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Changing workforce culture for Personalisation
Skills for Care • Works with more than 17,000 adult social care
employers and other partners• To develop the skills, knowledge and values
of the 1.5 million workers in our sector.
• Personalisation – challenges in changing practice and recruitment
Changing workforce culture
Recruitment – Westminster Society I Care Ambassadors
Cultural change in the workplace Culture Toolkit Social Care Commitment
Recruitment Initiatives Recruitment Initiatives
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• We are a Charity with over 52 years experience of working with adults and children with learning disabilities
• Services include shared residential and supported living, independent living, floating support, nursery and after schools, short breaks, community activity events, dom care, drop in and family services
Who are The Westminster Society
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• Based in Westminster near Queens park, one of the poorer areas of the borough with high levels of unemployment and poverty
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• Currently employ over 300 permanent staff and 200 sessional staff
Who are The Westminster Society
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Our Recruitment initiative: background
• 2010: we launched our Values into Practice statements. These describe behaviours we want to see and these we don’t.
• 2012: We reviewed current performance of staff including outcomes of appraisals, disciplinary and grievances and believed we had a problem right at the start of employment.
• We reflected on other recruitment practices, chose Assessment centre as a pilot to test behaviours rather than words.
• We reviewed the employee journey to see what we were asking for, and offering, was in line with what was needed and wanted.
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Our Recruitment initiative : Posts
Assessment centre used for posts for
•Support workers
•Assistant Team managers
•Team managers
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Our Recruitment initiative: process
• Assessment centre recruitment with between 4 and 12 candidates
• Starts with us telling who we are and tell people about the reality of the role.
• Take part in exercises to demonstrate putting values into practice.
• Complete a workbook testing values.
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Our Recruitment initiative: involvement
• A person we support meets and greets candidates and take their photos
• Another person we support co- hosts and introduces topics and questions.
• Observers record what people
say and how they behave • Everyone's views collated • Use photos to remind people.
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Our Recruitment initiative: example
Example:You are booked to a support session with Dean who is a 26 year old man with a mild learning disability who has 15 hours a week to support with banking, shopping, travel training and looking for work. For this session Dean wants to go shopping in the West End getting ready for his holiday. When you get there Dean says he wants to go into Ann Summers (a high street chain of lingerie and sex aid shops) to buy a sex DVD. He says he has been there before.How will you support Dean?
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Our Recruitment initiative: practical
Example: feeding someone yoghurt. *Observation of the other person and response to their communication.*Clear and kind communication.*Recognition and self awareness of issues of trust and respect.*Ability to reflect and adapt based on verbal and non verbal feedback. *Understanding of positive risk without being risk averse. *Creating opportunities for independence.*Understanding of boundaries giving choices and supporting control.
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Our Recruitment initiative: decision making
• Scoring is linked to key areas looking for including: consistency of approach, listening, team work, approach, matching with claims on application form.
• Each occasion is a learning process with amendments where necessary.
• Feedback internally and externally is more positive than having panel interviews.
Last minute decision to enter the awards.
A privilege to be in the final 3 of our award group.
We still feel like a tiny organisation: there were BIG names there
We are not used to events to say how well we are doing
We were wearing something posh.. for work... !
Other people were saying we do something innovative but we made it up in a room with quite a few “discussions” about why it would/ wouldn't work… But we were brave
The Award ceremony
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The Award ceremony : Recruitment!
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The Award ceremony : Winner of Winners!!
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The Award ceremony
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• Contacting commissioners and supporters to share the news
• Being contacted by The Guardian for an article about our recruitment
• Boost to recruitment advertising
• Evidence for tenders and other accreditation
After the Awards
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Our Recruitment initiative: Outcomes
Since using the assessment centre approach-
•Disciplinary statistics over the last two years show 63% decrease in the numbers of staff undergoing the process•Our employee stability index rose from 75% to 82% in 2013, which indicates that support worker retention rates continue to improve. •Check by using surveys and have comparative data about people feeling satisfied with their support.
• The award ensured that people we support are recognised for being part of the initiative
• Staff recognition and morale, being part of and being recognised for this
• Sends a strong message to front line staff in that people with learning disabilities are powerful people in their own right and have the expertise and power to shape their services.
Our Recruitment initiative: Outcomes
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Best Recruitment Initiatives Best Recruitment Initiatives and and
Winner of Winners Winner of Winners 2013/142013/14
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Aim ofI Care…Ambassadors
To present a positive image of social care careers thus supporting recruitment and retention
Benefits of the new service:
Wider promotion
of what you
do through the online
Search Register
Provides a
clear, bespoke
and recognised
‘offer’of services
Access to a range
of resources and
information to support
you in delivering
services
Benefits to employers
Benefits to employers
Use of nationally recognisedI Care…Ambassador brand
Wide employer
network
to share learning
Use of an online
Search Register
to electronically store
ambassador records
Access to development
opportunities to support your
service and ambassadors
why…… and how
Content and
Design link to other resources
The Workplace Culture: influences and elements
Norms and
expectations
Shared
values and
assumptions
Lines of communication
Complex sub
cultures
A sense of identity
Continuous change and
development
Soc
ial I
nflu
ence
s
Organisational Influences
Environmental Influences
Culture
Using the toolkit
•booklets
•activity sheets
the importance of values ……
values in our sector cultural values cultural fit
Shared
values and
assumptions
exercise: exploring values within positive workplace cultures
The Social Care Commitment
The Social Care Commitment
• White paper initiative ‘caring for our future’
• Improving care, and the public’s confidence in care
• Developed by employers, employees and people who need care and support
• A voluntary agreement on workforce quality
A sector united
Quality People, Quality Care
• Sign up to the seven “I will…” statements
• Employers promise to give their workers the development they need
• Employees promise to put their values into practice in their daily work
• Guidance and resources to support employers and employees
Quality People, Quality Care
• Sign up to the seven “I will…” statements
• Employers promise to give their workers the development they need
• Employees promise to put their values into practice in their daily work
• Guidance and resources to support employers and employees
The employer commitment is a promise to:
Make sure staff understand safety and quality standards
Help staff develop their skills
Take responsibility for how staff work
Recruit staff who care
Provide thorough induction training
Support staff to put their commitment into practice everyday
Supervise staff properly
The employer commitment is a promise to:
Increase your confidence in your skills and abilitiesand get more out ofyour role.
Uphold dignity
Work co-operatively
Communicate effectively
Work responsibly
The employee commitment is a promise to:
Continue to learn
Treat People Fairly
Protect privacy
The employee commitment is a promise to:
Conclusions from Independent evaluation
• It’s quick and straightforward to sign up
• The resources for employers and employees and the support available from the Social Care Commitment Team is really helpful
• The Social Care Commitment has already delivered tangible benefits and the breadth and intensity of these is to increase in the future
Contact Linda MacEachen
Skills for Care Area Officer SE London
Margaret SharpeWestminster Society Assistant Director of Workforce Development
