Embed Size (px)
Citation preview
Thurs 9th Nov 2017
12:45pm – 15:30pm
Blackfriars Priory
Join an exciting recruitment
and retention initiative
raising the profile of
CAREers in CARE
Official Launch
Event
Proud to Care Song 🎼
Thank you to Ellie O’Regan for writing the
song and thank you to the Students from
The Dean Academy School, Lydney who
performed the song.
12:45 Arrival, Registration & refreshments
13:15
Welcome & Introductions
Bev Harvey (OD &
Workforce Development
Adviser, GCC)
13:30
Key Note Address
Kim Forey (Director of
Integration, CCG/GCC)
13:40
Glos. Journey on PTC
Angela Willis (Workforce
Development Manager,
GCC)
13:50
Benefits of Provider
involvement in PTC
Martin Hughes (Chief
Executive, Lilian Faithfull
Homes)
14:05
Proud to Care
Ambassadors in
Association with Skills for
Care’s
I Care...Ambassadors
Charlie Swarbrick
(Locality manager, Skills
for Care) & Bev Harvey
14:25 Tea, Cake, Networking & Information Stands
14:50
Advertising Jobs with PTC
Glos.
Rachael Hughes
(Recruitment &
Retention Co-ordinator,
GCC)
15:05
Care Quality Commission
inspection methodology
Oliver Dobbins
(Inspector, CQC )
15:15 Closing Remarks, Raffle &
Round up
Bev Harvey
15:30 Finish
Key Note
Address Kim Forey
Director of Integration
GCC / CCG
Official Launch
Event
The Proud to
Care journey Angela Willis
Workforce Strategy manager
GCC
Official Launch
Event
The Proud to Care journey
Background
Proud to Care South West
Proud to Care Gloucestershire
Year One objectives
One Gloucestershire approach
Year two onwards
How you can get involved!
Background The need for a stable, supported and skilled
workforce
Massive recruitment, development & retention challenge
Understanding what the data is telling us
Collective responsibility to improve the image of the sector and to recruit and retain the right people with the right skills for the future
We asked What can we do jointly - regionally and locally?
Proud to Care South West
Regional approach to raise the profile of
care, led by ADASS workforce leads
Builds on successful work in Devon
Funded by 16 Local Authorities and Health
Education England
Delivers a multi media marketing and
recruitment campaign and regional website
Targets three demographic groups – 16-25
year olds, parent returners, over 55’s
Proud to Care Gloucestershire
www.proudtocareglos.org.uk
Strategy group established to develop local approach and oversee implementation
Aims to compliment regional work to meet local needs
Secured local funding for year one
Provider and commissioner participation
Dedicated R&R co-ordinator appointed – Rachael Hughes [email protected]
Year one recruitment priorities agreed
Year one priorities Develop Proud to Care Glos. website Develop free recruitment portal on the website for
advertising vacancies
Integration within Sustainability & Transformation Programme (NHS led)
Employer and wider partner engagement
Proud to Care Ambassadors scheme
Free values based recruitment workshops / training
Glos. Advertising campaign in 2018
Evaluate activities in order to support business case for year two onwards
One Gloucestershire
Approach
We have local STP commitment to Proud
to Care Gloucestershire becoming the
brand / umbrella term for an integrated
H&SC recruitment, retention and
workforce development strategy in our
county
Year two onwards
Continue and build on recruitment initiatives
Focus on leadership development and
workplace culture
Agree local retention and development
priorities in line with provider feedback, NMDS,
commissioning steer and best practice
evidence of what works (reference Skills for
Care’s ‘Secrets of Success’ and maybe even
Richard Branson!)
How you can get involved: Use the recruitment portal on the Proud to Care website to
advertise your jobs Sign up to Facebook and Twitter feeds to stay up to date
with progress Invite us in so that we can use you as a resource for
photography, case studies, videos, etc to show life in the care sector in Glos.
Nominate great staff for Proud to Care Ambassadors scheme
Register to access our dedicated providers’ hub on the website
Link into GCPA and other employer reps who sit on the strategy group to share ideas and feedback
Book onto the Values Based Recruitment training day
Benefits of
Provider
Involvement in
Proud to Care Martin Hughes
Chief Executive
Lilian Faithfull
Official Launch
Event
supporting
We all know how challenging it can be in the care sector, we know
that our carers are amazing people and we are lucky to work with
them. We also know that with an ageing demographic we need more
of them!
What we can do better as part of this program
is to promote job satisfaction, job security
(especially in the charitable sector!) and
fantastic career opportunities.
At Lilian Faithfull we have vacancies for staff
and at times we find that challenging, but
working with our partners such as Proud to Care
and other Agencies such as Gloucestershire
County Council and CQC we all play our part in
promoting care as a fantastic career.
Being part of the Proud to Care campaign
benefits us all, not just providers but Society
as a whole, and at Lilian Faithfull we have
already had quality CV’s come through.
