Finding and keeping workers

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1 3 Leadership A Question of Care Skills and Values Finders Keepers Workforce Planning Think Care Careers Part of the Recommendations for Care Quality Commission (CQC) Providers Guide Workforce development to help deliver safe, effective, caring, responsive and well-led services Version 3, July 2015

2 Introduction to this Section In addition to being well-led, the Care Quality Commission (CQC) expects regulated providers to deliver safe, caring, responsive and effective care. Some of the most damaging incidents to our sector in recent years often originate from poor recruitment practices. Care workers need to be developed managed and supported in their role but they equally need the right values to deliver care. Social care values which include compassion, dignity, integrity, respect and responsibility - are what make the difference in delivery of care and support services. Recruiting the right people is the beginning of the process. Great care workers must also be good listeners and communicators, be reliable, be able to follow instructions and procedures and have an understanding of other people s feelings. within a care workers first few months with an organisation. The increasing demand for care requires providers to be regularly recruiting new people and there is an expectation that up to a million new workers will be needed in the sector within 10 years. Providers who are able to attract the right people with the right values, and carry out a thorough recruitment process, are more likely to retain better quality staff for longer. Similarly, a good system for keeping staff can attract people to organisations. Skills for Care produces a number of resources aimed at attracting the right people with the right attitudes into care roles. The cost of recruitment is high for many providers and some experience a high turnover of staff, particularly 1

3 Click content heading to visit section For new care providers and managers, we recommend this full section is read. For those more familiar with our information and advice, the following links direct you to appropriate sub-sections: Care Careers A Question of Care online resource Finders Keepers Values-based Recruitment Toolkit Core Skills I Care Ambassadors Practical approaches to workforce planning

4 Care Careers Our website is regularly refreshed to include comprehensive career-related resources. The Care Careers section sets out the basics about starting a career in social care, what job roles are available, advice on career routes and a comprehensive list of case studies. Whilst we do not advertise jobs on behalf of care organisations, the information we provide can help those considering a career in care to learn more about the role and ways in. Skills for Care produces a large range of online and some printed resources aimed at encouraging new workers into the sector, either at the beginning of their career or as part of a career change. Case Studies A selection of video and print case studies are available to present realistic insight into a number of adult social care jobs for those considering a career in the sector. Case studies cover a range of roles including; team leader, deputy manager, care coordinator, support worker, senior care worker, managing director etc. 3

Think Care Careers Think Care Careers is a new online resource that provides further detail and advice that can help those considering working in the sector.

5 Think Care Careers Think Care Careers is a new online resource that provides further detail and advice that can help those considering working in the sector. It highlights the opportunity presented by the growing number of jobs available in adult social care as well as providing some practical ways into work; including apprenticeships, job applications and volunteering. Information and advice is presented around the qualities expected of those working in adult social care and a way of testing these outside of joining a care organisation. Many employers are using such resources to ensure that they are selecting people with the right values into their organisation. Apprenticeships The Apprenticeships section explains more about this opportunity, including the different types of apprenticeships available, the experiences of those who have done this process and a current listing of what is currently being advertised. Employers are able to recruit apprentices appropriate to a range of roles, from care assistant up to management level (see more information in the Continuing Development section of this guide). 4

6 Job types available Given the range of job roles available in adult social care, it is important the right people are recruited into the right roles. This section of Think Care Careers aims to present an overview of the various roles in various settings (including care homes, out in the community, in hospitals or jobs based working in peoples homes). Each overview includes what the role would usually involve and what qualifications would usually be expected (either to commence in this role or as a longer-term development opportunity. Develop your career This interactive section enables the user to look at career progression from specific roles into associated, next level and higher level positions. The resource explains what qualification and experience is often required to move between positions and can be useful for both employees and employers when planning longer-term development. Frequently Asked Questions Those considering a career or career progression in social care will have many questions. This section answers a range of careers related enquiries, including; what is the difference between social care and social work?, how do I find out if working in care is for me?, how much will I earn?, will I need a DBS check?, how do I find work? Etc. 5

7 A Question of Care This website is aimed at people considering a career in social care. It provides a realistic insight into social care using film and questions to help those considering becoming care workers to better understand roles. An increasing number of providers are promoting this resource to people expressing interest in working for them. Feedback to Skills for Care has indicated that providers feel that it is a good way to ensure people are serious about working in care. Users of this free resource can create a personal profile as they progress through the website learning more about those working in care and the difference it makes. When completing the resource, the user is informed whether they have what it takes for a career in care. Skills for the workplace can be learned, but some things are about who someone is, their values and attitudes. A Question of Care enables the user to understand what care and support work is like and learn how suited they might be to working with people through a career in care. It usually takes around 30 minutes to complete the A Question of Care challenge. The free resource does not allow for results to be saved if the user chooses to close halfway through so we recommend people allocate enough time to complete the resource. 6

8 online resource From spring 2015, Skills for Care has developed a range of resources to help employers recruit and retain workers. The interactive finding and keeping workers online resource is our new home for recruitment and retention resources for adult social care. Through our network of employers, Skills for Care has been able to develop a range of practical resources that can be used across the sector to strengthen ways of working. Because different employers have different needs, the online tool presents a series of tools including; those aimed at attracting more people, take on the right people, foster talent and take on skills and keep your colleagues. The resources include practical toolkits, case study examples, guidance on the latest Government initiatives and methods to raise the profile of a career in social care. All resources are also easily accessible from a in-built library section. 7

