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Issue 33 Summer 2016
Care
Could you be an Accolades winner?
Plus... Endorsed e-learning Motivating your workforce Workplace supervision
Issue 33 Summer 2016
Employers say recruiting for values can pay off
Dementia does not discriminate
Exploring your employee’s skills
2016/17
Now open
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Care magazine
Contents
Dementia does not discriminate
Registered managers networks
Help with supervision and workplace assessment
Endorsement Framework expands to e-learning
Making a positive impact
Motivating your workforce
Good news NMDS-SC users
Awarding organisations
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Care magazine
Recruiting for values pays off12
Exploring your employee’s skills
Could you be an Accolades winner? 1410
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Issue 33 Summer 2016
Welcome to the Summer edition of Care magazine and the big news is that entries for our annual Accolades awards are now open.
I’d strongly encourage every employer who knows they provide an excellent service to enter the Accolades which are designed to reward innovation and excellence in adult social care. As I travel the country meeting people who offer care and support I am struck by the high standards they set for themselves for the benefit of the people they work with.
I often think we are not very good at celebrating excellence across our sector; the Accolades are designed to make sure that the very best employers who support their staff’s learning and development have a chance to share what makes them great. For me, being at the Accolades awards ceremony is a chance to see what excellence really looks like as teams from across the country enjoy a well-deserved turn in the spotlight.
In this issue you’ll notice a special offer on our products that will help you meet sector standards including CQC regulations, and a chance to buy the workforce planning workbook to support employers to consider the shape and needs of their teams. The feedback from employers using these products has been very positive, so please take the chance to purchase them.
Skills for Care knows that investing in developing your workforce’s skills and knowledge does pay off, most importantly in ensuring that citizens are supported as they wish to be. This issue is packed with products, tips and help in how to do just that as together we face some pretty tough challenges ahead.
Welcometo the Summer edition of Care magazine.
Sharon Allen, Chief Executive Officer, Skills for Care
Issue 33 Summer 2016
If you’d like to advertise in care magazine please [email protected]
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Care magazine
Want to understand how you and your staff are essential to high quality care and a growing business?
Our workforce planning workbook can help It explains what workforce planning is, why it’s important and how to do it using a practical step by step method.
It comes with interactive tools and templates to support the whole process, which allows you to share, review and update information and keep track of the planning journey.
Get your workbook today for £20.
Practical approaches to workforce planning Resources to support workforce planning processes and plans for adult social care support services
November 2015
Endorsement Framework expands to e-learning Our Endorsement Framework, which helps employers choose quality learning providers, is being expanded to include e-learning.
Some learning and development can be delivered through e-learning, which offers a faster and more cost effective solution for employers.
We’ve adapted our quality checks and assessment processes so e-learning providers who want to join the framework can get their organisation endorsed and then each of their programmes approved. This ensures that the same rigour is applied to all the different providers.
From August, you’ll be able to see endorsed e-learning providers in our endorsement framework and they’ll be announced in our enews.
For more information visit www.skillsforcare.org.uk/endorsement.
www.skillsforcare.org.uk/bookshop
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Issue 33 Summer 2016
Dementia does not discriminate There are approximately 850,000 people living with dementia in the UK. Around 25,000 are from black and minority ethnic groups and 40,000 are young people.
This rise in the number of people from different parts of the community living with dementia means their care must be delivered in a way that understands their specific requirements.
To help workers get it right, we’ve written a new resource, which was funded by the Department of Health - to support leaders and managers in helping their teams deliver dementia care in a person-centred way.
Underpinning the resource is the delivery of care and support has to meet the needs and wants of the individual so they can access person centered care as a person’s culture and background are clearly significant components of their identity.
The resource follows the recruitment cycle, so the guidance can be easily embedded in recruitment, induction and ongoing development of care workers.
Language difficultiesPeople living with dementia for whom English is not their first language, can sometimes only communicate in their primary language. For care and support teams this can mean basic communication may become more challenging.
Practical tips and helpThe guide includes practical tips and case studies focussing on people from black, Asian or minority ethnic backgrounds (BAME), lesbian, gay, bisexual or transgender (LGBT) and those with young onset dementia.