Promoting care as a career is not just a short term headcount benefit,
it gives those in care a genuine reason to enter the profession and
gain recognised qualifications.
Part of the Proud to Care campaign talks
about retention of your teams with regulatory
pressures and long hours and although at
Lilian Faithfull we pay a little more, it is
keeping and treasuring new carers when
they join that makes the difference – any
work such as Proud to Care to aid staff
retention in the Sector is more than welcome.
Personally I started work at Port Talbot
Steel Works as an Accountant, but now
coming from the dark side I am never
going back, we at Lilian Faithfull are
delighted to be part of the Proud to Care
initiative and we are already seeing the
benefits and you can count on our support!
Staff Survey 2017..
“There are endless opportunities for
carers to develop in our roles”
“I feel secure in my job and it is very
rewarding work”
“Lots of free training is available” Dale Booker…
• Kitchen Assistant 2002
• Registered Home Manager 2017
(resoundingly good) Martin Hughes
Chief Executive
Lilian Faithfull Care
Proud to Care
Ambassadors in
Association with Skills
for Care’s
I Care...Ambassadors Charlie Swarbrick
Locality Manager
Skills for Care
Bev Harvey
Workforce Development Adviser
GCC
Official Launch
Event
Develop the skills, confidence and morale of your staff
Attract new workers with the right values to the sector
Improve your staff retention
The I Care…Ambassador initiative connects
people of all ages who are exploring their career
options, with people who work in the care sector
now.
What is I Care…Ambassadors?
Aim: To present a positive image of social care careers thereby
supporting recruitment and retention.
Objectives:
To support recruitment and retention in the sector.
To show social care careers, impartially and in a positive light and increase
the status of the sector.
To sell the value and rewards of a career in care.
To promote career and development opportunities.
To improve public awareness and target a diverse range of individuals who
may have skills which can enhance the sector.
Why I Care…Ambassadors?
Potential I Care…Ambassadors
activity
talk
interactive group
activity
information
stand
mentoring
workplace
visit
talk to the media
You can choose:
the number of ambassadors you will register
the audience your ambassadors will talk to, such
as young people, unemployed adults or careers
professionals
the type of activities your ambassadors will do,
such as talks, group activities or information
stands
how far your ambassadors would like to travel to
do activities.
Tailoring your offer
You can choose what activities you offer as part of
I Care…Ambassadors
Who can join I Care…Ambassadors?
Social care employers sign up to become an I Care…Ambassador
service, and nominate workers to become ambassadors.
Groups of employers can also come together to form an
I Care…Ambassador partnership.
What is Skills for Care’s role?
Services
Partnerships
… are responsible for
uploading and
updating their own
organisational and
ambassador records
and organising
activities.
Skills for Care
host the Hub which
includes:
Search Register
Resources Bank
Welcome Modules
I Care…About
Impact tool.
We oversee the
national running of
I Care…Ambassadors
Why should you sign up?
Motivate your workforce
Boost your business
Develop your staff
Inspire people with the right values to work in
social care
Cut your recruitment costs
Capture and celebrate success in promoting
care careers
Are you interested?
Express interest and attend one of our ‘Further
Info’ sessions:
• Wednesday 13th December 2017
or
• Thursday 18th January 2018
Next Sessions begins 14:50
Official Launch
Event
Tea, Cake, Networking &
Information Stands
Advertising
Jobs with Proud
to Care Glos Rachael Hughes
Recruitment & Retention Co-ordinator
GCC
Official Launch
Event
Proud to Care
Glos Case
Studies
Official Launch
Event
Rachael Hughes
Recruitment & Retention Co-ordinator
GCC
Julie Kingston - Active Living Centre Dementia
Link Worker – Community Engagement lead
Hayley Bennett - Active Living centre
Lead, Crossroads Care FOD
Care Quality
Commission Oliver Dobbins
Inspector
CQC
Official Launch
Event
CQC Inspections:
Recruitment and
Retention
Proud to Care Gloucestershire – Launch Event
9 November 2017
Oliver “Ollie” Dobbins
Regulation 19: Fit and proper persons employed
19.—
Persons employed for the purposes of carrying on a regulated activity must—
be of good character,
have the qualifications, competence, skills and experience which are necessary for the work to be performed by
them, and
be able by reason of their health, after reasonable adjustments are made, of properly performing tasks which are
intrinsic to the work for which they are employed.
Recruitment procedures must be established and operated effectively to ensure that persons employed meet the
conditions in—
paragraph (1), or
in a case to which regulation 5 applies, paragraph (3) of that regulation.
The following information must be available in relation to each such person employed—
the information specified in Schedule 3, and
such other information as is required under any enactment to be kept by the registered person in relation to such
persons employed.
Persons employed must be registered with the relevant professional body where such registration is required by, or
under, any enactment in relation to—
the work that the person is to perform, or
the title that the person takes or uses.
Where a person employed by the registered person no longer meets the criteria in paragraph (1), the registered person
must—
take such action as is necessary and proportionate to ensure that the requirement in that paragraph is complied
with, and
if the person is a health care professional, social worker or other professional registered with a health care or
social care regulator, inform the regulator in question.
