeing the need for a hybrid. Many emerging roles that could be grouped to provide learning profiles. Clear gaps around some areas of learning. Findings.

24. Guide sets out findings and supplies links to useful resources Learning profiles for common new or emerging roles. NMDS-Sc report outlines current data on this part of the sector and identifies some key strategic challenges. Guide and associated resources.