It’s designed to be used as a resource in team meetings, in supervision when developing or commissioning your own learning and development session.
It’ll be published in June at: www.skillsforcare.org.uk/dementia.
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Care magazine
Help with supervision and workplace assessment We’ve created two new guides to help with supervision and assessment in the workplace.
The ‘Effective supervision guide’ covers: ■ understanding supervision, including why it’s important ■ providing supervision, including scheduling, different
approaches and associated tools ■ how supervision can aid the Care Certificate process.
The ‘Effective workplace assessment guide’ covers: ■ understanding workplace assessment, including different ways
to assess the Care Certificate ■ the assessor role, including what is expected, what to consider,
developing competence and preparing for assessment ■ record keeping and what evidence to retain.
Each guide costs £20 and you can buy them at www.skillsforcare.org.uk/bookshop.
Discount is available for registered manager members - to order log in to your membership account.Discount is available for registered manager members -
to order, log in to your membership account.
Bookshop summer sale Save up to 50%Resources to help you meet sector standards including CQC regulations #CareImprovement
Visit www.skillsforcare.org.uk/bookshop to orderOur summer sale prices are available between Thursday 23 June and Friday 26 August 2016
Learning through work guidesImprove the English and number skills of your staff with our essential guides
Dignity in care resourcesHelping you to put dignity at the centre of everything you do
Learners packwas £10 now only £5
Common core principles for dignity - good practice guidewas £15 now only £10
Managers pack was £15 now only £7.50
Dignity training packwas £50 now only £35
Prices from only
£5
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Issue 33 Summer 2016
Good news for NMDS-SC account holders A new National Minimum Data Set for Social Care (NMDS-SC) development means that employers who manually enter their worker data into their account can now automatically link their worker data to their establishment account.
Some actions taken on the worker records will now be automatically updated on the establishment records using a pop-up message that will appear on your screen. For employers this means that changes to the worker record will instantly be reflected on the establishment record, making manual updating much easier for users and further improving the quality of data held in the system.
You can read about the full details of this change on the ‘news’ page at www.nmds-sc-online.org.uk.
Registered manager networks proving ‘extremely effective’ Feedback from Skills for Care’s registered managers networks say they are providing ‘extremely effective support’ and are a ‘source of rich information’.
The networks are also proving beneficial in supporting and improving care services and are helping those who might be thinking of leaving the sector to carry on working in care.
A recent evaluation of networks saw 52% of those surveyed report they were more likely to continue in their role than they were before they joined a network. Even more encouragingly 97% of respondents said that they felt more supported and confident.
There are now more than 120 registered manager networks in England. The networks are free to join and are led by a registered manager, with the support of one of our locality managers, so attendees will always find event content relevant and beneficial.
To find your local registered managers network visit www.skillsforcare.org.uk/networks.
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Awarding organisations Throughout 2016/17 we’re continuing to work in partnership with a number of awarding organisations to ensure that adult social care qualifications are fit for purpose, portable and consistent.
This partnership is particularly important due to the changes to qualification regulation that are taking place to ensure a seamless transition.
You can find out more about our partners, the qualifications they offer and where they are provided by visiting www.skillsforcare.org.uk/awardingorganisations.
Social Care Commitment makes a positive impact Thousands of employers have now signed up to make the Social Care Commitment.
The Social Care Commitment is the sector’s promise to provide people who need care and support with high quality services. A recent independent evaluation of those who have already signed up found that it can help improve quality of care, dignity and personalisation.
Positive impacts have been seen by employers in a range of services and organisation sizes across the country. In addition to reputational benefits, employers who are signed up to the commitment have reported improvements in quality of care and reduced staff turnover, due to creating positive workplace cultures and enhancing the personal development of employees.
Those who’ve signed up have found the commitment a useful tool to improve staff training and development encouraging employees to think about how they should be working.
It has improved staff morale
You too could experience these positive improvements in your organisation by signing up at www.thesocialcarecommitment.org.uk.