Finders Keepers To support providers to find the right staff with the right vales and attitudes, and keep them, Skills for Care has created a recruitment and retention toolkit for the adult social

9 Finders Keepers To support providers to find the right staff with the right vales and attitudes, and keep them, Skills for Care has created a recruitment and retention toolkit for the adult social care sector. This practical resource is designed to help care providers particularly smaller organisations to improve the way they recruit staff and keep them on board. It emphasises the importance of planning your approach to recruitment and retention. Finders Keepers aims to help providers improve their own plans and activities by providing information and advice over four themes: attract more people to your organisation take on the right people foster talent and increase skills keep your staff. The toolkit is illustrated with case studies, which provide lots of ideas for improving recruitment and retention strategies. 8

10 Values-based Recruitment Toolkit Working in partnership with the National Skills Academy for Social Care we have produced an online Values-based Recruitment Toolkit, which puts social care values at the heart of the recruitment and selection process by providing employers with various tools and resources which support values-based recruitment. The toolkit is designed to help employers put social care values at the heart of their recruitment and selection practice, so that they can build a strong social care culture, help people develop careers in social care, and deliver high-quality services through having the right people in place; doing the right thing, in the right way. The toolkit includes: a personality profiling questionnaire for candidates The Leadership Qualities Framework as a guide to behaviours and values Finders Keepers to help recruit and retain staff easy-to-access advice and information examples of job ads and interview questions. Because values are evidenced in everyday behaviours, they also underpin the Care Certificate and Manager Induction Standards, social care qualifications and apprenticeship pathways and the Leadership Qualities Framework. 9

11 Core Skills Every job in adult social care requires the core skills of English, maths, digital technology and the ability to work in a team. Care workers also need to be reliable, enthusiastic, be able to solve problems and be committed to continuing their learning. Employers have a responsibility to: Ensure staff have the qualifications, skills and experience necessary for their work Support staff with training, professional development, supervision and appraisal. The new Core Skills Practical Guide is aimed at offering employers advice on how to support core skills development, information on different learning styles and practical tips that can be used in the workplace. Learning through work Guides To help care workers and their employers to strengthen core skills, a series of practical booklets are available from Skills for Care. The Learning through Work Guides focus on the core skills every worker needs but presents these in a practical way directly relating to a social care specific workplace. These bite-size resources cover a range of topics including; number and writing skills, communication, reporting etc. Skills for Care offers a range of ways to purchase these practical resources that can be used to support the induction of new workers or the continued development of existing staff. 10

I Care Ambassadors Many people unsure of what career to take or considering career changes may consider social care as one of their options but may find it difficult to learn more about the

12 I Care Ambassadors Many people unsure of what career to take or considering career changes may consider social care as one of their options but may find it difficult to learn more about the opportunities it provides. Whilst careers advisers and similar roles may have a limited understanding of adult social care, many already working in the sector can hugely benefit people s decisions as to whether this is the career for them. The value of people interested in working in social care being able to meet and discuss opportunities with those already working in the sector cannot be underestimated. It can provide a real insight into the practicalities of care work, including the rewards and challenges. I Care Ambassadors are people currently working in adult social care who offer their service to a range of careers related events and engagements to encourage more into the sector. Using the Skills for Care website, those organisation careers associated events can search I Care Ambassadors services across England based around their needs; whether this is to learn more about apprenticeships, specific types of care workers, social workers, etc. A large number of employers have chosen to be part of the I Care Ambassador services, providing opportunities for their own people to help encourage others into adult social care. 11

13 Practical approaches to workforce planning Motivated, skilled and knowledgeable workers who support the people a service supports to lead their lives in a way which meets their needs and aspirations will ensure a business thrives. Workforce planning is essential practice for organisations which provide high-quality care and support. A good workforce plan will help an organisation to have the right people with the right knowledge, skills, values and experience in place to meet the changing needs of the business. Skills for Care, in partnership with employers, has developed and tested a range of easy-to-use and effective workforce planning resources. The Practical Approaches to Workforce Planning guide and workbook offer a clear way for organisations to develop a workforce plan. 12

Practical Approaches to Workforce Planning Guide The Practical Approaches to Workforce Planning Guide explains: what is workforce planning why it s important what are the principles for it who should

14 Practical Approaches to Workforce Planning Guide The Practical Approaches to Workforce Planning Guide explains: what is workforce planning why it s important what are the principles for it who should be involved in it how it fits with workforce commissioning how the National Minimum Dataset for Social Care (NMDS-SC) can be best utilised to support workforce planning how it can be done using the practical analyse-plan-do-review approach. To download a free copy of the guide, click here. Practical Approaches to Workforce Planning Workbook The Practical Approaches to Workforce Planning Workbook helps you to take your workforce planning to the next level. It builds on the information in the guide but includes key questions to answer, action points and recognised business tools to take you through the analyse-plan-doreview approach. The workbook includes: pestle analysis template swot analysis template analysis recording template organisational gap analysis template workforce gap analysis template risk log template workforce plan template workforce plan implementation template workforce plan implementation monitoring template. The workbook now comes with a USB preloaded with interactive business tools and templates which support the planning process. This allows users to share the information, review and update it and keep track of the planning journey. The workbook and USB costs and is available to order from our bookshop by clicking here. 13

15 Part of the Recommendations for CQC Providers Guide Full guide includes: Introduction Care Management and leadership Inducting care workers Induction related training Continuing development Intelligence, innovation and quality improvements Download all from: Skills for Care West Gate 6 Grace Street Leeds LS1 2RP Tel Fax info@skillsforcare.org.uk Skills for Care

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