Using data to effectively recruit, retain and develop your staff 28 - PowerPoint PPT Presentation

Using data to effectively recruit, retain and develop your staff 28 November 2019

Introduction to the day & house-keeping @skillsforcare @PiaRathje

How well do you know the social care sector…? 1) What’s the average turnover of direct care workers in Kent? 2) And what’s the average turnover rate for registered managers in Kent ? 3) What’s the average hourly pay for a care worker in Kent? 4) What’s the percentage of care workers aged 55 and over in Kent? 5) What’s the percentage of care workers in Kent with a relevant social care qualification?

Answers Average turnover rate of care workers in Kent – 35% In Medway it is 26%

Answers Average turnover rate for registered managers in Kent – 16% In Medway it is 11% Almost a sixth of registered managers left their role in the previous 12 months

Answers Average hourly pay for a care worker in Kent - £8.10 In Medway it is £7.74

Answers Percentage of care workers aged 55 and over in Kent – 22% In Medway it is 21% Percentage of Registered nurses over aged 55 – 33%

Answers Percentage of care workers in the Kent with a relevant social care qualification – 50% In Medway it is 48%

https://www.skillsforcare.org.uk/adult-social- care-workforce-data/Workforce- intelligence/Home.aspx

Adult Social Care Workforce Data Set (ASC-WDS) …. Known as ASC Workforce Data Set

What is it? • The Adult Social Care Workforce Data Set (ASC-WDS) is an online data collection service that covers the adult social care workforce in England. It was previously known as the National Minimum Data Set for Social Care (NMDS- SC). • The data collected in ASC-WDS helps Skills for Care identify workforce issues affecting the sector. This allows us to represent you to the Government, to the Department for Health and Social Care (DHSC), to the Care Quality Commission (CQC) and other key sector bodies. • It's the leading source of workforce information for the whole adult social care sector. • I’ll be showing you some examples later

Why join ASC-WDS? 1. Funding – completing ASC-WDS allows access to valuable funding through the Workforce Development Fund. to help train your staff 2. HR support - helps create management information for workforce and service planning 3. Training records - helps you manage and track training including the Care Certificate for example. 4. Be counted – your data is used (anonymously) to help plan for the future of adult social care 5. Compare yourself – see how you’re doing against other care organisations locally or nationally

What changes have taken place? The previous NMDS- SC was closed in July 2019. All accounts have been migrated to the new Adult Social Care (ASC) Workforce Data Set Adult Social Care (ASC) Workforce Data Set is much more user friendly As 31 October ASC-WDS is open to new account holders

What we’re building next We’re listening to user feedback coming in via the links at the top of each page in the service. Based on your feedback, our top three priorities are: • sorting - the ability to sort your staff records alphabetically • training expiry - you’ll see a flag to show where training has expired or will shortly expire • training report - we’re working on designs to show you what training and qualifications each worker has along with the ability to download that information. We’re testing these designs with users before moving into the build phase.

Training and qualifications We’re also designing a new area within the service for training and qualifications information. If you already have an ASC-WDS account your training data has been migrated and your feedback shows us that you really value this aspect of the service. We’re looking at defining and reporting against mandatory training, showing which qualifications are eligible for WDF, the ability to filter staff records based on different criteria, the ability to use your information as evidence for CQC and other valuable features.

Planning your recruitment

What’s the cost of recruitment? There are lots of variables when calculating the total cost of recruitment. Every care provider will have a different approach to how they cover for the loss of staff and what activities they do to recruit and replace them. Whilst retaining all staff may be an unachievable goal, knowing what the cost of recruitment is for your organisation can help you plan in practical ways to reduce it. See the template on our website, and the example: https://www.skillsforcare.org.uk/Recruitment- retention/planning-your-recruitment/planning-your-recruitment.aspx

Workforce planning Over half of employers we spoke to with a turnover rate of less than 10% had a workforce plan, which helps them to: • act strategically rather than reactively • target the right people with the right values, skills and behaviors • build on what they know works well • support staff development.

Workforce planning - resources

Why do you need to recruit? Reasons for recruitment – what are the main reasons? • Shout out your reasons for needing to recruit new staff

You need to recruit because… • A recent starter has left your organisation • Someone has retired • Someone has been dismissed • You’ve additional staffing needs because you’ve taken on more work/hours and need capacity • Someone has been promoted from the role, eg a carer has moved into a senior carer role

What worked well previously? Do you know where you recruited from, last time? Do you record this information in ASC-WDS? • Was it from another local organisation? • Was it a college leaver? • Was it an unemployed person or returner to work? How did you recruit last time? • Word of mouth/your staff • Adverts - online? Local press? Social media? Other? • JCP/Colleges/jobs fairs?

If you know why people leave… How will it help you in your recruitment campaign?

Using ASC-WDS data to monitor turnover • How soon after starting in post are people leaving? • A high number of people leaving within the first few weeks or months could indicate that you’re not taking on the right type of people • Benchmark your turnover against other local providers

What else is the data telling us about turnover?

How do you compare with other employers?

The local market Where are you going to recruit from? • From within your organisation • Local labour market – unemployed and young people/school or college leavers • people already in work and looking to move – we know that 78% of leavers remain in adult social care

The local labour market Where can you find this information? https://www.nomisweb.co.uk/reports/lmp/la/contents.aspx - Data from Office for National Statistics In time this information will be available on ASC-WDS

The local community Local intelligence • Using staff to recruit for you • Raising your visibility in the local area • Local colleges – do you know how many people are on Health and Social Care courses in your local area? • How many schools and colleges run these courses in your area and how connected are you?

Using ASC-WDS – our approach Marisa Spice, Nellsar

Retaining and developing your staff

Secrets of Success 94% of employers with a turnover of less than 10% told us that one of the main activities contributing to staff retention was investing in learning and development

Recording and monitoring staff learning and development • Employers will be able to access a comprehensive training package which will enable users to filter their data and run reports CPD PD Induction Probation Supervision Appraisal

What is the Workforce Development Fund? A financial contribution towards the cost of workers completing social care qualifications and learning programmes, meaning you can claim back a proportion of the costs incurred on completion of the learning. A list of funded qualifications and learning programmes and their funding value is available: www.skillsforcare.org.uk/WDFqualifications Some examples of what you could claim: ▪ Level 2 Diploma in Care – £600 ▪ Level 3 Diploma in Adult Care – £800 ▪ Level 4 Diploma in Adult Care – £1050 ▪ Level 5 Diploma in Leadership & Management for adult care -£1,500 A maximum of £2,000 per learner, per funding year can be claimed. Find out more: www.skillsforcare.org.uk/wdf

Workforce Development Fund Are you claiming? • In 18/19 employers in London and the South East claimed from £60 to over £30,000 • highest amount per individual in 18/19 was £1,200 • In 19/20 it is up to £2,000 per learner per funding year which would enable for example: • Level 5 diploma (£1500) + Well Led (£500) or • Level 5 diploma (£1500) + CPD modules for managers (£125 each) • Level 3 apprenticeship standard (£800 for the diploma + £500 on completion of the standard) + CPD