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Issue 33 Summer 2016
Motivating your workers Recent research has shown that our I Care…Ambassadors initiative has had a positive effect on the social care workers who have taken part.
I Care…Ambassadors are a national team of front line care staff who run a range of activities including visits to schools and Jobcentres to promote the different career opportunities within social care.
Feedback from 596 responses indicated that as well as having a positive effect on social care workers, there are lots of benefits to employers who sign up.
Motivate your workforce Attending events to promote careers in social care as a I Care…Ambassador left 83% of care workers feeling more motivated in their work.
Being able to talk to new people about why they love their job will really motivate your staff.
Develop your workforce73% of ambassadors said they had developed their presentation skills and 78% agreed their confidence has increased as a result of I Care...Ambassador activity.
Being an I Care…Ambassador is a fantastic learning and development opportunity and ambassadors can also access the ‘Promoting employment in social care’ qualification.
Boost your businessYour staff are the best advert for your business. They can talk about the great work they do and why they love working for you. The initiative is a great opportunity to build relationships and raise the profile of your business in the community.
Cut your recruitment costsI Care…Ambassadors is a cost effective way of reaching a wider audience. It helps attract more informed people who have what it takes to work in social care.
Being part of an I Care…Ambassador service will make your staff feel valued, which will help with retention.
Employers can register to become an I Care…Ambassador service, which not only helps you to recruit new staff but retain existing workers too.
Find out more about the benefits of becoming an I Care…Ambassador service and how to sign up at www.skillsforcare.org.uk/ica.
Could you be an Accolades winner?
2016/17
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Care magazine
That’s the verdict of Vida Healthcare who picked up a prize at our annual Accolades awards.
The Skills for Care Accolades are open to any social care organisation providing high quality, person centred care and the process kicks off by filling in an application form telling us why their work is potentially award winning. Those who make the final shortlist for their category win a place at a national awards ceremony which in 2017 will be held in Liverpool.
Vida Healthcare from Harrogate, who offer services to people who are living with dementia, won their category for best employer of under 250 staff.
Bernadette Mossman, Healthcare Director at Vida Healthcare, said they decided to enter because they wanted to celebrate how they had built a skilled and caring team since they opened three years ago.
“We have a magnificent team of staff and we wanted recognition for that,” says Bernadette. “We wanted to be identified as a service which offers exceptional care.”
The team at Vida are committed to the delivery of person centred support in a setting where everyone is considered unique.
They say their organisation is very proactive at reviewing staffing, changing roles and adding new ones to help support the needs of the people they work with.
When the Vida Healthcare team read about Accolades, Bernadette said they were really impressed and wanted to be a part of it.
“We’re a prime example, just because you’re a new company or you’re struggling at some point, that doesn’t mean you’re not fantastic. If you can show people that you’re passionate about making a difference, the Accolades is an opportunity for social care organisations to celebrate what they do and share it with people.
“The event was the best event I have ever been to. The energy in the room was amazingly exciting and positive - and the celebrations and recognition were fantastic! We’ve had some wonderful congratulations from a whole range of fellow professionals and businesses since we won our Accolade.”
There’s a great pride at Vida because of it.
Applications for this year’s Accolades are now open. For more information on the categories you can enter visit www.skillsforcare.org.uk/accolades.
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Issue 33 Summer 2016
Recruiting for values pays off Employers agree strong social care values should be at the heart of all care and support services - and our research suggests that employers taking a values based approach to recruitment and retention are reaping the rewards.
Nina Osbourne, an individual employer, says: “If you’re prepared to invest [in a values based approach to recruitment and retention], you will be rewarded.”
A range of social care organisations took part in the research, which compared key performance indicators of organisations using a values based approach to recruitment and retention, against others using more traditional methods.
On the whole, employers using a values based approach reported:
■ staff performed better ■ staff had stronger care values ■ a lower staff turnover ■ a positive return on investment.
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Improvements to the workforceEmployers said the biggest positive about the values based approach was that it enabled them to identify attitudes and attributes which they believed could not be taught or learnt.