Paragraphs (1) and (3) of this regulation do not apply in a case to which regulation 5 applies.
How does this look?
• Proof of identity
• DBS (Disclosure and Barring Service) check
• References – Conduct of the employee and reason for leaving when working
in health or social care, children or vulnerable adults.
• Evidence of qualifications / NMC PIN Number
• A full employment history (any gaps in employment documented in application
/ CV or through interview.
• Health (physical and mental) – capability after reasonable adjustments
• Eligibility to work in the UK.
Spot the difference?
Retaining Staff
Workplace Culture
Well Led 1 Is there a clear vision and credible strategy to deliver high-
quality care and support, and promote a positive culture that is person-
centred, open, inclusive and empowering, which achieves good outcomes
for people?
• Positive culture, supporting staff to develop with the aim of promoting positive
outcomes for people.
• Celebrate achievement / reflect on incidents – involving and engaging staff in
decision making.
• Ownership and responsibility / leadership throughout the organisation from
the top down
• Listening and understanding staff member’s views and concerns.
• Staff who feel supported, valued and able to raise concerns and develop
tend to stay. Understanding and anticipating staff development needs.
What can we learn from staff turnover?
• Understanding why staff leave (possibly through exit interviews)?
• What can be controlled (work conditions)?
• What can’t be controlled (moving away)?
What does outstanding look like
(recruitment and retention)?
• Whenever possible, people (who use the service) are actively involved in
decisions about the staff who will provide their care and support, for example
in relation to recruiting or choosing the staff who will work with them.
• Staff feel their skills are being used effectively.
• The service is recognised as having an exceptional and inclusive approach to
promoting the safety of its staff, and is seen as a good place to work by staff
and external organisations.
• Staff and people help to develop innovative safety training that is inclusive
and comprehensive. Staff report that they have been provided with excellent
training and ongoing support to support people to stay safe and empower
them to take appropriate risks.
• The service deals with issues of poor performance immediately and ensures
staff are supported to improve.
What does outstanding look like
(recruitment and retention)?
• Staff training is developed and delivered around individual needs. People,
their families and other carers are involved in planning and delivering this
training. Training is tailored to the individual needs and learning styles of
staff.
• There is a proactive support and appraisal system for staff, which recognises
that continuing development of skills, competence and knowledge is integral
to ensuring high-quality care and support.
• Staff have opportunities for learning, development and reflective practice on
equality and diversity, both individually and in teams, which influence how the
service is developed.
• Staff are motivated by and proud of the service. There are consistently high
levels of constructive engagement with people and staff from all equality
groups. Managers develop their leadership skills and those of others.
• There is a strong organisational commitment and effective action towards
ensuring that there is equality and inclusion across the workforce. There are
high levels of satisfaction across all staff.
• Performance management processes are effective, reviewed regularly, and
reflect best practice. Leaders and managers provide feedback to staff and
there is clear evidence that this leads to improvement.
• The service finds innovative and creative ways to enable people to be
empowered and voice their opinions. They and staff are actively encouraged
to discuss any concerns. There are high levels of open engagement when
they do.
Information taken from the “Outstanding” Characteristics on the CQC website.
What does outstanding look like
(recruitment and retention)?
Something to think about!
• Equality and the well-led provider - The link between
equality for health and care staff and providing good
quality care is now well established. Research shows that
good workforce equality practice has financial benefits to
health and social care organisations, so is having a
positive impact on the use of resources.
Questions you can ask of your
service?
Well-led
• What, in your view, are currently the main equality related issues/risks/challenges of the organisation?
• How do you ensure that all staff have their voice heard in a meaningful way?
• Do you feel that all staff are treated equally here?
• Do you feel supported in your role and have clear direction form leadership team?
• Do you have a level of autonomy to make informed decisions
Thank You & Questions
Closing
Remarks, Raffle
& Round Up Bev Harvey
Workforce Development Adviser
GCC
Official Launch
Event
Official Launch
Event
Thank you for
Supporting
Proud to Care thanks :
• Lilian Faithful Care and The Orchard Trust for giving permissions to use their photography in the campaign.
• Ellie O’Regan and the Students from The Dean Academy School for producing and performing the song
• Kim Forey for her Keynote Speech opening the launch event
• Martin Hughes, Lilian Faithfull Care for speaking for providers
• CQC for endorsing the Proud to Care Campaign and Oliver Dobbins for his presentation today
• Amanda Morgan from Crossroads Care FOD along with Julie Kingston & Hayley Bennett who were PTC Glos’ first two case studies
• Tim Pellatt from Cordial AV for producing the PTC Glos. Case Studies
• James Hughes for producing the ‘How to post your job vacancy’ guide.
Supported by
Get in Touch
Tel | 01452 324310
Email | [email protected]
Web | www.proudtocareglos.org.uk
@ProudtoCareGlos