Linfield Care said:
People are unique; you cannot have a text book approach for all
The majority of employers also stated that staff employed and supported using a values based approach perform better than those recruited through traditional methods, based on key indicators such as absence and punctuality. Research also suggested they possess stronger care values, including respect, empathy and compassion, than those recruited through traditional methods.
Cost benefitsEmployers reported that benefits to quality of care outputs outweighed the costs (with the exception of investments in personality profiling tools).
The analysis reveals a positive return on investment from implementing a values based approach to recruitment and retention - for every £1 spent, there’s a return of £1.23 in terms of cost savings. Staff turnover was 5.6 percentage points lower amongst employers using a values based approach to recruitment and retention than those using traditional methods.
Woodford Homecare and Support Services said: “We are more efficient, completing tasks in the same time but getting more from it. It has helped our ability to grow the organisation and streamline the recruitment process with improvements to staff turnover.”
Freedom Support said:
A structured approach has identified the right individuals for the right roles almost irrespective of their backgrounds and former jobs, which have included hairdressers, chemical workers and models
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Issue 33 Summer 2016
Our values based recruitment and retention toolkit can help you find the right people to work for your organisation. Find our more at www.skillsforcare.org.uk/values.
Exploring your employee’s
SKILLS- what else can you do?
When you ask about the skills, knowledge and experience of your staff outside of work, it’s surprising what you might discover.
Your workers might be skilled in finance or language, have knowledge of how to fix and build things, or be interested in sport or music.
Supporting people to use their non-care skills at work can improve motivation and confidence, help lower sickness and absence rates, and improve outcomes for those who need care and support.
Assessing people who use your servicesWhen assessing the needs of people who use care and support services, employers can apply the idea of ‘skills around the person’. This means identifying the skills, knowledge and interests of those who use your services, and matching them with what your workers have to offer. This creates an equal relationship and a more positive experience for everyone.
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Inducting new staffWhen inducting new staff encourage them to talk about themselves, share their interests and find out what they would like to learn. Use this information to consider who those workers might communicate best with and who they might support.
A mix of workers with different skills and knowledge should be on shift throughout the day, so that people who don’t like one subject, like politics or sport, can talk to staff interested in other things like the outdoors. Identifying people who share the same interests builds and fosters relationships.
Induction is a good place to begin to tease out what your new workers can offer aside from their specific care skills, but that process should continue throughout their careers.
Top tips Through our community skills programme we’ve developed some top tips to encourage the use of non-care skills at work.
People can be suspicious about telling you this type of information. Take your time and show people how you can use non-care skills at work.
Use open questions to explore what skills and knowledge people have - such as ‘what are you interested in?’
When assessing new people who want to use your services, find out about their skills, knowledge and interests, as well as their care and support needs. Think about how they can use those skills to support themselves, or to create a more equal relationship with the staff supporting them.
If a person with care and support needs has knowledge and skills that they’d like to share and a worker wants to learn then find ways to enable those people to come together.
Think about the skills, knowledge and interests of people who use your services, and find volunteers who can share learn from or teach people new skills.
To find out more about our community skills resources visit www.skillsforcare.org.uk/communityskills.
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Nominations now open for the Accolades awards Skills for Care’s Accolades reward adult social care employers who are committed to delivering high quality care and developing their workforce.
Entering the Accolades gives you the chance to recognise the great work you do in improving the lives of people who need care and support and share best practice.
If you provide a high quality service and invest in developing your staff we want to hear from you.
The Accolades are open to adult social care organisations in all sectors and individual employers in England. The closing date for entries is Friday 23 September 2016.
Awards categories ■ Best employer of under 50 staff ■ Best employer of between 51 and 249 staff ■ Best employer of over 250 staff ■ Best individual who employs their
own care and support staff ■ Best employer support for registered managers ■ Best employer support for Apprenticeships ■ Best recruitment initiative ■ Most effective approach to leadership and
management ■ Most effective approach to integration
and new models of care ■ Best endorsed provider of learning and
development
Winners will be announced at our awards ceremony in Liverpool on Thursday 9 March 2017.
For more information visit www.skillsforcare.org.uk/accolades
2016/17
